Analysis session
Respondent Information Capture the sponsor’s contact and company details before starting the Talent Management questionnaire.
Know your people — Profiles
1. Profile Management Define person, job and position profiles, content catalogs, field behavior and profile approval requirements.
Profile types and model profiles
1.1 Which profile types will Town Group use?
1.2 Automatically create person profiles?Select... Yes No To be confirmed
1.3 Do you already have profiles for your jobs and positions? If yes, please share them Select... Yes No Not Yet
1.3 Include job description, responsibility and qualifications?RD011 / Profile setup Select... Yes No To be confirmed
1.4 Include position description, responsibility and qualifications?RD011 / Profile setup Select... Yes No To be confirmed
1.5 Include job / position criticality and risk?RD011 / Profile setup Select... Yes No To be confirmed
1.6 Display Requires Succession Plan on job / position profiles?RD011 / Profile setup Select... Yes No To be confirmed
1.7 Synchronize job profile content to position profiles?RD011 / Profile setup Select... Yes No To be confirmed
1.8 Overwrite position content during synchronization?RD011 / Profile setup Select... Yes No To be confirmed
1.9 Which details should synchronize to position profiles?
1.11 Mapping of job / position profiles to jobs, positions and business units
1.10 Confirm job / position criticality valuesRD011: Model Profile
1.11 Confirm job / position risk levels
Criticality, risk and succession-plan identification rules / additional values
Content sections and catalogs
1.12 Which content sections should appear on person profiles?
1.13 Which content sections should appear on job / position model profiles?
1.14 Which item catalog templates are required?
1.15 Catalog / content-item names, codes, descriptions, effective dates and rating-model mappingCatalog Name Code Item Name Description Rating Model Actions
+ Add Row Add one row per record.
1.16 Confirm Core Competency catalog valuesRD011 Code Name Description Target Proficiency Test Actions
+ Add Row Add one row per record.
RD011 reference: Communication Skills; Teamwork; Adaptability; Passion for What We Do
1.16 Confirm Leadership Competency catalog valuesRD011 Code Name Description Target Proficiency Actions
+ Add Row Add one row per record.
RD011 reference: Risk-Taking; Continuous Improvement; Growth; Winning
1.16 Confirm skill catalog values and job / position mappingRD011 Code Name Description Job / Position Actions
+ Add Row Add one row per record.
RD011 reference: Active listening; Clear messaging; Collaboration; Flexibility; Motivation; Problem-solving; Strategic thinking; Decision-making; Process optimization; Performance analysis; Talent development; Goal orientation
1.16 Confirm license / certification catalog valuesRD011 Code Name Description Expiry Rules Actions
+ Add Row Add one row per record.
RD011 reference: PMP; IELTS; PHRI; provide additional values and codes.
1.16 Confirm degree / education-level valuesRD011 Code Name Description Actions
+ Add Row Add one row per record.
RD011 reference: Bachelor Degree; Master Degree; MBA; Diploma; provide final labels and codes.
1.16 How should the school / establishment be captured?RD011: School LOV and School Name free text Select... Controlled LOV Free text LOV with additional free-text school name To be confirmed
1.16 Approved schools / establishments and majors+ Add Row Add one row per record.
1.16 Approved languages and source lookupRD011 Code Name Rating Model Actions
+ Add Row Add one row per record.
RD011 reference: RD011 lists Arabic, English and “Germany”; confirm whether the third value should be German.
1.16 Which education attributes should be displayed?
1.17 Which language attributes should be displayed?
1.18 Which career preference fields should appear?
1.19 Confirm Next Career Move values
1.29 Preferred job functions, job families, regions and location mapping
1.20 Which work preferences should appear?
1.21 Confirm Employee profile content-section accessEmployee
Previous travel-frequency selections Confirm travel-frequency valuesRD011: 100% differs between tables
1.22 Confirm Manager and HR profile content-section accessRD011: Profile Content Section Access The tables contain the RD011 permissions. Confirm or change each Yes / No value.
Manager
HR — Talent Management Specialist
Access changes / additional field rules and comments 1.35 Content-section subscribersSetup: Profile Type — verify applicable subscribers
1.23 Content-section field display modeSetup: Profile Type Select... Hide Summary Detail To be confirmed
Approval and supporting documents
1.23 Do employee profile additions require HR approval?RD011: HR approval required Select... Yes No To be confirmed
1.24 Sections and transaction types requiring approval: additions, updates, deletions and attachments
1.24 Approver roles, routing, hierarchy, exceptions, delegation and rejection handling
1.24 Required supporting documents and validation / expiry rules
Profiles — Ratings
2. Rating models & scales Confirm the rating labels, numeric values and mappings shared by profiles, performance, talent review and career development.
2.1 Proficiency — confirm levels, labels and numeric valuesLevel Label Career Strength or Development From Points To Points Actions
+ Add Row Add one row per record.
RD011 reference: 1 Foundation; 2 Intermediate; 3 Skilled; 4 Advanced; 5 Expert
2.2 Competencies — confirm levels, labels and numeric valuesLevel Label Career Strength or Development Minimum Distribution Maximum Distribution From Point To Point Actions
+ Add Row Add one row per record.
RD011 reference: 1 Underperformance; 2 Needs to be improved; 3 Meets expectations; 4 Exceeded expectations; 5 Exceptional Performance
2.3 Goals — confirm levels, labels and numeric valuesLevel Label Career Strength or Development Minimum Distribution Maximum Distribution From Point To Point Actions
+ Add Row Add one row per record.
RD011 reference: 1 Underperformance; 2 Needs to be improved; 3 Meets expectations; 4 Exceeded expectations; 5 Exceptional Performance
2.4 Overall — confirm levels, labels and numeric valuesRD011: Rating Models Level Label Career Strength or Development From Points To Points Actions
+ Add Row Add one row per record.
