Defining Basic Settings and Tables

This chapter discusses how to:

Define system settings for ePerformance.
Define document types.
Define rating models.
Define performance criteria.
Define multi-participant roles.
Define text for self-service pages and email notifications.
(Optional) Create job profiles.
(Optional) Activate workflow for approvals.
(JPN) Create review definitions.

Defining System Settings for ePerformance

To define system settings for ePerformance, use the General Settings (EP_INSTALLATION) component.

This section provides an overview of system settings in ePerformance and discusses how to define system settings.

Understanding System Settings

System settings control certain processing options. You can modify these delivered system settings to meet business needs:

Whether users can generate documents in languages other than the base language.
Debug settings.
Starting number for document ID generation.
Fields that appear on the page from which users select documents.
The email notifications that the system generates.

Page Used to Define System Settings for ePerformance

Page Name	Object Name	Navigation	Usage
General Settings	EP_INSTALLATION	Set Up HRMS, Install, Product and Country Specific, ePerformance: General Settings, General Settings	Define system settings for ePerformance.

Defining System Settings

Access the General Settings page.

Last Document ID

Enter the number from which the system begins generating IDs. The system automatically generates the document ID by adding 1 to the Last Document ID.

Warning! Entering a value that is lower than the value that appears can cause unpredictable results.

Allow Document Language Override

Select this check box to enable document generation in a language other than the system base language and the user's preferred language. If this check box is clear, the system generates all documents in the base language.

Debug Options

Debug Rating Calculations

Select this check box to have the system generate a debug/trace log every time it calculates the ratings in an evaluation. HR ePerformance administrators use the Debug/Trace Results page to review the results of each calculation performed for an evaluation.

This helps track down any unexpected results when you build templates and test the configuration.

Warning! Producing the debug/trace log can have a significant impact on system performance. Select this option only if you are testing the ePerformance configuration or debugging a suspected calculation problem.

Configure Email Notifications

Select the check box next to each event type for which you want the system to automatically generate and send notices.

Configure Document Selection Page - Displayed Fields

Select the fields to appear in the document list from which self service users select documents.

See Also

Setting Up Sub-Competencies

Accessing Documents

Defining Document Types

To define document types, use the Document Types (EP_REVIEW_TYPE_TBL) component.

This section provides an overview of document types and discusses how to set up document types.

Understanding Document Types

Document types identify the types of documents that are valid for an organization, such as: Annual, Semi-Annual, Quarterly, Project, and Performance Improvement Plan. The document type identifies the purpose and location of the document, and is used by the system to generate documents for the document type and to sort information for reports.

Page Used to Set Up Document Types

Page Name	Object Name	Navigation	Usage
Document Types	EP_REVIEW_TYPE_TBL	Set Up HRMS, Product Related, ePerformance, Document Structure, Document Types, Document Types	Define document types.

Defining Document Types

Access the Document Types page.

Document Usage

Select the process that uses the document type. A value of Performance indicates that the system uses this document type for performance planning or evaluation, and a value of Development indicates that the system uses this document type for employee development. Performance documents appear on the manager or employee self-service pages under the My Performance Documents menu or on the administrator pages under Workforce Development, Performance Management, Performance Documents. Development documents appear under the My Development Documents menu on the self-service pages or under the Development Documents menu on the administrator pages.

Initiate Process

Select Manager, Employee, or both check boxes to indicate which role or roles can initiate the evaluation process. The value that is in this field determines if the manager or employee can select the document type when initiating the evaluation process.

Employee can Select Manager

Select this check box to enable an employee to select the person who acts in the manager role during the evaluation process.

Note. This check box appears only if you select the Employee check box, indicating that the employee can initiate the evaluation process.

Template Source

Identify the location within the system of the document template. The system uses this field to locate the template for generating a document of this type.

Options are: Job Code (Job Profile), Job Family (Job Profile), Position (Job Profile), Salary Grade (Job Profile), or User Specified.

Note. If you have not created a default template for the job profile, select User Specified. After you create the template, return to this page, select the appropriate job profile option in this field, and select the template in the Default Template field.

Select User Specified to make all the templates for this document type available for selection.

Example 1: You define a document type of annual and you select Job Code (Job Profile) in this field. When the system generates a document for an employee's annual review, it retrieves the employee's job code and looks at the associated job profile. The system uses the Job Code (Job Profile) template for this document type.

