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Presented by
Release 13:
Global HR, Global Payroll and
Absence Management
Impact Analysis for Customers Upgrading to Release 13 Update 17D
Cloud HCM Development

Center of Excellence
February 2018
Copyright © 2018, Oracle and/or its affiliates. All rights reserved.

Safe Harbor Statement
The preceding is intended to outline our general product direction. It is intended for
information purposes only, and may not be incorporated into any contract. It is not a
commitment to deliver any material, code, or functionality, and should not be relied upon
in making purchasing decisions. The development, release, and timing of any features or
functionality described for Oracle’s products remains at the sole discretion of Oracle.

Program Agenda
1 Impact Analysis Overview

2 Release 13 Impact Analysis Global HR
3 Release 13 Impact Analysis Global Payroll
4 Release 13 Impact Analysis Absence Management
5 Useful Links

Impact Analysis Overview

What is the purpose of the Impact Analysis?
• To provide a high level overview of new
features and enhancements available in the
release
• To identify tasks required for
activation/uptake
•Security Changes
•Configuration Changes
•Report modification to include new objects
•Maybe automatically available
• To identify new features v enhancements
• To highlight any important areas for
customers and partners to pay particular
attention to
Copyright © 2018, Oracle and/or its affiliates. All rights reserved. Confidential – Oracle Internal
Feature Level Uptake Definitions
Uptake Option
New feature or enhancement to existing functionality
Is this something brand new to the module or an improvement to that which was available in previous releases?
Automatically available to users as part of upgrade
Will the feature automatically appear coming out of the upgrade or is effort required by the user to turn it on (in which case see
comments)?
Deploy after upgrade if desired
If you elect to make use of new functionality you will generally do so after you have completed the upgrade (in which case an “X”
appears in the column). If the column is blank then this feature will appear in Cloud and there is no decision-making involved.
Work/re-work (configuration, implementation , security ) required
An “X” appearing in this column means that user effort is required in any numbers of areas such as:
• Determining if this functionality is appropriate
• Revisiting decisions around configuration, security and user access, personalizations, reporting
• Effort in terms of loading data, testing, training, report re-write
Consider Hiding
These are features that you may want to delay revealing to your users because it may be appropriate for a future business event or
process or it may perhaps generate unnecessary questions and phone calls from your users.

Release 13 Impact Analysis
Global Human Resources

Global Human Resources Analysis
• Ability To Cancel Work Relationship Of Pending Workers
– Improve the user experience with the enhanced cancel work relationship process. The
ability to cancel the work relationship of employees and contingent workers is
extended to pending workers. You can cancel the work relationship of a pending
worker who is scheduled to start on a particular day and does not report for work or
has accepted a better job offer.
Copyright © 2018, Oracle and/or its affiliates. All rights reserved. 9

Global Human Resources Analysis (Continued)
• Pending Worker Work Relationships For Persons Existing In Oracle Fusion
HCM
– Enhance the user experience with the new HCM position hierarchy that provides easy
integration of positions and their relationship in the hierarchy. You can now use the
Parent Position field in the Manage Positions page to define which position is one
level up in the hierarchy. The HCM position hierarchy is built based on the position
and the parent position relationship. When you add or change the parent position the
incremental flattening process is automatically triggered. The Position Hierarchy
business object is also added to load the position relationships. You must run the
Flatten HCM Position Hierarchy process if you use the service to initially load the
position hierarchy or the position changes using the HCM Data Loader.

• HCM Position Hierarchy

– Enhance the user experience with the new HCM position hierarchy that provides easy
integration of positions and their relationship in the hierarchy. You can now use the
Parent Position field in the Manage Positions page to define which position is one
level up in the hierarchy. The HCM position hierarchy is built based on the position
and the parent position relationship. When you add or change the parent position the
incremental flattening process is automatically triggered. The Position Hierarchy
business object is also added to load the position relationships. You must run the
Flatten HCM Position Hierarchy process if you use the service to initially load the
position hierarchy or the position changes using the HCM Data Loader.

• HCM Position Hierarchy Support In My Team Page

– Enhance the user experience with the display of positions in the HCM position
hierarchy in the My Team page alongside the existing assignment manager hierarchy.
Positions are easily identifiable by their unique visualization and provide easy access
to the position incumbents, which can be either assignments or requisitions.

