Oracle® Transactional Business Intelligence Enterprise for Human Capital
Management Cloud Service 11.1.1.10
Contents
Human Resources – Succession Management Subject Area ... 3
Description ... 3
Key Business Questions: ... 3
The following job roles are used to secure access to this subject area: ... 3
The following BI duty roles are used to secure access to this subject area: ... 3
BI Product Offering ... 3
BI Product Release ... 3
Dimensions ... 4
Human Resources – Succession Management Subject Area
Description
This subject area provides real-time data into an organization’s succession talent pipeline in terms of the
number of candidates to succession plans, the candidate’s readiness to move to the next position, and
the qualifications of the candidates that are under consideration during Talent Review and Succession
Planning meetings. More specifically, this subject area includes data about whether a candidate has met
the job or position requirements and if these requirements are a match to the incumbent’s Talent
Profile. Evaluating the bench strength across a company’s organization is crucial to identifying if
sufficient talent or a shortage of top talent exists.
Key Business Questions:
• What is the depth of my succession planning in my organization and across the business? Do I have a
succession plan in place for key critical job roles? Which jobs do not have succession plans?
• What is the successor-to-incumbent ratio across my succession plans?
• How many succession plans have at least three successors identified on them?
• For each successor, how many succession plans are they currently on?
• What is the readiness of the individual(s) identified to replace the incumbent?
• What is the average time in which candidates are sitting on succession plans with a readiness value
of ready now or ready in 1 to 2 years?
• Are successor readiness scores improving over time?
• Am I developing and grooming my top talent appropriately to prepare them for the next role?
• What are the competency and skills gaps between each successor compared to his/her incumbent?
Are they a match or is there a misalignment where I need to recruit externally?
• How many high-potential employees have been identified for each succession plan?
• How many high-potential successors are at risk of leaving the company?
The following job roles are used to secure access to this subject area:
• HR VP
• Line Managers
The following BI duty roles are used to secure access to this subject area:
• Succession Analysis Duty
BI Product Offering
Oracle® Transactional Business Intelligence Enterprise for Human Capital Management Cloud Service
BI Product Release
Dimensions
DimensionFolder Sub-folder Name Description Special Considerations Fusion Navigation Candidate
Bands Candidate Age Band A folder containing Age Band Name, Age Band Code, Age Band Min and Max months.
Candidate Compa Ratio
Band A folder containing Compa-Ratio Band Name, Compa-Ratio Band Code, Compa-Ratio Band Min and Max Values, Compa-Ratio Detail Band Name, Detail Band Min and Max Value, and Compa-Ratio Detail Band percentage. Candidate Length of
Service Band A folder containing Length of Service Name(s), Code, and Min and Max month values.
Candidate Performance
Band A folder containing Performance Band Name, Code, and Band Min and Max values.
Candidate Period of
Placement Band A folder containing Period of Placement Band Name(s), Code, and Min and Max month values. Candidate Readiness Band A folder containing
Candidate Readiness Band Name(s), Code, and Min and Max month values. Candidate
Dimensions Basic Information A folder containing basic information such as Person Number, Full Name, and First and Last Names.
Department A folder containing candidate department name and number. Diversity A folder that contains
candidate diversity data pertaining to ethnicity, gender, religion, veteran status, and disabilities information.
Education A folder that contains candidate education degree information. Employee A folder containing
candidate employee name and number.
Employment A folder that contains candidate employment information pertaining to assignment information, candidate status, salary, union, and employment data.
Employment Information A folder that contains candidate hire date(s) information.
HR Business Unit A folder that contains HR Business Unit Name and Number.
Candidate Information A folder that contains candidate readiness and plan statuses.
Job A folder that contains candidate Job information such as Job Description, Job Family, Job Function, Job Legislation, and so on. Legal Entity A folder that contains
Legal Entity name and Number.
Pay Grade A folder that contains candidate Pay Grades, descriptions, and amounts. Personal Information A folder that contains
candidate sensitive personal information such as Date of Birth, Country of Birthday, and Risk of Loss data.
Position A folder that contains candidate Position ID, Name, Status, Legislation, and so on.
