Table of Contents
DEFINE PERFORMANCE MANAGEMENT PROFILES#
This function is used to store and track performance management requirements for jobs and positions within an entity and is used when the recruitment module will not be implemented. If the recruitment module is being used then IRJP would be used in place of ISJP. If both performance management and recruitment is being used, then IRJP should be used.
The definition data for the Maintain Job Profiles screen is stored in the P2K_RE_JOB_PROFILES, P2K_CP_COMPETENCE_USAGES, P2K_RE_REQUIREMENTS, P2K_RE_RECRUITING_STAGES, P2K_RE_RECRUITERS, P2K_RE_POSTINGS, P2K_CP_TRAINING_NEEDS tables.
This is a user defined name holding the code that identifies a performance management profile within a company. This field displays a brief description of the profile This field identifies the entity to which the profile belongs.Profile tab#
This field displays the nature of the performance management job profile. This field allows you to further categorize the performance management job profile This field will display the status of the performance management job profile User defined text to further define the purpose of the performance management job profile Goals are defined in IDCC Define Core Competencies and used to set the core competencies for the job being defined. The definition data for the Competence tab can be found on the P2K_CP_COMPETENCE_USAGES table This field will indicate the status of confirmation for the competency for this performance management job profile. This field will indicate the date the competency was confirmed for this performance management job profile. This field allows you to indicate who confirmed the competency for this profile and any other additional information about the competency. If the competency is time sensitive for this profile, this field displays the first day of the time period. If the requirement is time sensitive for this profile, this field displays the last day of the time period.Jobs Tab#
This will display any jobs associated with this job profile.
You may not add jobs directly to this screen. In order to associate a job to a job profile, you must first create the job profile and then link that profile with a job through the Maintain Jobs (IDJB) screen. Once the IDJB screen is saved, the job information will appear in the Jobs tab of ISJP.
The job code is the short name, reference code, or number that uniquely identifies this job within the organization. This is the formaltitle by which the organization knows this job. This is the unit to which the job belongs. Occupation is a user-definable occupation code. This field allows you to provide additional text or title information about the job. This field allows you to provide further comments about the job. This field identifies the nature of the job type. This field displays the Workers’ Compensation classification used to determine the WC category for reporting. The Employment Equity Opportunity category is a code used to tie the job to a particular EEO category.Positions tab##
This tab will display any positions associated with this performance management job profile.
You may not add positions directly to this screen. In order to associate a position to a performance management job profile, you must first create the profile and then link that profile with a position through the Maintain Position (IDPS) screen. Once the IDPS screen is saved, the position information will appear in the Position tab of ISJP.
The position code is the number, reference code or abbreviation that uniquely identifies this position within the organization. This is the official or formal title of the position. This field displays the name of the unit to which this position belongs. This field displays the job on which the position is based. This field displays the department in which the tasks take place. This is the location where the tasks are being performed. This field allows you to give a brief description of the position including any details other than the title. This field provides a space for further information about the position. This field shows the nature (i.e. executive, management, supervisory, etc.) of position being defined. This field displays the Workers’ Compensation classification used to determine the WC category for reporting. This field displays the responsibility level of this position, for example, staff, supervisor, or executive. Indicates whether the position is approved, not approved or obsolete. Indicates whether the position is budgeted, not budgeted or encumbered. The number of full time equivalent positions for which a commitment has been made by the organization.