Global Human Resources Analysis (Continued))
• Synchronization Of Assignment Flexfields From Position Flexfields

– Enhance the user experience with the synchronization of assignment descriptive
flexfields with the position descriptive flexfields using the new Manage Assignment
Flexfield Mapping task. You can specify each mapping for an enterprise or specific
legal entities. The attribute Synchronize Mapped Flexfields is added to the Position
Synchronization Configuration section. Select this attribute to synchronize the
assignment flexfields from the position flexfields.

• Synchronization Of Line Manager Based On HCM Position Hierarchy
– Automate the line manager synchronization in the assignment by using the new HCM
position hierarchy. When you select line manager to be synchronized based on the
HCM position hierarchy, the line manager is automatically synchronized based on the
parent position. For example, when you hire an employee in a position, the
application populates the incumbent of the parent position as the new manager.
Similarly, direct reports are also reassigned based on the position hierarchy. If a
position becomes vacant, the direct reports are automatically reassigned to the
incumbent in the parent position. Later, if a new worker is hired into the vacant
position, the application automatically updates all direct reports’ assignments to
report to the new manager hired into the vacant position Also, if you change the
parent position, the impacted assignments are reassigned automatically.

• Create Document Records For Future Hires

– Search and create document records for future hires from the Document Records
work area. The Search and Select Person dialog box now contains a new Effective As-
of Date field that you can use to search a futuredated hire. A new attribute of
effective date has been added to the person search dialog, which allows searching for
a future dated hire. After searching for the future hire, you can create document
records for that hire.

• Improved Self-service Contact Effective Dates
– Take advantage of the new Relationship Start Date field in the self-service contacts
page. Use the relationship start date field, instead of an effective date, to record the
start of a relationship. Users have a better understanding of a "relationship start date"
than of a "contact effective date". The application uses the relationship start date
entered to calculate the correct contact effective date for the user.
• Define Employee Assignment Hours
– Define worker assignment hours using:
• Work day definition for the primary assignment with a day start time and rule from and for Time and
Labor to span time entries over days in the worker time cards.
• Working hours using either work shift Time to specify the start and end times or Elapsed to specify
the number of hours.

• Add Eligible Jobs For A Worker Assignment
– Enter additional eligible jobs for a worker apart from the job in the worker's current
assignment. Use eligible jobs to report time for the eligible jobs in addition to the job
in the person's current work assignment. You can also use eligible jobs when a person
has more than one job and you want to store information on the additional jobs for
tracking purposes.
• Statutory Dependent Field For Contacts
– Enhance the statutory processing and reporting of contact information with the
introduction of a new field labeled Statutory Dependent. The field is hidden out-of-
the-box. Legislative product teams must expose this field for contacts when required
in legislative processes and reports.

• Convert Button Replaced With Actions Menu On The Pending Workers Tab
– Enhance the user experience with the new Actions menu in the New Person work
area . The Convert button on the Pending Workers tab is now replaced with the
Actions menu, which includes the following actions:
• Convert
• Quick Convert
• Edit Pending Worker
• Cancel Work Relationship
• Include in Automatic Conversion
• Exclude from Automatic Conversion
– The options displayed in the Actions menu are based on your security profile.

• Option To Indicate Inclusion Of Pending Worker In Automatic Conversion
– Manage pending worker conversion efficiently with the option to indicate whether a
pending worker record must be included in automatic conversion. A new field,
Automatically Convert Pending Workers is added on the Manage Enterprise HCM
Information page. When this field is set to Y, then all new pending worker records
have the indicator Include in automatic conversion. If the enterprise setting is No,
then the new pending worker records will be marked as excluded from automatic
conversion.
– In addition, you can also specify if a specific record must be included in automatic
conversion in all transaction flows that create or maintain pending worker, or pending
worker work relationship.

• Automatic Conversion Of Pending Workers Using A Scheduled Process
– Automate the conversion of pending workers through a new scheduled process, Run
Convert Pending Workers Automatically. This process automatically converts pending
workers that are included in automatic conversion and match the specified
conversion criteria.
• Change Legal Employer Guided Process
– Perform the legal employer change for their direct reports using the Change Legal
Employer guided process. This guided process is a simplified version of the current
Global Transfer process performed by HR Specialists that now can be performed by
intuitive for the line managers.