Reporting Establishment A candidate’s reporting establishment. Supervisor Supervisor Name and
Number.
Hierarchies Department A folder containing Hierarchy Structure, ID, Name, Version,
Description, and Position Name(s). Navigator -> Workforce Management -> Workforce Structures -> Tasks -> Department -> Manage Department Trees Position A folder containing
Hierarchy Structure, ID, Name, Version,
Description, and Position Name(s). Navigator -> Workforce Management -> Workforce Structures -> Tasks -> Positions -> Manage Position
Incumbent
Bands Age Band A folder containing Age Band Name, Age Band Code, and Age Band Min and Max months. Comp-ratio Band A folder containing
Compa-Ratio Band Name, Compa-Ratio Band Code, Compa-Ratio Band Min and Max Values, Compa-Ratio Detail Band Name, Detail Band Min and Max Value, and Compa-Ratio Detail Band percentage. Expected Departure Band A folder containing
Departure Band Name, Departure Code, and Departure Band Min and Max months.
Length of Service Band A folder containing Length of Service Name(s), Code, and Min and Max month values.
Performance Band A folder containing Candidate Performance Band Name(s), Code, and Min and Max month values.
Period of Placement Band A folder containing Period of Placement Band Name(s), Code, and Min and Max month values. Incumbent
Dimensions Basic Information A folder containing worker basic information such as Person Number, Full Name, and First and Last Names.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Person; Manage Employment; Manage Work Relationship Citizenship A folder containing worker
citizenship information.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Person Department A folder containing
department name and number.
Diversity A folder containing worker diversity data such as ethnicity, gender, religion, disability status, and veteran information.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Person Education A folder containing highest
education degree name and code.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Person Employee A folder containing
employee name and number.
Employment A folder containing worker employment category name, description, assignment inactivity information, worker status, assignment, salary, and employee category data.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Person; Manage Employment; Manage Work Relationship
Employment Information A folder containing employment/service dates.
HR Business Unit HR Business Unit Name and Number.
Job A folder containing Job related information such as job code, job name, job description, job family, job function, job flags, FLSA statuses, EEO job category, and source job
information.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Employment
Legal Entity A folder containing Legal Entity Name and Number.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Employment Location A folder containing
location name, number, parent location, country, postal code, and location contact name and number.
Pay Grade A folder containing worker pay grade data such as pay grade type, name, description, market averages, local currency code, pay grade min, mid, and max amounts and their associated legislation code and names.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Employment
Personal Information A folder containing worker personal information such as Country of Birth, Date of Birth, Estimated Remaining Months, Impact of Loss data, Risk of Loss data, willingness to relocate and expected departure reasons.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Person
Position A folder containing Position Name, description, position status, type, hiring status, position flags, security clearance, and source position legislation name(s).
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Employment
Reporting Establishment Reporting Establishment Supervisor A folder containing
supervisor name and number.
Navigator -> Workforce Management -> Person Management -> Tasks -> Personal and Employment -> Manage Employment Plan
Dimensions Plan A folder containing succession plan name, description, plan status, number of candidates and incumbents, Plan flags as it relates to the Grade, Department, and Business Unit.
Plan Job A folder containing Plan Job information such as Job Name, Code, Level, and Criticality Flags. Plan Owner A folder containing Source
Facts
Fact FolderName Description Special Considerations Facts – Human
Resources - Succession Planning
Measures the overall health of candidates in a company’s succession pipeline. Candidate and incumbent numbers, assessment of candidate qualifications against incumbent’s, and quality of succession plan(s) data can be found in this folder.
Sub-folder
Name Description Special Considerations Candidate Facts A folder containing candidate-specific metrics
pertaining to succession plans and candidate readiness data.
Metric/Measure Description/Meaning Calculation – where applicable Candidate Count Number of plan candidates. If a person is a
candidate on more than one plan they are counted more than once. The same candidate is repeated for each plan incumbent, if any incumbent dimensions are included. Active Candidate
Count Count of active candidates. Internal Candidate
Count Count of internal candidates. External Candidate
Count Count of external candidates. Plan Position A folder containing Plan
Position information such as Plan Name, Code, Number, and Criticality Flags.