Example 2: You define a document type of annual and you select User Specified in this field. When the system generates documents for an employee's annual review, it prompts the user to select the template.

See Setting Up Jobs.

Default Template

This field is available if you select one of the Job Profile options in the Template Source field. Select the template that is used to generate the documents for this document type when no template is associated with the job profile.

Note. Because document types are defined before templates, return to the Document Type page after you define the default template and enter the value for this field.

Official Review

Select to designate that documents generated for this document type are official. The selection becomes the default value for the Official Document field on the Template Definition page. You can designate any number of document types as official.

Selecting the Official Review check box enables the Salary Planning by Group process to retrieve rating and review points for documents of this type and enables the Salary Increase Matrix page to retrieve the rating. If an employee has more than one official document, these processes use the results of the document with the latest period ending date.

Approval Rule Set

Select the default rule set for documents of this type. The approval rule set determines the chain of approvals a document must go through, if any, when a manager clicks the Submit button on an document. The value that you select here becomes the default value for the Approval Rule Set field on the Template Definition page for templates of the document type.

PeopleSoft delivers two rule sets for use with ePerformance:

EP_APPRAISAL

Both the manager's manager and a ePerformance HR administrator must approve documents with this rule set.

EP_APPRAISAL_ADM

Only a ePerformance HR administrator must approve documents with this rule set.

See Also

Managing Reviews and Approvals

Defining Document Templates

Defining Rating Models

To define rating models, use the Rating Model (RATING_MDL_TBL) component.

This section provides an overview and discusses how to define rating models.

Understanding Rating Models

The rating model defines the qualitative values, such as A, B, C, or D, that the system uses to rate or score an employee's performance.

Each qualitative value can have a numeric rating, review points, and a review band (range of points). The calculation method that you select for the overall rating (the Overall Summary section of the document) determines which of these values you must define in rating models.

When you design document templates, you select the rating model that applies to each section of the document and to each item that is rated. You can use the same rating model for the entire document or select a different rating model for each item and section.

Rating models that ePerformance uses are also used by PeopleSoft Enterprise Human Resources Manage Competencies and PeopleSoft Enterprise eDevelopment.

See Also

Setting Up Rating Models

Understanding Ratings Calculation Methods

Page Used to Define Rating Models

Page Name	Object Name	Navigation	Usage
Rating Model	RATING_MDL_TBL	Set Up HRMS, Common Definitions, Competencies, Rating Model	Define the values used to rate an employee's proficiency level.

Defining Performance Criteria

To define performance criteria, use the Mission Statement (EP_MISSION_TBL), Initiatives (EP_INIT_TBL), Goals/Objectives (EP_GOAL_TBL), and Responsibilities (EP_RESP_TBL) components.

This section provides an overview of performance criteria, lists common elements, and discusses how to:

Define a mission statement.
Define goals and objectives.
Create tables for performance criteria.

Understanding Performance Criteria

Performance criteria provide the yardsticks against which you plan and evaluate an employee's performance and development. ePerformance delivers predefined tables for defining and storing these four categories of performance criteria:

Mission statements.
Initiatives.
Goals and objectives.
Responsibilities.

Additional performance criteria includes competencies and sub-competencies. You set up these tables in Manage Competencies.

See Setting Up Competencies and Accomplishments.

In addition to using the predefined categories, you can:

Create free-form performance criteria.

Free-form criteria enable you to fine-tune evaluations to an individual employee or a small group of employees. You can add free-form criteria to the templates you use to create performance documents. You can also enable managers, employees, or both to add free-form assessment items during a performance document.
Create new categories of coded performance criteria along with the supporting tables, if you are proficient with PeopleSoft Application Designer.

These performance criteria that you define become the basis for defining document sections. There is no system-imposed hierarchical relationship between categories. When using coded items, a section in the performance document can only reference items in a single criteria table; however, multiple sections can reference the same criteria table.

