Implementation Guide
INTERNAL
SuccessFactors Employee Central
Document Version: Q2 2015 – June 10
Content
1 Overview: Implementation Sequence. . . . 8
1.1 What is Employee Central?. . . .8
1.2 What do you need to know before starting an implementation?. . . .8
1.3 Recommended 14-step implementation sequence. . . .8
2 Establishing a New Customer Account. . . .11
2.1 Provisioning. . . .11
2.2 Initial Configuration Tasks. . . .11
What Basic Options Do You Need to Set?. . . 12
What Reporting Options Do You Need to Set?. . . .14
What Attachment Options Do You Need to Set?. . . .16
How Do You Create the Super Admin?. . . 16
How Do You Keep the User Directory and Org Chart Up to Date?. . . .17
How do you manage multiple employments?. . . .18
Activating Employee Central SOAP APIs. . . .18
Activating the New Home Page. . . 19
Activating the Admin Alert. . . .19
Activating Embedded Analytics for Employee Central. . . .19
2.3 Configuration Setup for To-Dos. . . 25
3 Managing Role-Based Permissions. . . . 28
3.1 Managing permission roles for Employee Central. . . .28
3.2 User permissions relevant for Employee Central. . . 30
3.3 Administrator permissions relevant for Employee Central. . . .45
Manage Compensation. . . .50
Manage System Properties. . . .50
Manage User. . . 51
Manage Time Off. . . 52
Manage Mass Changes. . . .52
Employee Central API. . . .53
Manage Foundation Objects. . . 53
Manage Foundation Object Types. . . 53
Metadata Framework. . . .55
Manage Business Configuration. . . .55
Manage Position. . . .56
4 Setting Up Data Models. . . .57
General information on data model XML files. . . 59
HRIS Fields. . . 64
List of XML Elements and Attributes. . . 66
4.2 Setting Up the Corporate Data Model. . . 77
How do you set up the Corporate Data Model?. . . 79
XML Examples (Foundation Objects and Associations). . . 83
How do you define associations?. . . .83
4.3 Setting Up the Succession Data Model. . . 84
How do you set up the Succession Data Model?. . . 87
XML Examples (Person and Employment Objects). . . .91
4.4 Maintaining the Succession Data Model using the Business Configuration UI. . . 98
Setting Up the Business Configuration UI. . . 100
Starting the Business Configuration UI - for Administrators. . . 102
Configuring HRIS Elements and Fields - for Administrators. . . .104
Adding Custom Fields and Fields Not Included in the Succession Data Model XML - for Administrators. . . .107
Working with Sections in HRIS Element jobInfo - for Administrators. . . .107
Assigning Configurable Rules to HRIS Elements and Fields - for Administrators. . . 108
Configuring HRIS Sync Mappings - for Administrators. . . .112
Configuring Country-Specific Fields - for Administrators. . . .112
4.5 Setting up country-specific data models. . . .113
How do you set up country-specific data models?. . . .114
How do you set up a country-specific field?. . . 116
How do you set up a country-specific format for a field?. . . 117
How can you influence the field order?. . . .117
4.6 Setting up country-specific picklists. . . .117
4.7 Changing or translating portlet help. . . .121
5 Working with Foundation Objects. . . . 128
5.1 Introduction to Foundation Objects. . . .128
5.2 What are the characteristics of foundation objects?. . . 129
5.3 What are Associations?. . . 130
Examples of Foundation Object Associations. . . .130
5.4 What is effective dating?. . . .131
5.5 Which foundation objects can you use to structure your business?. . . .131
5.6 Which foundation objects can you use to handle pay-related areas?. . . .133
5.7 Which other foundation objects are available?. . . 134
5.8 Setting up country-specific picklists for pay components or event reasons. . . 135
5.9 Which foundation objects can you use to handle job-related areas?. . . 140
6 Working with MDF Foundation Objects. . . . 142
6.2 Setting Permissions for MDF Foundation Objects. . . 143
Defining Value Help Permissions for Everyone. . . .143
Defining Value Help Permissions for Admins. . . .144
6.3 Defining the Search Criteria. . . 145
6.4 Working with Associations, Field Criteria and Value Help. . . .146
6.5 Importing MDF Foundation Objects. . . .150
6.6 Adding a New Country and Related Fields to LegalEntity. . . 153
Step 1: Create a New MDF Object for the Country-Specific Fields. . . .153
Step 2: Assign the New Object to Legal Entity. . . 157
6.7 Managing the Country and Currency GO. . . 158
6.8 Changes to Workflow Behavior. . . 161
6.9 Customizing Standard Fields. . . .162
7 Working with Generic Objects. . . .166
7.1 What are Generic Objects?. . . .166
7.2 What are the characteristics of Generic Objects?. . . 167
7.3 How do you configure and manage Generic Objects?. . . .167
7.4 How do you create customer-specific Foundation Objects?. . . .168
7.5 How do you create associations for Generic Objects?. . . 170
How do you configure a Generic Object to filter another Generic Object? . . . .170
How do you configure a Generic Object to filter a Foundation Object? . . . .175
How do you configure a Foundation Object to filter another Foundation Object?. . . .179
How do you configure a Foundation Object to filter a Generic Object?. . . 183
8 Creating Rules. . . .193
8.1 Setting Up Propagation Rules. . . .193
8.2 Setting up event-reason derivation rules. . . 196
What do you need to do before you can use event-reason derivation rules?. . . .200
How do you set up event-reason derivation rules?. . . .201
XML Examples (Event-reason derivation rules). . . .202
8.3 Setting up configurable rules. . . 207
What do you need to do before you set up configurable rules?. . . .211
How do you set up configurable rules?. . . 212
Examples. . . .216
Frequently Asked Questions (FAQs). . . .233
9 Using MDF-Based Business Rules. . . .236
9.1 Introduction. . . 236
9.2 Enabling the New Rules Framework. . . .236
9.3 Configuring Rules using the Admin tools . . . .237
9.4 Configuring Event Reason Derivation Rules. . . 237
Recommendations/Guidelines. . . 239
9.5 Configuring Workflow Configuration Derivation Rules . . . .239
Defining Workflow Derivation Rules. . . 240
Behavior. . . 241
Behavior. . . 242
Recommendations/Guidelines. . . 245
9.6 Defining onSave Rules in Succession Data Model(SDM). . . 246
9.7 Limitations (Applicable to both Workflow and Event Reason Derivation Onsave Rules). . . .246
9.8 Mapping Existing YouCalc Rules to Rules in the Business Rules Framework. . . 248
10 Setting Up Approval Workflows. . . .250
10.1 What are approval workflows?. . . 250
10.2 When do you want to use approval workflows?. . . .250
10.3 What are approver types?. . . 250