Succession Plan
Hierarchy A folder containing a succession plans’ hierarchy within the organization. Time Gregorian Calendar A folder containing
calendar dimensional attributes for Year, Quarter, Month, and Day. Time (End Date)
Time (Start Date) Person
Extensible Attributes
Attributes mapped from flexfields or other custom attributes.
Candidate Person Extensible Attributes
Metric/Measure Description/Meaning Calculation – where applicable Candidate Without
Plan Count Number of candidates who are not incumbents on any plan. Candidate Successful
Count Number of candidates who have successfully replaced the incumbents on a plan. The incumbent doesn't have to be departed for the candidate to be considered as successful. Candidate
Commitment Percentage weighting for the number of active plans for which the person is a candidate. Calculated as 100 / Candidate Active Plan Count. Candidate Active Plan
Count Total number of active plans for which the person is a candidate. Months to Readiness Number of months that a candidate is ready for
a succession plan.
Ready Now Count Number of candidates ready now.
Ready in 1 Year Count Number of candidates ready in one year or less (excluding those ready now).
Ready in 2 Years
Count Number of candidates ready in one to two years. Ready in 3 Years
Count Number of candidates ready in two to three years. Candidate FTE Full-time equivalent of internal candidate. Candidate Headcount Headcount of internal candidate.
Sub-folder
Name Description Special Considerations Match to Job or
Position Requirements Facts
A folder containing metrics to assess candidate job-to-position requirements in Talent Profile.
Metric/Measure Description/Meaning Calculation – where applicable Certification
Requirements Match Percent
Percentage match of candidate talent profile with the job/position certification requirements, averaged across candidates.
Competence Requirements Match Percent
Metric/Measure Description/Meaning Calculation – where applicable Degree Requirements
Match Percent
Percentage match of candidate talent profile with the job/position degree requirements, averaged across candidates.
Honors Requirements Match Percent
Percentage match of candidate talent profile with the job/position honors requirements, averaged across candidates.
Language
Requirements Match Percent
Percentage match of candidate talent profile with the job/position language requirements, averaged across candidates.
Member
Requirements Match Percent
Percentage match of candidate talent profile with the job/position member requirements, averaged across candidates.
Overall Requirements Match Percent
Percentage match of candidate talent profile with all the job/position requirements, averaged across candidates.
Competence Requirements Best Match Percent
Percentage match of candidate talent profile with the job/position competence requirements, taking the highest percentage across candidates. Overall Requirements
Best Match Percent
Best percentage match of candidate talent profile with all the job/position requirements, taking the highest percentage across candidates.
Sub-folder
Name Description Special Considerations Match to
Incumbent Profile Facts
A folder containing metrics that evaluate candidate-to-incumbent Talent Profile data matches.
Metric/Measure Description/Meaning Calculation – where applicable Certification
Incumbent Match Percent
Percentage match of candidate certification talent profile with the incumbent, averaged across candidates.
Competence Incumbent Match Percent
Percentage match of candidate talent profile with the incumbent, averaged across candidates.
Degree Incumbent Match Percent
Metric/Measure Description/Meaning Calculation – where applicable Honors Incumbent
Match Percent
Percentage match of candidate honors talent profile with the incumbent, averaged across candidates.
Language Incumbent Match Percent
Percentage match of candidate language talent profile with the incumbent, averaged across candidates.
Member Incumbent Match Percent
Percentage match of candidate member talent profile with the incumbent, averaged across candidates.
Overall Incumbent Match Percent
Percentage match of entire candidate talent profile with the incumbent, averaged across candidates.
Competence
Incumbent Best Match Percent
Percentage match of candidate competence talent profile with the incumbent, taking the highest percentage across candidates. Overall Incumbent
Best Match Percent
Percentage match of entire candidate talent profile with the incumbent, taking the highest percentage across candidates.
Certification Incumbent Match Percent
Percentage match of candidate certification talent profile with the incumbent, averaged across candidates.
Sub-folder
Name Description Special Considerations Weighted
Candidate Facts A folder containing metrics that assess the candidate’s readiness to move into the next job role.
Metric/Measure Description/Meaning Calculation – where applicable Weighted Candidate
Count
Number of plan candidates. Use to avoid double counting candidates if incumbent dimensions are included.
