primary assignment flag meaning

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TABLE: HR.PER_ALL_ASSIGNMENTS_F

Object details.

PER_ALL_ASSIGNMENTS_F is the DateTracked table that holds information about employee assignments. It also holds details of assignments for which an applicant has applied. The ASSIGNMENT_TYPE is E for an employee assignment, and A for an applicant assignment. Employees must have at least one employee assignment at all times in a period of service, and each assignment must have a unique number. Employees can have multiple assignments at any time, but there must always be a designated primary assignment. Applicants must have at least one applicant assignment throughout their application. Each assignment has an assignment status that can change over time.

Storage Details

Primary key: per_assignments_f_pk.

Foreign Keys

Cut, paste (and edit) the following text to query this object:

Dependencies

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In Oracle SQL, what does PRIMARY_FLAG(+) = 'Y' do?

I'm looking at this chunk of SQL from a query:

What is the PRIMARY_FLAG(+) = 'Y' part for? thanks!!

edit: hmm , I think I've found a lead - Oracle "(+)" Operator

Yes, it's the old (pre-ANSI SQL) outer join operator.

In this particular usage, however, it's worth making an additional point.

If you have a query such as:

then you're going to show all the parent names, even those without children. (That's what the (+) operator does. If there are rows in parent that don't have any children, those rows will still be shown, with a NULL value for child_name.)

Now, what if you wanted to show parents, even those without children, but only female children?

If you do something like:

that would effectively invalidate the outer join. Since any outer joined rows would have NULL for all the rows where no data is present in CHILD, the "b.gender='F'" would effectively cancel out the outer join, by filtering out the outer joined rows.

So, if instead, you do something like:

That would give you the desired effect. It would show only females for rows joined from PARENT to CHILD, and for rows w/ missing children, they would not be filtered out.

So, even though you didn't show the complete query, my guess is that you're outer joining to the table that has the PRIMARY_FLAG column, and this predicate is saying, show me all the rows where PRIMARY_KEY is 'Y' or PRIMARY_KEY is NULL due to outer join to a row that doesn't exist.

Hope that's clear.

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3035459 - Primary Assignment Flag does not show for an employee with two employments

A concurrent employment has been added to an employee with one employment in the system and the primary assignment yellow flag does not show up in the primary employment assignment. 

"Image/data in this KBA is from SAP internal systems, sample data, or demo systems. Any resemblance to real data is purely coincidental."

Environment

SAP SuccessFactors Employee Central

Reproducing the Issue

• Within an employee's profile, click on "actions";
• Then, select the option to add a new employment to the employee;
• Fill out the required information and submit the additional employment.
• Once the additional employment record is created, it is not possible to see the primary assignment yellow flag next to one of the employee's employment.
• The "Secondary Assignments" MDF object for the user has the field "Effective Start Date" to a date into the future.
• The system will only display the primary assignment yellow flag once the created secondary assignment effective date is reached.

The Secondary Assignments Effective Date will be the same date as the Hire Date defined when creating the additional Employment for the employee. 

It is possible to manually change the Secondary Assignments Effective Date, if it's desired to have the Primary Flag before the user's hire date, by following the steps below:

• Access "Manage Data"
• Search for the object "Secondary Assignments";
• Set the "Include Inactives" field to Yes;
• Define the "Search As Of" field to on or after the defined hire date for the employment;
• Search for the employee by his/her employee ID (Person ID) on the second field next to the object search field.
• Now, on the Effective Start Date field for this Secondary Assignments object, change it to the desired date.

Please, note : this change will not influence the defined hire date for the user, nor when his/her EC records will become effective.

2318773 - Employee Central Implementation - Concurrent Employment FAQ

Primary flag does not show, main assignment flag not showing, concurrent employment , KBA , LOD-SF-EC-CON , Concurrent Employment , How To

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Document History

February Maintenance Pack for 18C

Revision History

Feature Summary

Refresh Manager Hierarchy Improvement for OTBI

January Maintenance Pack for 18C

Ireland Employment ID

Human Resources

Onboarding Enhancements

Position Management: Graphical Position Hierarchy Layout

Limit Size of Photo Uploads

Simplified Navigation for Document Records

Seniority Dates Changes

Security Profile for Selection of Managers and Workers

Extensible Flexfields for Grades

Public Workers REST API

Parameters for Descriptive Flexfields

Add Assignment Guided Process

Change Assignment Guided Process

Enhancement to Checklist Task Notification

Worker Data Validation Report

Required Gender Field

Fiscal Code Validation

Worklife Solutions

Challenge Other Volunteering Teams

Opting To Be Waitlisted on Projects

New Job Role

Updating Approved Organizations

Support for Validating Addresses

New Manage Wellness Role or Admin Role Specific to Manage Wellness

Capture More Incident Events with Six New Event Types

HR Optimization

Model Position and Manager Hierarchies with Workforce Modeling

Performance Improvement - Manager Hierarchies

Modification to PII Security - Person Real Time

New Dimensions - Person Global and Local Names - Person Real Time

New Common Dimension - Grade Ladder

New Common Dimension - Union

Assignment Manager List Dimensions - Manager Flag

Changes to Metrics - Workforce Trend Real Time

New Attribute - Initial Start Date in Employment Contract Real Time

September Maintenance Pack for 18B

Additional Country Extensions in Global Payroll Interface Extract Definition

August Quarterly Maintenance Pack for 18B

UK Absence Seniority Date

New Onboarding Experience

Enhancements to Checklist Functionality

Document Records Enhancements

Grade Code and Set Name Displayed in Valid Grades Region for Jobs and Positions

Configurable In-App Notifications for Workforce Deployment Based on Reports

Validation to Prevent Loading Departments with Legislation Code

Dependent and Foreigner Information

Maternity Entitlement Formula for Absence Management

Person Name and Address Validations

Invite Employees to Volunteer

Volunteer as a Team

Share Volunteering Update on Social Media

Improved Volunteering Administration Dashboard

Enhanced Skill Search

New Attributes - Person Real Time Subject Area

New Concatenated Attribute - Person Name and Number

Health and Safety

Vehicle and Passenger Details - Incidents Real Time

August Quarterly Maintenance Pack for 18A

Enhancements to Checklist Task Notification

June Maintenance Pack for 18A

ADP Workforce Now Integration

Release Feature Summary

Automatic Generation of Position Code

Configure Transaction Rules for Information Sharing

Assignment Category, Union and Collective Agreement Attributes Added on the Manage Positions and Position Synchronization Pages

Workforce Structures Minimum Search Characters

Mass Legal Employer Change

Document Records and Document Delivery Preferences Security Enhancements

Configurable Email Notifications for Workforce Deployment Based on Reports

Improved Directory Search Results

Enhanced National Identifiers Validation

Existing Flexfield Replaced by Statutory Dependent Field

Maintaining Person Information

Maintaining Work Structure Information

Maintaining Employment Information

Record of Employment Leave of Absence Events

Record of Employment Events: Creating and Removing Event Notifications

Vacation Accrual Formula for Absence Management

Sickness Entitlement Formula for Absence Management

Simple Steps to Register and Get Started

Track Updates and Progress from Volunteering Dashboard

Organized Administration Dashboard to Manage Volunteering

User Interface Improvements to Manage Activity Tracking Services

Transactional Business Intelligence

New Attributes for Worker's Employment Contract

New Attributes for Collective Agreements

New Dimensions for the Setup Objects and Profiles Real Time Subject Area

Improved Performance of the Organization Hierarchy

Performance Improvement of the Position Hierarchy

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

• Release Updates (18A, 18B and 18C)
• Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal. If you are on Update 18A, you will only have features that are in 18A or the Monthlies for 18A, you will not have 18B features until you receive the 18B update. You can however read ahead on future release so you can make plans for when you will receive the next update.

If you are upgrading from Release 12, you should read all features up through the Release Update that you will receive in the upgrade, this can also be found in Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud.  Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1 ). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

• HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
• Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information.  Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

• Talent Management Cloud (All Talent applications)
• Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
• Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

• Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE:  All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at [email protected]. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.

Opt In Only = These features are made available for use via Opt In. No additional setup steps are required.

Opt In, Plus Additional Steps Required = To use these features you must first Opt In, then perform additional setup steps.

Steps Required (No Opt In) = Setup steps must be performed before these features can be used. For example, new or expanded BI subject areas need to first be incorporated into reports. Integration is required to utilize new web services.

Global Human Resources

Oracle Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while insuring compliance and increasing total workforce engagement.