10.4 What do you need to do first before you can create workflows?. . . 251
How do you create Dynamic Roles?. . . 251
How do you create Dynamic Groups?. . . .252
10.5 How do you create workflows?. . . 253
10.6 How do you create workflows for foundation objects?. . . .254
10.7 XML examples. . . 260
10.8 How do you set up alerts and notifications?. . . .265
Set up workflow notifications. . . .265
Set up reminder notifications. . . .268
Set up alerts and notifications using rules. . . .270
11 Setting Up Pay Scale. . . .278
11.1 Setting up the Pay Scale Structure. . . 278
Define Pay Scale Groups . . . .278
Define Pay Scale Levels. . . .279
Pay Scale Mass Changes. . . .280
Rules for Indirect Valuation. . . 281
12 Setting Up MDF-based Payment Information. . . . 289
12.1 What is Payment Information?. . . .289
12.2 Setting up Payment Information (for new customers). . . .289
Setting up RBP for new Payment Information. . . .290
Setting up configuration UI for the new Payment Information. . . .293
Setting up the required business rules in Payment Information. . . .298
Configuring Payment Methods. . . 300
12.3 Setting up Payment Information (for existing customers). . . .305
Migrating Data from the old Payment Information and Direct Deposit . . . .306
Setting up UI for new Payment Information portlet. . . .316
Setting up the required business rules. . . 316
13 Working with Data Imports. . . . 317
13.1 Introduction to Data Imports. . . .317
13.2 Importing Foundation Data. . . .317
How do you import Foundation Data?. . . .318
13.3 Translating Foundation Data. . . .319
What do you have to do before you can translate foundation data?. . . 319
How do you translate foundation data?. . . .320
Adding or changing translations for jobCode foundation objects. . . .325
Adding or changing translations for all other foundation objects (except jobCode). . . .325
Limitations. . . .326
13.4 Importing Employee Data. . . .327
How do you import Employee Data?. . . .330
13.5 FAQs: Importing Data. . . .331
13.6 Purging inactive users. . . 341
What you have to do first before you can purge inactive users. . . .342
To purge inactive users. . . .343
To approve the purge of inactive users. . . .344
14 Working with Picklists. . . .345
14.1 Introduction to Picklists. . . .345
14.2 Working with ECV2 (Legacy) Picklists. . . 345
Creating ECV2 Picklists. . . .346
Modifying ECV2 Picklists. . . .347
Deleting ECV2 Picklists. . . .348
About the Picklist Import File. . . .349
FAQs: Picklists. . . 351
14.3 Working with MDF Picklists. . . .352
14.4 Working with Cascading Picklists. . . 352
14.5 Keeping ECV2 and MDF Picklists in Sync. . . .356
Step 1: Preparing the ECV2 Picklist. . . .357
Step 2: Creating the MDF Picklist. . . .357
Step 3: Mapping the ECV2 Picklist to the MDF Picklist. . . .360
Step 4: Trigger the Sync. . . 361
15 Managing HRIS Sync. . . .362
15.1 Human Resource Information System (HRIS) Synchronization. . . 362
HRIS Full Sync. . . 371
15.2 Data Integration for the Performance Management Suite. . . 372
16 Employee Central and your Mobile Device. . . .378
16.1 Using Employee Central on your mobile device. . . .378
16.2 Mobile Time Off. . . .380
16.3 Mobile To-Dos in Employee Central. . . .382
17 Data Objects: Quick Reference Tables. . . . 384
17.1 Foundation Object Tables. . . .384
17.2 Person Object Tables. . . .448
17.3 Employment Object Tables. . . .472
1
Overview: Implementation Sequence
1.1
What is Employee Central?
Employee Central drives a lot of the information you see in Employee Profile and talent information. Information is natively stored in our product so other modules can access the information. It captures information about a company’s organization, pay, job structure and employees.
Employee Central data is smart because it allows you to capture history, create associations, use effective-dated objects, define automated workflows and automatically configure options for on-screen selections.
1.2
What do you need to know before starting an
implementation?
Now that you’ve completed your training and are familiar with how to set up Employee Central, you can use this handbook as a reference to reinforce your learning. This handbook further explains key EC concepts and provides a sequence to help you organize your implementation. Tips and recommendations based on seasoned PS experiences have been included through this handbook.
Use this handbook in tandem with the Configuration Workbook that you will be giving your customers. The Configuration Workbook is a working document that you will use to capture your customer’s requirements and is typically provided by your Team Leader.
While your customer will be completing the Configuration Workbook, you’ll be guiding them to get the right answers. Use the handbook to determine the type of questions you want to ask them so you’re able to implement successfully.
1.3
Recommended 14-step implementation sequence
To help you with your implementation, we recommend following this proven 14-step formula. This formula is based on PS expertise.
Note
We strongly recommend you follow this sequence for the first few implementations and discuss any variations with your Team Lead.
Table 1:
For information on this step… See…
Step 1: Setting up a new account in Provisioning Initial Configuration Tasks [page 11]
This section describes the steps to get started with your im plementation, including the different options you need to se lect in Provisioning to enable Employee Central.
Step 2: Creating the Super Admin Initial Configuration Tasks [page 11]
The section How do you create the Super Admin describes the different steps required to create the Super Admin.
Step 3: Defining the Corporate Data Model Setting Up the Corporate Data Model [page 77]
This section describes how to set up the Corporate Data Model for your customer.
Step 4: Configuring the Succession Data Model Setting Up the Succession Data Model [page 84]
This section describes how to set up the Succession Data Model for your customer.
Step 5: Configuring the Country-Specific Corporate and Suc cession Data Models
Setting up country-specific data models [page 113]
This section describes how to set up Country-Specific Corpo rate and Succession Data Models for your customer. Step 6: Importing the Picklist Working with ECV2 (Legacy) Picklists [page 345]
This section describes how to import the different values that a customer sees when they click on a dropdown menu. Step 7: Creating Foundation Objects Introduction to Foundation Objects [page 128]
This chapter describes what foundation objects are including how you can define them.
