Product(s)

Benefits Administration
Benefits Administration

Benefits Administration

Benefits Administration

Benefits Administration

Benefits Administration

Benefits Administration

Benefits Administration

Benefits Administration

Benefits Administration

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements
General HCM Enhancements

General HCM Enhancements

General HCM Enhancements
General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

General HCM Enhancements

Human Resources
Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources
Human Resources
Human Resources

Human Resources
Human Resources

Human Resources

Human Resources

Human Resources

Human Resources
Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

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Human Resources
Human Resources

Human Resources

Human Resources

Human Resources

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Human Resources

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Human Resources

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Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

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Human Resources

Human Resources

Human Resources

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Human Resources

Human Resources

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Human Resources

Human Resources

Human Resources

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Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources
Human Resources

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Human Resources

Human Resources

Human Resources

Human Resources

Human Resources
Human Resources

Human Resources

Human Resources

Human Resources

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Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Human Resources

Payroll for North America

Payroll for North America

Payroll for North America

Payroll for North America

Payroll for North America

Payroll for North America

Payroll for North America

Payroll for North America

Payroll for North America

Pension Administration

Succession Planning

Succession Planning

Succession Planning

Succession Planning

Succession Planning

Succession Planning

Succession Planning

eBenefits
eBenefits

eBenefits

eBenefits

eBenefits

eBenefits

eBenefits

eBenefits

eBenefits

eBenefits

eBenefits

eBenefits

eBenefits

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop
eCompensation Manager Desktop
eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eCompensation Manager Desktop

eDevelopment
eDevelopment
eDevelopment
eDevelopment
eDevelopment

eDevelopment

eDevelopment

eDevelopment

ePay

ePay

ePerformance
ePerformance

ePerformance

ePerformance
ePerformance

ePerformance

ePerformance

ePerformance

ePerformance

ePerformance

ePerformance

ePerformance

ePerformance

ePerformance

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ePerformance

ePerformance

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ePerformance

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eProfile

eProfile

eProfile Manager Desktop

eProfile Manager Desktop

eProfile Manager Desktop

eProfile Manager Desktop

Feature
Configured to allow overage dependents to remain covered in plans until
policy says they are no longer eligible. Provisions for events to maintain
dependents and coverage when employees are migrated from one plan to
another.
Added fields to track Medicare entitlements and enrollments and fields
added to the eligibility tables.
The benefits enrollment workflow has been enhanced for Life Events. When
an employee starts enrollment, remote calls are initiated to prepare the
employee's benefit options. An enrollment summary page, subpages and
related hyperlinks enables easy enrollment of benefits by the employee.

The benefits review process has been enhanced. A pop-up modal page is
introduced to review an employee's benefit plan. A new preliminary report,
the Benefits Enrollment Summary Statement in PDF format has been
introduced to enable employees review the selected benefit options. The
employee can then go back to any previous steps and make additional
changes if required, before completing the benefits enrollment.
Customers can configure what information should be displayed or hidden
from the employees' Benefits Enrollment Summary Statement, a
preliminary report generated by employees to review their benefit options.
Employee Enrollment Summary Statement controls have been introduced
to enable customers to customize the report.
Employee Life Event Descriptive Pages have been introduced to guide
employees through the activity guide process to complete a life event. A
welcome page and an exit page are included, which customers can
customize to include descriptive and informative text using the Text
Catalog.
Customers can create Life Event Categories to define the Employee Self
Service Life Event Selection menu (the menu available to an employee on
the Life Event main page to select which life event to process). Based on
the business needs, a customer can define custom life event categories
(groups), and then specify the menu items (life events) within a category.
Customers can add new life event types in addition to the out-of-the-box
event types such as Marriage, Birth, Divorce and Adoption. Each event
type can have its own set of rules according to the practices established by
the organization. For example, a Benefits Administrator can indicate
whether a proof is required for a life event type.

A new Life Events guided process, the PeopleTools Activity Guide feature,
allows organizations to configure life events through a sequence of action
items. Organizations are able to define life event templates to support end
to end HR/Benefits business processes and ensure uniform compliance with
business policy and rules.
The benefits enrollment workflow has been enhanced for Life Events.
Employees can complete benefits enrollment through a more user friendly
approach using the start page, enrollment summary page, subpages and
related hyperlinks.
A common document generation solution used throughout the PeopleSoft
Enterprise HCM suite that leverages Oracle's XML Publisher technology.
(General HCM Enhancements may not apply to all products.)
Utilizing the Approval Workflow Engine, users have the ability to authorize
other users to perform managerial tasks on their behalf by delegating
authority to initiate or approve managerial transactions. (General HCM
Enhancements may not apply to all products.)
Vastly improved functionality to automatically trigger workflow notifications
to inform the next approver in the process of work waiting. User-friendly,
configurable, easily maintained and upgraded, and consistent across all
adopting HCM applications through the use of the Approval Workflow
Engine. (General HCM Enhancements may not apply to all products.)

New capabilities delivered to improve agent productivity, enhance

application configuration, and enable HR organizations to provide more
consistent service.
- Case Management improvements focused on increasing agent
productivity and contact center efficiency.
- Better PeopleSoft Multichannel Communications email response
management system (ERMS) integration with the Case Management
processes including the automatic creation of a case from an inbound
email, enabling contact center agents to manage all work regardless of
channel in a common user interface.
- Knowledge Management enhancements including rich text
knowledgebase solution content, solution security, and searching of
solution attachments providing increased search accuracy and relevancy
benefits for both self-service and contact center agents, reducing your
contact center costs.
- Case Category, Specialty Type, and Detail administration page redesign
to make the task of creating and modifying far less data-entry intensive.

The Self-Service Reporting Framework enables administrators to provide

employees with the ability to generate statutory reports through selfservice. Employees access the enabled reports through a new Self Service
Reports pagelet on their home page. They can enter parameters for the
reports, generate them, and save them to their local drives.

Detailed, embedded help now appears to users when they select the
information icon available on group boxes, grids, or scrolls on a page.
These page-specific instructions are designed to help users quickly
understand what they need to do to complete the specific task at hand.
The help appears in a modal window that can be moved but remains
visible as users navigate through the page. Embedded help is easily
configurable, enabling organizations to create, edit, and provide their own
embedded help text, ensuring that it fits their particular business
processes and meets the needs of their users. Embedded help was initially
delivered as part of the continuous delivery model in the PeopleSoft HCM
and ELM 9.1 releases for many key transactions. Embedded help for many
additional self service and administrative transactions will be delivered in
the HCM and ELM 9.2 releases.

PeopleSoft Search, which leverages Oracle SES (Secure Engine Search),

was introduced in PeopleTools 8.52, in HRMS 9.1 Bundle #8, and
documented in HCM 9.1 Feature Pack 2. With PeopleSoft 9.2, PeopleSoft
Search is now the required search tool for all PeopleSoft applications,
replacing Verity. The terminology is also improved in 9.2 for easier
recognition: Application Search is now Global Search, and Search Pages
search is now component Keyword Search Pages search. Preconfigured
application-specific search definitions continue to be delivered for use
within PeopleSoft Search, including several new definitions for HCM.
Oracle provides preconfigured PeopleSoft HCM definitions for use within
SES (Secure Engine Search) PeopleSoft Search, a new search tool
introduced in PeopleTools 8.52. Some preconfigured HCM Application
Search (global) and Search Pages (component) search definitions are
delivered.
Forms and Approval Builder is the configurable tool that allows you to
design forms to meet your organizations business processes and security
needs. Forms and Approval Builder enables end users to eliminate paper
and email based forms by replacing them with auditable, electronically
approvable, and immediately available forms.

Mouse over popup pages enable managers and administrators to quickly

see additional employee or applicant information, such as job or contact
information by pausing over a person's name or ID.
Usability enhancements to improve HCM user interface and consistent look
and feel.

Pivot Grids were introduced in PeopleTools 8.52 to provide self-service,

interactive analytical grids and charts for users to slice and filter data.
Organizations can easily deploy the dynamic reporting and analytics
capabilities of pivot grids embedded within transactional pages to support
key personnel, organizational, and compensation decisions. Pivot grids
allow users to view the data within the context of the transaction,
eliminating the need to export data to a spreadsheet, thereby ensuring
proper data security. PeopleSoft HCM and ELM 9.2 will deliver multiple
pivot grids in the following areas:
- Core HR
- Compensation
- ELM
- Global Payroll and Absence
- Time and Labor
- Talent Acquisition Manager
HTML Email Approvals. When managers submit certain transactions for
approval, the PeopleSoft application sends email notifications to approvers.
The email contains summary information about the transaction request
and approvers can approve, deny, or push back documents directly from
the email by clicking the appropriate link.
Dynamic display now has better layout control, collapsible group boxes, is
scrollable and has the feature to add limited icons.
Desktop Integration compatibility now extends to Microsoft Word 2010.
Dynamic Display pages will be available in languages other than the
default language based on the language tables populated in the
application.
Using the Workcenter Framework users can set up their work dashboards.
A horizontal wizard toolbar allows a user to change labels or ribbons or reorder the buttons.
A credit card interface powered by an integration framework enables users
to offload the hosting of customer payment information onto a third party
payment processing system through a secure connection.