RD011 reference: 1 Not Meets Expectation; 2 Developing Performance; 3 Meeting Expectation; 4 Exceeding Expectation; 5 Exceptional Performance
2.5 Interest — confirm levels, labels and numeric valuesRD011: Rating Models Level Label Career Strength or Development From Points To Points Actions
+ Add Row Add one row per record.
RD011 reference: 1 Undesirable; 2 No Preference; 3 Desirable; 4 Very Desirable
2.6 Potential — confirm levels, labels and numeric valuesRD011: Rating Models Level Label Career Development or Strength From Points To Points Actions
+ Add Row Add one row per record.
RD011 reference: 1 Low; 2 Medium; 3 High
2.7 Language — confirm levels, labels and numeric valuesLevel Label Career Strength or Development From Points To Points Actions
+ Add Row Add one row per record.
RD011 reference: 1 Beginner; 2 Elementary; 3 Intermediate; 4 Advanced; 5 Fluent
2.8 Risk of Loss — confirm levels, labels and numeric valuesRD011: Rating Models Level Label Numeric Value From Points To Points Actions
+ Add Row Add one row per record.
RD011 reference: 1 Low; 2 Medium; 3 High
2.8 Impact of Loss — confirm levels, labels and numeric valuesRD011: Rating Models Level Label Numeric Value From Points To Points Actions
+ Add Row Add one row per record.
RD011 reference: 1 Low; 2 Medium; 3 High
2.8 Talent Score model — define levels, calculation and labelsRD011: referenced; scale not defined Level Label Numeric Value From Points To Points Actions
+ Add Row Add one row per record.
2.8 Which language-proficiency scale should be used?RD011: conflicting three-level and five-level definitions Select... Three levels: Beginner / Intermediate / Fluent Five levels: Beginner / Elementary / Intermediate / Advanced / Fluent Another approved model To be confirmed
2.8 Mapping of Proficiency, Competency, Goals, Overall and Performance rating modelsRD011 / setup: model names differ
2.8 Review points, from / to point ranges, rating category boundaries and numeric mappingSetup: Rating Models
2.8 Are rating distribution guidelines / thresholds required?Select... Yes No To be confirmed
2.8 Minimum / maximum distribution by rating, employee group and business unit
2.8 Rating model names / codes, descriptions, effective dates, star ratings and career strength / development indicators
Set expectations — Goals
3. Goal Management Define review periods, performance goal plans, eligibility, goal attributes, approvals and mass assignment. Development goals are covered in Career Development.
Review periods and employee eligibility
3.1 Review period nameName Start Date End Date Status Actions
+ Add Row Add one row per record.
RD011 reference: Review Period 2026
3.2 Which eligibility profiles are needed?
3.3 Exact eligibility criteria, included / excluded workers and effective-date rulesName Criteria Description Included Workers Excluded Workers Actions
+ Add Row Add one row per record.
Goal plans
3.4 Goal plan names, codes / descriptions and population mappingName Review Period Eligibility Profile Document Type Minimum Goals Maximum Goals Weights Enabled Enforce total goal weights of 100%? Include Workers Exclude Workers Actions
+ Add Row Add one row per record.
RD011 reference: Town Group – Annual; Town Group – Mid-Year
3.5 Link goal plans to which performance document types?
3.6 Plan start / end dates, review period, status and monthly Sales-plan requirements
3.6 Who may update goals?
3.7 Enable goal weights?RD011: Enabled Select... Yes No To be confirmed
3.7 Enforce total goal weights of 100%?RD011: Enabled Select... Yes No To be confirmed
3.7 Minimum number of goals per planRD011: number not specified
3.7 Maximum number of goals per planRD011: number not specified
3.12 Do goal-count limits, weighting rules and goal-update rules differ by goal plan or employee group? If yes, please specify the rules for each
3.7 Which actions may workers / managers take on HR-assigned goals?Setup: Goal Plan
Goal library and attributes
3.8 Use a predefined Performance Goal Library?Select... Yes No To be confirmed
3.9 Library goal names, descriptions, available-to roles, priority, level, dates and statusSetup: Goal Library Name Description Level Priority Measurement Success Criteria Target Criteria Target Value Category Actions
+ Add Row Add one row per record.
3.10 Which goal fields are needed?RD011 / Setup: Goal Library
3.15 Approved performance goal categories, priorities and levels
3.15 Goal prioritiesSetup: Goal Library
3.15 Goal levelsSetup: Goal Library
3.11 Goal CategorySetup: Goal Library
3.12 Which goal types should the library support?Setup: Goal Library
3.13 Library goal availabilitySetup: Goal Library Select... HR Specialist HR Specialist - Manager HR Specialist - Manager - Worker To be confirmed
3.14 Which measurement units are needed?RD011 / Setup: Goal Library
3.15 Which measurement target types are needed?
3.20 Measurement names, target values, minimum / maximum, success criteria and scoring / achievement rules
3.16 Require alignment to organization goals?RD011 / analysis decisions Select... Yes No To be confirmed
3.17 Enable cascading / assignment to direct reports?RD011 / analysis decisions Select... Yes No To be confirmed
3.18 Enable goal sharing?RD011 / analysis decisions Select... Yes No To be confirmed
3.19 Enable goal tasks?RD011 / analysis decisions Select... Yes No To be confirmed
3.20 Enable target outcomes?RD011 / analysis decisions Select... Yes No To be confirmed
3.31 Allow goals to be excluded from performance evaluation?RD011 / analysis decisions Select... Yes No To be confirmed
3.25 Organization goals, owners, hierarchy and alignment rulesType Owner Organization Comment Actions
+ Add Row Add one row per record.