Step 8: Configuring Propagation Rules Setting Up Propagation Rules [page 193]
This chapter describes how to set up the different rules that determine what options display on screen, depending on user selections.
Step 9: Creating Event-Reason Derivation Rules Setting up event-reason derivation rules [page 196]
This section describes how to set up the different rules. De pending on the attributes that change, the system automati cally determines the rule to apply.
Step 10: Creating Workflow Derivation Rules What are approval workflows? [page 250]
This chapter describes what workflows are, when to use them and how to set them up.
For information on this step… See…
Step 11: Managing Role-Based Permissions Managing permission roles for Employee Central [page 28]
This section describes which permission roles are specific to Employee Central and how you manage them.
Please refer to the Role-Based Permissions Handbook for details on how to set up role-based permissions, permission groups and permission roles.
Step 12: Importing Employee Data Introduction to Data Imports [page 317]
This section describes everything you need to know about im porting employee data.
Step 13: HRIS Sync Human Resource Information System (HRIS) Synchronization [page 362]
This chapter describes how you can integrate other Success Factors modules with Employee Central.
Step 14: Setting up Leave of Absence You need to set up Time Off to use leave of absence. Note that you need to decide first whether you want to use leave of ab sence as standalone or together with other Time Off features. Depending on this decision, the setup varies.
You can find more information about how to set up leave of absence in the Time Off Handbook, under Leave of Absence.
2
Establishing a New Customer Account
2.1
Provisioning
Provisioning is an internal tool that Professional Services consultants and partners use to set up SuccessFactors modules for a customer. You can access each customer instance from within Provisioning.
Customers do not have access to Provisioning.
2.2 Initial Configuration Tasks
To get started with the customer implementation, you need to do a number of initial configuration tasks.
The tasks listed below are the minimum required provisioning settings. You will make further Provisioning settings based on the customer's requirements as you progress through the implementation.
Prerequisite
An instance has already been created for the customer.
Tasks
Do the initial configuration tasks in the following sequence.
Table 2:
1. What Basic Options Do You Need to Set? [page 12]
2. What Reporting Options Do You Need to Set? [page 14]
3. What Attachment Options Do You Need to Set? [page 16]
4. How Do You Create the Super Admin? [page 16]
5. How Do You Keep the User Directory and Org Chart Up to Date? [page 17]
6. Activating Employee Central SOAP APIs [page 18]
7. Activating the New Home Page [page 19]
2.2.1
What Basic Options Do You Need to Set?
Context
Procedure
1. Log on to Provisioning with your user name and password, and select the company from the list shown or through the initial letter of the company ID.
2. Select Edit Company Settings Company Settings .
3. Enable the company languages by selecting the checkboxes of the relevant language packs. Make sure you select a minimum of one language pack.
4. Select the following Employee Central checkboxes:
5. Optional: If you want to use event-reason derivation rules, select the following checkbox:
For more information, see Setting up event-reason derivation rules [page 196]. 6. To manage leave of absence (LOA), select the Time Off checkboxes:
If you also want to use other features of Time Off, leave the Enable Time Off for Leave of Absence Only checkbox unselected. For more information on how to set up Time Off, see the Time Off handbook. 7. Select the Role-based Permission checkbox:
8. Select the data retention management checkbox:
This allows the Admin to purge inactive users. For more information, see Purging inactive users [page 341]. 9. Select the following checkboxes for Compensation and Generic Objects:
10. Select the following profile checkboxes:
11. Select the following user interface checkboxes:
12. Optional: For a new customer, if you want to use the new Payment Information portlet (MDF-based, effective-dated, and employment-specific), select the following checkbox. And you don't have to set up the HRIS elements directDeposit and paymentInfo in Succession Data Model. For more information, see Setting up new Payment Information (for New Customers) [page 289]
Note
For an existing customer that is using the old Payment Information or Direct Deposit portlet, if you want to enable the new Payment Information portlet, please use the Upgrade Center instead. For more information, see Setting up New Payment Information (for Existing Customers) [page 305].
2.2.2 What Reporting Options Do You Need to Set?
Procedure
1. On the Company Settings page of Provisioning, scroll down to the section Analytics and Dashboard Tabs & Misc Reporting.
3. Scroll to the top of this section and, on the right of the page, select Save.
2.2.3 What Attachment Options Do You Need to Set?
Context
Procedure
1. On the Company Settings page of Provisioning, scroll to the section Document Attachment. 2. Specify the Attachment settings as required by the customer.
If the customer requirements are not known at this time, make the following settings:
3. On the right of the page, select Save.
2.2.4 How Do You Create the Super Admin?
Context
The Super Admin is the person who can give an employee the authorizations to work as a Security Admin or System Admin. The Super Admin is sometimes referred to as the “Super User.” For more information about Super Admins, refer to the Role-Based Permissions Handbook.
Procedure
1. On the Company Settings page of Provisioning, scroll down until you are nearly at the bottom of the page. 2. Specify entries in the following fields:
The Super Admin will be asked to change the password on first logon. 3. On the right of the page, select Create Admin.
2.2.5 How Do You Keep the User Directory and Org Chart Up
to Date?
Context
The User Directory and Org Chart use data that is maintained and stored in Employee Central. You need to make sure that the data in the different systems is kept up to date. Use a Quartz job to sync the data automatically, based on the dates on which changes become effective.
Procedure
1. Navigate away from the Company Settings page of Provisioning by clicking the company name on the top left. 2. Scroll down and select Manage Job Scheduler Manage Scheduled Jobs .
3. Select Create New Job (above the Job Type) field.
4. Enter a suitable job name (such as EC Effective Dates Sync).
5. As the job owner, specify the Super Admin you created in the previous task. You can use the Find User function to do this.
6. From the dropdown list, select the job type HRIS Sync.
7. Based on the customer requirements, specify the time and frequency of the job. 8. Specify additional email recipients and job start notifications as required. 9. On the bottom right, select Create Job.
2.2.6 How do you manage multiple employments?
To manage multiple employments in Employee Central, enable the Enable Concurrent EmploymentManagement option in Provisioning and then add the company to the employmentInfo element in the Succession Data Model, as shown below.
After modifying the Succession Data Model, configure field level permission for company field in employmentInfo.
2.2.7 Activating Employee Central SOAP APIs
Context
Procedure
1. Go to Edit Company Settings Company Settings .
2. Under Web Services flag the Employee Central SOAP API setting and save your changes. With this option turned on, you can use Employee Central SOAP APIs.