The performance of the Refresh Manager Hierarchy process has been improved for the OTBI manager hierarchies. A new denormalized table is delivered specifically for top down OTBI manager hierarchies, with the following capabilities:

• This table is populated only when the Refresh Manager Hierarchy is run. It is not populated when UI updates are made or HDL is run. 
• A full refresh with parameter value of 0 refreshes the new OTBI table. A full refresh with no parameter values populates the existing denormalized tables.
• You can incrementally refresh the new OTBI table by entering a negative number of days in the parameter. For example, entering a parameter value -3 incrementally refreshes the new OTBI table; Entering a parameter value 3 incrementally refreshes the existing denormalized tables.

Steps to Enable

No steps are required to enable this feature.

NOTE:  All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

Human Capital Management for Ireland

Oracle HRMS (Ireland) supports country specific features and functions for Ireland. It enables users to follow Ireland’s business practices and comply with its statutory requirements.

You can record the Employment ID for your employees in accordance with the Ireland Revenue requirements.

The statutory deductions component is automatically generated when the employee is hired or rehired. Use the Manage Calculation Cards task and select the Statutory Deductions calculation card. The Employment ID is displayed on the PAYE Details calculation component details.

You can use the HCM Data Loader (HDL) to update this field with a custom value.

Employment ID

The Employment ID is used in the reporting processes to ensure compliance.

HCM Cloud applications have two types of patches you can receive that are documented in this What's New:

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1) . These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

Add New Task

Line managers and HR specialists now have the ability to define and add a new task to an employee, even after a checklist is allocated.

Add a New Task

Others’ Incomplete Tasks

Line managers and HR specialists now have the ability to view the list of tasks where the performer of the task is a user other than the employee or themselves. They can view the progress of the incomplete tasks of other performers and send reminders to them as well. This section is available on the Employee Progress page.

Other's Incomplete Tasks

Key Resources

For more information, go to Applications Help for the following topic:

• Enterprise Onboarding: Explained

You can now manage the HCM position hierarchy in a graphical layout. You can easily visualize the position hierarchy layout and move the nodes and perform actions on each position node. You must enable the Use HCM Position Hierarchy option on the Manage Enterprise HCM Information page to view and manage the hierarchy. All changes you make to the hierarchy are submitted as one transaction.

Position Hierarchy Icon on the Manage Positions Page

Click the position hierarchy icon in the search results to the view the hierarchy for that position.

Graphical HCM Position Hierarchy

You can perform the following actions on a position node in the hierarchy:

• Create a child position
• Duplicate position
• Add existing position as a child
• Edit position
• View incumbent details

You can also drag and drop the position nodes in the hierarchy to update the reporting relationship between two positions.

In addition to the position name and business unit, you can also view the job, department, and location for each position. Click the Expand icon to display the additional position attributes.

Click the incumbent number to view the incumbent details. All changes you make to the hierarchy are submitted as one transaction.

As a prerequisite, you must enable the HCM Position Hierarchy to view the graphical position hierarchy:

• Click Navigator -- Setup and Maintenance .
• On the Setup page, click the Tasks panel drawer.
• In the Tasks panel drawer, click Search .
• In the Search text box, enter Manage Enterprise HCM Information and click the Search icon.
• Click Edit -- Update .
• In the Position Hierarchy Configuration section, select Use HCM Position Hierarchy
• Click Submit.

Tips And Considerations

• You can configure the position attributes that are displayed on a position node using personalization.
• You can see the HCM Position Hierarchy icon only if you have the HCM Position Hierarchy function security privilege.
• The nodes that you can see in the hierarchy depend on your data security access.

For more information, go to Applications Help for the following topics:

• Graphical Position Hierarchy: Explained
• Creating a Graphical Position Hierarchy: Worked Example
• HCM Position Hierarchy: Explained

Role Information

If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new subject area is mapped to relevant job roles. This table identifies the required function security role and suggests target job and abstract roles.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.

You can't upload photos of size 20 MB or larger. Since large-sized photos are causing a performance issue, an error is added to prevent users from uploading photos of size 20 MB or larger. The recommended size for photos remains equal to or less than 2 MB.

Error Displayed When Uploading Large-Sized Photos

• Uploading My Photo: Procedure
• Loading Person Photos: Points to Consider

You can quickly access your document records now from Quick Actions, Person Spotlight, My Team work area, and person smart navigation. The previous Document Records work area is no longer available from Release 18.C onwards.

My Team Quick Actions: Manage Document Records

Use the improved Configure Seniority Date Rules setup page, which includes the following changes:

• Business Unit is added as a triggering attribute.
• Union Member flag is added as a rule filter.
• Ability to select multiple filter values for each seniority rule is added.
• The 'Person Type' and 'Bargaining Unit' filters are removed.
• The 'Work Terms' value is removed from the 'Level' list of values.
• The 'Source of Seniority Hours' field is removed.
• If you want to convert hours to length of service, a conversion rule can now be defined for each individual rule as compared to one generic rule earlier.
• You can now override the basis on which seniority is calculated at the individual seniority rule level. For example, you can now specify whether a seniority rule should always be calculated in hours even if the worker's assignment seniority basis is days.

Configure Seniority Dates

The following are the changes on the Manage Seniority Dates page:

• You can now enter the manual adjustment in decimals for seniority dates.
• If a seniority rule is not applicable for a worker or the seniority rule calculates a null length of service, the seniority rule is no longer displayed on the Manage Seniority Dates page.

Manage Seniority Dates

The following are the changes to the fast formula, user entity, and security:

• Additional contexts are added to the 'Employment Seniority Date Adjustment' fast formula type.
• Additional user entities and corresponding database items are now available to support various extract and integration requirements.
• The HR Analyst job role is now granted the view-only security privilege.

The list of values for selecting a manager or worker is now secured using the public person security profile. This change has an impact on:

• Manager selection in the Change Manager section for all flows.
• Manager selection in the Reassign Directs section for all flows.
• Worker selection in the Add Directs section for all flows.
• Worker selection for the Rehire Authorizer in the Termination flow.

This feature is available in the Responsive pages.

You can now capture legislative information for grades on the Create and Edit Grade pages using the extensible flexfields.

For more information, go to the Applications Help for the following topic:

• Extensible Flexfields: Explained

You can use the Public Workers REST API to retrieve public information about all the active workers in Oracle HCM Cloud. This is a secured API that provides read-only access to generally available public person records of workers in the organization. Person records include employees, contingent workers, pending workers, and nonworkers.

For example, as an employee, you can query your own record and search for other employees based on various criteria from your directory application that can read and display data directly from Oracle HCM Cloud. The application makes a REST service call to Oracle HCM Cloud to return and display the appropriate public data. The information retrieved is nonsensitive in nature that all workers can access in a corporate directory.

The Public Workers REST API is secured with the Public Person Security Profile which identifies the people that you can search for in the worker directory. Based on your organizational needs, you can also define custom public person security profile to restrict the availability of workers in the directory.

Users require the following aggregate privilege to use the Public Workers REST API. Assign this privilege to your custom roles as appropriate.

The flexfield segments can now have list of values dependent on standard attributes, for improved user experience and accuracy of data. A large number of assignment and work relationship attributes are now available as flexfield parameters for the following descriptive flexfields: Assignment (PER_ASG_DF) and Work Relationship (PER_PPS_DF).

The following attributes have been enabled for the Assignment (PER_ASG_DF) flexfield:

• Action (ACTION_CODE)
• Action Reason (REASON_CODE)
• Assignment Category (EMPLOYMENT_CATEGORY)
• Assignment Status (ASSIGNMENT_STATUS_TYPE)
• Assignment Status ID (ASSIGNMENT_STATUS_TYPE_ID)
• Bargaining Unit (BARGAINING_UNIT_CODE)
• Business Unit (BUSINESS_UNIT_ID)
• Collective Agreement (COLLECTIVE_AGREEMENT_ID)
• Department (ORGANIZATION_ID)
• Effective End Date (EFFECTIVE_END_DATE)
• Effective Start Date (EFFECTIVE_START_DATE)
• Grade (GRADE_ID)
• Job (JOB_ID)
• Legal Employer (LEGAL_ENTITY_ID)
• Legislation (LEGISLATION_CODE)
• Legislation (LEGISLATION_CODE_VALUE)
• Location (LOCATION_ID)
• Person ID (PERSON_ID)
• Person Type (PERSON_TYPE_ID)
• Primary Assignment Flag (PRIMARY_ASSIGNMENT_FLAG)
• Primary Flag (PRIMARY_FLAG)
• Union (UNION_ID)
• Worker Category (EMPLOYEE_CATEGORY)
• Worker Type (SYSTEM_PERSON_TYPE)

Assignment Flexfield Parameters

The following attributes have been enabled for the Work Relationship (PER_PPS_DF) flexfield:

• Period of Service ID (PERIOD_OF_SERVICE_ID)
• Period Type (PERIOD_TYPE)
• Start Date (DATE_START)

Work Relationship Flexfield Parameters

You can now add an assignment or temporary assignment for the people you manage by using the Add Assignment guided process.