Email approvals enables HTML formatted emails in which the user is able
to add comments and select an action to apply to an approval transaction.
Mobile support enables configurations allowing users to send formatted
emails that are compatible with smart phones and tablets

HR Notifications provide the ability to compose and send notifications to an

individual or a group of people in the HCM system. Notifications can be
scheduled to send immediately or on a future date, and they can be
delivered in the form of email messages, or announcements that are
displayed on the Announcements pagelet of any Homepage, WorkCenter or
Dashboard page.

To ensure that our customers have the most current talent management
options possible, Oracle will provide PeopleSoft Talent Management 9.2 to
PeopleSoft HCM 9.1 Integrations to connect our Talent Management 9.2
and Human Resources and Time and Pay 9.1 applications. These easily
configurable integrations enable our HCM 9.1 customers to take advantage
of the Talent Management 9.2 business process enhancements while
retaining their existing HCM 9.1 implementation. PeopleSoft Talent
Management 9.2 to PeopleSoft HCM 9.1 Integrations will provide
PeopleSoft HCM 9.1 customers the ability to leverage the newest Talent
Management 9.2 applications without requiring a full upgrade to
PeopleSoft HCM 9.2. Because youll maintain your valuable data in a
consistent PeopleSoft-to-PeopleSoft approach when using PeopleSoft Talent
Management 9.2 to PeopleSoft HCM 9.1 Integrations, the time and
resources required to maintain your system data is reduced and simplified.

The PeopleSoft Applications Portal has just been re-branded as the

PeopleSoft Interaction Hub. As part of our ongoing efforts to deliver a richer
user experience to PeopleSoft customers, PeopleSoft is now offering an
extended restricted use license (login required) of the PeopleSoft
Interaction Hub free with PeopleTools. This change extends the existing
restricted use license to include the following additional capabilities:
- Dynamic Unified Navigation. Enables customers to easily provide
seamless, unified navigation among their entire PeopleSoft application
portfolio.
- Site-wide branding. Makes it easier to brand your ecosystem and provide
a vivid, contemporary appearance for your applications.

The Apple iPad and other tablet devices are growing in popularity, and now
you can use these devices to access your PeopleSoft applications.
PeopleTools 8.52 is certified on the Safari browser on an iPad running
version 4.2 or later. The iPad makes your PeopleSoft dashboards even more
effective at providing important information at-a-glance. The certification
of the Apple iPad browser enables you to view virtually all of the PeopleSoft
application pages. That means you dont have to wait for the development
of multiple native iPad applications. The PeopleTools certification on the
Safari browser offers you not only the ability to use dashboards and
workcenters on your iPad, but you can do almost anything on your iPad
that you can do on your desktop systems. This exciting user interface
platform has unlimited potential for enabling you to access your PeopleSoft
application content from your mobile devices.

PeopleSoft Update Manager provides the tools a customer needs to reduce

time, effort, and the cost of PeopleSoft application maintenance. On a
regular schedule, PeopleSoft will deliver the most current PeopleSoft
applications code and objects in the form of a PeopleSoft Update Image on
a Virtual Machine. PeopleSoft Update Manager utilizes familiar tools like
Change Assistant and Change Packager and provides a way for customers
to select what they want to patch to their environment. With PeopleSoft
Update Manager:
- Your environment does not have to be current on maintenance.
- You can select a single fix and have the system automatically find the
needed prerequisites to go with that fix.
- You can get current on fixes by having the system generate a custom
change package that suits the current state of your environment.

Based on industry best practices and customer feedback, we have

redesigned our PeopleSoft help solution to include the following
enhancements:
- A modern user interface to engage with our application help content.
- A new content structure that allows for a more intuitive help-content to
application-page relationship.
- Business Process Map (BPM) graphical integration and navigation with the
online help documentation.
- Embedded media, such as feature demonstration videos and audio files.
Starting with 9.2, PeopleSoft will deliver our new help solution interface
that looks and functions much like a website rather than our past book
format structure for help documentation.

(JPN) Weve enabled the import of csv format files of postal code data that
are supplied by Japan Post to update postal code data smoothly.
(FRA) Improved merge process for French public sector data.
(GBR) To support the Inland Revenue requirement that employers year-end
reporting contains valid national insurance prefixes only, we have
introduced a new setup page that defines national insurance prefixes.

Key elements of the new profile management feature are:

-Track job/organization and person profile attributes with the newly
designed, flexible-setup content catalog. The content catalog joins the
existing competency management and job profiles data structures.
-Link job or organization profiles to a number of different entities such as
job code, position, department, and so on. Also define entities based on
your business needs.
-Streamline profile administration by copying items between profiles. For
example, employee profiles can contain profile items that also appear in
job code or salary grade profiles.
-Control who can view or change profiles by enabling profile approval
processing. Use the security settings for each content section to control
who can view and update the section.
-Perform targeted analysis through powerful search and compare tools.
-Integrate with ePerformance, Recruiting Solutions, and Enterprise
Learning Management and other PeopleSoft applications, such as
Financials and CRM.

Manage Base Benefits business process enhancements:

- Reorganized rate table functionality. One rate structure replaces the
previous service rate tables. Common architecture standardizes rate table
definition.
- Reorganized the Calculation Rules component, keeping only fields
directly related to rate calculation. A simple interface for calculation rules
contains fields that impact the coverage calculation.
- Centralized the attributes calculating life insurance and disability plan
coverage in a common formula-based component. Select existing formulas
to calculate life insurance coverage or create your own formula.
- Established simple Rate Plans to help you set up long-term care
insurance, employee assistance plans, legal plans, and other types of
insurances that only require an associated rate.
- Simplified many dependent relationships and mapped them to benefit
eligible statuses.
- Streamlined several Savings Plan components to increase usability and
flexibility to limit processing and overrides.

To make code reuse more manageable, we provide a registry that enables

you to register HCM interfaces for Service Oriented Architecture (SOA). The
HCM Registry holds all the interface specifications for available services. It
stores contracts from service providers and provides those contracts to
interested service consumers. The service provider registers the interface,
the service consumer locates the interface in the registry and uses the
information to bind and execute the contract between the consumer and
the provider.

HCM Event Manager is a framework that enables you to define, implement,

and run business logic for business events. Using the Event Manager
framework, you can define the business events that the system raises
when you change certain data in application components or run certain
PeopleTools Application Engine processes. You can also define the event
handlers that the Event Manager framework executes to react to these
specific event instances. Raising an event is the act of creating an event
instance. If an event is raised, the Event Manager framework automatically
executes the business logic for the registered event handlers of the event.
Stronger credit card encryption solution that complies with the cardholder
data protection requirements of the Payment Card Industry (PCI) Data
Security Standard and with Visas Cardholder Information Security Program
(CISP).

Mass Update feature enables you to make changes to the data of large
groups of people. Mass Update Manager is the front end module where you
define, create, manage, report, execute and delete mass updates. The
Transaction Processor is the back-end module that consists of the
Configure Processor component for setting up and managing system data
that is available for mass updates and an application class that provides
access to transaction processing functionality. The Execution Manager is a
back-end module that is a mechanism in the batch mass update process.
(FRA) Improved tracking and reviewing of pension and contingency fund
information for French employers.
(FRA) Additional options for French companies to track their training costs
and comply with regulations.
(ESP) Contract printing capabilities enables you to load the forms into the
system, map data to the form fields, enter data into the fields to complete
the forms, and print the forms. Employers can then have employees sign
the printed forms and return them to the human resources administrator,
who can then submit the completed forms to the government.
(ESP) Improvements to AFI flat file generation that companies must send to
the social security agency.
(ESP) Delta communication management enables you to efficiently
communicate to management entities information about industrial
accidents. Helps speed the distribution of information, reduce costs, and
simplifies communications while guaranteeing the confidentiality of the
content of documents.
(ESP) Contrata communication management enables you to track multiple
persons labor contract data and to generate an XML flat file to send to
I.N.E.M. This feature combined with the Contrat@ web service eliminates
the paper communication between companies and I.N.E.M. and enables
companies to communicate data for multiple persons at once, thus
reducing time and costs.