2.2.8 Activating the New Home Page
Context
Procedure
1. Go to Edit Company Settings Company Settings . 2. Flag the Wow Home Page setting and save your changes.
2.2.9 Activating the Admin Alert
Procedure
● To make the Admin Alert available for a user in your company flag the Manage Workflow Requests permission under Administrator Permissions Manage User.
2.2.10 Activating Embedded Analytics for Employee Central
Context
Procedure
1. Log on to Provisioning.
3. Enable the Dashboards 2.0 (Youcalc) Framework option.
5. Assign admin privileges to manage YouCalc Dashboards. 1. Navigate to the Admin Tools.
2. From the Manage Employees portlet, select Set User Permissions Manage Permission Roles . 3. Select the System Administrator role.
4. Click Permission.
5. Navigate to the Administrator Permissions section. 6. Select Manage Dashboards/Reports.
7. Select the YouCalc Tiles and Dashboards check box.
8. Click Done.
9. Click Save Changes.
6. Add the Employee Central Embedded Tile dashboard to your instance.
1. In the Admin Tools, navigate to the Company Processes and Cycles portlet. 2. Select Reporting Manage Dashboards .
4. Click Add From Success Store.
2.2.10.1 Enabling Dashboard Permissions for the System
Administrator
Context
You are now ready to configure the Embedded Tile Dashboard for your instance. Let's start by enabling pemissions for the System Administrator.
Procedure
1. From the Manage Employees portlet, select Set User Permissions Manage Permission Roles . 2. Select the System Administrator role.
3. Click Permission.
4. Navigate to the Administrator Permissions section. 5. Select Manage Users.
2.2.10.2 Configuring Options for the Embedded Tile
Dashboard
Context
You can now configure the model and the widgets to be visualized on the compensation portlet.
Procedure
1. Navigate to the Admin Tools.
2. From the Company Processes and Cycles portlet, select Employee Files Configure Charts for Key Figures in Compensation Portlet .
3. Select the model required. 4. Select the widgets to be displayed.
Your instance is now configured to display the Embedded Tile Dashboard.
2.3 Configuration Setup for To-Dos
Overview
As the name suggests, to-dos are tasks you are expected or required to carry out. For example, as a manager, you might be expected to approve an employee's rating or assessment.
Features
To-dos appear in your profile, but you must enable the feature before they appear there. You do this on Provisioning by choosing Company Settings, then checking the Show ToDo Portlet option under Home Page Settings.
You can manage how your To-Dos look using the To-Do List Manager. For example, you can:
● Choose how long completed tasks continue to be displayed. ● Choose how long before they're due pending tasks are displayed.
● Generate lists of to-dos covering a given period, such as a month or a year. ● Opt to drop “supplemental tasks” — that is, tasks you actually create from the list.
Here's what the manager looks like:
Related Information
3
Managing Role-Based Permissions
3.1
Managing permission roles for Employee Central
Context
Role-based permissions allow you to grant different levels of read or write access depending on the role of the employee. For example, an employee is only allowed to read their own compensation information, but an HR Admin is allowed to edit it. You define these kind of permissions by managing permission roles.
As based permissions are used by all modules within SuccessFactors, we provide you an overview of the role-based permissions relevant for a basic implementation of Employee Central and what to consider when setting these up. Note: The Add New Employee screen does not respect the role-based permissions you set up here. Instead it respects the settings from the data models with regards to whether a field or portlet is visible or editable.
What you need to do first:
You need to have set up role-based permissions before you can manage permission roles. You find more information about this in the Role-Based Permissions Handbook.
How do you manage permission roles?
Procedure
1. Go to Administration Tools.
2. In the Manage Employees portlet, select Set User Permissions Manage Permission Roles . 3. On the Permission Role List page, under Permission Role, click the permission role for which you want to
manage the permissions. The Permission Role Detail page opens.
4. In the Permission settings section, click the Permission... button to specify the permission you want to assign to the role. The Permission Settings window opens:
5. On the left side of the window, you see the different permission categories. Click a permission category to reveal the different permissions, for example, Employee Data which is listed under User Permissions. The list of permissions associated with this category are displayed on the right side. In our example, you can see the HR Information section that contains several permissions, for example, for Biographical Information.
For more information about the different permissions, refer to User permissions relevant for Employee Central [page 30] and Administrator permissions relevant for Employee Central [page 45].
6. Select the checkboxes against the permissions you'd like to grant to the role. 7. Click the Done button when you finish marking your selection.
8. Back on the Permission Role Detail page, scroll down to the Grant this role to... section. Click the Add button to select the employees to be granted this permission. The Grant this role to... page opens.
9. Define whom you want to grant this role permission to in step 1. 10. Specify the target population accordingly in step 2.
11. Click the Done button to assign this role to the corresponding users in the system. You are taken back to the Permission Role Detail page.
12. Click the Save Changes button to complete creating the role. If you click Cancel at this stage, the role will not be created.
Next Steps
For more information and examples on how to grant permission roles to employees, refer to the Role-Based Permissions Handbook.
3.2 User permissions relevant for Employee Central
Under User Permissions, the following permission categories are relevant for Employee Central:● Employee Central Effective Dated Entities ● Employee Views
In the following, you can find more information about each of these categories.
Employee Data
Under Employee Data, the following sections are relevant for Employee Central: ● HR Information
● Employment Details ● Global Assignment Details
Only available if you have activated Global Assignment Management in Provisioning. ● Pension Payout Details
Only available if you have activated pension payouts in Provisioning. ● HR Actions
● Future Dated Transaction Alert ● Transactions Pending Approval ● View Workflow Approval History ● Pay Component Groups ● Pay Components
Permissions relevant for these sections are: ● View
● Edit
Here you can find more information to each of these sections:
HR Information
Here you assign permissions for portlets that refer to non-effective dated entities for Employee Central. Non-effective dated means that the history for the changes will not be maintained (for example, for Phone Information).
The entries listed here refer to the different portlets that have been defined as HRIS elements in the Succession Data Model. You can choose these permissions:
● View: The user can see the portlet.