See Also

Creating Document Sections

Common Elements in This Section

Mission Statement	Expresses an organization's purpose and vision. Typically, senior management defines and the board of directors or senior staff approve of an organization's mission statement. Business units might also establish mission statements to help guide the creation of initiatives, goals, and responsibilities. You can include one or more mission statements as items on performance documents, but more often, you'll include this on performance documents for informational purposes only. Example: Deliver high-quality, cost-effective healthcare in the community that we serve.
Initiatives	High-level plans, activities, or goals that support an organization's mission statement and define its direction. Initiatives usually guide the creation of goals and responsibilities. An organization may have multiple initiatives at any point in time. Example: Decrease the number of patient complaints.
Goals and Objectives	Specific results to accomplish. Typically, these statements describe a target that will be met or a condition that will exist when the desired outcome is accomplished. Example: Reduce customer complaints by 5 percent.
Responsibilities	Usually based on job function. These are often broken down to specific tasks. Example: Properly administer prescribed medications as indicated by doctor or nurse.
Competencies	The skills, abilities, knowledge, and behaviors that are pertinent to the employees in the organization, such as experience with office equipment, knowledge of specialized manufacturing processes, expertise with computer programming languages, or a background in financial planning. Example: Leadership.
Sub-competencies	A further breakdown of a competency into specific behaviors. Example: the competency Leadership might have a sub-competency of Takes Initiative.
Coded Items and Subitems	Performance criteria that are defined in a table and are selected from a prompt table for inclusion in a document template or a document.
Free-Form Items and Subitems	Criteria that you add to a document or template by typing in a textual description of the criteria. There is no standardization or validation of free-form criteria.
Title	The title of the criteria category. The title is up to 60 characters long and automatically appears on documents when the criteria category is included in a performance document.
Long Description	(Optional) The full text of the criteria category. This is up to 254 alphanumeric characters and appears on a document if you select the Descriptions check box on the Structure page of the Template Definition component.

Pages Used to Define Performance Criteria

Page Name	Object Name	Navigation	Usage
Mission Statement	EP_MISSION_TBL	Set Up HRMS, Product Related, ePerformance, Performance Criteria, Mission Statement	Define the organization's mission statement.
Initiatives	EP_INIT_TBL	Set Up HRMS, Product Related, ePerformance, Performance Criteria, Initiatives	Define initiatives. Note. The Initiatives page resembles the Mission Statement page.
Goal/Objective	EP_GOAL_TBL	Set Up HRMS, Product Related, ePerformance, Performance Criteria, Goal/Objectives	Define goals and objectives.
Responsibilities	EP_RESP_TBL	Set Up HRMS, Foundation Tables, Job Attributes, Responsibilities	Define responsibilities. Note. The Responsibilities page resembles the Mission Statement page.

Defining a Mission Statement

Access the Mission Statement page.

Title

Enter up to 60 alphanumeric characters for the title of the mission statement. The title automatically appears on performance documents, when this mission statement is included in a performance document.

Long Description

(Optional) Enter up to 254 alphanumeric characters for the full text of the mission statement. When you include the mission statement in a document, this description appears if you select the Descriptions check box on the Structure page of the Template Definition component.

Defining Goals and Objectives

Access the Goal/Objective page.

Measurement

(Optional) Enter up to 254 alphanumeric characters to describe the criteria for measuring an employee's success at meeting this goal or objective. For example, if the goal is to reduce customer complaints by 5 percent, the measurement might be: “Based on the number of complaints received by Customer Support through December 31, as compared to complaints made in the previous year.”

When you include this goal or objective in a document, the information you enter in this field appears if you select the Measures check box on the Structure page of the Template Definition component.

Creating Tables for Performance Criteria

You can define unique coded categories of performance criteria in addition to the predefined categories that PeopleSoft delivers (mission statements, goals and objectives, and so on).

To do so, you use PeopleSoft Application Designer to create tables that store the items for the new criteria type. You must know how to use PeopleSoft Application Designer to do this. The tables that you create are then referenced as you can as prompt tables in document templates and evaluations.

Include the following fields in tables that you define:

EP_ITEM_ID (key)
EP_TITLE
(Optional) EFFDT (key)
(Optional) EFF_STATUS
(Optional) EP_DESCR254

See Also

Defining Document Templates

Defining Multi-Participant Roles

To define multi-participant roles, use the Document Roles (EP_ROLE_TBL) component.

This section provides an overview and discusses how to set up roles that can provide multi-participant feedback.

Understanding Multi-Participant Roles

ePerformance enables you to include feedback from participants other than the employee and employee's manager, for example, peers or customers. To implement multi-participant feedback processes, first define the roles that can participate in the process. After the roles are defined, you can add them to a document template definition that is used in the multi-participant process.