(ARG) Ability to define country-specific information about your company

that the system uses as default settings in other areas of the application.
The system enables you to:
- Enter CUIT (Cdigo nico de Identificacin Tributaria) information.
- Enter family allowance rates.
- Maintain departments.

(ARG) You can easily handle employee and dependent information such as:
- Entering CAT information.
- Declaring health provider data.
- Managing SIJP data.
- Entering dependent information.
Provide the capability to support the collection and reporting of Telework
Data.
Employment Record Number (ERN) Delete process. A new App Engine
process that deletes all data related to an Employment Instance
(represented by the Empl Rcd Nbr).

Contingent Worker/Person enhancements added to further take advantage

of the 8.9 Person Model changes. We can now track security clearances,
badges for all people in your PeopleSoft HCM database. The previous Job
Summary has been enhanced for any person with a Job, and renamed to
Workforce Job Summary. With the addition of several expiration dates,
there is now an online expiration inquiry page, as well as a batch process
to notify managers and other roles designated by the users.

Military Rank enhancements can be applied globally and provide

considerable value to global military customers in several ways. A number
of new and existing pages now display military-specific fields and sections
when the Military functionality is enabled on the Installation table. New
components are defined to support the definition and make up of military
services, as well as tracking and personal information of individual service
members. This feature integrates with the Human Resources Manage
Profiles business process to update service member worn rank changes
through services defined in the HCM Event Manager.
To better comply with the United States Immigration and Nationality Act,
we enable your company to collect and store all I-9 information. Features
include workflow-driven self-service functionality to complete I-9
information, with the ability for employers to complete and submit the
required sections.

The Person Model enables a single source of truth for employee data and
work history. Staff productivity improves by entering data only once,
instead of several times in multiple systems. Enhancements to Person
Model include:
- Improved flexibility to support the growing contingent worker segment of
the workforce.
- Batch process for deleting Employee IDs supports the deletion of specific
Employee Records giving organizations the flexibility to manage employee
records at a more granular and accurate level, leading to better data
integrity and reporting for terminations and turnover analysis.
- Organizations have more options for the types of non-workers who can
be paid or receive benefits. Possible Persons of Interest who may receive
payments or benefits from an organization include surviving spouses or
former dependents.

Template-Based Hire (also called SmartHire) enables a template

administrator to configure hiring pages according to an organizations
unique onboarding processes that often differ by jobs, geographies, worker
types, industries, and so forth. Configuration options include field and page
layout, as well as security and automatic updates. Field attribution features
include the ability to default and hide values, override defaulted values, or
require fields at the user interface level. With templates that default all
data common to a job, a person performing entry only needs to enter
variable data such as name or address. This significantly reduces the time
it takes to enter hire data, and ensures that the data saved to the database
is correct and complete. It also is possible to allow or disallow users from
overriding template data so that organizations can determine the level of
policy flexibility granted to users.
(JPN) Mass Organizational Change has been enhanced visually in order to
ease operation.
(NLD) The Wet Administratieve Lasten Verlichting Inzake
Socialeverzekeringswetten (WALVIS) Act introduced changes to reporting
requirements for Dutch employers. Modifications have been made to
support these regulatory requirements (in both Human Resources and
Global Payroll for the Netherlands.
(NLD) Administer Salaries for the Netherlands has been updated to meet
legislative changes to savings plans and company car taxation.
(NLD) Administer Salaries for the Netherlands includes enhancements to
the Bank/Giro page for multiple jobs and to support different currency
codes.

(NLD) The Administer Salaries for the Netherlands benefits functionality

has been enhanced in line with enhancements made to Manage Base
Benefits. Key changes are the introduction of the Benefit Rate table that
enables you to define more flexible insurance benefit plans than the AgeGraded Rate table, which it replaces, and the Current Benefits Summary
component replaces the Benefits Summary page and the Benefits
Summary (PI DedCalc) page.
(United States Federal Government) Federal customers can now easily hire
existing contingent workers defined in their PeopleSoft HCM database. The
personal information is defaulted into the Federal PAR hire components.
(United States Federal Government) US Federal Government customers
now see that all the fields required by National Finance Center (NFC)
reporting requirements have been added to core HR job and position
tables, in addition to Federal personnel action request (PAR) processing.

(United States Federal Government) A new NFC SINQ Import process has
been designed to import a daily SINQ error file. Based on the last user who
modified the SINQ transaction, the user is notified through workflow of the
SINQed transaction awaiting their attention. Import and workflow
processes for NFC filesSINQ, PACT, and PMSO errors resulting from the
NFC Personnel Edit Subsystem (PINE).
(United States Federal Government) US Federal Government customers
can now edit individual employee PAR transactions. The existing OPM
Regulatory Editing process (CPDF process) has been modified to enable
NFC-specific edits to be defined.

The Military Rank Change process enables you to track the various states
of military service member rank changes, notify stakeholders, enable
stakeholders to approve or deny a rank change request, and generate
official documentation. Create rank change templates to expedite the
member rank change request. Automatic update to service members Job
Data to reflect the rank change with or without rank approval processing.
It also provides the ability to generate official single or multiple rank
change documents.

Employee self service enables you to view your current profile content,
including:
- Performance history, ratings, and manager reviews.
- Development plan and current status.
- Current role competencies and proficiency levels and gaps between
desired and actual proficiency levels.
- Relevant personal and job information such as name, location, birth date,
job title, job code, time in position or job, compensation rate, cost center,
organization unit, email, phone, and a picture, if one is available.

Integration with OWS to eliminate duplicate data entry and the need to
maintain multiple sources of worker data. HR publishes an employees
personal, job, contract and profile information to OWS. HCM Event Manager
publishes information to OWS via PeopleSoft Integration Broker messaging.
When any of the fields required by OWS in the Personal, Job, Contract, and
Profile contributing components are updated, the information is published
to OWS.
Enhancements to the SmartHire (template-based hire) feature include new
section information to support the integration with Oracle Workforce
Scheduling (OWS) and region-specific requirements (address, national
identification number, ethnic group, and religion) to support China and
Thailand data. A new check box in the template setup pages enables you
to include a link to the Contract pages from the Template-Based Hire
pages.
Enhancements to profile type, including the ability to designate a default
profile type to retrieve and update data for person and nonperson profiles,
and the ability to give integrating products more flexibility in the profile
content that is retrieved and updated.
A redesign of the Search and Compare process in Manage Profiles as a
pluggable module, integrated with Plan Successions, Plan Careers, and
Interest Lists.

Usability improvements in the area of profile maintenance, providing better

navigation and a more intuitive page design for both administrators and
self-service users. This includes the use of current and historical
components to maintain personal and team profiles, the ability for
managers to create and maintain profiles for jobs, positions and other
business entities, and the ability to define security update access to a
content sections in a profile by role .

IBAN (International Bank Account Number) is an international standard for

identifying bank accounts across national borders. It was developed
originally to facilitate payments within the European Union but the format
is flexible enough to be applied globally. To improve IBAN data
management functionality and to support Single Euro Payment Area (SEPA)
banking formats and standards, Oracle developed enhancements to
several existing IBAN-related pages. You can now enter the IBAN number
directly in an IBAN field and validate the entered number using a validation
process. This process alerts you if there is an error in the entered IBAN.

(ESP) The ERE feature enables customers to manage the administrative

procedure under Spanish legislation that companies must follow when
requesting a temporary suspension of labor contracts or a collective
dismissal. It enables you to enter the required data, adjust reductions in
contribution and compensation, and generate the reports to communicate
required data to legal entities (Social Security and SPEE).

The PeopleSoft HCM application now supports collaboration within the

organization through the use of instant messaging (IM). Instant messaging
is a form of real-time direct text-based communication between two or
more people using shared clients. Employees can now enter instant
message IDs through the self-service pages. This information is captured
and stored in the HR personal data pages or can be entered directly into
HR by the administrator through the Add a Person (or hire process) or the
Modify a Person components. By configuring IM and storing employees IM
data in the system, organizations can enable instant communication from
application pages.

Integration with Clairvia eliminates duplicate data entry and the need to
maintain multiple sources of worker data. HR sends employee personal,
job, and person profile information to Clairvia in real-time via Integration
Broker to Clairvia when you add a person and job, add an employment
instance to an existing person or employee, add or update a person profile,
end an employment instance, or update an employment instance.

The Company Directory enables employees to search for people across the
organization, see people's relationships through a three-leveled visual
representation of your company's defined hierarchical structure, and
access profile data to view detailed information about a person, such as
contact information, company details, and personalized links. With
functionality provided in PeopleTools 8.51.02 or higher, this organizational
visualization and navigation directory offers functionality beyond a typical
organization chart by supporting worker collaboration and enabling users
to initiate employee self service transactions from the organizational view.