● Edit: The user can edit the portlet on the Personal Information or Employment Information page by clicking the Edit link in the portlet:
Note that the labels depend on the labels defined in the Succession Data Model. If you have taken over the standard Succession Data Model, the following entries are displayed under HR Information:
Table 3:
This HR Information entry... ...refers to this HRIS element:
Biographical Information personInfo
National ID Information nationalIdCard
Phone Information phoneInfo
Email Information emailInfo
Business Email Address This entry is an exception: It refers to the Email Type field of the emailInfo HRIS element, where you can select the type
Business:
It is listed here because normally every employee needs a business email address. If a company assigns the email ad dresses to the employees and does not want them to be edita ble by the employees, select only View permission here. Social Accounts Information imInfo
Primary Emergency Contact emergencyContactPrimary
This HR Information entry... ...refers to this HRIS element:
Spot Bonus payComponentNonRecurring
Here you define the permissions for the manager:
● Select View to allow the user to view the Spot Bonus port let on the Employment Information page.
● Select Edit so that the user can navigate from the Em ployment Information page to the Update Employee Records page using the Take Action button:
Note
You can assign approval workflows for changes done on the Update Employee Records page.
Spot Bonus Edit Action payComponentNonRecurring
Here you define the permissions for the employee for changes done on the Employment Information page.
Payment Information paymentInfo
Work Permit Info workPermitInfo
Global Assignment Details globalAssignmentInfo
This entry is only relevant if you have activated Global Assign ments Management in Provisioning.
You can find more information in the Global Assignments Handbook.
Select Edit to allow the user to manage global assignments on the Update Employee Records page using the Take Action but ton.
Note
You can assign approval workflows for changes done on the Update Employee Records page.
This HR Information entry... ...refers to this HRIS element:
Pension Payout Details pensionPayoutsInfo
This entry is only relevant when you have activated pension payouts in Provisioning.
You can find more information in the Pension Payouts Config Guide.
● Select View to allow the user to view the Pension Payout Details portlet on the Employment Information page. ● Select Edit to allow the user to manage pension payouts
on the Update Employee Records page using the Take Action button.
Note
You can assign approval workflows for changes done on the Update Employee Records page.
Employment Details
This section refers to the Employment Details portlet. Listed here are the fields from the Succession Data Model for the HRIS element employmentInfo. Only the HRIS fields with visibility "both" or "view" are available for setting permissions. Termination-related fields are also included. There are these exceptions:
Table 4:
For this Employment Details entry... ...select this permission:
Employment Details MSS For the manager:
● View to allow the manager to view the Spot Bonus portlet on the Employment Information page.
● Edit to allow the manager to navigate from the Employ ment Information page to the Update Employee Records
page using the Take Action button.
Note
You can assign approval workflows for changes done on the Update Employee Records page.
For this Employment Details entry... ...select this permission:
Employment Details Edit For the employee:
● View to allow the user to view the Employment Details portlet on the Employment Information page. ● Edit to allow the user to edit the portlet on the Employ
ment Information page by clicking the Edit link in the portlet.
Note that workflows cannot be assigned for changes done this way.
Bonus Pay Expiration Date This field is listed here because of a functional limitation of the role-based permissions framework. Hide this field from the user interface by deselecting View and Edit.
Global Assignment Details
This section refers to the Global Assignment Details portlet. You can set field-level permissions for the fields from the Succession Data Model for the HRIS element globalAssignmentInfo. In addition, you can set the following permissions:
Table 5:
For this Global Assignment Details entry... ...select this permission:
Global Assignment View Portlet View to allow the user to view the Global Assignment Details
portlet on the Employment Information page. Only View is applicable here; Edit has no function.
Global Assignment Edit Link Edit to allow the user to make changes to the Global Assignment Details portlet directly on the Employment Information page.
You must also select the Global Assignment View Portlet per mission.
Note
You cannot add approval workflows to changes done using the Edit link.
Global Assignment Add Edit to allow the user to add a global assignment by navigating from the Employment Information page to the Update Employee Records page using the Take Action button.
For this Global Assignment Details entry... ...select this permission:
Global Assignment Edit/MSS Edit to allow the manager to edit a global assignment by navi gating from the Employment Information page to the Update Employee Records page using the Take Action button.
Note
You can assign approval workflows for changes done on the Update Employee Records page.
Global Assignment End Edit to allow the manager to end a global assignment by navi
gating from the Employment Information page to the Update Employee Records page using the Take Action button.
Global Assignment Delete Edit to allow the manager to delete a global assignment by navigating from the Employment Information page to the
Update Employee Records page using the Take Action button.
Pension Payout Details
This section refers to the Pension Payout Details portlet. Listed here are the fields from the Succession Data Model for the HRIS element pensionPayoutsInfo. Only the HRIS fields with visibility "both" or "view" are available for setting permissions. There is one exception:
Table 6:
For this Pension Payout Details entry... ...select this permission:
Pension Payout Edit Link ● View to allow the user to view the Pension Payout Details portlet on the Employment Information page.
● Edit to allow the user to edit the portlet on the Employ ment Information page by clicking the Edit link in the portlet.
Note that workflows cannot be assigned for changes done this way.
HR Actions
The HR Actions section controls mainly who has access to the Update Employee Records page for actions defined in the Succession Data Model.
Table 7:
This HR Action... ...defines this permission:
Update Employment Records (displayed as Take Action but ton)
This option overrules all other permissions in this section. It controls whether the user can see and use the Take Action
button from the Employment Information page.
View Higher Grades This option defines if a manager can view an employee's job classification if it is higher than the manager's.
To restrict a manager’s view, leave the permissions un checked. Make sure that the job classifications are assigned to a pay grade, and have a paygradeLevel maintained. When the manager goes to the Update Employee Records
page for Job Information, the list of job classifications in the dropdown is limited to those whose paygradeLevel is less than the manager’s. Note that this function is limited to this page; it does not have any effect on the Job Info History page. hireAction This is an hris-action from the Succession Data Model. It de
fines if the user can access the Add New Employee link in the Administration Tools.
reHireAction This is an hris-action from the Succession Data Model. It de fines if the user can access the Rehire Inactive Employee link in the Administration Tools.
terminateAction This is an hris-action from the Succession Data Model. It de fines if the user can access the Take Action button on the Em ployment Information page and select Terminate from the dropdown menu.
Manage Leave of Absence This is an hris-action from the Succession Data Model. It de fines if the user can access the Take Action button on the Em ployment Information page and select Manage Leave of Absence from the dropdown menu.
This HR Action... ...defines this permission:
returnLeaveOfAbsenceAction This is an hris-action from the Succession Data Model. It de fines if the user can enter a return date for an employee that is returning from a leave of absence. On the user interface, the user can access the Return from Leave link on the Update Em ployee Records page for Manage Leave of Absence.