White-collar and blue-collar process
RD011:
White collars — Talent Admin publishes plan → Employee adds / updates and submits → Line Manager reviews → Talent Management HR Specialist gives final approval.
Blue collars — Talent Admin publishes plan → Line Manager reviews / assesses.
3.21 Confirm white-collar goal-setting sequence, ownership RD011: WC Goal Setting
3.22 Confirm blue-collar goal-setting sequence and whether manager enters goals on behalf of employeesRD011: BC Goal Setting
3.23 Require approval of performance goals?RD011: Yes Select... Yes No To be confirmed
3.24 Approval routing by population, approver levels, conditions, bypass rules and resubmissionSetup: Approve Performance Goal
3.25 Which approver types are needed?Setup: Approval Rules
3.26 Which approval action types are needed?Setup: Approval Rules
3.27 Goal submission deadlines, locking and changes after approval / evaluation starts (Worker)Select... Enabled Disabled
3.32 Which mass processes are needed?Setup: Goals Mass Assignment
3.32 Requester, goal plan, review period, goals, eligibility profiles and included / excluded workers
3.32 Exclude workers who are not part of the goal plan?Setup: Mass Assignment Select... Yes No To be confirmed
3.32 Historical goals to migrate and progress / completion to retain
Measure results — Performance
4. Performance templates & calculations Define document types, template structures, employee populations, rating calculations and section weights.
4.1 Which performance document types are needed?RD011: Monthly Sales, Mid-Year, Annual
4.2 Document type names, status and effective dates; monthly sales eligibilityName Description Start Date End Date Status Actions
+ Add Row Add one row per record.
4.3 Can workers select the performance document manager when creating a document?Setup: Document Types Select... Yes No To be confirmed
Templates by population
Mid-Year / Blue Collars
Section Weights: Goals 80%, Competencies 20%. Process: Manager Evaluation. Review Period 2026.
4.3 Performance Template Eligibility profile for Blue Collars RD011 / Performance setup
4.3 Required sectionsRD011: Performance Templates
4.4 ompetency selection / sourceRD011
4.5 Confirm process sequence, roles, approvals and participantsRD011
Mid-Year / White Collars
Section Weights: Goals 70%, Competencies 30%. Process: Self-Evaluation / Manager approval. Review Period 2026.
4.7 Performance Template Eligibility profile for White CollarsRD011 / Performance setup
4.6 Required sectionsRD011: Performance Templates
4.7 Mid-Year / White Collars C ompetency selection / sourceRD011
4.8 Confirm process sequence, roles, approvals and participantsRD011
Annual / Blue Collars
Section Weights: Goals 80%, Competencies 20%, Manager Feedback, Overall Summary. Process: Manager Evaluation / Calibration / Employee Acknowledgement. Review Period 2026.
4.11 Performance Template Eligibility profile for Blue CollarsRD011 / Performance setup
4.9 Required sectionsRD011: Performance Templates
4.10 Annual / Blue Collars C ompetency selection / sourceRD011
4.11 Confirm process sequence, roles, approvals and participantsRD011
Annual / White Collars
Section Weights: Goals 70%, Competencies 30%, Manager Feedback, Overall Summary. Process: Employee Self-Evaluation / Manager Evaluation / Manager of Manager Review / Calibration / Employee Acknowledgement. Review Period 2026.
4.15 Performance Template Eligibility profile for White Collars RD011 / Performance setup
4.12 Required sectionsRD011: Performance Templates
4.13 Annual / White Collars C ompetency selection / sourceRD011
4.14 Confirm process sequence, roles, approvals and participantsRD011
4.19 Monthly Sales template — sections, weighting, process, population and document periodsRD011: document type listed; template not defined
Name Employee Category Review Period Document Type Goals Weight Competencies Weight Process Flow Eligibility Actions
+ Add Row Add one row per record.
Ratings and calculations
4.16 Calculation rules are based on average performance ratingSelect... Yes No To be confirmed
4.17 Additional comments for calculation rules
4.22 Competency item weights, behavior definitions and role / job-based competency mapping
4.18 Calculate ratings automatically?Setup: Performance Template Select... Yes No To be confirmed
4.23 Use calculated ratings only or allow manual override?Setup: Performance Template Select... Calculated ratings only Allow manual override To be confirmed
4.19 Who can see calculated ratings?Setup: Performance Template
4.20 Required rating displayRD011: Number
4.21 Rating mapping methodSelect... Nearest Lowest Highest
4.26 Required Fast Formula / target-versus-actual logic, caps, examples and expected final results
4.26 If participant ratings contribute, define worker / manager / participant weight and aggregation rules
4.26 How should performance goals and weights synchronize into documents and handle later changes?
4.33 Which eligibility batch processes are needed?Setup: Eligibility Batch Process
4.34 Automatically create eligible performance documents?Setup: Eligibility Batch Process Select... Yes No To be confirmed
4.35 Purge historic performance eligibility status data?Setup: Eligibility Batch Process Select... Yes No To be confirmed
4.26 Eligibility batch effective date, review period, assignment timing and automatic document creationSetup: Eligibility Batch Process
4.37 Historical performance documents, ratings and comments to migrate
Performance — Evaluation journey
5. Performance process & feedback Confirm evaluation tasks, approval / calibration, review meetings, questionnaires, participant feedback and alerts.
Evaluation task sequence
BC Performance Process — OD launch → Manager mid-year review → Manager end-year review → Calibration → Employee acknowledgement → Complete.
WC Mid-Year Performance Process — OD Launch → Employee goal setting → Manager approval → Employee Self-Review & Manager Review → Calibration → Employee acknowledgement → Complete.
WC Annual Performance Process — OD Launch → Employee goal setting & self-assessment → Manager Assessment → Manager of manager review → Calibration → Employee acknowledgement → Complete.