(GBR) In the UK, new legislation has come into effect regarding maternity
leave. Employees can return to work during maternity leave to keep in
touch with the workplace without revoking their leave status. We are
delivering new functionality to support this legislation allowing users to
enter Keep In Touch (KIT) days. Error messages will be displayed for KIT
days entered within two weeks of the childs birth and only 10 KIT days
may be taken. Also delivered is Change in Start Date, an enhancement to
support the update to UK maternity leave policies that now allows leave to
start on any day of the week.
(CHN) Updates to Personal Data to track Hukou Type and Location, and
Working Life. Updates made to the National ID formatting options for
China to support the ability to track the Old National Identification Number
as well as the Pass Information.

(Commitment Accounting) Support Real-Time Budget Checking (RTBC) - You

must be on Financials Release 9.0 or higher to use this functionality which
enables you to send online budget checking transactions to PeopleSoft
Financials Commitment Control Budget Processor so that you can recognize
the estimated cost of new positions, the salary offerings to new
employees, and changes in salaries for employees on an ongoing basis in
real time. At the system level, you choose whether to enforce real-time
budget checking. Flexibility has been provided at the department level to
configure the system to either perform or bypass a real-time online budge
check. Real-time budget checking can be done:
- prior to saving the HR-related transactions, thereby minimizing overdrafts
on accounts;
- on encumbrances to ensure that funding is available for salary and group
fringe expenses like employer-paid benefits and taxes;
- for personnel actions such as creating new positions, new hires and new
concurrent jobs, as well as processing position, salary, department and
funding source changes.

The Org Chart Viewer enables your employees and managers to search for
people across the organization, to see a visual representation of the
organization based on different types of hierarchical structures (a company
directory, your direct- and dotted-line reporting structures if you are a
manager, and matrix teams, sometimes called dotted line reports), and to
enable self service actions from the visualization. Users can collaborate
with co-workers by selecting the communication methods available within
the organization including email, instant messaging (IM), telephone
options, links to social networks, and a free form text field to include
additional personalized information.
With configurable profile actions, you can now selectively activate different
profile actions for administrators, managers, and employees in Profile
Management. You can also modify the description of each action.
Additionally, two new profile actions are now available to enable
comparisons between an employees profile and the employees current
job.

Oracle provides PeopleSoft Career and Succession Planning 9.1 to

PeopleSoft HCM Integrations to connect our Talent Management 9.1 and
existing Human Resources 9.0 applications.

Oracle provides PeopleSoft Career and Succession Planning 9.1 to

PeopleSoft HCM Integrations to connect our Talent Management 9.1 and
existing Human Resources 8.9 applications.

A large number of Crystal reports were converted to XML Publisher (XMLP)

format. XMLP separates the data extraction process from the report layout.
XMLP provides the ability to design and create report layout templates with
the more common desktop applications of Microsoft Word and Adobe
Acrobat, and renders XML data based on those templates. With a single
template, you can generate reports in many formats (PDF, RTF, Excel,
HTML, and so on) and in many languages. Converted reports include
Human Resources Core and Federal as well as reports specific to Canada,
France, Germany, and United Kingdom.
(Commitment Accounting) New encumbrance fringe setup tables enable
you to define different encumbrance percentages and additional deduction
encumbrance amounts for different salary ranges.
(Commitment Accounting) Support Multi Year Encumbrances.
Encumbrances are created for the entire funding source beyond the
current fiscal year. Multiyear encumbrances are split across multiple
budget years when sent to the Financials Management system. Integrates
with Real-Time Budget Checking functionality.

Manager Self Service enables managers to perform the same activities for
their direct reports that employees perform for themselves. Except for the
employees personal career path, managers can access an employees
profile and career plans. Managers can alse enter ratings of potential and
forced ranking for employees by using the manager self-service career
planning pages.
Generate a personalized resume to consolidate all work-related
information. Use the internal resume to apply for an open job or position
within the organization.
Use the Career Progression Chart to visualize your career path and perform
a profile comparison between yourself and any role in your career path.
This comparison generates an overall total match, which can be a
combination of required background, skills, and competencies.
Add training courses or programs based on data from either Training
Administration or Enterprise Learning Management.

Career Developmental Areas enables you to identify personal strength

types and self-ratings. This information is available to the manager to
facilitate development documentation and discussion. As an employee,
you can add development areas, documenting the areas on which you
would like to focus.
Career Mentoring is a key to creating a top-performing workforce. Plan
Careers 9.1 enables you to identify people as mentors that are internal or
external to the organization, and identify goals related to each mentor.

Career goals enable you to view your current job profiles, view the
requirements of profiles in various career paths, and compare your current
skills, competencies, and qualifications to targeted profiles. You can import
a target profile into your development plan to jump-start the creation of
goals and actions based on gaps between your skills, competencies, and
qualifications and those in the target profile.

Career paths enable you to view and update your career path by selecting
the desired positions or roles. When one or more roles are placed on your
career path, you can see the required job skills, competencies, and
experiences for each position or role, and the gap between your current
profile and the profile requirements for the desired position.
You can define multiple career paths, operational or personal, and identify
the single path that the organization uses in evaluating your potential and
creating a performance and development plan based on this path.

(DEU) German Public Sector (GPS) provides capabilities to support

personnel administration in the German public sector. It includes
enhancements to HR Core and workforce administration to support GPS
business processes as well as the hiring and management of GPS
employees. In addition, a new feature is built for post planning and
administration, which provides GPS organizations the ability to plan for
their staffing needs and execute their plans through post plans. GPS
captures and manages data of employees dependents and families. The
HCM system and ADP PAISY integrate together to fulfill German Public
Sector requirements and address collective labor agreements.

A user can add the Company Directory application to the tablet and
smartphone home screens to easily invoke the application. The mobile
Company Directory functionality is similar to the desktop version of the
PeopleSoft Company Directory. It uses the same setup pages to configure
the Company Directory pages. The PeopleSoft Mobile Company Directory
enables you to perform the following from your mobile device:
- Search for people in the company directory and view information about
them, such as contact details, reporting structure, and personal
information.
- Quickly access people you have recently viewed, that are part of your
favorites list, or view direct reports and peers, if applicable.
- Send an email to a co-worker by tapping the email address, make a call
using your smartphone, or send a text message by tapping on the phone
number.
- Access an interactive organizational chart when using your tablet.
The following Org View Type options are delivered to support the setup for
the tablet and smartphone:
- Company Directory - Tablet (for the tablet)
- Company Directory - Phone (for the smartphone)
The ability to manage profile group types through an automated process
for maintaining profile group populations.
An administrator can delete any incomplete life event using the Manage
Life Event Instance page, in addition to manually navigating to the life
event and canceling it. An employee can cancel from within the Life Event
process.

An automated life event document approval process enables timely

approval of an uploaded life event document by the Benefits Administrator.
An e-mail notification is triggered to the Benefits Administrator when an
employee uploads a life event document. When the Benefits Administrator
approves or denies a document, an e-mail notification is sent to the
employee to take further action.
A Benefits Clone Utility is introduced to simplify the process of creating a
new life event from scratch. The new feature enables customers to create
a new life event by duplicating another existing life event, in addition to
creating a life event manually. The customer can then modify a cloned life
event to suit the business needs.

An automated life event document approval process enables timely

approval of an uploaded life event document by the Benefits Administrator.
An e-mail notification is triggered to the Benefits Administrator when an
employee uploads a life event document. When the Benefits Administrator
approves or denies a document, an e-mail notification is sent to the
employee to take further action.

(ESP) The AFI feature in HR localization for Spain streamlines the business
processes related to hiring. The new Update Contracts ESP component
enables the user to:
- Manage the contract actions.
- Manage the contract clauses.
- Manage contract signature data.
- Print a copy of the contract directly.
- Enter the data for AFI reports.
- Enter the payroll data.
In line with the data entry changes, the following processes are modified:
- AFI process
- Contrat@ XML generation
- Contracts printing process
- Delt@ and Fundacin Tripartita reporting
PeopleSoft 9.2 provides integration between Profile Management profiles
and Smart HR. You can now enter and update a persons profile data using
the Smart HR Transaction templates and pages.
A Manage Life Event Instance feature is introduced to enable employees to
delete any incomplete life event instance stored in the system.
A Benefits Clone Utility is introduced to simplify the process of creating a
new life event from scratch. The new feature enables customers to create
a new life event by duplicating another existing life event, in addition to
creating a life event manually. The customer can then modify a cloned life
event to suit the business needs.