Pages Used to Define Multi-Participant Roles

Page Name	Object Name	Navigation	Usage
Roles	EP_ROLE_TBL	Set Up HRMS, Product Related, ePerformance, Document Structure, Document Roles, Roles	Set up the roles that can provide multi-participant feedback.

Setting Up Multi-Participant Roles

Access the Roles page.

ePerformance delivers the Manager and Employee roles as system data. Other roles that are available as sample data are: Customer, Peer, and Other.

Note. You cannot modify, inactivate, or delete the Manager or Employee roles. They are required data.

See Also

Defining General Template Information

Defining Text for Self-Service Pages and Email Notifications

This section discusses:

ePerformance text catalog settings.
Text substitution.
Notifications.

ePerformance provides standard text that appears on self-service pages and in automatically generated email notifications. The text catalog stores these text entries. You can modify the text catalog entries as needed or create new ones to meet business needs.

See Also

Working with Common Components

ePerformance Text Catalog Settings

ePerformance makes use of the text catalog for storing text that appears on self-service pages, including field labels, button names, links, page instructions, and warnings as well as the text and subject lines of automated email notifications. You can modify text that appears on a page or in an email message by editing text in the Text Catalog feature.

The text catalog is partitioned by the applications that use it, and each partition can store and access its data differently. These are the unique settings that apply to ePerformance:

Sub ID

ePerformance partitions its text catalog entries by performance and development. To retrieve text catalog entries for development documents, enter a D in the Sub ID field. To retrieve text catalog entries for performance documents, leave the field blank.

Text Catalog Keys

ePerformance designates these four keys for storing and retrieving its entries:

Section Type	Select the section type to which the text pertains, from the list of section types that you defined on the Section Definition page.
Author Type	Select the evaluator role of the evaluation on which the text appears, from the list of role types that you defined on the Role Types page.
User Role	Select the system role to which the text pertains, from the list of predefined system roles. This key is used to select text depending on the user's system privileges; for example, update or approve.
Document Status	Select the status to which the text pertains: Acknowledged, Available for Review, Cancelled, Completed, In Progress, Not Started, or Review Held.

When the system retrieves text from the catalog, the section type key takes precedence over author type, author type takes precedence over user role, and user role takes precedence over document status.

Note. An empty key functions as a wildcard. Entries with wildcard keys pertain to all possible values for the key.

Example of Text Retrieval in ePerformance

For example, if you define two different instructional messages for completing the Goals section of a document, one message for employees and an alternate version for managers, you would define the four keys as shown in this table:

Text ID	Section Type (Key 1)	Author Type (Key 2)	User Role (Key 3)	Document Status (Key 4)
Any ID	Goal	Employee	Blank	Blank
Any ID	Goal	Manager	Manager	Blank

First, the system looks for entries with an exact match on Key 1 (section type). If it finds entries that match the key value (including the wildcard entry), it searches only those entries for the other values and picks up the best match. In this case, the section type for both entries is a wildcard, so the system looks at Key 2 (author type). It applies the same logic. Again, both values are wild cards, so both entries remain possibilities. Now, the system looks for a match on Key 3 (user role) and finds an exact match on Manager. The system only considers entries where Key 3 is blank if it can not find any match on the key.

Text Substitution

Text substitution in the Text Catalog feature works just like substitution in the PeopleTools Message Catalog. You supply the text values for the tokens in a PeopleCode function call at runtime. The values are replaced by parameters in the PeopleCode when the text is rendered on evaluations.

To use this feature, you must know PeopleCode. If you want to update the delivered text IDs such that the substitution tokens take on a different meaning or are resequenced, you also need to make corresponding changes to the PeopleCode that calls the Text Catalog feature retrieval functions, since this copies supplier values to use in place of the tokens.

These are the tokens and the substitution text for each token that are delivered by ePerformance. You can insert up to five substitution tokens from the following list:

%1: The document type from the Document Type table (EP_REVW_TYP_TBL).
%2: The employee name formatted as first name, last name.
%3: The employee ID.
%4: The period begin date for the performance period.
%5: The period end date for the performance period.
%6: The due date of the evaluation.
%7: The component link that transfers the user directly into the applicable evaluation.
%8: The list of employees for whom an evaluation was successfully created during the background run.
%9: The list of employees for whom evaluations were not created.
%10: The Form-Create-Msg, which is one of two alternate messages that appear depending on the type of process that is run.