Weighted Ready Now Count
Number of candidates ready now. Use to avoid double counting candidates if incumbent dimensions are included.
Weighted Ready in 1 Year Count
Metric/Measure Description/Meaning Calculation – where applicable Weighted Ready in 2
Years Count
Number of candidates ready in one to two years. Use to avoid double counting candidates if incumbent dimensions are included. Weighted Ready in 3
Years Count
Number of candidates ready in two to three years. Use to avoid double counting candidates if incumbent dimensions are included.
Sub-folder
Name Description Special Considerations Plan Candidate
Facts A folder containing metrics with candidate counts on succession plans broken out by headcount and candidate readiness. Additionally, metrics
pertaining to how long candidates have been sitting and how ready they are on each succession plan can be found in this folder.
Metric/Measure Description/Meaning Calculation – where applicable Plan Candidate Count Number of candidates on the plan.
Plan Candidate Commitment
Total candidate commitment on the plan, where an individual candidate's commitment is calculated as 100 / number of plans including the candidate. For example, a person who is a candidate on two different plans would be counted as 50% on each plan.
Plan Candidate FTE Total full-time equivalent of candidates. Plan Candidate Fully
Committed Count
Number of candidates on the plan who are fully committed (not candidates on any other plan). Plan Candidate
Headcount
Total headcount of candidates.
Plan Candidate Ready in 1 Year Count
Number of candidates ready in less than one year (excluding those ready now).
Plan Candidate Ready in 2 Years Count
Number of candidates ready in one to two years.
Plan Candidate Ready in 3 Years Count
Number of candidates ready in two to three years.
Plan Candidate Readiness Gap (Months)
Gap between earliest estimated incumbent departure and earliest candidate readiness.
Plan Candidate Average Readiness (Months)
Metric/Measure Description/Meaning Calculation – where applicable Plan Candidate
Nearest Readiness (Months)
Number of months before earliest candidate is ready.
Plan Candidate Ready Now Count
Number of candidates ready now.
Plan Candidate Successful Count
Number of candidates on the plan who successfully replaced the incumbent. Plan Candidate
Without Plan Count
Number of candidates on the plan who are not incumbents on another plan.
Sub-folder
Name Description Special Considerations Plan Candidate
Match to Job or Position Requirements
A folder containing metrics that look at the candidates’ Talent Profile competency and job requirements matches.
Metric/Measure Description/Meaning Calculation – where applicable Plan Candidate
Competency Requirements Match Percent
Average candidate talent profile match to job/position competence requirements.
Plan Candidate Competency Requirements Match Percent
Average candidate talent profile match to job/position competence requirements.
Plan Candidate Competency Requirements Match Percent
Average candidate talent profile match to job/position competence requirements.
Plan Candidate Overall Requirements Match Percent
Average candidate talent profile match to all job/position requirements.
Plan Candidate Overall Requirements Match Percent
Average candidate talent profile match to all job/position requirements.
Plan Candidate Overall Requirements Match Percent
Metric/Measure Description/Meaning Calculation – where applicable Plan Candidate Best
Competence Requirements Match Percent
Best candidate talent profile match to job/position competence requirements.
Plan Candidate Best Competence Requirements Match Percent
Best candidate talent profile match to job/position competence requirements.
Plan Candidate Best Competence Requirements Match Percent
Best candidate talent profile match to job/position competence requirements.
Plan Candidate Best Overall Requirements Match Percent
Best candidate talent profile match to all job/position requirements.
Plan Candidate Best Overall Requirements Match Percent
Best candidate talent profile match to all job/position requirements.
Plan Candidate Best Overall Requirements Match Percent
Best candidate talent profile match to all job/position requirements.
Sub-folder
Name Description Special Considerations Plan Incumbent
Facts A folder containing metrics about incumbent headcounts and length of service in their jobs or positions. Additionally, metrics about incumbent departure can be found in this folder.
Metric/Measure Description/Meaning Calculation – where applicable Incumbent Count Number of incumbents on plan.
Incumbent Maximum Days In Job
Longest incumbent time in job.
Incumbent Maximum Days In Position
Longest incumbent time in position.