In 9.2, Profile Management offers enhancements to Content Items. Content

item descriptions now support more than 30 characters. Also, when
defining new content items, the assigned item codes are no longer
required to be unique across all content types unless it is an item for one of
the following legacy content types: competency, license, membership,
honor/award, test, language, degree.

Employee Profile Matching replaces the Person to Role match feature in

Profile Management 9.2. This functionality expansion now addresses any
non-person profile (not just Role) and any defined content type. This profile
matching option is an excellent way to compare a specific employee profile
with a specific non-person profile and perform fit-gap analysis on each
competency, based on proficiency and importance.
Inclusion of related items in the Profile Management search and compare
process. Additional search capabilities have been added for related items,
such as sub-competencies, so they can be included as search query
elements when the parent item (Competency) has been specified.
Profile Management custom prompts have been enhances to allow other
profile properties to use prompt values. This provides more flexibility to
add profile properties whose values can come from a custom list of values
(manual entry) or from an external table.

The PeopleSoft applications now use Oracle Secure Enterprise Search

(SES), which replaces the previously used Verity search engine in Profile
Management. SES provides better access to enterprise information while
protecting sensitive data from unauthorized users. The new
implementation of SES is transparent to end users who will continue
performing the Profile Search and Compare much in the same way as
before. As part of the new implementation, the scoring algorithm for
search queries including rating properties as elements has changed.

Smart HR is an extension of the feature delivered in a previous release

commonly referred to as Smart Hire or Template based Hire. Smart HR
enables you to configure any Personal Data, Job Data or Profile data
transaction to simplify the user experience for the more general user. The
new Template Transaction Type component enables you to identify a
templates use, indicate what sections are permitted in a template, define
which components will be updated during the Smart HR process, and are
used to determine which users have security access to a template.
Administrators can also us the Manage Transactions component to view
transactions that are in draft status, require HR review, or encountered
errors.

PeopleSoft HCM 9.2 delivers four pivot grids to view and analyze
headcount: a Headcount Movement grid and a Current Headcount Profile
grid for both the administrator and the manager. The user can generate
pivot grid headcount reports to view headcount information in a graphical
format as well as pivot and filter data to present data from different views.
Administrators can compare the organizational population by date as well
as all job actions that occurred during a specific reporting period. Managers
can view the distribution of job codes or job actions for their employees for
a given reporting period.
Usability Enhancements in the Succession 360 page utilize secondary
pages that facilitate the adding of candidates and reduce the number of
navigations. Assign Ratings button is added to assign box ratings to the
unrated candidates.

ePerformance integrates with the Career Planning functionality in

Succession Planning to provide managers easy access to employees'
career and development data from the new Career Plan Summary section
in documents. This section shows the employee's current career plan at a
high level and includes a link to update this information in the Manager
Self Service menu. Managers can view the overall performance rating from
ePerformance and the career potential rating from Career Planning to
default into the appropriate rating boxes in Succession Planning.

HCM Benefits has been enhanced to account for the new dependent
relationship US same-sex spouse, and validate benefits eligibility options
based on this new relationship. The following functionality has been added:
- A new dependent relationship US same-sex spouse.
- A new covered person type US same-sex spouse.
- A new set of health coverage codes for US same-sex spouse.
- The ability for a user to add the new same-sex spouse relationship to
his/her personal data.
The ability to check for spousal waiver is also available for US same-sex
spouses similar to spouses, ex-spouses, and children of employees.

HTML Email Approvals. When managers submit a Transfer, Promotion, or

Reporting Change request for approval, the PeopleSoft application sends
email notifications to the approvers. The email contains summary
information about the transaction request and approvers can approve,
deny, or push back documents directly from the email by clicking the
appropriate link.

PeopleSoft HCM integration with Taleo Recruiting enables the customers to

utilize the recruitment functionality defined within Taleo Application, while
they continue to use PeopleSoft for their day-to-day HCM business
processes. The integration model allows the customers to create and
manage job requisitions in the Taleo application using Organization,
Location and Job Fields (OLF) defined within PeopleSoft.

Improved flexibility for garnishment processing by leveraging the Canadian

rules-based engine to meet the ever-changing regulatory requirements in
the United States. This gives customers complete control over all aspects
of their garnishment calculations by providing users more flexibility in
defining the applicable earnings and exemptions. These changes increase
staff productivity by reducing the amount of manual labor required to
compute garnishments, which also improves data accuracy. Business
flexibility is also improved.
Streamlined menu structure for year-end reports for ease of use.
Enhanced integration between Payroll for North America and Time and
Labor, including reconciling reported and payable time, payable time
status and reason codes, Load Time and Labor filters, and check reversals.

We increased the size of monetary fields for various balance tables and
reports. The maximum balance amount that can be stored in the system
has been increased to $99,999,999,999.99 (11.2). We are also expanding
fields on the Paysheet so that you can have: up to 99 separate check
numbers, up to 99,999 page numbers, and up to 999 line numbers. In
addition we increased the Array Size for selected Copybooks.

(Education and Government) A more flexible Contract Pay solution is

tailored to the requirements of the K-12 and higher education industries.
You can now:
- Calculate contract pay using earnings for actual workdays, using a school
schedule that works with your holiday schedule to determine the number
of workdays in a contract.
- Annualize taxable gross and imputed income for contract pay employees
who are paid over less than 12-months. The system calculates earnings
using an annualization factor from the contract.
- Set up balloon payments.
- Prorate contract pay using the effective date of a contract change, with
or without a lump sum retro payment.
- Access a complete overview of the contract pay calculation for your
employees, including projected earnings as well as actual earnings.
- Run a discrepancy report to identify any projected payments that are not
equal to actual payments.
- Process back-to-back contracts within the same pay period.
- Specify multiple funding sources for contract regular pay.

(Commitment Accounting) ChartField integration has been expanded to

include the five additional ChartFields for project costing. This
enhancement provides greater synchronization and integration between
Payroll for North America, Financials, and Time and Labor by enabling the
payroll system to report any adjustments and allow the data to flow back
from Project Costing to Time and Labor and General Ledger. The additional
Project Chartfields are Project Business Unit, Activity, Source Type,
Category, Subcategory.

Enhanced the Retroactive Pay (Retro Pay) system to provide more

functionality, flexibility and control for our customers.
- Provide a new configurable, user-defined Trigger Table that allows the
user to determine what fields should create a Retro Request.
- Show and keep the history of all Triggers created.
- Major functionality change for Retro on Retro which includes changes to
the Retro Calculation. You will have the ability to see the prior paid retro.
- Tightened up all processes around retro to ensure accurate Retro
Calculations.
- We have given you links to the paycheck from the Retro Pay Calculation
Results page as well as links from the Paycheck to the back to Retro Pay
Calculation Results.
- Expanded the Field Size for the Retro Pay Sequence Number.
- Made change to Retro Pay Messages process for better usability.
- Improved the Retro Reports and selection Criteria.
- Component Interfaces will now create Retro Pay Triggers.
- Fixed various reported bug/enhancement issues.
- Usability changes for a better user experience.
Enhancements to the Load Paysheets process enable you to:
- Add multiple source codes for Other Source Type via adding new
translate values in
Application Designer.
- Added Source Flag on the Payline.
- Load paysheet data with an Excel Spreadsheet using component
interface.
- Inactivate paysheet transactions online so that you no longer have to use
SQL to update the record.
- Load one-time garnishment overrides.
- Negative earnings are allowed for transaction type E.
- Added additional fields ADDL_NBR and CHECK_DT to the PSHUP_TXN
table.

PeopleSoft 9.2 introduces Paycheck Modeler, which is available through

ePay, Payroll for North Americas self-service module. Employees can use
the self-service Paycheck Modeler to investigate their own what-if
situations and simulate their own paychecks without updating production
tables and without calling the payroll department or help desk. Payroll
administrators can also use it. Paycheck Modeler increases employee
satisfaction while reducing the workload of your payroll department.

Pension Administration 9.2 features an end to end solution for service

purchase processing. Configurable rules allow an administrator to tailor
the system to match an organization's service purchase process, allows for
modeling of cost and payment estimates and integration to the PeopleSoft
Financials system.

Develop succession plans with and without position management and

create plans for individual employees, job codes, and positions.
Search for and analyze candidates within a specific succession plan. Use
career path information to plan successions and indicate candidate
readiness to move into a new position.
Perform a side-by-side readiness comparison of a group of candidates with
a plan incumbent.

Oracle provides PeopleSoft Career and Succession Planning 9.1 to

PeopleSoft HCM Integrations to connect our Talent Management 9.1 and
existing Human Resources 9.0 applications.