Note
Permissions to access the Update Employee Records page for Global Assignments are set in the section HR Information.
Future-Dated Transaction Alert
In this section, you define if a user has the permission to view future changes for effective-dated entities by clicking on the Pending future change… link as in this example:
Only the View permission is applicable here (Edit has no function). Future-dated transaction alerts can be set for the following portlets:
Table 8:
This portlet... ...refers to this HRIS element:
Personal Information personalInfo
This portlet... ...refers to this HRIS element:
Dependents personRelationshipInfo
This entry is only relevant if you have activated the Depend ents Management feature in Provisioning. You can find more information in the Dependents Management Config Guide.
Job Information jobInfo
Compensation Information compInfo
Job Relationships jobRelationsInfo
Transactions Pending Approval
In this section, you define if a user can see if a workflow has been initiated, but has not been approved so far, by clicking on the Pending Approval link:
View means the pending approval link is shown, but you cannot click on it to get to the details of the workflow request. Edit means you can view and click on the pending approval link. You can set the permission for the following portlets:
Table 9:
This portlet... ...refers to this HRIS element:
Personal Information personalInfo
Employment Details employmentInfo
Job Information jobInfo
Compensation Information compInfo
Spot Bonus payComponentNonRecurring
View Workflow Approval History
In this section, you can define the permissions to view the workflow history from the History page of the following effective-dated entities:
Table 10:
This portlet… ...refers to this HRIS element:
Personal Information personalInfo
Job Information jobInfo
Compensation Information compInfo
Job Relationships jobRelationsInfo
Here, only the View permission is relevant, Edit has no function. The user with View permission can select View Approval History from the Take Action dropdown menu from the History page as in this example:
Pay Component Groups
This section lists all pay component groups that exist in the system. Pay component groups are foundation objects.
AnnualizedSalary is a default pay component group that exists already in the system; the remaining entries in this section are the pay component groups the Admin has created in the system.
Only View is applicable here; Edit has no function. If you select View, the user can see the pay component group in the system, for example, on the Employment Information page:
Pay Components
This section lists all pay components that have been created in the system. Pay components are foundation objects.
View and Edit are both applicable for pay components. Select View to allow the user to see pay components on the user interface as read-only. Select Edit to allow the user to edit and delete a pay component on the Update Employee Data page by clicking the Take Action button and selecting Change Job and Comp Info from the dropdown menu:
Employee Central Effective Dated Entities
Here you can set field-level permissions for effective-dated portlets and fields. This includes also country-specific fields that are prefixed by the 3-letter ISO code (for example, FRA for France, DEU for Germany, and so on). There are 5 different permissions you can select for effective-dated entities:
● Delete: The user to delete an effective-dated entity. This is only applicable at element or portlet level, not at field level.
● View Current: The user can see only the current field value of an effective-dated entity. When the user looks at the history page, the past data record for this field is not displayed.
● View History: The user can see past values on the History page. This permission also includes the View Current permission, so that the user can also see the current field value.
● Edit/Insert: The user can edit an effective-dated entity by inserting a new data record for it which is effective as of a certain date. As the user does not really change the data record itself (then it would just overwrite the past data record), past data records are still available in the History. The field is also available for editing when a new data record is inserted.
● Correct: The user can make corrections to a field from the History page:
The following sections are relevant for Employee Central:
Table 11:
For this portlet… …you can set permissions for fields from:
Personal Information personalInfo
plus globalInfo fields from the country-specific Succes sion Data Model
Home Address homeAddress
This is an exception: Here you can only set permissions on portlet level, but not on field level.
Dependents personRelationshipInfo
This entry is only relevant if you have activated the Depend ents Management feature in Provisioning. You can find more information in the Dependents Management Config Guide.
Job Information jobInfo
plus jobInfo fields from the country-specific Succession Data Model
Note: The field FTE is a calculated field and thus read-only; se lect only View Current and/or View History.
For this portlet… …you can set permissions for fields from:
Compensation Information compInfo
Note: The fields range penetration and compa-ratio are calculated fields and thus read-only; select only View Current
and/or View History. Job Relationships jobRelationsInfo
For a complete list of all listed fields, refer to the fields listed in your Succession Data Model and country-specific Succession Data Model.
In addition, for each of the sections, you can set these two permissions on portlet level: ● [portlet] Actions: This permission allows the user to:
○ Insert a new record from the History page
○ Add a new record using the Take Action dropdown menu, or add a new record using the Edit link in the portlet for those portlets that are listed on the Personal Information page
Note
Use this option when you want to associate an approval workflow with the changes done in this portlet. Select Correct as minimum if you want to grant this permission to a user.
● Edit Link: Allows the user to edit fields in the portlet by clicking the Edit link in the portlet on the Employment Information or Personal Information page.
The remaining entries refer to the fields listed in the Succession Data Model and country-specific Succession Data Model. If a field is configured in both the Succession Data Model and the country-specific Succession Data Model, only the field from the Succession Data Model is shown in this list.
Employee Views
Under Employee Views, you define if the user can access pages from the Employee Files using the dropdown menu like in this example:
The following employee views are relevant for Employee Central:
● Employment Information: Grants access to the Employment Information page ● Personal Information: Grants access to the Personal Information page
● Pending Requests: Grants access to the Pending Requests page for workflows requested by you, or of which you are the approver as shown here:
3.3 Administrator permissions relevant for Employee Central
Under Administrator Permissions, the following permission categories are relevant for Employee Central:● Manage Compensation [page 50]
● Manage System Properties [page 50]
● Manage User [page 51]
● Manage Time Off [page 52]
● Manage Mass Changes [page 52]
● Employee Central API [page 53]
● Manage Foundation Objects [page 53]
● Manage Foundation Object Types [page 53]
● Metadata Framework [page 55]
● Manage Business Configuration [page 55]
● Manage Position [page 56]
To find out more information about each of these categories, follow the links.
Manage User
Here, the following checkboxes are relevant for Employee Central:
● Add New User: Grants access to the Add New Employees link in the Administration Tools.
● Rehire Inactive Employee: Grants access to the Rehire Inactive Employee link in the Administration Tools. ● Include Inactive Employees in the search: Enables the search for inactive users on the Employee Files page as
and in the directory search:
● Import Employee Data: Grants access to the Import Employee Data link in the Administration Tools.
