Calendars : In Oracle Human Resources you define calendars that determine the start and end dates for budgetary years, quarters and periods. For each calendar you select a basic period type. If you are using the Statutory Absence Payments (UK) feature, you define calendars to determine the start date and time for SSP qualifying patterns.
Canada/Quebec Pension Plan (CPP/QPP) Contributions : Contributions paid by employers and employees to each of these plans provide income benefits upon retirement.
Candidate : (iRecruitment) A candidate is a person who has either directly provided their personal and professional information to a company's job site or provided their resume and details to a manager or recruiter for entering in the iRecruitment system.
Candidate Offers : An SSHR function used by a line manager to offer a job to a candidate. This function is supplied with its own responsibility.
Career Path : This shows a possible progression from one job or position from any number of other jobs or positions within the Business Group. A career path must be based on either job progression or position progression; you cannot mix the two.
Carry Over : The amount of unused paid time off entitlement an employee brings forward from one accrual term to the next. It may be subject to an expiry date i.e. a date by which it must be used or lost.
Cascade : A process managers at each level in a hierarchy use to allocate their own objectives to workers who report directly to them. This technique enables the allocation of enterprise objectives in some form to all workers.
Cash Analysis : A specification of the different currency denominations required for paying your employees in cash. Union contracts may require you to follow certain cash analysis rules.
Ceiling : The maximum amount of unused paid time off an employee can have in an accrual plan. When an employee reaches this maximum, he or she must use some accrued time before any more time will accrue.
Certification : Documentation required enrolling or changing elections in a benefits plan as the result of a life event, to waive participation in a plan, to designate dependents for coverage, or to receive reimbursement for goods or services under an FSA.
Chief HR Officer : In DBI for HRMS the Chief HR Officer is the chief executive of the enterprise who can view the HR data at an enterprise-level.
Child/Family Support Payments : In Canada, these are payments withheld from an employee's compensation to satisfy a child or family support order from a Provincial Court. The employer is responsible for withholding and remitting the payments to the court named in the order.
Collective Agreement : A collective agreement is a form of contract between an employer or employer representative, for example, an employer federation, and a bargaining unit for example, a union or a union branch.
Collective Agreement Grade : Combination of information that allows you to determine how an employee is ranked or graded in a collective agreement.
Communications : Benefits plan information that is presented in some form to participants. Examples include a pre-enrollment package, an enrollment confirmation statement, or a notice of default enrollment.
Compensation : The pay you give to employees, including wages or salary, and bonuses.
See also: Elements
Compensation Category : A group of compensation items. Compensation Categories determine the type of compensation that you award under a plan.
Compensation Object : For Standard and Advanced Benefits, compensation objects define, categorize, and help to manage the benefit plans that are offered to eligible participants. Compensation objects include programs, plan types, plans, options, and combinations of these entities.
Competency : Any measurable behavior required by an organization, job or position that a person may demonstrate in the work context. A competency can be a piece of knowledge, a skill, an attitude, or an attribute.See also: Unit Standard Competency
Competency Assessment Template : The entity that configures the Competencies section of an appraisal. See also: Objective Assessment Template
Competency Evaluation : A method used to measure an employee’s ability to do a defined job.
Competency Profile : Where you record applicant and employee accomplishments, for example, proficiency in a competency.
Competency Requirements : Competencies required by an organization, job or position.
Competency Type : A group of related competencies.
Condition : In AME, a Condition is the If part of an Approval Rule that specifies the conditions a transaction must meet to trigger an approval action. A condition consists of an attribute, which is a business variable, and a set of attribute values that you can define. When a transaction meets the specified attribute values, then the application triggers the appropriate action.
Configurable Business Rule : In HRMS position control and budgeting, predefined routines (also called process rules) that run when you apply an online transaction, and validate proposed changes to positions, budgets, or assignments. You set their default status level (typically Warning) to Warning, Ignore, or Error.
Configurable Forms : Forms that your system administrator can modify for ease of use or security purposes by means of Custom Form restrictions. The Form Customization window lists the forms and their methods of configuration.
Consideration : (iRecruitment) Consideration means that a decision is registered about a person in relation to a vacancy so that the person can be contacted.
Consolidation Set : A grouping of payroll runs within the same time period for which you can schedule reporting, costing, and post-run processing.
Contact : A person who has a relationship to an employee that you want to record. Contacts can be dependents, relatives, partners or persons to contact in an emergency.
Content : When you create a spreadsheet or word processing document using Web ADI, the content identifies the data in the document. Content is usually downloaded from the Oracle application database.
Contingent Worker : A worker who does not have a direct employment relationship with an enterprise and is typically a self-employed individual or an agency-supplied worker. The contingent worker is not paid via Oracle Payroll.
Contract : A contract of employment is an agreement between an employer and employee or potential employee that defines the fundamental legal relationship between an employing organization and a person who offers his or her services for hire. The employment contract defines the terms and conditions to which both parties agree and those that are covered by local laws.
Contribution : An employer's or employee’s monetary or other contribution to a benefits plan.
Core Competencies : Also known as Leadership Competencies or Management Competencies. The competencies required by every person to enable the enterprise to meet its goals.
Costable Type : A feature that determines the processing an element receives for accounting and costing purposes. There are four costable types in Oracle HRMS: costed, distributed costing, fixed costing, and not costed.
Costing : Recording the costs of an assignment for accounting or reporting purposes. Using Oracle Payroll, you can calculate and transfer costing information to your general ledger and into systems for project management or labor distribution.
Court Order : A ruling from a court that requires an employer to make deductions from an employee's salary for maintenance payments or debts and to pay the sums deducted to a court or local authority.
Credit : A part of the Qualifications Framework. The value a national qualifications authority assigns to a unit standard competence or a qualification. For example, one credit may represent 10 hours of study, a unit standard competence may equate to 5 credits, and a qualification may equate to 30 credits.
Criteria Salary Rate : Variable rate of pay for a grade, or grade step. Used by Grade/Step Progression.
Current Period of Service : An employee's period of service is current if their most recent hire date is on or before the effective date, and either the employee does not have a termination date for their latest employment, or their termination date is later than the effective date.
Note: In Oracle HRMS an employee cannot transfer from one business group to another. To
move from one business group to another, the business group they are leaving must terminate the employee, and the business group they are joining must re-hire the employee. Therefore the definition of period of service, above, does not take account of any service prior to the most recent business group transfer.
Current Period of Placement : A contingent worker's period of placement is current if their most recent placement start date is on or before the effective date, and either the contingent worker does not have a placement end date for their latest placement or their placement end date is later than the effective date.