Oracle provides PeopleSoft Career and Succession Planning 9.1 to

PeopleSoft HCM Integrations to connect our Talent Management 9.1 and
existing Human Resources 8.9 applications.
Manually add internal and external individuals to talent pools based on
nominations, process-based recommendations, or performance and
potential analysis. Add internal individuals automatically using Profile
Managers search and match feature. You can specify each employees
readiness based on criteria established by your organization.
Integration with Profile Manager to support the matching and identification
of skill gaps between potential successors and incumbents or job profiles.
Configurable X-Y grids for rating box, or 9-box, which tracks user-defined
criteria such as performance, potential, readiness, and so on, and to rate
talent pool members or successors.

The Succession 360 feature enables you to visually review and manage a
person or role within the context of the organization.
The Succession 360 feature gathers and displays a variety of pertinent HR
data. You can perform the following functions:
- Search for people, succession plans, and positions or job codes.
- Create graphical representations of reporting hierarchies
- View profile summaries
- View succession plans for people, positions, or job codes
- Edit succession plans.
The Succession 360 feature exchanges succession plan data from the
succession plan record and updates the information in the plan record as
you make changes in either the Succession 360 component or the
Succession Plan pages.

Ability to associate certification questionnaires with certain dependent

relationships or with certain plan types. Certificates are built using the
Certification Definition page. Implement certifications using either Event
Rules or Dependent Relationships. This certificate, if assigned to a
particular benefit plan or dependent relationship, appears in eBenefits selfservice to the participant.
Optional workflow to help manage self-reported dependent data.
A new Life Events guided process, the PeopleTools Activity Guide feature,
allows organizations to process life events through a sequence of action
items. Organizations are able to define life event templates to support end
to end HR/Benefits business processes and ensure uniform compliance with
business policy and rules.
A grid view has been introduced to enable quick determination of whether
a person is an employee's beneficiary, dependant, or both.

The Life Event document approval workflow integrates with the HCM
Delegation Framework, enabling Benefits Administrators to delegate
authority of Life Event document approval. A Benefits Administrator can
delegate the authority to approve Life Event documents uploaded by
employees to another user if required. The Benefits Administrator can
create a delegation request to authorize a proxy to approve documents on
his/her behalf. The proxy can accept or reject the delegation request, and
can approve, deny, or push back Life Event documents on behalf of the
delegator. The delegator can revoke or withdraw the delegated authority
when required. Email notifications will be sent to the delegator when new
delegation requests are made. The proxy will in turn be notified of any
pending approval requests through email.

A new Health Benefit Enrollment Statistics configurable pagelet has been

introduced to display Medical Plan enrollments by Benefit Plan. This
enables an administrator to see a high level view at a quick glance and
provides the ability to drill into the enrollment details and view the counts
for each plan.
A new Health Benefit Enrollment Statistics configurable pagelet has been
introduced to display Medical Plan enrollments by Benefit Plan. This
enables an administrator to see a high level view at a quick glance and
provides the ability to drill into the enrollment details and view the counts
for each plan.
Employees can automatically upload documents required to process a life
event. Based on the type of the employee life event being processed, the
system displays the required document type(s) to be uploaded.
Employee Self Service standard page design for life event processing has
been enhanced. An activity guide pagelet to the left of the action item
page, corresponding buttons for navigating action items, and an automatic
warning mechanism alerting the employee to save any required
information enable an employee to easily navigate through and complete
the life event.
Customers can configure what information should be displayed or hidden
from the employees' Benefits Enrollment Summary Statement, a
preliminary report generated by employees to review their benefit options.
Employee Enrollment Summary Statement controls have been introduced
to enable customers to customize the report.

Employee Life Event Descriptive Pages have been introduced to guide

employees through the activity guide process to complete a life event. A
welcome page is introduced, which can be customized to include a any
information the employee would need to read before proceeding to the
actual event. An exit page has been introduced to include conclusion text
for the life event. Customers have the flexibility to customize these pages
using the Text Catalog.
Customers can create Life Event Categories to define the Employee Self
Service Life Event Selection menu (the menu available to an employee on
the Life Event main page to select which life event to process). Based on
the business needs, a customer can define custom life event categories
(groups), and then specify the menu items (life events) within a category.

Customers can add new life event types in addition to the out-of-the-box
event types such as Marriage, Birth, Divorce and Adoption. Each event
type can have its own set of rules according to the practices established by
the organization. For example, a Benefits Administrator can indicate
whether a proof is required for a life event type.
Managers can use the enhanced self-service functionality to plan, fund
budgets, allocate compensation, and approve multiple pay adjustments
including base and variable compensation components such as cash, noncash, and stock.

The Total Rewards Statement is used to increase the employees

awareness of the total value of compensation (both salary and benefits). It
shows the employees full value of their rewards including employer
contributions to benefits, cash compensation, non-cash compensation,
perks, and more. Reward data sources that you can currently use include:
North American Payroll earnings, deductions, and taxes; benefit leave
balances; stock administration; and external compensation data. The My
Total Rewards self service page provides a summary of an employees total
rewards at a glance as well as a breakdown of an employees total
rewards, including explanations and content information. It provides links
to existing employee reward details, third party vendors, analytic charts, a
view of all rewards (including non-cash compensation), and the ability to
generate and print a total rewards statement.

Oracle provides PeopleSoft eCompensation Manager Desktop 9.1 to

PeopleSoft HCM Integrations to connect our Talent Management 9.1 and
existing Human Resources 9.0 applications.

Oracle provides PeopleSoft eCompensation Manager Desktop 9.1 to

PeopleSoft HCM Integrations to connect our Talent Management 9.1 and
existing Human Resources 8.9 applications.
eCompensation provides an integrated compensation solution that
includes all of the pay practices; the allocation of bonuses, equity and noncash bonuses, and modification of base pay as well as modification of other
components of pay.

Managers can view compensation information in multiple currencies and

languages to accommodate the global compensation process using a
single tool.
For adjustments approved in cycle processing we have automated the load
processes to update job data and variable compensation information.
The application provides the ability to define rounding and proration rules,
enabling automated processing of business rules for compensation
updates.
Compensation administrators can configure event-based Compensation
Alerts to notify managers of critical activities.
An integration with Variable Compensation is provided for the allocation of
cash, stock, or other types of bonus payments.
This release provides a tighter integration with ePerformance to
incorporate performance data into the compensation process.
Managers can view employees current and historical compensation and
performance data through manager self-service.
eCompensation Manager Desktop has adopted the Delegation of Authority
and the Approval Workflow Engine functionality, enabling compensation
users to authorize other users to perform managerial tasks on their behalf
by delegating authority to initiate or approve transactions.
Decision support has been made easier through the use of embedded
analytics. Transactional metrics provide needed information to the
manager during the planning and allocation process. This enables a
manager to make educated decisions on the compensation process without
contacting the compensation analyst or human resources professional.
Compensation administrators can determine compensation plan funding
calculations either with a flat rate or by utilizing the configurable matrix.

The Job Changes During Open Cycles feature provides the ability to capture
job changes (active to inactive status change, salary change, currency
code change) that take place during open compensation cycles.
Administrators can configure the system to exclude individuals (who had
those changes) from the compensation process and zero out the funding to
them. They can also enable the option to allow managers see visual alerts
about these events on the Allocate Compensation page.
Usability enhancement on Compensation History page simplifies page
layout by consolidating 4 grids into 1. From the page, users can view
compensation history data in the form of charts, or they can view
additional information about any given row in a modal window with just a
mouse click.

Usability enhancement on Request Ad Hoc Salary Change page improves

user experience by reducing clicks and displaying relevant information a
manager needs to perform the action on the same page.
Compensation pivot grids provide administrators and managers the ability
to analyze employee compensation data and monitor proposal statuses in
cycles by slicing and dicing information in 6 powerful, interactive excel-like
pivoting charts.
XML Publisher tool enables employees to view and print a formatted profile
document in Word or PDF.
Managers can create and update job profiles.
Employees and managers use Search and Compare Profiles to run any of
the search types that have been configured for them.
My Job Profiles lists job profiles related to their current jobs, and View Job
Profiles is a general option for viewing any job profile.
Interest lists enable employees and managers to identify jobs that are of
interest to the employee.
Employees can view the approval status of profile changes that they have
submitted for approval and view the history of profile approvals.
Depending on profile approval configuration, managers use the Approve
Profiles option to review changes to their employees' person profiles that
require approval, and approve or deny the changes.
Employees can view and edit their existing person profiles, and create new
profiles. Managers can create, view, and update the person profiles for
their team.

Enhanced Payroll for North America and ePay functionality to enable

customers to use XML Publisher (XMLP) to produce paychecks in PDF
format. The system creates and stores data in XML format and builds the
PDF file for display on demand using XMLP templates. We deliver paycheck
report templates that customers can modify to add their company logo, as
an example. Employees are then able to access, view and print an
electronic version of their paycheck details through Self Service, including
YTD hours and amounts for each check. A separate view is provided for
payroll administrators to access employees paychecks for verification or
reprint purposes.