• Two Tier - Multiple Contract - Single Assignment Employment Model
– Select a new employment model named Two Tier - Multiple Contract - Single
Assignment for an enterprise or a legal employer. This employment model allows you
to manage contracts for workers having multiple assignments, without maintaining
employment terms data. Each assignment can be associated with its individual
contract.
• Add Contracts For Contingent Workers
– Enhance the ability to track contingent worker information by now maintaining the
contract details for contingent workers. If the employment model that you configured
supports contracts, you can manage the contract information for your contingent
workers as you manage for your employees.

• Read-only Contract Region In Promote And Transfer Processes
– Provide line managers greater visibility to their direct reports' contract details. The
contracts read-only region is now added to the Promote and Transfer guided
processes. The region is hidden out of the box, however you can unhide it using
personalization.
• Manage Worker Unions
– Enhance the ability to track worker unions related to an enterprise using the new
Worker Union organization structure. You can optionally associate worker unions with
their affiliated bargaining units. You can now assign the worker union directly to a
worker's assignment.

• Seniority Dates Enhancements
– Configure Seniority Dates
• You can now configure seniority dates for various attributes in the worker assignment. You can also
calculate the seniority for hourly-paid workers based on the hours eligible for seniority. A fast
formula can be used to calculate the adjustment to seniority when customers have specific business
rules for seniority dates. The seniority calculation can be cumulative across multiple occurrences of
the same attribute value, or it can be configured to be noncumulative.
– Manage Seniority Dates
• The Manage Seniority Dates page now displays worker seniority dates in an intuitive hierarchical
structure. You can view the history of adjustments to seniority on the same page. The adjustments
and corrections to seniority can be done in days or hours based on the basis used for calculating
seniority. You can specify the seniority calculation basis for a worker on the worker's assignment.
The seniority dates calculated for a worker are displayed as read-only on the guided employment
processes, such as promote and transfer.

• Seniority Dates Enhancements (Continued)
– Calculate Seniority Dates ESS Job
• You can now calculate the seniority dates for workers by running the Calculate Seniority Dates ESS
job. This job can be run for all workers or selected workers. Additionally, you can run this job for an
individual legalemployer or worker union.
– Migrate Seniority Dates
• Customers using the previous versions of seniority dates can use the Calculate Seniority Dates ESS
job to migrate their seniority data to the new version of seniority dates.

• Manage Collective Agreements
– Enhance the ability to track changes made to collective agreements over time, by
using the date effective feature. You can optionally associate collective agreements
with worker unions and the affiliated bargaining units.
• Ability To Add Multiple National Identifiers For The Same Type For The
Same Country
– Add multiple national identifiers of the same type for a country. You can add multiple
identifiers of the same type provided the validity period doesn't overlap. You can use
this feature to add national identifiers for a person who has provided an incorrect
national identifier or received a new national identifier due to identity theft.

Global Human Resources Analysis
Uptake option g New feature or Automatically Deploy Work/re-work Consider Comments
enhancement available to after (configuration, hiding
Feature to existing users as part of upgrade if implementation ,
i functionality upgrade desired security) required
Ability To Cancel Work Enhanced X
Relationship Of Pending
Workers
Pending Worker Work Enhanced X
Relationships For Persons
Existing In Oracle Fusion HCM
HCM Position Hierarchy New X X (A)
(A) STEPS TO ENABLE

1. In the Setup and Maintenance work area, search for and click the Manage Enterprise HCM Information task.
2. Click Edit and select Update from the list.
3. Select the Use HCM Position Hierarchy option in the Position Hierarchy Configuration section to enable the parent position field in the Manage Positions
page.

HCM Position Hierarchy New X X (A)
Support In My Team Page
Synchronization Of New X X
Assignment Flexfields From
Position Flexfields
(A) STEPS TO ENABLE

In the Setup and Maintenance work area, search for and click the Manage Enterprise HCM Information task.
1. Click Edit and select Update from the list.
2. Select the Use HCM Position Hierarchy option in the Position Hierarchy Configuration section to enable the parent
position field in the Manage Positions page.
3. In the Workforce Structures work area, click the Manage Positions task.
4. Click Create to create a new position with a parent position.