Notifications

This table lists the delivered text entries that ePerformance includes in system-generated email notifications and specifies when and to whom notices are sent. Most text entries have two versions, one with the suffix _SBJ for use in email subject lines and a corresponding entry with the suffix _BDY for use in the body of email messages. When a notification is triggered by a status change or an action request on an evaluation, the body text that is generated contains a link to the evaluation(s).

Text Catalog ID	Recipient	Condition for Creating
ADHOC_BASE_SBJ ADHOC_BASE_BDY	Manager or Employee	An adhoc message is sent from the criteria document.
ADHOC_MAIN_SBJ ADHOC_MAIN_BDY	Manager or Employee	An adhoc message is sent from an evaluation.
ADHOC_NOM_SBJ ADHOC_NOM_BDY	Multi-participant Evaluation Candidate	An adhoc message is sent from the Nominate Participants page for an evaluation.
BASE-COMPLETE_SBJ BASE-COMPLETE_BDY	Manager or Employee	An establish criteria document is marked as completed.
BASE-CREATE_SBJ BASE-CREATE_BDY	Manager or Employee	An establish criteria document is created by either the manager, employee or ePerformance HR Administrator.
BASE-REOPEN_SBJ BASE-REOPEN_BDY	Manager or Employee	An establish criteria document is reopened by either the manager or employee.
CHG-DUEDATE_SBJ CHG-DUEDATE_BDY	Manager, Employee or Multi-Participant Reviewer	A manager or ePerformance HR administrator changes the due date of an evaluation.
CHG-STATUS_SBJ CHG-STATUS_BDY	Manager, Employee or Multi-Participant Reviewer	An ePerformance HR administrator or manager resets the status of the evaluation to In Progress. This can happen if an evaluation is prematurely advanced to the next stage of the process.
DOC-CANCEL-SBJ DOC-CANCEL-BDY	Manager and Employee	An ePerformance HR Administrator or manager cancels the evaluation.
EE-ACKNOWLEDGE_SBJ EE-ACKNOWLEDGE_BDY	Manager	An employee acknowledges that they have reviewed the manager evaluation.
EMPDOC_COMPLT_SBJ EMPDOC_COMPLT_BDY	Manager	An employee marks the employee evaluation as completed.
EVAL_CANCEL_SBJ EVAL_CANCEL_BDY	Manager, Employee or Multi-Participant Reviewer	An ePerformance HR Administrator, manager or employee cancels an evaluation.
MGRDOC-COMPLT_SBJ MGRDOC-COMPLT_BDY	Employee	A manager marks the manager evaluation as completed.
NOM-ACCEPT_SBJ NOM-ACCEPT_BDY	Manager or Employee	A nominated employee accepts a nomination for a multi-participant evaluation.
NOM-CANCEL_SBJ NOM-CANCEL_BDY	Nominee	A nomination for a multi-participant evaluation is cancelled.
NOM-DECLINE_SBJ NOM-DECLINE_BDY	Manager or Employee	A nominated employee declines a nomination for a multi-participant evaluation.
NOM-SUBMIT_SBJ NOM-SUBMIT_BDY	Participants	Nominations to participate in multi-participant evaluations are sent to nominees.
OTHDOC-COMPLT_SBJ OTHDOC-COMPLT_BDY	Manager and/or employee	A participant in a multi-participant evaluation completes their evaluation.
RQST-ACK_SBJ RQST-ACK_BDY	Employee	A manager marks am evaluation as Review Held. This message is sent to the employee requesting that they formally acknowledge the evaluation.
RQST-REVIEW_SBJ RQST-REVIEW_BDY	Employee	A manager changes the status of a manager evaluation to Available for Review.
TRANSFER-MGR_SBJ TRANSFER-MGR_BDY	New Manager	A manager or ePerformance HR transfers an evaluation to a new manager.

These notification messages are used in email body text only.

MGR-FAIL-LIST_BDY	Manager	An HR administrator creates manager and employee documents, but some employee documents are not created. This message lists the employees for whom documents were not created.
DO-NOT-RESPOND_BDY	Manager and Employee	This is used in all notices.