● Manage Workflow Requests: Grants access to the Manage Workflow Requests link in the Administration Tools, for example, to change the approver for a particular workflow.
Note that the Admin can only access the workflow requests for the target population to which the Admin role has been granted access.
● Manage Workflow Groups: Grants access to the Manage Workflow Groups link in the Administration Tools.
Manage Time Off
Here you set permissions relevant for Time Off Management. You can find more details about how to configure Time Off in the Time Off handbook.
Manage Mass Changes
Here you set permissions relevant for Mass Changes. You can find more details about how to configure Mass Changes in the Mass Changes Config Guide.
Employee Central API
Here you set permissions for SOAP-based application programming interfaces (APIs) for Employee Central. These are relevant for integrating Employee Central with other software products.
These permissions are only relevant when you have activated the corresponding APIs in Provisioning. The Foundation APIs are relevant for foundation data, the HRIS APIs for person and employment data:
● Employee Central Foundation SOAP API ● Employee Central HRIS SOAP API
● Employee Central Foundation OData API (read-only) ● Employee Central HRIS OData API (read-only) ● Employee Central Foundation OData API (editable) ● Employee Central HRIS OData API (editable)
Manage Foundation Objects
Here you define permissions for working with foundation objects.
● Import Foundation Data: Grants access to the Import Foundation Data link in the Administration Tools. ● Import Translations: Allows the Admin to import translations for the jobCode foundation object, using the
Import Translations link in the Administration Tools. You can find more information under Translating Foundation Data [page 319].
Manage Foundation Object Types
Here you define permissions for the Admin that refer to the different types of foundation objects. Foundation objects are created, edited and deleted in the Administration Tools, in the Company Processes & Cycles portlet, under Employee Files Manage Organization, Pay and Job Structures .
The following permissions are relevant here and refer to what the Admin is allowed to do on the Manage Organization, Pay and Job Structures page:
● View: The Admin can only view the corresponding foundation object type. ● Create: The Admin can create a foundation object of the selected type.
● Insert: The Admin can create a new data record for a foundation object type, by clicking the Insert New Record button as shown in this example:
● Correct: The Admin can correct foundation objects by selecting Take Action Make Correction in the History page:
● Delete: The Admin can delete foundation objects by selecting Take Action Permanently delete record in the History page:
Metadata Framework
The Metadata Framework is used to create generic objects that are also used in Employee Central, for example, to create customer-specific foundation objects. It is also used in Employee Central to create configurable rules. These are the permissions:
● Configure Generic Object Definition: Allows the Admin to access the Configure Generic Object Definition link in the Administration Tools, where the Admin can create generic object definitions and generic object picklists. ● Manage Data: Allows the user to access the Manage Data link in the Administration Tools.
● Configure Business Rules: Allows the Admin to access the Configure Business Rules link in the Administration Tools.
● Read/Write Permission on Metadata Framework: Allows the Admin to read/write generic objects on any page in the system.
Note
What is the difference to the Manage Data permission?
Without the read/write permission, the user cannot see or manage generic objects on any page in the system. Without the Manage Data permission, the user cannot access the Manage Data page, but is still able to manage data from other pages, such as the Configure Business Rules page (if the Configure Business Rules permission is granted).
● Import Permission on Metadata Framework: Allows the Admin to import and export data for generic objects or business rules using the Import and Export Data link in the Administration Tools.
You can find more information for the use of generic objects in Employee Central under How do you create customer-specific Foundation Objects? [page 168] and Setting up configurable rules [page 207].
For more information about the Metadata Framework in general, refer to the Metadata Framework Implementation Handbook.
Manage Business Configuration
This entry is only displayed if you have activated the Business Configuration in Admin Tools feature in
Provisioning. Choose Select All to allow the Admin to use the Business Configuration UI to make changes to the Succession Data Model and the country-specific Succession Data Model.
Manage Position
Here you set permissions relevant for Position Management. You can find more details about how to configure Position Management in the Position Management Handbook.
3.3.1
Manage Compensation
Context
In this category, one entry is required for Employee Central to ensure that the calculation of the pay groups works:
Procedure
● Select the Manage Currency Conversion Rate Tables checkbox.
3.3.2 Manage System Properties
Context
Procedure
1. Select the Company System and Logo Settings checkbox.
This allows the Admin to access the Company System and Logo Settings link in the Administration Tools, which has Employee Central relevant settings.
To get to the Company System and Logo Settings:
2. Go to Administration Tools. In the Company Processes & Cycles portlet, select Company Settings Company System and Logo Settings .
3. On the Company Logo page, the following checkboxes are relevant for Employee Central: ○ Enable Address Validations
○ Enable National ID Validations ○ Enable Bank Account Validations
○ Enable Enhanced Direct Deposit Validations
4. Optional: Depending on the customer's requirements, you can make an entry in the field Next Person Id Assigned.
Let's say a company with 10.000 employees acquires another company. When merging the employees into one company, 5.000 new employees are added with a CSV file import to the system. You would then need to
set the ID for the next person that is hired to be the current number of employees plus 1, so you would enter
15.001 in the Next Person Id Assigned field.
3.3.3 Manage User
Here, the following checkboxes are relevant for Employee Central:
● Add New User: Grants access to the Add New Employees link in the Administration Tools.
● Rehire Inactive Employee: Grants access to the Rehire Inactive Employee link in the Administration Tools. ● Include Inactive Employees in the search: Enables the search for inactive users on the Employee Files page as
and in the directory search:
● Import Employee Data: Grants access to the Import Employee Data link in the Administration Tools.
● Manage Workflow Requests: Grants access to the Manage Workflow Requests link in the Administration Tools, for example, to change the approver for a particular workflow.
Note that the Admin can only access the workflow requests for the target population to which the Admin role has been granted access.
● Manage Workflow Groups: Grants access to the Manage Workflow Groups link in the Administration Tools.
3.3.4 Manage Time Off
Here you set permissions relevant for Time Off Management. You can find more details about how to configure Time Off in the Time Off handbook.
3.3.5 Manage Mass Changes
Here you set permissions relevant for Mass Changes. You can find more details about how to configure Mass Changes in the Mass Changes Config Guide.
3.3.6 Employee Central API
Here you set permissions for SOAP-based application programming interfaces (APIs) for Employee Central. These are relevant for integrating Employee Central with other software products.