Synchronization Of Line New X X
Manager Based On HCM
Position Hierarchy
Create Document Records For Enhanced X
Future Hires
Improved Self-service Contact Enhanced X
Effective Dates
Define Employee Assignment Enhanced X
Hours

Add Eligible Jobs For A Enhanced X
Worker Assignment
Statutory Dependent Field New X X
For Contacts
Convert Button Replaced Enhanced X
With Actions Menu On
The Pending Workers Tab
Option To Indicate New X X X
Inclusion Of Pending
Worker In Automatic
Conversion

Automatic Conversion Of New X X X
Pending Workers Using A
Scheduled Process
Change Legal Employer Enhanced X
Guided Process
Two Tier - Multiple Contract - Enhanced X
Single Assignment
Employment Model

Add Contracts For Contingent Enhanced X
Workers
Seniority Dates Enhanced X X X
Enhancements
Read-only Contract Region In New X X
Promote And Transfer
Processes
Manage Worker Unions Enhanced X

Manage Collective Enhanced X
Agreements
Ability To Add Multiple Enhanced X
National Identifiers For The
Same Type For The Same
Country

Global Payroll

Global Payroll Analysis
• Enhancements For Third-party Payments
– Use the new ‘Generate Check Payments for Employees and Third-Parties’ process to
run the check process for third-parties separately from employees and print onto a
third-party check template. You can also choose to pay a specific third-party at a
different time than your other payroll payments as well as exclude a third-party from
the Third-Party Rollup process.
• Support For Payment Corrective Actions
– Track details of an employee’s payroll payments and their corresponding statuses in
the new simplified Manage Payroll Payment Results page. In addition you can easily
take corrective actions, such as void payment, make external payment, or rollback.

Global Payroll Analysis (Continued)
• Payroll Person Search
– Use the payroll person search page to perform a person search using a single field
search and the Effective As-of Date. The payroll period defaults from the date you
enter for person search. Use the orange button at the end of each row on the payroll
person search results page to perform a number of additional tasks.
• Enhancements For Quickpay
– Use the Payroll Person Search Results page to select a person and process a QuickPay
for the person. Use the Calculate QuickPay page to process prepayments, auto
transition to Statement of Earnings (SOE), and to rollback multiple processes with a
single click. Use the Single Submit to run the post processing such as Archive, SOE,
Check writer and so on.

• Statement Of Earnings
– Use the Statement of Earnings page to view details of the Earnings, Employee Taxes,
Voluntary Deductions and Net Pay totals. Click on each number to see the breakdown
and what components contribute the total. Use the Show More button to view more
details of each balance group and which elements input values fed into the results of
each group.
• View Person Process Results
– Use the View Person Process Results page to view payroll processes in the order of
processing, for each person. The summary section contains summary level
information on the data that has been processed or is being processed for the
selected process. Use the Actions menu at the end of each row to view details of the
process or roll back the process.

• Calculation Entries Page
– Use the standalone Calculation Entries page to view all the earnings and deduction
information for an employee. The summary page has the standard entries, absence
entries, time entries, involuntary deductions summary and statutory deductions
summary region. Drill down to each row or component in a region to view additional
details.
• Flow Search Results
– Use the Flow Search Results page to view the results of a flow. Information contained
within this region includes, errors messages, number of records processed, processing
time, records still to be processed and so on. Drill down to the details of each
processed person and view the task details and parameters used for submission.

• Enhancements For Flow Submission Status
– Set the submission status of a flow pattern to allow for the flow to be hidden so that
it cannot be submitted, or specify that it can only be submitted using a web service.
The default behavior is for the flow to be submitted through the application and also
using a web service.
• Partial Period Accruals By Percentage
– Use the new Accrual Percentage Override parameter in the Calculate Partial Period
Accruals process to estimate the payroll costs with the entered value.
• Enhancements In Element Eligibility Criteria
– Use the additional employment attributes, such as Bargaining Unit, Collective
Agreement and Union Member flag, to create element eligibility for assignment and
terms level elements.
• Column Filtering For Balance Group Pages
– Enhance the user experience with column filtering enabled in the pages of the
Manage Balance Groups and the Manage Balance Group Usages tasks. Balance
Definitions and Default Inclusions in the Manage Balance Groups task and Matrix
Items in the Manage Balance Group Usages task are easily identified with a filter
search enabled.
• Support For Employer Taxes In Payroll Reports
– Capture and view balances of ‘Employer Taxes’ category, in the following reports:
• Payroll Activity Report; Gross to Net Summary Report; Statutory Deduction Report; Deduction
Report; Payroll Balance Report; Payroll Register.