This new guided process:

• Is a simplified design to be responsive on mobile devices.
• Is a combination of the current Add Assignment and Add Temporary Assignment processes.
• Is available for Line Managers and HR Specialists.

The primary assignment data of the worker is defaulted in the Add Assignment guided process thereby making the process intuitive for the line managers.

Line managers can access the Add Assignment guided process from Quick Actions, Actions menu in the My Team work area, and person smart navigation.

Add Assignment Questionnaire Page

Add Assignment Compact Guided Process

Many new assignment attributes are hidden out of the box for this Add Assignment guided process. You can display these attributes according to the business requirements using the HCM Page Configurator.

The existing 'New Assignment' approval rule continues to be used to configure specific approval conditions for the Add Assignment guided process.

Security Privileges

The following table shows the aggregate privileges that support this feature and the predefined roles that inherit them.

If you are using the predefined roles, no action is necessary. However, if you are using custom versions of these roles, you must add these aggregate privileges to your custom roles to use this feature. See the Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide on My Oracle Support ( Document ID 2023523.1 ) for instructions on implementing new functions in existing roles.

You can now change an assignment for the people you manage as a HR Specialist by using the Change Assignment guided process.

This guided process:

• Is a simplified and responsive design for use on mobile devices.
• Change Employment
• Start Probation Period
• End Probation Period
• End Assignment
• End Temporary Assignment
• Extend Temporary Assignment
• Demote Employment
• Suspend Assignment
• Is available for HR Specialists. However, you can also make this process available for Line Managers.

HR Specialists and Line Managers can access the Change Assignment process from Quick Actions, Actions menu in the My Team work area, and person smart navigation.

Change Assignment Questionnaire Page

Change Assignment Compact Guided Process

Many new assignment attributes are hidden out of the box for this Change Assignment guided process. You can display these attributes according to the business requirements using the HCM Page Configurator.

You must use the 'Change Assignment' approval rule to configure specific approval conditions for the Change Assignment guided process.

Use the more user-friendly task notification buttons Mark as Complete and Mark as Not Applicable instead of the Completed and Rejected labels respectively.

Additionally, from the next release onwards, the Actions drop down from all checklist notifications will be deprecated. Only the two action buttons Mark as Complete and Mark as Not Applicable will be available on the checklist notifications.

HCM Country and Vertical Extensions

Oracle HRMS supports country specific features and functions. It enables users to follow the business practices and comply with statutory requirements.

Run the Worker Data Validation Report to get a list of employees with missing or invalid HR data by localization.

The delivered output is in PDF or Excel spreadsheet format and lists workers whose details fail the validation checks on:

• Existence of a record for various attributes at person data level
• Cross validation between the national identifier and the date of birth
• Correct format for the national identifier
• Maximum number of records for the Citizenship attribute.

See the following table for the validations enabled for each localization.

Worker Data Validation Report Details by Country

You can use the report results to make the HR data complete and valid by adding the missing information or correcting the faulted records for the listed people belonging to a certain legal employer.

Worker Data Validation Report Extract Example

There are no steps necessary to enable this feature. Run this report from the Data Exchange work area, Payroll: Submit a Process or Report task.

You must specify the legal employer and the effective date to run the report, which should not be prior to the hiring day for the targeted workers in the report.

For more information on this report, go to Applications Help for the following topic:

Human Capital Management for Czech Republic

Oracle HRMS (Czech Republic) supports country specific features and functions for Czech Republic. It enables users to follow Czech Republic’s business practices and comply with its statutory requirements.

The Gender field used to be an optional field, but is now a required field.

Human Capital Management for Italy

Oracle HRMS (Italy) supports country specific features and functions for Italy. It enables users to follow Italy’s business practices and comply with its statutory requirements.

You can now record the fiscal code for Italian employees during the new hire process.

The validation of the fiscal code format includes consistency checks of the fiscal code format against first name, last name, date of birth, gender, and city or country of birth.

On the Person Management page, you can select Fiscal code in the National ID Type field, under the National Identifiers section.

To enable the consistency check on city and country of birth you must set up the geography structure for Italy, whereas the other consistency checks will be triggered independently from the presence of the geography setup.

The following table describes the geography structure for Italy:

Run the Worker Data Validation Report to get a list of employees with missing or invalid HR data. The delivered output is in PDF or Excel spreadsheet format and lists workers whose details fail the validation checks on gender and primary address:

You can use the report results to make the HR data complete and valid by adding the missing information or correcting the faulted records for the listed people belonging to a certain legal employer. This helps to reduce errors in statutory reports or processes.

There are no steps to enable this feature.

Corporate Social Responsibility

Oracle Corporate Social Responsibility represents a corporation's initiatives to take responsibility for its effects on the environment and social well-being. Corporate social responsibility is increasingly becoming a decisive factor in HR processes to recruit, retain, and motivate the most qualified employees.

You can now challenge other volunteer teams to participate in a volunteering project. Only team leads can accept or decline a challenge posed to their team. Teams participating in a challenge can track the volunteering progress of their own team and other teams by viewing the team members who are participating, the total hours volunteered by the teams, and other team details.

Challenge a Team

• Team Challenges: Explained

You can now register for a volunteering project of your choice even if the capacity is full by registering and opting to be on the waitlist. When space becomes available, you will receive a confirmation. In addition, administrators can increase the maximum capacity of popular projects to accommodate waitlisted volunteers.

Opting To Be on Waitlist

• Registering for a Volunteering Project: Procedure

A new job role, Corporate Social Responsibility Manager (ORA_HHR_CORPORATE_SOCIAL_RESPONSIBILITY_MANAGER_JOB), is provided in this update. This job role inherits the existing Manage Volunteering Configuration (HHR_MANAGE_VOLUNTEERING_CONFIG_PRIV) function security privilege. Provision this job role to employees whose responsibilities include approval of nonprofit organizations and projects.

New Job Role in Volunteering

The following function security privilege is currently granted to the predefined Human Capital Management Application Administrator job role:

All existing notifications that are designed to be delivered to Volunteering administrator users shall be modified and delivered to users who are assigned the new Corporate Social Responsibility job role.

As this function security privilege is now also granted to the Corporate Social Responsibility Manager job role, it will be removed from the predefined Human Capital Management Application Administrator job role in a future update.

If you're using the predefined Human Capital Management Application Administrator job role, then no action is necessary. If you're using a custom version of the Human Capital Management Application Administrator job role, then you may want to remove the Manage Volunteering Configuration function security privilege from that role. For information about updating custom roles after upgrade, see the Release 13 Security Upgrade Guide on My Oracle Support ( document ID 2023523.1 )

You can now update an approved organization for details related to type, mission, location, image, and contact information without having to go through the approval process again.

Edit Volunteering Organization

• Can I edit a volunteering organization after it's approved?

Support for configuring and validating addresses in Volunteering is now possible through the TCA address component.

Editing Address Style

• Geography Validation: Explained

Employee Wellness

Oracle Employee Wellness supports corporate initiatives to improve employee fitness and health through the use of opt-in wellness features. This application integrates with popular fitness tracking services to simplify and automate the acquisition of exercise data from a wide range of devices.

You can now assign the new Employee Wellness Manager role to employees who manage the wellness program for your organization. This role enables users to access the Manage Wellness work area.

The privileges assigned to the Employee Wellness Manager role can be viewed from the Security Console work area as shown below:

Privileges Associated with Employee Wellness Manager

This table shows the security privileges that are currently granted to this job role.

The Benefits Administrator role continues to include these function security privileges even though they are granted to the new Employee Wellness Manager role. The privileges might be removed from the Benefits Administrator role in a future update.

Workforce Health and Safety Incidents

Oracle Health and Safety supports corporate initiatives to track and improve health and safety in the workplace.

Use the new incident event types to record more events with different types. Capture the details of the incident and use the correct event type for accurate analysis and reporting. The six new incident event types included in this release are:

Air Quality

Fire or Explosion

Suggestion for Improvement

The following screen capture illustrates the self-service kiosk page displaying all 12 incident event types:

Kiosk User Interface for Self-Service User

Report adverse air quality conditions related to the working environment.