5.1 Which tasks should be included for BC performance process?Setup: Performance Process Flows
5.2 Which tasks should be included for WC performance process? Setup: Performance Process Flows
5.2 Which tasks should be included for WC performance process? Setup: Performance Process FlowsTemplate Sequence Task Owner Role Due Date Notes Actions
+ Add Row Add one row per record.
5.2 Allow worker / manager evaluation tasks concurrently?Setup: Performance Process Flows Select... Yes No To be confirmed
5.3 Prevent additional manager edits after evaluation is completed?Setup: Performance Process Flows Select... Yes No To be confirmed
5.4 Automatically submit approvals after preceding task?Setup: Performance Process Flows Select... Yes No To be confirmed
5.4 Include second approval processing?Setup: Performance Process Flows Select... Yes No To be confirmed
5.4 Lock document sharing for calibration?Setup: Performance Process Flows Select... Yes No To be confirmed
5.4 Require worker acknowledgement of the document?Setup: Performance Process Flows Select... Yes No To be confirmed
5.4 Require worker acknowledgement of the review meeting?Setup: Performance Process Flows Select... Yes No To be confirmed
5.5 Approval hierarchy, manager-of-manager / HR routing, exceptions, delegation and rejection handling
5.6 Calibration owners and participants
5.6 Document transfer to another manager, reopening, cancellation and incomplete-task rules
Participant feedback
5.7 Enable participant / 360 feedback?RD011: Feedback Yes; participant details incomplete Select... Yes No To be confirmed
5.8 Which feedback participant roles are needed?
5.8 Minimum feedback participants
5.9 Maximum feedback participants
5.10 Required feedback permissionsSetup: Performance Process Flows
5.11 Who may see ratings, comments and questionnaires; anonymity and visibility before evaluation completion?Setup: Performance Roles / Process Flows
5.11 Feedback due dates, reminders and late / missing feedback handling
Check-ins and questionnaires
5.11 Enable Time to Talk / check-in meetings?Select... Yes No To be confirmed
5.12 Check-in template names, frequency, goals, sections and rolesRD011: Time to Talk
5.12 Direct Manager’s Comments questionnaire — confirm questions and answer typesRD011
5.12 Employee’s Confirms Meeting questionnaire — confirm wording and response rulesRD011
5.12 Employee’s Approval & Comments questionnaire — confirm wording and response rulesRD011
5.12 Map questionnaires to templates, sections, participant roles and review / final-feedback tasksRD011: Annual Evaluation | People Manager template referenced but not defined
Name Template / Role Question Response Type Options / Scoring Actions
+ Add Row Add one row per record.
5.12 Enable standard due-date alerts?Setup: Performance Alert Select... Yes No To be confirmed
5.12 Enable critical overdue alerts?Setup: Performance Alert Select... Yes No To be confirmed
5.12 Standard / critical alert days, recipients and escalation by taskTask Standard Alert Days Critical Alert Days Recipients Actions
+ Add Row Add one row per record.
5.12 Completion rules, employee disagreement process and final document distribution
Make talent decisions — Talent Review
6. Talent Review Review performance and potential, calibrate the population and capture decisions that feed succession and development.
Templates and review ratings
6.1 Talent Review template name, statusRD011: Town Group Standard Template
6.2 Include succession plans?RD011: all three included Select... Yes No To be confirmed
6.3 Include talent pools?RD011: all three included Select... Yes No To be confirmed
6.4 Include matrix managers as reviewers?RD011: all three included Select... Yes No To be confirmed
6.5 Which review ratings should be included?RD011: Performance, Potential, Talent Score
6.6 Rating source, model and reviewer update rights for each ratingRD011: latest performance cycle; Potential Assessment; Talent Score model
6.6 Enable Potential Assessment?RD011: Enabled Select... Yes No To be confirmed
6.7 Potential assessment questionnaire, rating method, owner and criteria
6.7 How should Talent Score be calculated, rated and displayed?RD011: model details missing
Box chart and mapping
6.7 B ox chart views are based on Potential vs. Performance - XY viewRD011 Select... Yes No To be confirmed
6.7 Confirm default view and X / Y axis rating modelsRD011
6.8 Confirm performance rating mapping to three grid categoriesRD011
6.8 Confirm potential rating mapping to three grid categoriesRD011
6.8 Talent Review 9-Box Grid - Potential vs Performance - confirm labels RD011 Potential ↓ / Performance →
Low Performance
Mid Performance
High Performace
High Potential
Mid Potential
Low Potential
Meeting and population
6.8 Meeting names, purpose, frequency and meeting calendar
6.9 First meeting date
6.9 Review data submission deadline
6.8 Business leader, facilitators, reviewers and participantsRD011: OD & HR; Business Leadership & Department Heads
6.9 Which population filters are needed?RD011
6.9 Review population inclusion / exclusion rules and reviewer hierarchy
6.10 Which meeting actions should be available?RD011 / Oracle Talent Review
6.9 Which color codes should be available?RD011
6.9 Confirm preparation → meeting → outcomes submission → follow-up → stakeholder sharingRD011: TG.01–TG.07
6.9 How should calibrated ratings / meeting outcomes be saved, approved and reflected in talent profiles?
6.9 Action owners, due dates, development / retention actions and follow-up reporting
6.9 Meeting outcome visibility and authorized recipients
Talent Review — Group and develop talent
7. Talent Pools Define Talent pools used to group employees for development and succession follow-up.
7.1 Use Talent Pools?RD011: included in Talent Review Select... Yes No To be confirmed
7.2 Pool names, descriptions, status and purposeSetup: Talent Pools Name Description Private Owner Members Development Goals Actions
+ Add Row Add one row per record.