Enabling Notifications

To enable automatic notifications:

On the Global Options page, identify the notifications to use.

See Defining System Settings for ePerformance.
Activate workflow for self-service transactions.

See Setting Up and Working with Self-Service Transactions.

(Optional) Creating Job Profiles

To define job profiles, use the Job Profiles component.

This section provides an overview of job profiles and refers you to detailed procedural information.

Note. This section is optional. You should read this section only if you implement job profiles.

Understanding Job Profiles

Job profiles help you tailor documents to employees in specific job codes, job families, positions, and salary grades. You can group together a set of competencies, sub-competencies, and responsibilities into a job profile and associate the profile with a job.

After you define a job profile, you associate it with employees by linking it to a job code, job family, position, salary grade, or all four. Depending on the rules you define when you design document templates, the system can automatically include the competencies and responsibilities that are associated with the employee's job profile.

See Defining and Cloning Job Profiles.

(Optional) Activating Workflow for Approvals

This section provides an overview of approval workflow and discusses how to enable workflow for approvals.

Note. This section is optional. You should read this section only if you implement an approval process for reviews.

Understanding Approval Workflow

ePerformance takes advantage of workflow functions, such as approvals workflow. When performance documents require approval, the system can automatically route a performance document submitted by a manager to the person who must approve it. If that person approves the document, the system routes it to the next approver, if applicable. If approval is denied, the document is not routed any further, and the system notes that the request was denied. Managers and HR administrators can view the approval status.

Access Types

The Access Type field defines the reporting relationship between employees and managers, and thus the employees that report to a manager and the managers to whom an employee reports. For the EP_APPRAISAL_ORG component, this field is defined on the Direct Reports Setup - Target Information page. Reporting relationships in all other ePerformance components are defined in the Configure Direct Reports component.

Important! To ensure consistency between the managers that appear for employees in approval workflow and the managers to whom the same employees report on other ePerformance pages, you must manually verify that the value in the Access Type is the same for all ePerformance components.

Configuring Direct Reports Functionality

Enabling Approval Workflow

To enable approval workflow:

Activate the approval process for ePerformance.

On the Self-Service Workflow Configurations: Configuration Options page, select the Approval Process check box for performance review.
Ensure that the appropriate roles are associated with user profiles.

Roles define what the user can and can't access in the system. Use the Roles page in the User Profiles component to review the roles and update as necessary. Manager profiles should include roles for Manager and Worklist User. Employee profiles should include an Employee role.
Specify which types of routings each role user can receive.

Use the Workflow page in the User Profiles component to specify where the system can deliver work items: to a worklist, or an email mailbox. For ePerformance, worklist, email, or both are appropriate for managers; email is appropriate for employees.
Define the rules for workflow notifications by setID.

Use the System Workflow Rules page to define how users are to receive notifications: email, worklist, both, no notification, or enable the user to define a preference. The system can notify employees by email when a request is submitted, approved, or denied; it can notify managers by worklist, email, or both when requests are submitted for approval.
Activate workflow for PeopleSoft Enterprise HRMS, if not already activated.

Use the Worklist System Defaults page and the Workflow User Preferences page.

See Also

Managing Reviews and Approvals

Using Workflow with Self-Service Transactions

Setting Up Approvals and Database Updates

Enterprise PeopleTools PeopleBook: Security Administration

(JPN) Creating Review Identifiers

To create review identifiers, use the Review Definition table JPN (REV_DEF_TBL_JPN) component.

This section provides an overview of review identifiers (IDs) and discusses how to create review definitions.

Understanding Review Identifiers

Review IDs associate document types with setIDs. In some organizations, the document types and the performance periods that one business unit uses can differ from those in another business unit. You also define whether the performance results are considered by the Grade Advance Candidate JPN and by any of the salary increase processes of the Plan Salaries business process for Japan.

When you create a document template, you can designate that the documents generated from the template are used for official reviews. This is required if you want to use the Manage Base Compensation and Budgeting business process. Pages in this business process locate employee review results by locating the document ID that is linked to the template that was used to create the employee review document.