Create Air Quality Event

Report an adverse ergonomic condition experienced by a worker.

Create Ergonomic Event

Report an event relating to a fire or explosion to capture critical information for investigation, analysis, and remediation activities.

Fire or Explosion Event

Report an environment, health and safety related issue to manage corrections and improvements to systems, processes, and operating activities.

Reporting issue event is available for the professional user only.

Issue Event

Report a suggestion for improvement to capture ideas and insights to improve employee health and safety outcomes.

Suggestion for Improvement Event

Report an unsafe act to better track employee adherence to safe work practices.

Unsafe Act Event

The Issue incident event type is only available in the professional users.

Workforce Modeling

Oracle Workforce Modeling provides an integrated solution supporting Oracle Global Human Resources and provides an easy to use, drag and drop interface that allows you to create reorganization proposals and assess their impact before they are even sent for approval. The intuitive interface and integration with Oracle Global Human Resources ensure that changes are accurately reflected and validated in the transactional system.

Model your line manager hierarchy, position hierarchy, vacancies, and requisitions with the new and improved Workforce Modeling feature.  Select either a top manager or a top position and then model either manager or position hierarchies, or both.

Create Model Dialog Window

The hierarchy starts with the top manager or position and includes assignments, positions, vacancies and requisitions. They report to the top manager or position, either directly or indirectly.

Include positions by using the new HCM Position Hierarchy.  Use options such as add new positions, change positions, inactivate or delete positions, and change position incumbents to model the position hierarchy.

Create Child Position Dialog Window

Drag and drop such position changes on the graphical hierarchy within Workforce Modeling.  Use the position synchronization and position defaulting features with workforce modeling.

Position Hierarchy in Workforce Modeling with a New Position Created

Import Taleo requisitions to display in the model using the interface. If available, you can create, update, and delete the Oracle Recruiting Cloud requisitions. Create the Oracle Recruiting Cloud requisitions from vacancies and assignments. You can also convert vacancies into positions.

Create Requisition Dialog Window in Workforce Modeling

Easily view the impact of the model on the top manager or position hierarchy and the impact outside the hierarchy. Approvers can review the impact on their organization and outside their organization with approval notifications.

HCM Transactional Business Intelligence

Oracle Transactional Business Intelligence is a real time, self service reporting solution offered to all Oracle® Cloud application users to create ad hoc reports and analyze them for daily decision-making.  Oracle Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

Don’t want to start from scratch building a report or analytics? Check out the library of sample reports for all products on Customer Connect on the Report Sharing Center.

Improve the performance of your analyses that use the assignment manager and matrix manager hierarchies with the new enhancements made to make them render faster. The existing process “Refresh Manager Hierarchy” needs to be run to populate data into the new “PER_MANAGER_HRCHY_REPORTEES_DN” table.

As a part of this project, the following Manager Hierarchies now perform better:

• Assignment Manager
• Assignment Manager (Unsecured)
• Matrix Manager

Previously, these hierarchies were based on a view which caused performance issues and they are now materialized, in the new table  “PER_MANAGER_HRCHY_REPORTEES_DN”

The existing process “Refresh Manager Hierarchy” needs to be run to populate data into the new “PER_MANAGER_HRCHY_REPORTEES_DN” table.

For users who upgrade from previous release(s), the entire Process needs to be run again to populate data into the new table. Also, there is no change in any of the Subject Areas due to this, the presentation structure remains the same.

Enhance your reporting on worker Personally Identifiable Information (PII).  Human Resource Analysts will be able to access confidential information for all the people within their security profile allowing them to query contacts of workers and their contact details (name, phone, email and address). This allows them to build an emergency contact report in OTBI.  Line managers will not be able to access any confidential information for anyone including their direct or indirect reports.

Enhance your reporting on worker names with the new dimensions added to display both the local and global names of the workers in the analyses.

As part of this enhancement two new dimensions are added to the Person Real Time subject areas. Both of these dimensions have same attributes as in the existing Person Names dimension. However, the values rendered from these new dimensions are based on the data entered for the workers in HCM application.

Enhance your reporting on common dimensions with the addition of the new workforce structure 'Grade Ladder' to the OTBI subject areas. All the subject areas that have the Grade dimension include the Grades Rate Real Time subject area.

The worker dimension has been enhanced with the following attributes:

• Grade Ladder 
• Grade Step Progression Eligibility Flag 
• Grade Step 

The Position and Job dimensions have been enhanced with the following attribute:

• Grade Ladder

Enhance your reporting on worker unions with the addition of the new common dimension named Union across all the HCM OTBI subject areas that also have the Collective Agreements dimension.  This new dimension is flex enabled.

This is similar to Department, Business Unit, Legal Employer, and so on, but with a different classification code (ORA_PER_UNION).

Enhance your reporting on assignment manager list dimensions with the new flag added to indicate whether the worker in the list is a manager or not. The flag indicates whether they have direct reports or not. Two new attributes – Manager Flag Code (with values Y/N) and Manager Flag (with Values Yes/ No) are introduced in both the secured and unsecured Assignment Manager List dimensions.

Enhance your reporting on the headcount metrics in the Workforce Trend real-time subject area. Some headcount metrics have been modified as level-based metrics.

With this enhancement the period start and end headcount metrics are not impacted by the attributes from the HR Action and HR Action Reason dimensions.  For example, period start and end headcount by voluntary or involuntary terminations show all the headcount ignoring the voluntary or involuntary attribute, however, terminations take account of this attribute.

Another change to the start, end, and average headcount and FTE measures is to exclude the inactive assignments. These measures are used to calculate turnover. The changes are: 

• Period Start Headcount: Lists the Headcount as on first day of the Period. It considers those assignments that are in Active and Suspended statuses on the first day of the period.
• Period End Headcount: Lists the Headcount as on last day of the Period. It considers those assignments that are in Active and Suspended statuses on the last day of the period.
• Period Start Active Headcount: Lists the Headcount as on first day of the Period. It considers those assignments that are in Active status on the first day of the period.
• Period End Active Headcount: Lists the Headcount as on last day of the Period. It considers those assignments that are in Active status on the last day of the period.
• Average Period Headcount: Average of Period Start Headcount and Period End Headcount.

We have made it easier for you to report on worker employment contracts using the new attribute to report on the initial start date of the employee's contract. The new attribute 'Initial Start Date' is added to the Employment Contract Details folder in the Employment Contract Real Time subject area.

HCM Cloud applications have three types of patches you can receive that are documented in this What's New:

• Optional Monthly Maintenance Packs
• Quarterly Mandatory Maintenance Packs (delivered in February, May, August and November). All features that show in the Monthly Maintenance Packs will be included in the next Quarterly Mandatory Maintenance Pack, so no need to request the monthly maintenance packs.

It is important for you to know what Release Update you environment is on. You can find this in your Cloud Portal. If you are on Update 18A, you will only have features that are in 18A or the Monthly and Quarterly updates for 18A, you will not have 18B features until you receive the 18B update. You can however read ahead on future release so you can make plans for when you will receive the next update.

If you are upgrading from Release 12, you should read all features up through the Release Update that you will receive in the upgrade. This can also be found in Cloud Portal.

Global Payroll Interface

Oracle Global Payroll Interface supports features to send personal payroll information to third-party payroll providers and then to import processed payroll data into Oracle Global HR. You can copy and modify predefined extract definitions to meet the requirements of your third-party payroll provider. Before extracting data, payroll coordinators can optionally run the Calculate Gross Earnings process to calculate periodic values to validate gross earnings calculations. If you import processed payroll data or payslips from your third-party payroll provider, the data is available for further reporting and analysis.

Use the enhanced Global Payroll Interface extract definition to support the following countries:

• Saudi Arabia
• United Arab Emirates
• United Kingdom.

When you define Global Payroll Interface for a legislative data group that is within the context of a country, the application generates the country-specific attributes along with the global attributes.

Human Capital Management for United Kingdom

Oracle Fusion HRMS (UK) supports country specific features and functions for the United Kingdom. It enables users to follow the UKs business practices and comply with its statutory requirements.

You can record a date that is different from the hire date on the employees record, to determine the length of service eligibility for UK Statutory Absences.

You can find the Statutory Absence Service Start Date field in the Work Relationship Details section.

Work Relationship Details

HCM Cloud applications have three types of patches you can receive that are documented in this What’s New:

NOTE:  All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness

Customers Upgrading from Release 12

If you're upgrading from Release 12 to Release 13, then you should review all of the release readiness content for Release 13 (updates 17B - 17D, as well as, updates 18A - 18B) to learn about all of the features available in release 13.

Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while insuring compliance and increasing total workforce engagement.

You can now use the Onboarding application to engage new hires continuously during the onboarding process. The application uses the Enterprise Onboarding checklist template to manage the distinct phases of Onboarding. All stakeholders involved in the onboarding process can track and manage their tasks effectively in the Onboarding application.

To access Onboarding:

• Employees navigate to Me > Onboarding
• Line Managers navigate to My Team > Onboarding
• HR specialists navigate to My Client Groups > Onboarding

Employee Onboarding

Line Manager and HR Specialist Onboarding

If you are using the predefined roles, then no action is necessary. If you are using custom versions of these roles, then you must add these aggregate privileges to your custom roles to use this feature. See the Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide on My Oracle Support ( Document ID 2023523.1 ) for instructions on implementing new functions in existing roles. 

Additional fields and tabs are now available when you configure a checklist template for actions such as onboarding, or offboarding.

The following enhancements are now available when configuring standard checklists:

• Checklist Validity – Specify From and To dates for a checklist, thereby allowing you to create checklists for specific time periods.
• Checklist Allocation – Allocate checklists to users based on the number of days before or after the action date.
• Checklist Completion – Mark a checklist as Completed depending on when all tasks (mandatory and optional) are completed or define a period after which the checklist will be automatically set to Completed.
• Checklist and Task Status – Set the checklist status to Draft, Active, or Inactive. Similarly, set the task status to Active or Inactive.
• Task Owner – Assign owners for each task, to make it easier for the performer to contact the task owner for any queries.
• Notifications and Reminders – Configure notifications to be sent to the owner or performer or both when a task is assigned, unassigned, updated or completed. You also configure reminders for the notifications.

The following enhancements are available when configuring Enterprise Onboarding checklists:

• Checklist Category – Select new categories Enterprise Onboarding and Enterprise Onboarding Step to use in the new Onboarding application.
• Action Types – Select new action types Application Task, Configurable Forms, Document, Video in addition to the existing action types External URL and Manual Task.
• Task Dependencies – Define a preceding task for any task that should be completed before the current task.
• Task Library – Select tasks from a list of predefined tasks to assign to new hires during onboarding by line managers and HR specialists.
• Onboarding Phases or Steps –Define multiple stages in an onboarding process with specific onboarding tasks in each stage.
• Configurable Messages and Notes – Configure welcome messages and messages related to a specific Onboarding step. Also, configure specific notes for each task.
• Customer Specific Dashboards – Configure links, documents, videos that are specific to your organization, and those that you want to share with a new hire. Additionally, specify short notes related to the onboarding process, which will be displayed on the Note Board of a new hire.

Enterprise Onboarding

Enterprise Onboarding Step

To create a checklist for Onboarding, you need to define the following:

• Enterprise Onboarding Step - This is the child checklist and comprises of tasks that workers need to perform during any of the onboarding stages or steps. Minimum of one step is required.
• Enterprise Onboarding – This is the parent checklist that links together one or more enterprise onboarding steps.

Enhance the ability of administrators, HR specialists, managers, and employees with the following features in the Document Records work area:

Publish Required : You can make a document record visible on the UI from a specific date. The Publish Date field is now configured to be entered using HDL only, and not from the UI. If you want the document to be visible only after a specific date, you must select Yes or No in the Publish Required field on the Create Document Type page. For example, if you want to make the promotion letter visible starting 1-Apr-2018, select Yes on the Create Document Type page. Then, pass the date of 1-Apr-2018 in the Publish Date field using HDL, when creating document records for the worker.

Document Record and Attachment Preferences : You can configure the document type to restrict the creation, update, and deletion of documents and attachments. Lock the document records and attachments from being updated or deleted after approval and creation by restricting only the update and delete options. This enables document records to be used as self-service request forms, which should not be updated or deleted post approval.

Minimum Attachments : You can specify the minimum number of attachments that a user needs to attach for a specific document type. By default, this field will contain the value 0 (zero).

Context Code : You can now specify the context for the descriptive flexfield (DFF) by using up to 80 characters compared to the earlier limit of 30 characters. This context is defaulted when a document record is created for the document type.

Field Lengths : Specify the document code up to 150 characters and document name up to 80 characters compared to the earlier limits of 105 characters and 30 characters respectively.

You can manage the document types by using the Manage Document Types task in the Setup and Maintenance work area.

Create Document Type

For the Context Code field, we recommend that you not use more than 76 characters because 4 characters are required for prefixing the legislation code with underscore.

Document Record and Attachment Preferences: By default, if update is restricted, then deletion is also restricted and non-editable. Also, if creation is restricted, then deletion and update is also restricted and non-editable.

For more information, go to the Applications Help for the following topics:

• Document Types and Categories: Explained
• What's the purpose of creating a document record?

Two additional columns are added to the Valid Grades region on the Job and Position pages to display the grade code and the set name.

Grade Code and Set Name fields for Valid Grades

You can now configure workforce deployment in-app notifications using Oracle Business Intelligence (BI) Publisher reports. You can use the standard BI Publisher templates to configure the in-app notifications for the following workflow tasks:

• Add assignment
• Add contact
• Add contingent worker
• Add nonworker
• Add pending worker
• Create contracts
• Change assignment
• Change manager
• Change work schedule
• Change working hours
• Document records
• Manage areas of responsibility
• Manage checklists
• Manage directs
• Manage employment
• Manage grades
• Manage grade ladders
• Manage grade rates
• Manage jobs
• Manage locations
• Manage organizations
• Manage positions
• Manage work relationship
• Person external identifiers
• Person notes
• Personal information
• Share information
• Termination

To configure the report templates, you must download the templates from the BI Publisher server and use Microsoft Word to edit them. You upload the edited templates back to the BI Publisher server.

The following prerequisites must be met for using BI Publisher notifications:

• Download and install the Oracle BI Publisher Desktop: http://www.oracle.com/technetwork/middleware/bi-publisher/downloads/index.html.
• Download and install the Template Builder for Word to use Microsoft Word to edit the layout templates. To download, install, and set up Template Builder for Word, see Creating RTF Templates by Using BI Publisher 11g Template Builder for Word

NOTE : You can modify the BI Templates only if you have the BI Administrator role.

You must also configure the profile options to use the BI Publisher for notifications:

• Click Navigator > Setup and Maintenance .
• In the Search text box, enter Manage Administrator Profile Values and click the Search icon.
• Click the Manage Administrator Profile Values task.
• On the Manage Administrator Profile Values page, in the Profile Option Code field, enter BIP_ONLINE and click Search .
• In the Search section, set the following to true.
• BIP_ONLINE_NOTIFICATION_HCM_PER: to use BI Publisher in-app notifications for Global Human Resources only.
• BIP_ONLINE_NOTIFICATION_HCM: to use BI Publisher in-app notifications for all HCM business processes
• You can edit the BI Publisher templates to add headers and text.   
• You can add data model attributes to the template if they already exist in the data model used for the template.
• HCM Email and In-App Notifications Based on Reports: Overview   
• Templates and Data Models Used for HCM Notifications Based on Reports   
• Configuring Workforce Deployment Notifications Using Reports: Worked Example

A new validation was added to prevent providing a value for legislation code when loading organizations if the classification is department. The legislation code is only applicable for organizations that are country-specific like Legal Employer, Tax Reporting Unit and Union.

As the underlying structure is used for all organizations, the attribute legislation code is available even when loading organizations for classifications it doesn't apply to and the new validation prevents bad data from being created.

Human Capital Management for Brazil

Oracle HRMS (Brazil) supports country specific features and functions for Brazil. It enables users to follow Brazil’s business practices and comply with its statutory requirements.

Comply with the Brazilian legislative requirement of capturing dependent and foreigner information by using the following features:

• New value Companion with Declaration of Stable Union is created for the Contact Type list of values.
• Identify contacts with an economic dependency and contacts eligible for legal benefits and calculations.
• Created two new indicators to identify dependents that are Students and dependents that are in University or Technical High School.
• Mandatory dependent documents Brazil Birth Certificate and Brazil Vaccination Certificate are created with their specific attributes in the Document of Records.
• New Work Permit value is added in the Visa and Permits Type list of values.
• New values are added for Temporary Visa and Work Permit in the Visa and Permit Category list of values. The values for Work Permit are the legislative values required for e-Social, the unified statutory Brazilian report of worker events.

Human Capital Management for France

Oracle Fusion HRMS (France) supports country specific features and functions for France. It enables users to follow France’s business practices and comply with its statutory requirements.