Enhanced Payroll for North America and ePay functionality to enable

customers to use XML Publisher (XMLP) to produce W-2, W-2c, T4 and T4A
forms in PDF format. This functionality creates online as well as paper
forms in PDF format, and provides employees with access to an electronic
version of their year-end forms through Self Service. The system creates
and stores data in XML format and builds the PDF file for display on
demand using XMLP templates. Employees are then able to view or print
the forms. A separate view is provided for payroll administrators to access
employees forms for verification or reprint purposes. The payroll
administrator is able to view forms for all employees, including forms for
employees who have not consented to receiving their forms electronically.
To assist with the process of obtaining employee consent for online forms,
new pages, workflows, notifications, and reports are provided.

Provide the following integrated links to Enterprise Learning Management

9.0:
- Within the context of a performance evaluation process, managers and
employees have real-time insight into all completed and planned learning
for the individual. Optionally, the completion of required learning can be
incorporated into the individuals overall performance rating.
- While completing a performance or development document, managers
and employees may look for and add appropriate learning to the
individuals plan. The manager or employee is able to pull up the course
catalog from within the document and any courses selected will be
immediately added to the document.
- Upon completion of a performance evaluation, evaluation data can be
sent to a Persons Profile, which in turn can be sent to Enterprise Learning
Management. Gaps between an individuals desired and actual proficiency
will drive the creation of learning objectives and associated learning within
Enterprise Learning Management.
Approval Workflow Engine provides capabilities for creating, running, and
managing the approval processes.
You can modify the layout of am XML template, which enables you to tailor
printed documents to meet your organization's needs.
Ability to clone performance and development documents from previously
created documents. You define who can create a new document for a new
performance or development period by selecting employee, manager, or
both.
Ability to display Proficiency Descriptions to support numeric ratings.

Description fields have been expanded from 254 to 1325 characters.

Using the new Human Resources Manage Profiles business process,

ePerformance now:
- Uses Content types and Content items to add performance criteria to
templates, and performance and development documents.
- Uses nonperson profiles to add performance criteria to templates, and
performance and development documents.
- Adds evaluation data to an employees person profile.

Oracle provides PeopleSoft ePerformance 9.1 to PeopleSoft HCM

Integrations to connect our Talent Management 9.1 and existing Human
Resources 9.0 applications.
Administrators can create a document for an employee who does not
currently have a manager due to a position vacancy simply by selecting
the manager ID that will be used, rather than relying on the automated
manager selection method.

Configurable document header functionality enables administrators to

select additional fields that appear in the headers of various performance
documents they create. Additional employee data can be defined on a
document template. Available header content includes Employee ID,
Department ID, and Description; Work Location and Description; Salary
Grade and Step, Years of Service, Time in Job and Rating History.
As employees are hired or transferred within the organization,
administrators can create individual performance documents on an ad hoc
basis.
When a modification is made to an objective that was cascaded, the
update will be pushed to all in-progress individual performance documents.
ePerformance administrators can cascade or push objectives to one or
more employees in the organizational hierarchy. The system automatically
aligns the source objective to individual performance documents to which
objectives have been cascaded.
Employees can copy available goals (those not marked private) from their
managers performance document or the manager can choose to copy
goals from their document to one or more employee performance
documents.

Senior leaders and organization heads can use business objectives to track
progress toward achievement to ensure that critical objectives are being
acted upon.
Managers and employees can align an individual performance goal to a
business objective.
Employees with multiple jobs in different departments or employees that
report to a supervisor in a different department can navigate the
organization chart to view business objectives for each department or
supervisor position.
Employees and managers can access published business objectives
through self-service. The business objective page closest to the users
department or position in the hierarchy is displayed automatically to users
upon initiation.
Graphical reports can now enable organization owners or administrators to
review the number of employee goals aligned to a business objective as
well as provide completion progress details.
ePerformance Administrators can create a line-of-sight alignment chain
between multiple business objectives to ensure clear visibility of business
strategies and the objectives supporting them.
ePerformance Administrators can administer multiple Business Objectives
pages at once. By selecting an action, the administrator can complete
various tasks such as locking pages from updates, unlocking locked pages,
inactivating pages so that they cant be viewed or updated, deleting
inactive pages, and reviewing pages by status.
ePerformance Administrator can define email notifications that will be sent
to department heads, managers, or employees when various steps in the
Objectives Management business process are triggered.
To define business objectives, ePerformance Administrators can follow a
process similar to what is used to set up other ePerformance documents
today. The steps include defining the objective plan, defining objective
sections and defining objective templates.
The new Business Objectives Management functionality enables you to
create and publish business objectives, display objectives in an
organization chart view, and tie individual goals and activities to the goals
and initiatives of departments, business units, and ultimately to the overall
organizational strategy.

An eSignature section enables employees and managers to sign off

electronically on performance and development documents, allowing
organizations to capture document acknowledgements without generating
paper copies. This optional process enables organizations to capture the
date and time that a performance document was acknowledged by
employees, managers, or both. For those wanting to generate paper
copies, eSignature information will be added to the signature block on any
printed versions of the document that are generated.

Administrators can enable or disable the document attachment capability

within the manager document, allowing managers to attach documents
when the evaluation is in progress. The attachment section may be made
visible to any user having access to the manager document or marked as
manager-only to prevent other users from viewing the content. Only
managers will be able to add or delete attachments.
A level of difficulty (Basic, Intermediate, and Advanced) can be associated
with performance criteria established for an individual.

On a performance document or within a performance template, users can

limit available content items to those within a defined content group. For
example, you can define competencies that are then grouped into
categories, such as leadership competencies or groups related to certain
work classifications. By associating a competency content group with a
performance document, the list of available competencies will be limited to
those contained in the identified group, making it easier for users to find
relevant content for inclusion in the performance appraisal.
Header content for various document types can be based upon the role of
the document user. For example, an administrator may choose to include
salary grade and step in an annual performance document, but may want
to make that available only to managers, excluding any peer raters from
accessing that data.

Oracle provides PeopleSoft ePerformance 9.1 to PeopleSoft HCM

Integrations to connect our Talent Management 9.1 and existing Human
Resources 8.9 applications.

Performance Notes created by managers and employees can now be

associated with a specific item within a performance document rather than
simply associated with the performance section in general. Managers and
employees can record performance notes that are relevant to a specific
item within the performance document, then retrieve those notes when
completing the comments for that item in the performance evaluation
process.

A data archive template for ePerformance documents enables

organizations to select from six different queries to define the documents
that they want to archive. The delivered queries define archive populations
based on combinations of country, document type, document usage,
document end date, and employee ID. Once populations are defined,
organizations can use the Data Archive Manager to archive performance
documents and all associated pages or components, such as evaluation
criteria, employee self-evaluation, and manager evaluation.

Integrated ePeformance Workcenter streamlines the performance review

process using the Workcenter framework. On the left side of the
Workcenter, users are presented the process step list, which shows the
ones that are completed, the ones that are left to complete and the current
step that theyre on. The right side of the Workcenter shows the document
section that corresponds to the current step, and it is where users should
work on in the review process.

ePerformance delivers a new step in the review process. The Track

Progress step, when enabled, allow managers and employees enter
comments through checkpoints during the review cycle, providing users
more opportunities to add feedback to reviews. Feedback is captured and
stored in the system, giving users more materials to work in the Finalize
Evaluation step.

Integration with Outlook provides the ability create Outlook tasks for due
dates in various steps in the review cycle, reminding users what need to be
done and by when these tasks should be done. The integration also
supports the creation of performance notes in documents from Outlook
email content, so kudos and feedback in the form of email can be inserted
directly to documents easily.

Integration of ePerformance and Career Planning provides managers quick

access to employees career development data while working on reviews
without leaving the Workcenter. This integration also provides succession
planning personnel easy access to employees performance data from the
Manage Succession Plans component, giving them the relevant information
they need to make well-informed succession planning decisions and
recommendations.
Additional ePerformance related actions to provide managers and
employees the ability to open and edit current performance and
development documents through related actions.
HTML Email Approvals. When managers submit a Performance Document
for approval, the PeopleSoft application sends email notifications to the
approvers. The email contains summary information about the transaction
request and approvers can approve, deny, or push back documents directly
from the email by clicking the appropriate link.
Self-service functionality provided to enable employee to complete and
submit an electronic-based U.S. I-9 form.

U.S. Federal self-service transactions that are delivered with approval

processing have been converted from older workflow technology to the
more usable and configurable Approval Framework. Although the
mechanism for managing approvals has changed, the delivered approval
flow and routing for these transactions has not changed.