7.3 Talent Pool statusSetup: Talent Pools Select... Active Inactive To be confirmed
7.3 Which selection criteria should define pools?RD011
7.3 Member selection, nomination, approval and removal rules
7.3 Should pools be private?Setup: Talent Pools Select... Yes No To be confirmed
7.3 Pool owners, membership maintenance and access rights
7.3 Development goals linked to each poolSetup: Talent Pools
7.3 Membership review frequency, progress / readiness tracking and reporting
7.3 How should pools support succession candidate selection?
Prepare future role coverage — Succession
8. Succession Planning Identify critical roles, nominate successors and assess readiness before defining targeted development actions.
Critical roles and plans
8.1 Who can create a succession plan?
8.2 Request form, approvers, routing, tracking and implementation approach for critical-role requestsRD011: automation requirement; solution to be agreed
8.2 Which succession plan types are needed?RD011
8.3 Plan names, descriptions, status and job / position / incumbent mappingSetup: Succession Plans Name Plan Type Job / Position / Incumbent Business Unit Owner Status Private Actions
+ Add Row Add one row per record.
8.4 Succession Plan statusSetup: Succession Plans Select... Active Inactive To be confirmed
8.3 Critical role list, business unit, grade, risk, incumbent and prioritization rules
Candidates and readiness
8.3 Which candidate types are needed?RD011 / Setup: Succession Plans
8.3 External candidate data, ownership and any required ORC integration — confirm scopeRD011: integration expectation requires validation
8.4 succession readiness categoriesRD011
8.4 Define readiness thresholds and whether Ready now must be separate from Less than 1 yearRD011: combined label requires confirmation
8.4 Use successor ranking?Setup: Succession Plans Select... Yes No To be confirmed
8.4 Identify critical talent candidates?Setup: Succession Plans Select... Yes No To be confirmed
8.4 Identify interim successors?Setup: Succession Plans Select... Yes No To be confirmed
8.4 Candidate statusSetup: Succession Plans Select... Active Inactive To be confirmed
8.4 Nomination criteria, performance / potential evidence and ranking rulesPlan Candidate Candidate Type Readiness Ranking Interim Successor Notes Actions
+ Add Row Add one row per record.
8.4 Who assesses / approves readiness and how often is it reviewed?
8.4 Which plan owner access types are needed?RD011
8.4 Assign named owners and access type by plan; define manager and HR visibility
8.4 Enable succession organization chart?RD011 Select... Yes No To be confirmed
8.4 Confirm creation → candidate assessment → owners → manager review → readiness review → plan sharingRD011: Succession Process TG.01–TG.07
8.4 How should development goals and Talent Pool membership support successor readiness?
8.22 Alert when a candidate moves to the plan role?RD011: three alerts Select... Yes No To be confirmed
8.23 Alert when a candidate moves to a different role?RD011: three alerts Select... Yes No To be confirmed
8.24 Alert when the incumbent changes roles?RD011: three alerts Select... Yes No To be confirmed
8.25 Succession alert recipients and follow-up action owners
8.4 Plan strength, role coverage, successor readiness and risk reporting requirements
Act on decisions — Career Development
9. Career Development Turn performance, talent review and succession decisions into development goals and career actions; employees can also initiate development throughout the year.
Career exploration
9.1 Enable Career Statement?RD011: Career Exploration Features; status blank Select... Yes No To be confirmed
9.2 Enable Career Preferences?RD011: Career Exploration Features; status blank Select... Yes No To be confirmed
9.3 Enable Work Preferences?RD011: Career Exploration Features; status blank Select... Yes No To be confirmed
9.4 Enable Explore Careers?RD011: Career Exploration Features; status blank Select... Yes No To be confirmed
9.5 Enable Careers of Interest?RD011: Career Exploration Features; status blank Select... Yes No To be confirmed
9.6 Enable Suggested Careers?RD011: Career Exploration Features; status blank Select... Yes No To be confirmed
9.7 Enable Career Paths?RD011: Career Exploration Features; status blank Select... Yes No To be confirmed
9.4 Enable Related Learning?RD011: Career Exploration Features; status blank Select... Yes No To be confirmed
9.4 Enable Open Jobs and Job Alerts?RD011: Career Exploration Features; status blank Select... Yes No To be confirmed
9.4 Career paths by job / position, vertical and lateral moves, owner and maintenanceCurrent Role Future Role Move Type Required Skills Owner Actions
+ Add Row Add one row per record.
9.4 Job / position profiles, proficiency targets and skill-gap information needed for career exploration
9.4 Learning / Recruiting dependencies, enabled features and availability of dataRD011: capability depends on enabled features and profile data
Development goals
9.8 Enable Development Goal Library?RD011: Career Development Features Select... Yes No To be confirmed
9.9 Enable development goal tasks?RD011: Career Development Features Select... Yes No To be confirmed
9.10 Enable development goal measurements?RD011: Career Development Features Select... Yes No To be confirmed
9.11 Enable target outcomes?RD011: Career Development Features Select... Yes No To be confirmed
9.12 Enable development goal sharing?RD011: Career Development Features Select... Yes No To be confirmed
9.13 Workers enabled actions for HR-assigned development goals?RD011: Career Development Features
9.14 anagers enabled actions for HR-assigned development goals?
9.8 Completed Goal Edit OptionOracle: Completed Goal Edit Option Select... Reopen Always open Never To be confirmed
9.15 Development Goal Library names, descriptions, access roles and restrictionsSetup: Goal Library Name Description Category Priority Target Outcome Unite of Measure Target Criteria Target Value Actions
+ Add Row Add one row per record.