You can use the maternity entitlement formula to calculate entitlements based on the following factors:

• Total absence duration
• Various dates such as planned start and end dates, actual start and end dates for maternity or child placement

To do this, you can select the entitlement formula ORA_HRX_FR_MAP_ENTITLEMENT when you create the absence type:

The information entered on the absence record is validated using the validation formula ORA_HRX_FR_MAP_VALIDATION. Warning or error messages are generated in case of inconsistencies and you can make corrections, if required.

You must also select the appropriate legislative grouping code for maternity.

Based on the selected absence type (for example, maternity or paternity) and the legislative grouping code, you can enter additional information in the legislative information section.

You must create the following five absence types with the corresponding legislative grouping code and the pattern Childbirth or placement:

• Adoption Leave
• Maternity Antenatal Pathological Leave
• Maternity Leave
• Maternity Post Pathological Leave
• Paternity Leave

You must set up each absence type with the corresponding legislative grouping code.

Each absence plan must be associated with one absence type, except maternity where you need two plans to differentiate between antenatal and postnatal entitlements,you must also set up the following absence plans with the appropriate legislative grouping code:

• Maternity Antenatal Pathological Plan
• Maternity Antenatal Plan
• Maternity Postnatal Pathological Plan
• Maternity Postnatal Plan
• Paternity Plan

Human Capital Management for Germany

Oracle Fusion HRMS (Germany) supports country specific features and functions for Germany. It enables users to follow Germany’s business practices and comply with its statutory requirements.

You can now enter person names and address data without any validation checks on the user interface.

Person Name Style with Special Characters

Person Address Style with Special Characters

You can run the Worker Data Validation Report to review any issues in parts of addresses such as the postal code and city and make the required corrections, if any.

Corporate social responsibility represents a corporation's initiatives to take responsibility for its effects on the environment and social well-being. Corporate social responsibility is increasingly becoming a decisive factor in HR processes to recruit, retain, and motivate the most qualified employees.

Oracle Fusion Volunteering enables organizations to promote corporate social responsibility initiatives by creating service opportunities for employees to engage and get involved in causes that are most important to each individual.

You can now invite people to volunteer on a specific project. Search, select, and invite workers from your peer group or direct reports. Invited workers can choose to register for the volunteering project.

Invite Others to a Volunteering Project

Volunteering together as a team is now supported. Volunteers can create new teams or search and join existing teams. Team members can invite their teams to volunteer for a project and set team volunteering goals. Individual team members can then register for volunteering projects and work towards achieving the team’s volunteering goal.

Team Volunteering

You can now share updates from your volunteering projects on select social network sites. The Automatic Social Network Updates setting in Volunteering enables you to configure the social network in the Reputation application. When you log volunteering hours for a completed project, the updates automatically appear on the social networking sites of your choice.

Configure Social Network Updates in Volunteering

Enable Updates in Reputation

Improvements in the administrative dashboard enable you to manage administrative tasks effectively. Enhancements related to EIN validation settings, volunteering history, project and project lead ratings, and giveaway summary details help in reviewing the impact of volunteering projects across causes, organizations, and projects.

Workforce Reputation Management

Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations discover, mobilize, and retain talent. This functionality provides insight into workers' social reputation and influence while also monitoring workers' social media usage compliance and mitigating social media risk.

You can now use the enhanced Skills Search feature to find people with the right set of skills. The search now supports natural language text. This means employees can enter what they are looking for in the form of natural language text without worrying about what exact or key words to use. The search analyzer processes the entry based on context or similarity thereby providing wider search results. This also helps fetch better results and enables employees to further filter on the results.

Skill Search

Transactional Business Intelligence for Human Capital Management

Oracle Fusion Transactional Business Intelligence is a real time, self service reporting solution offered to all Oracle® Fusion application users to create ad hoc reports and analyze them for daily decision-making.  Oracle Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

Enhance your reporting on Worker's contacts with the addition of attributes to report on Statutory dependents. The following attributes are added to the folder Person Contact Relationship:

• Statutory Dependent Code
• Statutory Dependent

Enhance your usage of the dashboard prompts that leverages person name in them. A new attribute is added, which is a concatenation of Person Name and Person Number and set Descriptor ID as Person Identifier in Assignment Manager List dimension. This attribute was added to overcome issues with prompts, where the same values existed for manager names for multiple workers.  This is added in OTBI HCM Prompts subject area only.

Enhance your reporting on vehicle incidents using the additional dimensions added to Environment Health and Safety - Incidents Real Time subject area. With this enhancement customers can report on the vehicle incidents, conditions at the time of the incident, and the following vehicle details:

• Multiple vehicle details covering company and non-company ownership of the vehicle
• Driver details for each vehicle
• Passenger details for each vehicle
• Pedestrian or Bicyclist
• Animal or Object

The following dimensions are added to the subject area to report on the details:

VEHICLE INCIDENT

• Driver And Pedestrian or Bicyclist or Animal Or Object Details
• Passenger Additional Details
• Passenger Details
• Vehicle Details
• Vehicle Incident Additional Details

It is important for you to know what Release Update you environment is on. You can find this in your Cloud Portal. If you are on Update 18A, you will only have features that are in 18A or the Monthly and Quarterly updates for 18A, you will not have 18B features until you receive the 18B update. You can however read ahead on future release so you can make plans for when you will receive the next update.

Change to the checklist task status will now be reflected only when the task is marked as Completed or Rejected from the notification. All other actions from the notifications will not impact the checklist task status.

Additionally, the actions Withdraw and Suspend have been removed from the notifications Actions menu.

Oracle Global Payroll Interface supports features to send personal payroll information to third-party payroll providers and then to import processed payroll data into Oracle Fusion Global HR. You can copy and modify predefined extract definitions to meet the requirements of your third-party payroll provider. Before extracting data, payroll coordinators can optionally run the Calculate Gross Earnings process to calculate periodic values to validate gross earnings calculations. If you import processed payroll data or payslips from your third-party payroll provider, the data is available for further reporting and analysis.

You can now use the Global Payroll Interface Report extracts with ADP Workforce Now payroll for third-party processing.

Use the predefined flow pattern to extract global and country-specific fields for US in a CSV format to comply with the Workforce Now standards.

The application captures the relevant data in the following extended flexfield contexts:

• GPI Workforce Now extended Employment Information 
• GPI Workforce Now extended Additional Payroll Information

Use the payroll grouping parameter to extract multiple payrolls data in a single file.

Follow these steps to run the extract flow pattern:

• In the Payroll work area, select Checklist
• On the Payroll Checklist page, click the Tasks panel
• Click Submit a Process or Report
• On the Submit a Process or Report page, select the required LDG
• In the Process or Report section, search for and select Run Payroll Interface For ADP Workforce Now

Submit a Process or Report

• Enter the required parameters.

Enter the Parameters

• Click Next to open the Submit a Process or Report: Enter Flow Interaction page
• Click Next to open the Submit a Process or Report: Schedule page
• Click Next to open the Submit a Process or Report: Review page
• Click Submit
• In the Confirmation dialog box, click OK and View Checklist

WFN Payroll Flow

• Click Go to Task
• On the Payroll Flow page, select View Results from the Actions option

Review Results

• On the View Results dialog box, click OK

Follow the steps given below to enable the flexfield segments at Assignment:

• Navigate to the Payroll Checklist work area.
• Click the Submit a Process or Report task.

Navigation to Checklist

• Search for Manage Global Payroll Interface Features flow.
• Select the flow and click Next .

Select the Flow Pattern

• On the flow parameter page, provide a meaningful Payroll Flow Name.

In the Activate Usage drop down, select Yes .

In the Feature field, search for and select Assignment EIT Information EFF .

Select the Feature

• In the Component field, search for and select GPI Workforce Now Extended Employment Information .

Select the Component

In the Subcomponent field, search for and select the required subcomponent.

NOTE : If you want to enable all the fields, choose “All”.

• Submit the flow.
• To enable the additional data available under Person , repeat the above steps using the following details:

Feature : Assignment EIT Information EFF

Component : GPI Workforce Now Extended Payroll Additional Information

Subcomponent : Select the subcomponents as applicable.

NOTE: Features and the subcomponents under them to be enabled for your implementation depend on the recommendation given by ADP for your implementation. Please consult with ADP before enabling the features and subcomponents.

• Navigate to the Setup and Maintenance .
• Search for and select the task Manage Extensible Flexfields .

• Navigation to Manage Extensible Flexfields In the Name field, enter Assignment EIT Information and click Search .
• In the Search Results section, select Assignment EIT Information EFF row and click Deploy Flexfield .

