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Guidance on Managing Multiple Goal Plans by Management Level

in Performance Management

Summary:

Hi everyone,

I’m looking for some guidance and best practices around managing multiple goal plans based on job (management) level within Oracle HCM.

Our business requires that employees are evaluated based on their current goal plan assignment at the time of each check-in, mid-year (anytime document), and annual review.

I’d love to hear how others have approached this configuration:

  • What’s the best way to ensure that check-ins, mid-year reviews, and annual reviews pull in only the goal plan aligned to the employee’s current assignment?
  • Are there key considerations from an overall talent cycle perspective when structuring goal plans this way, particularly around the impact to performance documents?
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