• Third Party Payment Register Enhancements
– Use the Third-Party Payment Register to report roll up payments and multi-deduction
payments. A new mandatory parameter ‘Scope’ allows you to:
• Generate the Summary report and view a list of payments.
• Generate the Detail report and view the list of payments along with the details of each employee
and their deductions that make up each payment.
• New Attributes In Payroll Archive
– Display the Location and/or Department of the worker on the personalized version of
their Check or Payslip templates.
– The Payroll Archive process archives Location and Department.

• Value Definition Usage Rules
– A new Usage Rules region is added to the Manage Value Definitions page to enable
customers to associate a value definition to one or more CIR components such as
absence or overtime time.
– The user can also define a display name and/or value set to override the default
values entered on the enterable calculation values region.
– A new Identifier calculation type is added with unit of measure of integer. This will
enable to capture Job ID on the value definition page with calculation type of
Identifier. The value set feature on the new Usage Rules region will enable the user to
display the name of the job.

• Values Defined-By-Criteria Overrides
– The existing HCM Rates needs to accommodate overrides to support the value
definition. The customers defined value definition will capture the override
information for an employee such as the override job entered on a time card.
– If the rate is based on a value-by-criteria, the DBI information such as assignment job,
is defined as part of the configuration.
– If the rate is based on a formula, the DBI information such as assignment job, is
defined as part of the rate formula.

• Rate Support for Formula
– The existing HCM Rates needs to accommodate overrides to support the value
definition. The customers defined value definition will capture the override
information for an employee such as the override job entered on a time card.
– If the rate is based on a value-by-criteria, the DBI information such as assignment job,
is defined as part of the configuration.
– If the rate is based on a formula, the DBI information such as assignment job, is
defined as part of the rate formula.

• Override Payslip Availability Date
– You can now use Override Payslip Availability Date parameter in the Generate Payslips
process to provide a date to take precedence over the payslip availability date defined
in the payroll calendar. This option allows you early viewing of payslips and you no
longer have to wait until the normal payslip generation date. For example, in
instances where an early payroll run is processed, you can enter the Override Payslip
Availability Date for an employee to be able to access their payslip earlier than usual,
such as before they leave the organization.

• Payroll Processing Status of Time
– In the Time and Labor application, you can view the status of payroll processing for
time entries that are entered and transferred to Global Payroll.
Note: For such time entries, you can view the status of approval and transfer too.

• Compensatory Absence Payments as of Accrual Date Calculation
– You can make absence payments for compensatory absence plans based on the date
that the compensatory time was accrued. The Fusion Absence application passes the
accrued date to the Fusion Payroll application, so that the correct rate of pay is used
for the absence.
– When creating a rate definition to use for compensatory absence plans, in the
Reference Date field, select the Absence Accrued Date value. The rate calculator
calculates the rate as of the absence accrued date that is passed from Fusion
Absences.

• Compensatory Absence Payments as of Accrual Date Calculation
(Continued)
– When creating your absence elements for the compensatory absence plan, you
should select the 'Accrual Balances and Absences' option.
– For example, an employee is hired on 1/1/17 and is paid at a rate of $10 per hour. On
8/1/17, the employee receives a pay rise and is now paid at a rate of $12 per hour.
The employee takes 3 days of leave from 10/5/17 to 10/7/17. This leave entitlement
was accrued as time off in lieu (TOIL) in July 2017 when the employee was earning
$10 per hour and so the 3 days leave should be paid at a rate of $10 per hour.

• Expedited Payroll Processing of Retrospective Time Card Adjustments
– Use the expedited payroll runs to support the payment of late or adjusted time cards
through an early payroll run in the next payroll period. For example, you might
process additional payroll runs when making late payments or for earnings that are
payable on a different date.
– In such scenarios, consider the following:
• Control which element entries to process in the expedited run to stop early payment of current
earnings, such as salary.
• Select the specific retro time entries and earnings and deductions to be included in the expedited
processing for the current period.
• Use the expedited attributes on the time card to tag the time card adjustments for expedited
payment.
• Mark these expedited time card adjustments to be paid by check even if the employee is normally
paid by EFT.