See Also

Defining General Template Information

Page Used to Create Review Identifiers

Page Name	Object Name	Navigation	Usage
Review Definition Table JPN	REV_DEF_TBL_JPN	Set Up HRMS, Product Related, ePerformance, Define Review JPN, Review Definition Table JPN	Define reviews, including performance period, document type, and inclusion of the review when determining eligibility for grade advances.

Defining Reviews

Access the Review Definition Table JPN page.

Period Begin Date and Period End Date

Enter the first and last dates of the performance period. This information is informational only.

See Defining General Template Information.

Document Type

Select the document type that is valid for the selected setID.

Include in Grade Advance

Select to include this review when you run the JPN Grade Advance Candidate (PER062JP) SQR report.

To run the JPN Grade Advance Candidate report, you define the criteria employees must meet before they are eligible for a grade advancement, including the number of eligibility points they must earn on evaluations. For example, you can have the system take an average or weighted average of the eligibility points for the employee's last three evaluations. When you run the Grade Advance Candidate process, the system looks at the number of eligibility points the employee earned on this and other designated or applicable evaluations. If the eligibility points meet the required threshold, the employee is eligible for a grade advancement.

This field works with the eligibility points that are defined for the rating model that the system references when calculating the performance results (the Overall Summary section of the document).

See Also

(JPN) Setting Grade Advance Criteria

Document Usage	Select the process that uses the document type. A value of Performance indicates that the system uses this document type for performance planning or evaluation, and a value of Development indicates that the system uses this document type for employee development. Performance documents appear on the manager or employee self-service pages under the My Performance Documents menu or on the administrator pages under Workforce Development, Performance Management, Performance Documents. Development documents appear under the My Development Documents menu on the self-service pages or under the Development Documents menu on the administrator pages.
Initiate Process	Select Manager, Employee, or both check boxes to indicate which role or roles can initiate the evaluation process. The value that is in this field determines if the manager or employee can select the document type when initiating the evaluation process.
Employee can Select Manager	Select this check box to enable an employee to select the person who acts in the manager role during the evaluation process. Note. This check box appears only if you select the Employee check box, indicating that the employee can initiate the evaluation process.
Template Source	Identify the location within the system of the document template. The system uses this field to locate the template for generating a document of this type. Options are: Job Code (Job Profile), Job Family (Job Profile), Position (Job Profile), Salary Grade (Job Profile), or User Specified. Note. If you have not created a default template for the job profile, select User Specified. After you create the template, return to this page, select the appropriate job profile option in this field, and select the template in the Default Template field. Select User Specified to make all the templates for this document type available for selection. Example 1: You define a document type of annual and you select Job Code (Job Profile) in this field. When the system generates a document for an employee's annual review, it retrieves the employee's job code and looks at the associated job profile. The system uses the Job Code (Job Profile) template for this document type. Example 2: You define a document type of annual and you select User Specified in this field. When the system generates documents for an employee's annual review, it prompts the user to select the template. See Setting Up Jobs.
Default Template	This field is available if you select one of the Job Profile options in the Template Source field. Select the template that is used to generate the documents for this document type when no template is associated with the job profile. Note. Because document types are defined before templates, return to the Document Type page after you define the default template and enter the value for this field.
Official Review	Select to designate that documents generated for this document type are official. The selection becomes the default value for the Official Document field on the Template Definition page. You can designate any number of document types as official. Selecting the Official Review check box enables the Salary Planning by Group process to retrieve rating and review points for documents of this type and enables the Salary Increase Matrix page to retrieve the rating. If an employee has more than one official document, these processes use the results of the document with the latest period ending date.
Approval Rule Set	Select the default rule set for documents of this type. The approval rule set determines the chain of approvals a document must go through, if any, when a manager clicks the Submit button on an document. The value that you select here becomes the default value for the Approval Rule Set field on the Template Definition page for templates of the document type. PeopleSoft delivers two rule sets for use with ePerformance: EP_APPRAISAL Both the manager's manager and a ePerformance HR administrator must approve documents with this rule set. EP_APPRAISAL_ADM Only a ePerformance HR administrator must approve documents with this rule set.

Title	Enter up to 60 alphanumeric characters for the title of the mission statement. The title automatically appears on performance documents, when this mission statement is included in a performance document.
Long Description	(Optional) Enter up to 254 alphanumeric characters for the full text of the mission statement. When you include the mission statement in a document, this description appears if you select the Descriptions check box on the Structure page of the Template Definition component.