Incumbent Departed Count
Number of incumbents departed since plan started.
Metric/Measure Description/Meaning Calculation – where applicable Incumbent Average
Months to Departure
Average number of months expected until incumbent’s departure.
Incumbent Nearest Months to Departure
Number of months expected until earliest incumbent departure.
Sub-folder
Name Description Special Considerations Plan Facts A folder containing succession plan counts broken
out by active plans, Job, Job Family, Job Profile, and Position. Additionally, metrics assessing the organization’s readiness to move candidate(s) into a departing incumbent’s job role can be found in this folder.
Metric/Measure Description/Meaning Calculation – where applicable Plan for Incumbent
Count
Number of incumbent plans.
Plan Count Number of plans. Plan Active Count Number of active plans. Plan for Job Family
Count
Number of job family plans.
Plan for Job Count Number of job plans. Plan for Job Profile
Count
Number of job profile plans.
Plan Level Code For example, INCUMBENT/JOB/POSITION. Plan Low Candidate
Count
Number of plans with less than 100 percent total candidate commitment.
Plan for Position Count
Number of position plans.
Plan Quality Percent Total candidate commitment of candidates who are ready before incumbent expected
departure, up to 100 percent.
Plan Success Percent For incumbent departures, this gives a measure of plan success by counting 100 percent if a candidate who is ready replaces the incumbent with no gap, reducing for each month of gap to 0 percent if there is no ready candidate
Sub-folder
Name Description Special Considerations Total Facts A folder providing total number of
candidate-to-incumbent competency matches, candidate headcounts, candidate readiness counts, incumbent counts, succession plan counts, and overall succession plan health total counts.
Metric/Measure Description/Meaning Calculation – where applicable Total Candidate
Competence Match Percent
Average match between candidate talent profile and job/position competence requirements, summarized for the overall plan.
Total Candidate Overall Match Percent
Average match between candidate talent profile and all job/position requirements, summarized for the overall plan.
Total Best Candidate Competence Match Percent
Average best match between candidate talent profile and job/position competence
requirements, summarized for the overall plan. Total Best Candidate
Overall Match Percent
Average best match between candidate talent profile and all job/position requirements, summarized for the overall plan.
Total Candidate Count Total number of candidates summarized for the overall plan.
Total Candidate Commitment
Total commitment for candidates, summarized for the overall plan.
Total Candidate FTE Total candidate full-time equivalent, summarized for the overall plan. Total Candidate Fully
Committed Count
Total number of candidates that are not candidates on any other plan, summarized for the overall plan.
Total Candidate Headcount
Total candidate headcount, summarized for the overall plan.
Total Candidate Ready in 1 Year Count
Total number of candidates ready in less than one year (excluding those ready now), summarized for the overall plan. Total Candidate Ready
in 2 Years Count
Total number of candidates ready in one to two years, summarized for the overall plan. Total Candidate Ready
in 3 Years Count
Metric/Measure Description/Meaning Calculation – where applicable Total Candidate
Readiness Gap
Total number of months gap between earliest expected incumbent departure and earliest candidate readiness, summarized for the overall plan.
Total Candidate Readiness Months
Total number of months before candidates are ready, summarized for the overall plan. Total Candidate Ready
Now Count
Total number of candidates ready now, summarized for the overall plan. Total Candidate
Successful Count
Total number of successful candidates, summarized for the overall plan. Total Candidate
Without Plan Count
Total number of candidates that are not incumbents on any plan, summarized for the overall plan.
Total Incumbent Count
Total number of incumbents, summarized for the overall plan.
Total Incumbent Departed Count
Total number of incumbents departed since plan start, summarized for the overall plan.
Total Incumbent FTE Total FTE of incumbents, summarized for the overall plan.
Total Incumbent Headcount
Total headcount of incumbents, summarized for the overall plan.
Total Plan Count Total number of plans, summarized for the overall plan.
Total Plan Active Count
Total number of active plans, summarized for the overall plan.
Total Plan Low Candidate Count
Total number of plans with less than 100% candidate commitment, summarized for the overall plan.
Total Plan Quality Percent
Average plan quality, summarized for the overall plan.
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