These permissions are only relevant when you have activated the corresponding APIs in Provisioning. The Foundation APIs are relevant for foundation data, the HRIS APIs for person and employment data:
● Employee Central Foundation SOAP API ● Employee Central HRIS SOAP API
● Employee Central Foundation OData API (read-only) ● Employee Central HRIS OData API (read-only) ● Employee Central Foundation OData API (editable) ● Employee Central HRIS OData API (editable)
3.3.7 Manage Foundation Objects
Here you define permissions for working with foundation objects.● Import Foundation Data: Grants access to the Import Foundation Data link in the Administration Tools. ● Import Translations: Allows the Admin to import translations for the jobCode foundation object, using the
Import Translations link in the Administration Tools. You can find more information under Translating Foundation Data [page 319].
3.3.8 Manage Foundation Object Types
Here you define permissions for the Admin that refer to the different types of foundation objects. Foundation objects are created, edited and deleted in the Administration Tools, in the Company Processes & Cycles portlet, under Employee Files Manage Organization, Pay and Job Structures .
The following permissions are relevant here and refer to what the Admin is allowed to do on the Manage Organization, Pay and Job Structures page:
● View: The Admin can only view the corresponding foundation object type. ● Create: The Admin can create a foundation object of the selected type.
● Insert: The Admin can create a new data record for a foundation object type, by clicking the Insert New Record button as shown in this example:
● Correct: The Admin can correct foundation objects by selecting Take Action Make Correction in the History page:
● Delete: The Admin can delete foundation objects by selecting Take Action Permanently delete record in the History page:
3.3.9 Metadata Framework
The Metadata Framework is used to create generic objects that are also used in Employee Central, for example, to create customer-specific foundation objects. It is also used in Employee Central to create configurable rules. These are the permissions:
● Configure Generic Object Definition: Allows the Admin to access the Configure Generic Object Definition link in the Administration Tools, where the Admin can create generic object definitions and generic object picklists. ● Manage Data: Allows the user to access the Manage Data link in the Administration Tools.
● Configure Business Rules: Allows the Admin to access the Configure Business Rules link in the Administration Tools.
● Read/Write Permission on Metadata Framework: Allows the Admin to read/write generic objects on any page in the system.
Note
What is the difference to the Manage Data permission?
Without the read/write permission, the user cannot see or manage generic objects on any page in the system. Without the Manage Data permission, the user cannot access the Manage Data page, but is still able to manage data from other pages, such as the Configure Business Rules page (if the Configure Business Rules permission is granted).
● Import Permission on Metadata Framework: Allows the Admin to import and export data for generic objects or business rules using the Import and Export Data link in the Administration Tools.
You can find more information for the use of generic objects in Employee Central under How do you create customer-specific Foundation Objects? [page 168] and Setting up configurable rules [page 207].
For more information about the Metadata Framework in general, refer to the Metadata Framework Implementation Handbook.
3.3.10 Manage Business Configuration
Context
This entry is only displayed if you have activated the Business Configuration in Admin Tools feature in Provisioning.
Procedure
● Choose Select All to allow the Admin to use the Business Configuration UI to make changes to the Succession Data Model and the country-specific Succession Data Model.
3.3.11 Manage Position
Here you set permissions relevant for Position Management. You can find more details about how to configure Position Management in the Position Management Handbook.
4 Setting Up Data Models
4.1 What are data models?
Data models are used to set up Employee Central in that way that satisfies a company's requirements. You define how a company's organization structure is reflected in the system and what entries a user can make to set up company, person, and employment data. You can add customer-specific fields and rename fields.
The data models are: ● Corporate Data Model
This is where you set up a company's organization, pay and job structure. The data model refers to data that is used throughout the entire instance of the customer.
● Succession Data Model
This is where you set up the data structure of data that relates to the people working in a company, such as compensation and address information.
● Country-specific Corporate Data Model
This is where you set up fields that are specific to a single country. This data model might be needed if the company has locations in more than one country, for example, to define the corporate address fields for each country.
● Country-specific Succession Data Model
This is where you set up international formats and fields, for example, for addresses and national IDs. You might want to set this data model up even if a company operates in only one country, as your employees might live or come from abroad.
What are foundation objects, generic objects, person objects, and employment
objects?
These are the four types of data objects that are used in the data models: ● Foundation objects
● Generic objects (includes MDF Foundation Objects) ● Person objects
● Employment objects
Foundation objects define company data. Today, company data is defined using a combination of Foundation Objects and Generic Objects (MDF Foundation Objects). Previously, Generic Objects were used only to define customized behavior like vacation and position information. Starting with the November 2014 Release, foundation objects are being migrated in a phased manner to MDF Foundation Objects. Company data like cost center, business unit, legal entity, departments and division are now being defined using MDF Foundation Objects. For more information on the migrated Foundation Objects, refer to the Employee Central: Migrating Foundation Objects Guide. Also, refer to the section on MDF Foundation Objects.
Person and employment objects define employee data and are sometimes referred to as HR data objects. In the following section, you can find more information about these data objects.
What are foundation objects?
With foundation objects you set up data that can be shared across the entire company, such as job codes, departments, or cost centers. Foundation objects can be subdivided into four main areas:
● Organization structures ● Job structures
● Pay structures
● Other data objects, such as event reasons, workflows, and dynamic roles
You define foundation objects in the Corporate Data Model and the country-specific Corporate Data Model. You can find more information about foundation objects in Introduction to Foundation Objects [page 128] and under Foundation Object Tables [page 384].
What are generic objects?
You use generic objects for settings and information relating to the people working for a business. This information includes, for example, vacation and position information.
You have to enable generic objects in your installation before you can use them. You do this in Provisioning, by checking the Enable Generic Objects box.
You define Generic Objects using the Admin Tools Configure Object Definitions page. On the other hand, fields referring to a generic object are defined in the Succession Data Model and the country-specific Succession Data Model.
What are person objects?
Person objects include information that is linked to the person and does not depend on the job, such as the employee's address and national ID.
You define person objects in the Succession Data Model and the country-specific Succession Data Model. You can find more information about person objects under Person Object Tables [page 448].
What are employment objects?
Employment objects include job-related information about a person, such as compensation and hire date. You define employment objects in the Succession Data Model.
You can find more information about employment objects under Employment Object Tables [page 472].
How do you work with data models?
The data models are XML files that you can adjust according to a company's requirements. The XML files have standard elements and fields included, so you need only touch those parts of it you want to adjust. You can use the existing XML coding as a guideline, and you also find XML examples and explanations in the following chapters.