9.13 Confirm development goal prioritiesRD011
9.13 Confirm development goal categoriesRD011
9.9 Confirm development goal levelsRD011
9.9 Confirm development goal measurement unitsRD011
9.9 Confirm development goal target criteriaRD011
9.16 Which target outcome content types are needed?RD011
9.9 Measurement names, target values, success criteria, completion tracking and evidence
9.9 Task names, owners, milestones, dates and learning activitiesGoal / Employee / Pool Action Owner Start Date Due Date Success Criteria Actions
+ Add Row Add one row per record.
9.9 When / how should completed target outcomes update person profile content and approvals?
Development ownership and process
9.17 Who may create / assign development goals?RD011 / analysis decision
9.18 Require development goal approval?RD011 goal example: No; Setup: Approve Development Goal Select... Yes No To be confirmed
9.19 Development approval Chain, bypass conditions and exceptions
9.12 Employee Development goal setting → manager review → development plan → progress monitoringRD011: Career Development TG.01–TG.07
9.12 How will Talent Review / Succession decisions become development goals, owners and due dates?
9.12 Progress review frequency, HR monitoring, reminders and completion reports
9.12 Existing development plans / goals and career interests to migrate
Talent Management — AI
10. AI features Select the AI features to enable. Checked = enable; unchecked = do not enable.
10.1 AI features to enableRD011 Uses Generative AI to draft complete employee performance evaluations based on goals, competencies, and feedback.
Helps managers write clearer, more professional, and objective performance evaluations with AI assistance.
An AI agent that helps employees create SMART goals aligned with their role and company objectives.
AI analyzes the employee's previous performance review and recommends goals for the next review cycle.
AI generates job and position profile content, including responsibilities, qualifications, and skills, reducing manual effort.
AI recommends skills and helps create or improve talent profiles for employees, jobs, and positions.
An AI assistant for managers that provides insights about team performance, skills, development opportunities, and talent risks.
Talent Management — Access and communications
Roles, security & notifications Confirm access by role and content section, confidential talent data and notifications across the six modules.
Role scope
Which business roles need access?RD011: Roles and Security
Data access by legal employer, business unit, department, management hierarchy and area of responsibility
Profile Management — role responsibilities and view / create / update / report accessRD011: Roles and Security
Goal Management — role responsibilities and view / create / update / report accessRD011: Roles and Security
Performance Management — role responsibilities and view / create / update / report accessRD011: Roles and Security
Talent Review — role responsibilities and view / create / update / report accessRD011: Roles and Security
Succession Planning — role responsibilities and view / create / update / report accessRD011: Roles and Security
Career Development — role responsibilities and view / create / update / report accessRD011: Roles and Security
Profile section access
RD011 specifies separate Employee, Manager and Talent Specialist access. Confirm actual application privileges for View / Edit / Print or Report; report access may require separate reporting security.
Employee
Employee — Career StatementRD011: View, Edit, Report
Employee — CompetenciesRD011: View
Employee — EducationRD011: View, Edit, Report
Employee — LanguagesRD011: View, Edit
Employee — Career PreferencesRD011: View, Edit, Report
Employee — Work PreferencesRD011: View, Edit, Report
Employee — Talent RatingsRD011: No access
Employee — AttachmentsRD011: View, Edit, Report
Manager
Manager — Career StatementRD011: View
Manager — CompetenciesRD011: View
Manager — EducationRD011: View
Manager — LanguagesRD011: View
Manager — Career PreferencesRD011: View, Edit, Report
Manager — Work PreferencesRD011: View, Edit, Report
Manager — Talent RatingsRD011: View
Manager — AttachmentsRD011: View, Edit, Report
Talent Specialist
Talent Specialist — Career StatementRD011: View, Report
Talent Specialist — CompetenciesRD011: View, Edit, Report
Talent Specialist — EducationRD011: View, Edit, Report
Talent Specialist — LanguagesRD011: View, Edit, Report
Talent Specialist — Career PreferencesRD011: View, Edit, Report
Talent Specialist — Work PreferencesRD011: View, Edit, Report
Talent Specialist — Talent RatingsRD011: View, Edit, Report
Talent Specialist — AttachmentsRD011: View, Edit, Report
Confirm Skills / Certifications / Experience access and other content sections not shown in the RD011 access matrix
Resolve HR Career Statement edit restriction versus general HR access; manager competency endorsement versus competency edit restrictionsRD011: access differences
Who may view / update Potential, Risk of Loss, Impact of Loss, Talent Score, 9-Box and succession data?
Performance / participant feedback confidentiality, visibility and report access
Notifications
Notification status cells in the RD011 are blank. Select Enable, Disable or To be confirmed for each event below; define recipients / timing in the final notification rules field.
Profile Management notifications
HR profile change notification to managerRD011 Select... Enable Disable To be confirmed
Manager receives notification when human resources specialist changes worker profile.
HR profile change notification to workerRD011 Select... Enable Disable To be confirmed
Workers receive notification when human resources specialist changes profile.
Interest list change notification to workerRD011 Select... Enable Disable To be confirmed
Worker receives notification when a job profile is added or removed From interest list.
Job profile in interest list changeRD011 Select... Enable Disable To be confirmed
Workers receive notification when a job profile in interest list is changed.
Manager profile change notification to workerRD011 Select... Enable Disable To be confirmed
Workers receive notification when manager changes profile.
Interest list change notification to managerRD011 Select... Enable Disable To be confirmed
Manager receives notification when a job profile is added or removed from worker's interest list by human resources specialist.
Feedback notification to managerRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker receives a feedback note that is visible to public or is shared with manager.
Feedback notification to workerRD011 Select... Enable Disable To be confirmed
Worker receives notification when worker receives a feedback note.
Endorsement request notification to workerRD011 Select... Enable Disable To be confirmed
Workers receive notification when a coworker sends them a skill endorsement request.