U.S. Federal self-service transactions that are delivered with approval

processing have been converted from older workflow technology to the
more usable and configurable Approval Framework. Although the
mechanism for managing approvals has changed, the delivered approval
flow and routing for these transactions has not changed.

The Manager Dashboard is a set of pagelets that enables managers to

quickly and easily view and update human resource information for their
teams. These pagelets provide actionable summaries of information for
direct and indirect reports, giving managers the ability to focus on items
needing their attention and to act on those items by providing an
immediate update from within the dashboard or by transferring to a
specific application component. For example, they can complete approval
requests or initiate manager self service transactions for a specific
employee by clicking on the Actions link all from the Manager Dashboard.

The Talent Summary page provides a collection of talent management

pagelets that you can individually select to appear on the Manager Self
Service - Talent Summary page for direct or indirect reports. These
pagelets provide information that is gathered from PeopleSoft HR (Job
Data, Plan Careers, and Manage Profiles), Compensation, ePerformance,
Plan Successions, and Enterprise Learning Management (ELM). Managers
have access to an employees talent data from one location instead of
accessing several components separately. Managers can also position
pagelets on the page and minimize or close pagelets that they do not want
to view. Some of the pagelets include: Base Salary History, Current Salary,
Total Rewards, Career History, Career Planning, Education, Personal
Competencies, and Responsibilities. You can also add view information
about Honors and Awards, Special Projects, Interest Lists, Job Related
Competencies, and Licenses and Certifications. Paglets on Performance
History (graphical and grid), Succession Options, and Learning can are also
be included available.

HTML Email Approvals. When managers submit a Transfer, Promotion, or

Reporting Change request for approval, the PeopleSoft application sends
email notifications to the approvers. The email contains summary
information about the transaction request and approvers can approve,
deny, or push back documents directly from the email by clicking the
appropriate link.

Additional Information

First Release for

Feature

VFO Link

9
9

9.2 http://youtu.be/5a2q3hVqQbg

9.2

9.2

9.2

9.2 http://youtu.be/5a2q3hVqQbg

9.2

9.2 http://youtu.be/5a2q3hVqQbg

9.2 http://youtu.be/5a2q3hVqQbg

9.1

This functionality was

delivered for HCM 9.2 in
PeopleSoft HCM Image
9.2.002.

9.1

9.1

9.1 http://youtu.be/cMqj1lYwZVE

9.1 http://youtu.be/g68yMT4cQ34

9.1 http://youtu.be/uuHa4k5vnPI

9.1
9.1

9.2 http://youtu.be/HjeTC7dPeBs
http://www.youtube.com/watch
?
v=KVWyihy59dg&feature=shar
e&list=PL4okLhHVjSg5nP9So9
9.2 CtQVMeA_GS_PqAG&index=1
9.2
9.2

9.2
9.2 http://youtu.be/gA4leaeSodU
9.2

9.2

9.2

9.2

9.2

9.2

9.2

http://www.youtube.com/watch
?
v=RauGtEBmnjA&feature=shar
9.2 e&list=PL8B0F98AD15542AAA

http://www.youtube.com/watch
?
v=90QsKGsTEWo&feature=sha
re&list=PL4okLhHVjSg78Bdmq
9.2 5tDUjRxrZqfFmpfJ&index=5

9.2

9
9

9
9
9

9
9

9
9

9
9

9.1

9.1

9.1

9.1

9.1

9.1

9.1

Introduced in PeopleSoft
Global Payroll Update 2011E. My Oracle Support
Update ID 851451. Included
in HRMS 9.1 Feature Pack 2.

9.1

Introduced in PeopleSoft
Global Payroll Update 2011E. My Oracle Support
Update ID 864064. Included
in HRMS 9.1 Feature Pack 2.

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #8. My
Oracle Support Update ID
867759. Included in HRMS
9.1 Feature Pack 2.

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #4. My
Oracle Support Update ID
814920. Included in HRMS
9.1 Feature Pack December
2010.

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #4. My
Oracle Support Update ID
814920. Included in HRMS
9.1 Feature Pack December
2010.

9.1

9.1

9.1

9.1

9.1 http://youtu.be/oltX4rrLsoA
Introduced in PeopleSoft
HRMS 9.1 Bundle #8. My
Oracle Support Update ID
867759. Included in HRMS
9.1 Feature Pack 2.

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #3. My
Oracle Support Update ID
814919. Included in HRMS
9.1 Feature Pack December
2010.

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #4. My
Oracle Support Update ID
814920. Included in HRMS
9.1 Feature Pack December
2010.

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #2. My
Oracle Support Update ID
814918. Included in HRMS
9.1 Feature Pack December
2010.

9.1

9.1

9.1

9.1

9.1

9.1
9.1

9.1

9.1

9.1

9.1

Introduced as individual
posting (My Oracle Support
Patch Number 13992898).
Included in PeopleSoft HRMS
9.1 Bundle #10 (My Oracle
Support Patch Number
13377316)

9.1

9.1 http://youtu.be/1DCuuQc7xcY
9.1

9.2

9.2

9.2

9.2

AFI feature first introduced

in release 8.8.

9.2

9.2

9.2

9.2

9.2

9.2

9.2

9.2

9.2

9.2

9.2

9.2

9.2

Introduced in PeopleSoft
HCM 9.2 Update Image 5
(9.2.005).

9.2

http://www.youtube.com/watch
?
v=KVWyihy59dg&feature=shar
e&list=PL4okLhHVjSg5nP9So9
9.2 CtQVMeA_GS_PqAG&index=1

Introduced in PeopleSoft
HCM 9.2 Update Image 4
(9.2.004).

9.2

9
9

9.1

9.1

9.1

9.1

9.1

9.2 http://youtu.be/LT1waQnYwd8

9.2

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #3. My
Oracle Support Update ID
814919. Included in HRMS
9.1 Feature Pack December
2010.

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #4. My
Oracle Support Update ID
814920. Included in HRMS
9.1 Feature Pack December
2010.

9.1

9.1

9.1

9.1

9.1

9
9

9.2 http://youtu.be/5a2q3hVqQbg

9.2

This functionality was

delivered in PeopleSoft HCM
Image 9.2.002.

9.2

9.2

9.2

9.2

9.2

9.2

9.2

9.2 http://youtu.be/5a2q3hVqQbg

9.2

9.1

9.1 http://youtu.be/5Co5iY1NqLw

Introduced in PeopleSoft
HRMS 9.1 Bundle #3. My
Oracle Support Update ID
814919. Included in HRMS
9.1 Feature Pack December
2010.

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #4. My
Oracle Support Update ID
814920. Included in HRMS
9.1 Feature Pack December
2010.

9.1

9.1

9.1

9.1

9.1
9.1
9.1
9.1

9.1

9.1

9.1

9.1

9.2

9.2

9.2

9.2
9
9
9
9
9

9
9

9
9

Introduced in PeopleSoft
HRMS 9.1 Bundle #1. My
Oracle Support Update ID
808749. Included in HRMS
9.1 Feature Pack December
2010.

9.1

9.1

9.1

9.1

9.1

9.1

9.1

9.1
9.1

9.1

9.1

9.1

9.1

9.1

9.1

9.1

9.1

9.1

9.1

9.1

9.1

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #4. My
Oracle Support Update ID
814920. Included in HRMS
9.1 Feature Pack December
2010.

9.1

9.1

9.1

9.2 http://youtu.be/MYIXabzSi_o

9.2 http://youtu.be/MYIXabzSi_o

9.2 http://youtu.be/MYIXabzSi_o

9.2 http://youtu.be/MYIXabzSi_o
This functionality was
delivered for HCM 9.2 in
PeopleSoft HCM Image
9.2.002.

9.2
http://www.youtube.com/watch
?
v=KVWyihy59dg&feature=shar
e&list=PL4okLhHVjSg5nP9So9
9.2 CtQVMeA_GS_PqAG&index=1
9

Introduced in PeopleSoft
HRMS 9.1 Bundle #3. My
Oracle Support Update ID
814919. Included in HRMS
9.1 Feature Pack December
2010.

9.1

Introduced in PeopleSoft
HRMS 9.1 Bundle #3. My
Oracle Support Update ID
814919. Included in HRMS
9.1 Feature Pack December
2010.

9.1

9.1 http://youtu.be/A6BW6F-qHBU

9.1 http://youtu.be/8gs53KtpTVE

http://www.youtube.com/watch
?
v=KVWyihy59dg&feature=shar
e&list=PL4okLhHVjSg5nP9So9
9.2 CtQVMeA_GS_PqAG&index=1