Deploy Flex Field

• Ensure the deployment completes successfully and the Deployment Status column shows a green check mark.

The level of extended data capture and additional configurations (Value sets, Object Groups and so on) required may vary by individual implementation depending on the customer requirements and the data required by ADP Workforce Now. Finalize the details after analyzing the Implementation guides provided by both Oracle and ADP.

We welcome your comments and suggestions to improve the content. Please send us your feedback at [email protected]. Indicate you are inquiring or providing feedback regarding the Global HR Cloud What’s New for Release 13 in the body or title of the email.

Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while ensuring compliance and increasing total workforce engagement.

You can now generate the position code in any of the following ways:

• Automatically prior to submission
• Automatically upon final save

You can use this feature to reduce the effort in manually providing the position code for each position being created. If you select the automatic method, the generated position code will be numeric across the enterprise level.

Use the Manage Enterprise HCM Information task in the Setup and Maintenance work area to generate position codes for your enterprise. The default generation method is Manual. 

Specify the Position Code Generation Method

The automatically generated position code will be numeric across the enterprise level. The initial position code field validation helps in identifying the starting position code in automatic position code generation.

• If position code is being automatically generated, then provide the source system ID and source system owner in the position dat file to load positions using HCM Data Loader.
• Position Code Generation Methods: Explained

You can configure rules for the Information Sharing process using the Transaction Console in the Navigator.

You can configure the following processes for information sharing:

• Share Information: This approval notification is sent to the person whose information is being shared. For example if a manager shares information for a worker on his team, the worker will receive a notification requesting approval before the information is shared with the recipient.
• Share Information Approval FYI Notification: This notification is sent to the person who shares information indicating that the request has been approved.
• Share Information FYI Notification: This notification is sent to the recipient of the information which is being shared.
• Share Information Reject FYI Notification: This notification is sent to the person who shares the information, indicating that the request has been rejected.

The default rules are configured to be consistent with how the feature worked before this update, and are detailed below:

• Share Information: If the worker's information is shared by the worker, the transaction is automatically approved. If information is shared by someone other than the worker, the approval notification is sent to the worker.
• Share Information Approval FYI Notification: If the worker approves the request to share his information, the FYI notification is sent to the person who initiated the information sharing transaction.
• Share Information FYI Notification: The FYI notification is sent to the recipient identified in the information sharing transaction. If the request was initiated by someone other than the worker, this notification is only sent after the worker approves the transaction.
• Share Information Reject FYI Notification: If the worker rejects the request to share his information, the FYI notification is sent to the person who initiated the information sharing transaction.

The following attributes are added on Create and Edit Position, and Position Synchronization pages:

• Assignment Category
• Collective Agreements

Assignment Category Union and Collective Agreements Fields on the Create and Edit Position Pages

You can now synchronize the assignments with the values for the above position attributes.

• Assignments: Explained
• Contracts and Collective Agreements: Explained
• Managing Collective Agreements: Explained
• Managing Worker Unions: Explained
• Position Synchronization: Explained

You can define the minimum number of characters to search for workforce structure objects using the Manage Enterprise HCM Information task in the Setup and Maintenance work area.

Specify Minimum Number of Search Characters for Workforce Structures

This minimum search characters are used to search for the name and code for each search page depending on the number of objects. For performance reasons, the minimum value is 1.

• If your organization has a detailed department structure with a large number of departments, it is recommended that you use 3 characters to search for departments. whereas if you have a few departments then you can set the value to 1 character to make the search easier.

Enhance the ability of HR Specialists to efficiently transfer workers in bulk from one legal employer to another using the Mass Legal Employer Change process. All the primary assignment data and salary information is copied from the primary assignment of the source work relationship to the destination work relationship for all the selected workers.

You can also select workers from different legal employers to be transferred to the same destination legal employer.

On the Changes page of the Mass Legal Employer Change process, you can provide specific values for certain assignment attributes. These specific values will be applied to all the selected workers and will override the corresponding values on the workers' primary assignment.

Changes Page of the Mass Legal Employer Change Process

After you submit the mass legal employer change process, you can monitor the progress of the scheduled job from the Mass Updates work area dashboard. On the dashboard, there are columns displaying counts related to total, succeeded, warning, and failed workers. The count for warning and failed workers are displayed as hyperlinks. You can click the links to see the details about the warnings or errors. You can create a supplemental batch for workers with errors after the errors are fixed at source.

Manage Mass Updates Dashboard

• Creating a Mass Legal Employer Change: Worked Example
• Mass Legal Employer Change Statuses: Explained
• Adding Population for the Mass Legal Employer Change: Explained
• How can I create a supplemental batch?
• Can I copy the salary during a mass legal employer change?

Simplify access to the Document Records work area by now securing the work area access for line managers and HR specialists using separate privileges.

Streamline access to the document delivery preferences, which are now secured with their own security privileges and not shared with document records.

Provide greater control by now granting delivered read only access privileges to document records and document delivery preferences.

In releases prior mto Update 18A, the seeded Line Manager role was assigned the Manage Person Documentation aggregate privilege. Starting with Update 18A, the Manage Person Documentation privilege is replaced with the Manage Person Documentation by Manager aggregate privilege for the seeded line manager role. Therefore, customers having custom line manager roles will have to update the security configuration of those custom roles to reflect this change in aggregate privilege.

The following are the roles and their defined security privileges:

You can now configure workforce deployment email notifications using Oracle Business Intelligence (BI) Publisher reports. You can use the standard BI Publisher templates to configure the email notifications for the following workflow tasks.

• Download and install the Template Builder for Word to use Microsoft Word to edit the layout templates. To download, install, and set up Template Builder for Word, see Creating RTF Templates by Using BI Publisher 11g Template Builder for Word  
• Click Navigator > Setup and Maintenance.
• In the Tasks panel drawer, click Search.
• Click Manage Administrator Profile Values.
• On the Manage Administrator Profile Values page, in the Profile Option Code field, enter BIP_EMAIL and click Search .
• BIP_EMAIL_NOTIFICATION_HCM_PER: to use BI Publisher notifications for Global Human Resources only.
• BIP_EMAIL_NOTIFICATION_HCM: to use BI Publisher notifications for all HCM business processes.
• BIP_EMAIL_NOTIFICATION: to use BI Publisher notifications for all Oracle Fusion business processes that can use BI Publisher notifications.
• You can edit the BI Publisher templates to add headers and text.
• HCM Email Notifications Based on Reports: Overview
• Templates and Data Models Used for HCM Notifications Based on Reports

The Directory person keyword search is enhanced by lowering the priority of the areas of expertise, areas of interest, and talent skills relative to the other fields searched in the keyword search so that the best results are sorted to the top of the search results. 

When you enter people's names in areas of interest, areas of expertise, or talent skills and search for people in the Directory using a name, the results displayed records where those names matched in the areas of interest, areas of expertise, or talent skills. These person records were listed in the same sort order as other people whose names matched.   

For example, if there are two people with the names 'Simpson, Charles' and 'Simpson, Thomas' and no data in the areas of expertise.  A third person whose name is 'Adams, Sue', but has entered 'Simpson' in her areas of expertise.  

Prior to this enhancement, if a person keyword search was performed with ‘Simpson’, the Directory search results were returned as:

Simpson, Charles

Simpson, Thomas

The above results, while were correct, was not expected by most employees.  While 'Adams, Sue' should be returned in the search results because her record has 'Simpson' in the areas of expertise, most employees expect her record to be lower in the search results.  

With this enhancement, the Directory search results will now be returned as:

• Searching for People in the Directory: Explained
• Person-Record Keyword Searches: Explained

Human Capital Management for Argentina

Oracle Fusion HRMS (Argentina) supports country specific features and functions for Argentina. It enables users to follow Argentina's business practices and comply with its statutory requirements.

Use enhancements to Argentina’s national identifiers validation. The check digit validation is now enabled for both the CUIL unique worker identifier and the CUIT unique tax identifier, in addition to existing format validation.

For more information, go to My Oracle Support for the following document:

• Validating National Identifier Numbers in Oracle Fusion Human Capital Management (Document ID 2159758.1 )

Human Capital Management for Belgium

Oracle Fusion HRMS (Belgium) supports country specific features and functions for Belgium. It enables users to follow Belgium's business practices and comply with its statutory requirements.

Use the new Statutory Dependent field in the Contact region.

The Statutory Dependent flexfield is no longer stored in a segment of Person Contact Relationship Information. That segment is now read-only, and the field label was changed to Obsolete Statutory Dependent.