Endorsement receipt notification to workerRD011 Select... Enable Disable To be confirmed
Worker receives notification when a skill is endorsed from within an endorsement request notification.
Talent Profile Item ExpiryRD011 Select... Enable Disable To be confirmed
Workers and Manager receives notification when items on their talent profile are expiring or have expired.
Goal Management notifications
HR assigns a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when human resources specialist performs mass assignment of goals.
HR cancels a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when human resources specialist cancels a goal.
HR deletes a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when human resources specialist deletes a goal.
HR generates goal planRD011 Select... Enable Disable To be confirmed
Worker receives notification when human resource specialist generates a goal plan.
HR generates goal plan for organizationRD011 Select... Enable Disable To be confirmed
Organization owner receives notification when human resource specialist generates a goal plan for organization.
HR generates goal plan setRD011 Select... Enable Disable To be confirmed
Manager and worker receive notification when human resources specialist generates a goal plan set.
HR updates a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when human resources specialist updates a goal's key attributes.
Manager adds a note to a worker goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager adds a note to the worker's goal.
Manager aligns a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager aligns a goal.
Manager assigns a goalRD011 Select... Enable Disable To be confirmed
Worker and manager receive notification when manager assigns a goal with direct reports.
Manager cancels a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager cancels a goal.
Manager cancels an assigned goalRD011 Select... Enable Disable To be confirmed
HR receives notification when manager cancels an assigned goal
Manager creates a goalRD011 Select... Enable Disable To be confirmed
Workers receive notification when manager creates a goal.
Manager deletes a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when managers delete their goal.
Manager deletes a goal assigned by HRRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager deletes a goal assigned by HR
Manager deletes a note from a worker goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager deletes a note from the worker's goal.
Manager deletes an assigned goalRD011 Select... Enable Disable To be confirmed
HR receives notification when manager deletes an assigned goal
Manager or colleague cancels a goal with alignmentRD011 Select... Enable Disable To be confirmed
Worker receives notification to realign goal when manager or colleague cancels a goal that was aligned by worker
Manager updates a completed goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager updates a completed goal of the worker.
Manager updates a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager updates a goal.
Organization owner cancels a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification to realign goal when organization owner cancels an organization goal that was aligned by worker.
Organization owner publishes a goalRD011 Select... Enable Disable To be confirmed
Worker receives notification when organization owner publishes a goal.
Worker adds a note to their goalRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker adds a note to their goal.
Worker cancels a goal assigned by HRRD011 Select... Enable Disable To be confirmed
HR receive notification when worker cancels a goal assigned by HR
Worker completes a goalRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker completes a goal.
Worker creates a goalRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker creates a goal.
Worker deletes a goal assigned by HRRD011 Select... Enable Disable To be confirmed
HR receive notification when worker deletes a goal assigned by HR
Worker deletes a note from their goalRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker deletes a note from their goal.
Worker shares a goalRD011 Select... Enable Disable To be confirmed
When a worker shares a goal, the other workers with whom the goal is shared receive notification.
Worker updates a completed goalRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker updates a completed goal.
Worker updates a goalRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker updates their goal.
Performance Management notifications
Critical Alert Due Date has been reached for a taskRD011 Select... Enable Disable To be confirmed
Manager, worker, or both receive notification when the Critical Alert Due Date was reached for a task as defined in the performance template.
HR transfers control of the task to set goals to managerRD011 Select... Enable Disable To be confirmed
Manager and worker receive notification when human resources specialist transfers control of the task to set goals from worker to manager.
HR transfers control of the task to set goals to workerRD011 Select... Enable Disable To be confirmed
Manager and worker receive notification when human resources specialist transfers control of the task to set goals from manager to worker.
HR transfers worker's performance document to new managerRD011 Select... Enable Disable To be confirmed
Former and new manager and worker receive notification when human resources specialist transfers worker's performance document to new manager.
Manager completes worker's evaluationRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager has completed evaluation of worker.
Manager completes worker's performance documentRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager completes worker's performance document using manager administration task.
Manager enters worker's evaluation criteriaRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager has entered worker's performance document evaluation criteria.
Manager indicates review meeting heldRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager indicates the review meeting was held. The next step in the process flow requires that worker verifies the meeting was held.
Manager provides final feedbackRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager provides final feedback.
Manager re-opens worker's performance documentRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager reopens worker's performance document.
Manager shares performance document with worker and retains control of itRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager shares worker's performance document. Control of the document remains with manager.
Manager shares performance document with worker and transfers control to workerRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager shares worker's performance document. Control of the document is transferred to worker.
Manager shares set goals taskRD011 Select... Enable Disable To be confirmed
Worker receives notification when manager shares the set goals task.
Manager transfers worker's performance document to another managerRD011 Select... Enable Disable To be confirmed
New manager and worker receive notification when manager transfers worker's performance document to another manager.
Participant Feedback - Manager changes participant's feedback due dateRD011 Select... Enable Disable To be confirmed
Feedback participant receives notification when performance document manager changes the participant's feedback due date.
Participant Feedback - Manager sends feedback request to participantRD011 Select... Enable Disable To be confirmed
Feedback participant receives a request to provide feedback from the worker's performance document manager.
Participant Feedback - Notify automatically populated matrix manager participant worker's performance document createdRD011 Select... Enable Disable To be confirmed
Automatically populated matrix manager participant receives a notification to provide feedback from the worker's performance document manager.
Participant Feedback - Notify worker a participant the worker selected was sent a feedback requestRD011 Select... Enable Disable To be confirmed
Worker receives notification when the performance document manager sends a request to a participant the worker selected.
Participant Feedback - Participant and manager are notified worker reopened submitted participant feedbackRD011 Select... Enable Disable To be confirmed
The participant and manager receive a notification when the worker reopens the submitted feedback from the participant. The manager only receives the notification if they can track the status of the request.