• Expedited Payroll Processing of Retrospective Time Card Adjustments
(Continued)
– Employees without a tagged retrospective time card change will not be included in
the expedited payroll run and such untagged changes are paid in the next scheduled
payroll cycle.
– Configure the following time card attributes: Expedite Payroll; Override Payment
Method; Override Check Printer

• Reporting of Units other than Time
– Currently, several payroll reports show the hours and days balances for elements
whose rate is a monetary value per hour and day, respectively. Additionally, you can
now view rate and unit information for balances corresponding to units other than
time in the following payroll reports:
• Payroll Activity Report
• Payroll Balance Report
• Payroll Register
• Payslip

• Reporting of Units other than Time (Continued)
– The reported Units can be hours, days, or other units. For example, an employee is
paid an allowance, in addition to the regular pay, on a per unit basis. The additional
allowance, captured as supplemental earnings, is either entered on the timecard or
calculated indirectly using an element of type ‘Other Units’ and a rate definition
linked to the element. The rate is defined as amount per shift or amount per unit, as
the case may be.
– The above mentioned reports display the Other Units balances separately in various
sections, just as the Hours and Days balances.

• New Subject Area: Payroll- Rate Calculation Results Real Time
– Use this subject area to report on the payroll rates information of workers. The rates
can be based on calculated payroll balances such as a worker’s average salary or it can
be calculated based on stored values such as element entries.
– Role Information
• If you are not using the predefined reference roles, then you need to ensure that the transaction
analysis duty role that secures the new subject area is mapped to relevant job roles. This table
identifies the required transaction analysis duty role and suggests target job and abstract roles. You
can add the duty role to different roles if you prefer.

• New Subject Area: Payroll - Element Entries History Real Time
– This subject area allows you to report on all the element entries and their values
based on user provided time periods such as start and end dates. The element
entries that are end dated before the report run date are also rendered through
this subject area.
– Role Information
• If you are not using the predefined reference roles, then you need to ensure that the transaction
analysis duty role that secures the new subject area is mapped to relevant job roles. This table
identifies the required transaction analysis duty role and suggests target job and abstract roles.
You can add the duty role to different roles if you prefer.

• Enhanced Dimensions – Payroll-related Dimensions
– Capture payroll information in your reporting on payroll subject areas and in other
subject areas with the new set of attributes added across multiple dimensions in
payroll related dimensions. The list of enhanced dimensions includes:
– Payroll, Payroll Statutory Unit, Element, Input Value, Element Entry, Element Entry
Value, Payroll Period, Personal Payment Amount Values, Source Bank, Target Bank

• New Attributes – Global HR Dimensions
– Enhance reporting on the global HR dimensions with the addition of new attributes
and renaming of a few existing attributes. The new attributes include:
• Person Disability= Self Disclosed Type, Self Disclosed Type Code, Disclosure Date,
Accommodation Request
• Worker= Manager Position, Manager position Code
• Department= Action Reason
• Department Hierarchy= Version Name Tree Version Status
• Worker Relationship Details= Worker Termination Comments, Termination Comments
• Person Contact Relationship= Contact Person Number
• Position= Parent Position ID, Parent Position Name, Parent Position Code, Parent Position
Business Unit, Standard Working Hours, Probation Period, Probation Period Frequency, Overlap
Allowed, Working Hours, Working Hours Frequency, Bargaining Unit, Action Reason, Position
Profile

• New Attributes – Global HR Dimensions (Continued)
– Enhance reporting on the global HR dimensions with the addition of new attributes
and renaming of a few existing attributes. The RENAMED attributes include:
• Position Type Name > Position Type;
• Hiring Status Name > Hiring Status;
• Position Active Flag > Position Active Status;
• Time Normal Finish > Start Time;
• Time Normal Start > End Time;
• Position Full Time Flag > Full/Part Time;
• Security Clearance Flag > Security Clearance;
• Position Regular Flag > Regular/Temporary;
• Job Evaluation Accountability > Position Evaluation Accountability;
• Job Evaluation Date Evaluated > Position Evaluation Date Evaluated;
• Job Evaluation System > Position Evaluation System;
• Job Evaluation Knowhow > Position Evaluation Knowhow;
• Job Evaluation Measured In > Position Evaluation Measured In;
• Job Evaluation Overall Score > Position Evaluation Overall Score;
• Job Evaluation Problem Solving > Position Evaluation Problem Solving

Global Payroll Analysis
Enhancements For Third- Enhanced X
party Payments
Support For Payment X
Corrective Actions Enhanced
Payroll Person Search Enhanced X
Enhancements For Quickpay Enhanced X
Statement Of Earnings Enhanced X
View Person Process Results Enhanced X