Participant Feedback - Participant and worker are notified manager reopened submitted participant feedbackRD011 Select... Enable Disable To be confirmed
The participant and worker receive a notification when the manager reopens the submitted feedback from the participant. The worker only receives the notification if they sent the request and can track the status.
Participant Feedback - Participant feedback due date reminderRD011 Select... Enable Disable To be confirmed
Feedback participant receives notification when they reach the standard alert due date for feedback task. Due date is defined either in the performance template or during the participant request process. The notification does not repeat based on the standard alert notification.
Participant Feedback - Participant locked outRD011 Select... Enable Disable To be confirmed
Feedback participant receives notification when the performance document manager indicates that feedback can no longer be received.
Participant Feedback - Participant role changeRD011 Select... Enable Disable To be confirmed
Feedback participant receives another feedback request when their role is changed.
Participant Feedback - Participant submits feedback to managerRD011 Select... Enable Disable To be confirmed
Manager who sent request to the participant receives notification when the participant submits the completed feedback.
Participant Feedback - Participant submits feedback to workerRD011 Select... Enable Disable To be confirmed
Worker who sent request to the participant receives notification when the participant submits the completed feedback.
Participant Feedback - Participant, worker and manager are notified HR reopened submitted feedbackRD011 Select... Enable Disable To be confirmed
The participant, worker and manager receive a notification when HR reopens submitted feedback from a participant. The worker only receives the notification if they sent the request and can track the status. The manager only receives the notification if they can track the status of the request.
Participant Feedback - Worker completes self-evaluationRD011 Select... Enable Disable To be confirmed
Notify participants selected to be evaluation viewers in the Manage Performance Roles task.
Participant Feedback - Worker deletes participantRD011 Select... Enable Disable To be confirmed
Feedback participant and performance document manager receive notification when the worker deletes the participant after the request was sent.
Participant Feedback - Worker sends feedback request to participantRD011 Select... Enable Disable To be confirmed
Feedback participant receives a request to provide feedback from the worker.
Standard Alert Due Date has been reached for a taskRD011 Select... Enable Disable To be confirmed
Manager, worker, or both receive notification when the Standard Alert Due Date was reached for a task as defined in the performance template.
Worker completes self- evaluationRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker has completed self- evaluation.
Worker creates them performance documentRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker has created a performance document.
Workers enter their evaluation criteriaRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker has entered performance document evaluation criteria.
Worker provides final feedbackRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker provides final feedback.
Worker reviews them performance documentRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker indicates that review of performance document is complete.
Worker shares set goals taskRD011 Select... Enable Disable To be confirmed
Manager receives notification when worker shares the set goals task.
Participant Feedback - Worker submits participant list to managerRD011 Select... Enable Disable To be confirmed
Performance document manager receives notification from the worker that the worker completed the task of selecting feedback participants.
Performance document due date has been changedRD011 Select... Enable Disable To be confirmed
Manager, worker, or both receive notification when a due date was changed for a performance document task.
Talent Review notifications
New meeting scheduled notificationRD011 Select... Enable Disable To be confirmed
Notification sent to all talent review meeting participants when a new talent review meeting is scheduled.
Talent review meeting update notification to participantsRD011 Select... Enable Disable To be confirmed
Notifies task owners about each task of a Talent Review meeting that they're added as an owner
Talent review meeting cancellation notificationRD011 Select... Enable Disable To be confirmed
Notifies task assignees about each task of a Talent Review meeting that they're assigned
Talent review content preparation reminder notificationRD011 Select... Enable Disable To be confirmed
Notifies assignees that a task is due in the specified number of days
Submit talent review meeting content notificationRD011 Select... Enable Disable To be confirmed
Notification sent to the talent review meeting facilitator when a content preparer submits review content from the participant Page.
Career Development notifications
Which development events require notifications?
Notification recipients, enable / disable exceptions, reminder timing, channels and approved message wording
Validate Talent Review update / cancellation descriptions and recipientsRD011: event titles and descriptions differ
Talent Management — Required inputs
11. Content & templates needed Collect approved catalogs, process definitions and templates needed to finalize the analysis and configuration.
11.1 1 · Organization and employee population / eligibility mapping
Status Select... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.1 1 · Profile sections, field properties and job / position profile mapping
11.2 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.2 2 · Competency, skill, degree, school, language and certification catalogs
Status Select... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.3 3 · Rating models, levels, numeric values, categories and mappings
Status Select... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.4 4 · Performance Goal Library, goal plans and organization goals
11.5 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.6 5 · Performance templates, sections, weights and calculation examples
11.7 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.8 6 · Goal / profile / performance / development approval and task flows
11.9 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.10 7 · Employee acknowledgement
11.11 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.12 8 · Talent Review templates, 9-Box, Potential Assessment and meeting population
11.13 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.14 9 · Talent Pool definitions, member criteria and development goals
11.15 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.14 9 · Critical-role list, succession plans, candidates, readiness and owners
11.15 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.16 10 · Development Goal Library, career paths, target outcomes and learning mapping
11.17 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.18 11 · Role / data security and profile section access matrix
11.19 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.20 12 · Notification decisions, reminders and message wording
11.21 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.20 12 · Historical talent / goals / performance / development data
11.21 StatusSelect... Not started Draft shared with Town Group Received — under review Final — approved
+ Attach file Stored in this browser only — keep attachments small.
11.20 Remaining decisions / conflicts, owner, target date and resolutionRequirement / Decision Module Owner Target Date Status Resolution Actions
+ Add Row Add one row per record.
Review
Summary
Everything captured across all Talent Management modules and the RD011 open items. This workspace autosaves every 30 seconds and on demand.
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