Calculation Entries Page New X
Flow Search Results Enhanced X
Enhancements For Flow Enhanced X X X

Submission Status
Partial Period Accruals By Enhanced X
Percentage
Enhancements In Element Enhanced X X X
Eligibility Criteria

Column Filtering For Enhanced X
Balance Group Pages
Support For Employer X X X
Taxes In Payroll Reports Enhanced
Third Party Payment Register Enhanced X
Enhancements
New Attributes In Payroll Enhanced X X X
Archive

Value Definition Usage Enhanced X X X
Rules
Values Defined-by-Criteria X X X
Overrides Enhanced
Rate Support for Formula Enhanced X X X
Override Payslip Enhanced X X X

Availability Date
Payroll Processing Status Enhanced X
of Time

Compensatory Absence Enhanced X X X
Payments as of Accrual
Date Calculation
Expedited Payroll X X X
Processing of Enhanced
Retrospective Time Card
Adjustments
Reporting of Units other Enhanced X
than Time

New Subject Area: Payroll- New X
Rate Calculation Results
Real Time
New Subject Area: Payroll New X

- Element Entries History
Real Time

Enhanced Dimensions – New X
Payroll-related
Dimensions
New Attributes – Global New X
HR Dimensions

Absence Management

Absence Management Analysis
• Compensatory Time
– Allow workers to earn compensatory time, also known as Time Off in Lieu (TOIL), in
exchange for monetary compensation. Workers can earn time off for excess hours
worked outside their regular work schedule, such as overtime or hours worked on a
holiday, and accumulate the hours into an absence plan in Absence Management. The
worker can then record absences that consume these hours when they take time off
in the future. Company policies for earning and using compensatory time can be
implemented using time calculation rules and absence plan setup options.
• Accrual Limit
– Control the amount a worker can accrue within a plan year by establishing an accrual
limit. If a limit is configured, the calculation of accruals will prevent the worker from
accruing more than the limit.

Absence Management Analysis (Continued)
• New Attribute For Absence Real Time To Determine Block Leave Candidate
– The new attribute allows greater control by reporting on any worker taking an
uninterrupted leave period. The organization has the ability to define how long of a
block of leave to report on. (Two weeks or any other long period.)
– New attributes have been added to the Absence Real Time subject area to determine
whether the worker is an eligible block leave candidate. They include:
• Assignment Absences Details - Blocked Leave Candidate Code
• Assignment Absences Details - Blocked Leave Candidate

• New Dimensions – Assignment Hours Details

– New dimension added to report on the worker’s work hours, start time, and end time
by each day of the week. A new sub folder named ‘Assignment Hours Detail’ is added
under the worker dimension across all the subject areas.
• New Metric – Accrual Balance
– Capture additional data while reporting on worker absence accruals with a new
metric to display the accrual balance of the worker that matches with the value on
the screen. The metric named ‘Accrual Balance’ is added to Accrual Real Time subject
area.
• New Descriptive Flexfields – Absence Subject Area
– Improve your reporting on worker absences with the addition of flexfields to the
Absence Real Time subject area.
Absence Management Analysis

Compensatory Time New X X
Accrual Limit Enhance X X
New Attribute For X X

Absence Real Time To New
Determine Block Leave
Candidate


New Dimensions – New X X X
Assignment Hours Details
New Metric – Accrual New X X X
Balance
New Descriptive Flexfields New X X X
– Absence Subject Area

Useful Links

Useful Information
• For more detailed information on What’s New in Release 13 along with
Release Training, it is highly recommended to review resources at HCM
Release Readiness.
• Resources to prepare for, deploy & validate your upgrade
– Oracle HCM Cloud: Performing Your Release 13 Upgrade (Doc ID 2342121.1)
• Oracle Human Capital Management Cloud Functional Known Issues and
Maintenance Packs (Doc ID 1554838.1)
• Release 13 Upgrade presentations on:
– HCM Talk Radio
– Customer Connect
– Oracle Partner Network Learning Center
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1 Impact Analysis Overview

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• HCM Position Hierarchy

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• HCM Position Hierarchy Support In My Team Page

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• Synchronization Of Assignment Flexfields From Position Flexfields

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• Create Document Records For Future Hires

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(A) STEPS TO ENABLE

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(A) STEPS TO ENABLE

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Enhancements For Quickpay Enhanced X

Statement Of Earnings Enhanced X