Oracle Fusion HRMS (Brazil) supports country specific features and functions for Brazil. It enables users to follow Brazil's business practices and comply with its statutory requirements.

You can comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Brazil:

• Additional National Identifiers made available: RIC, CNS, DNV, RNE and Professional Certification

Brazil National Identifiers

• Issuing Authority for National Identifiers
• Place of Birth fields in Biographical Information enabled
• Predefined values added for Name Title, Contact Type, Disability Status and Driver’s License Type
• The addition of the Supplementary Tax and Reporting address style format

Brazil New Hire Address Style Format

You can comply with local cultural, business, and regulatory requirements by using the legal employer registration, Cadastro Nacional da Pessoa Jurídica (CNPJ), labor regime, and social insurance regime information. Using the Manage Jobs or the Manage Positions tasks, you can effectively assign the Brazilian Occupation Classification codes to relevant jobs and positions. As part of maintaining the work structure information you can perform the following:

• Create legal authorities
• Create legal entities
• Manage legal reporting units
• Create tax reporting unit (TRU) based reporting establishments
• Define legal addresses from the existing Brazil postal address style
• Access and download geographical information such as state codes and city codes

You can comply with local cultural, business, and regulatory requirements by capturing the following employment related details specific to Brazil:

• Worker Hiring Type, Hiring Indicator and First Employment Indicator

Work relationship information including Statutory Worker Category, Duration of Labor Contract, Mutual Right of Termination and Nature of Activity

Brazil Employment Information

• Intern information including Nature of Internship and the Internship Level

Brazil Employment Intern Information

Human Capital Management for Canada

Oracle Fusion HRMS (Canada) supports Canada-specific features and functionality. It enables users to follow Canada's business practices and comply with its statutory requirements.

Use event processing to generate a Record of Employment (ROE) when the employee goes on a leave of absence.

A Record of Employment Notification event is created automatically for leave of absences when both of the following occurs:

• An absence is created for the employee whereby the element associated with the absence plan is set to automatically generate ROE event notifications.This is done when the absence element template question “Should this element create a ROE event notification?” is set to Yes.
• The employee is paid within one year of the absence start date.

The Record of Employment Archive processes the ROE events and archives the ROE information for employees whose leave of absence start date is prior to or as of the effective date that the ROE archive is processed.

The statuses of the event notifications are explained below:

• Awaiting Processing: A notification is created when the employee logs an absence with a start date prior to processing the ROE archive.
• Deferred: Status not supported for ROE leave of absence events.
• Processing: Status not supported for ROE leave of absence events.
• Complete: The ROE archive was processed successfully for the employee.

You may view event notifications for employees using the Manage Event Notifications task in the Payroll Calculations work area.

Manage Event Notifications

Additional notes regarding the event notification functionality are below.

• If an absence is removed and the ROE archive is not processed, the notification record is deleted.
• If an absence start date of an employee changes and the ROE archive has not been processed for the employee, the process date of the event is updated.However, if the absence start date is changed to a date after the effective date of the ROE archive process, the employee is not included in the ROE archive.

Note the parameters for the Record of Employment Archive process are still in effect while processing event notifications.  For example, if an employee with an unprocessed ROE event notification is not part of the Payroll Relationship Group submitted for the parameter of the archive, the employee will not be processed.

Refer to the Canada Information Center at the link below for additional information.

Canada Information Center

https://support.oracle.com/rs?type=doc&id=2102586.2

CA – Welcome tab > Product Documentation > White Papers > Implementation and Use

Hot Topics Email (To Receive Critical Statutory Legislative Product News)

To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email feature available in My Oracle Support.

See My Oracle Support Document ID 2102586.2 ( Information Center: Fusion Human Capital Management - Canada ) for further details, and access the content at the location below.

CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription Feature

Use event processing to create and delete Record of Employment (ROE) event notifications that were created for employee termination or leave of absence events.

A Record of Employment Notification event is created automatically for terminations or leave of absences when certain conditions are met.  You may now manually create or delete notifications, if it is required.

• An absence is logged for the employee with a start date prior to processing the ROE archive.
• The employee’s termination date is entered prior to processing the ROE archive.
• Deferred: not supported for ROE events.
• Processing: not supported for ROE events.
• Complete: the ROE archive was processed successfully for the employee.

You may view, create or delete event notifications for employees using the Manage Event Notifications task in the Payroll Calculations work area.  In the search area of the Manage Event Notifications UI, you must first select a Canadian Legislative Data Group to be able to see the event “Record of Employment Notification” in the Event Report Type list of values.  The values in the Event Report Type LOV are specific to each legislation.

When you create a new ROE event notification, select the approval status of “Awaiting Processing”.

You may only delete an existing ROE event notification whose approval status is “Awaiting Processing”.  If you need to delete the event notification and the status is “Complete”, you must first rollback the ROE archive, then you may delete the desired event notification.

Oracle Fusion HRMS (France) supports country specific features and functions for France. It enables users to follow France's business practices and comply with its statutory requirements.

You can calculate the entitlement and current leave balance with the new vacation accrual formula. The vacation accrual formula enables you to perform the following:

• Calculate entitlements for the current year
• Carry over of outstanding balance from previous years
• Calculate the available leave balance (after consumed leave)
• Leave management for part-time workers
• Entitlement proration for hire and termination in the month
• Configure additional entitlement for seniority days

The entitlement calculation is based on legislative rules.

Absence Plan and Absence Type

You must create absence plans for the current year and previous years for the vacation absence types. Use the Manage Absence Plans task in the Absence Administration work area to setup the absence plans and define the plan type. Use the Manage Absence Types task from the Absence Administration work area to create the absence types for vacation such as Paid Vacation and Unpaid Vacation.

Once you complete the setup and save the absence record, the application calculates the accruals:

You can now calculate sick leave entitlement with the new sickness absence formula. The sickness entitlement formula enables you to:

• Calculate the leave entitlement
• Define the number of days to be paid for each rate and for each plan (IJSS and Legal Guarantee Income)
• Manage relapse and waiting period cases
• Support of rolling back period
• Transfer of information to payroll

Absence Plan

You must create two absence plans for each absence type, one to manage the IJSS and the other for legal guarantee income. Creating two distinct plan types will ensure that the entitlement is calculated by plan type.

Use the Manage Absence Plans task in the Absence Administration work area to setup the absence plans and define the plan type.

The legislative grouping code is used to identify the entitlement type. You must select enable concurrent entitlement for both plan types.

Absence Type

You must create one absence type for each sickness type such as illness, work accident, long term disease, occupational disease, and travel accident with the pattern Illness or injury for the legislation France. Use the Manage Absence Types from the Absence Administration work area.

Both the absence plans must be assigned to each absence type as shown in the example below:

Once you complete the setup and save the absence record, the application calculates the entitlement:

Quick and easy steps to get your employees started on corporate social responsibility initiatives. You can now register and specify volunteering preferences during sign up. You can specify preferences for:

• Causes you want to support
• Volunteering hours
• Project lead role

Suggestions based on the preferences appear in your recommended list. This reduces any effort on your part to search for suitable projects.

Volunteer Registration in Four Steps

• My Volunteering: Overview
• Volunteering Projects: Explained

Keep track of upcoming projects, volunteering progress, and history using the Volunteering Dashboard. From this dashboard, you can now manage your volunteering projects, update hours on volunteered projects, and review your goal progress.

Employee Volunteering Dashboard

Access information and prioritize key tasks effectively from the administrator dashboard. You can now manage administration tasks such as:

• Review organizations and volunteering projects submitted for approval
• Monitor EIN compliance
• Send employee notifications
• Seek feedback
• Review participation and analyze projects across various causes and organizations

Volunteering Administration Dashboard

• Volunteering Administration Components: How They Fit Together

Oracle Fusion Employee Wellness supports corporate initiatives to improve employee fitness and health through the use of opt-in wellness features. This application integrates with popular fitness tracking services to simplify and automate the acquisition of exercise data from a wide range of devices.

We have made user interface improvements to the wellness administration that make it easier than ever to manage activity tracking services. You can now see all connected activity tracking services available to the employees at a glance and enable or disable a service with the click of a button.

Take advantage of the new interface to easily schedule an activity data refresh. The activity data refresh scheduler lets you configure how frequently the activity data is imported from a connected fitness tracking service. This keeps the application up-to-date with most recent data. For instance, you can schedule hourly, daily, or weekly refreshes. The improved interface enables you to quickly view the status of the scheduler, the time of the last and next data refreshes, and the frequency at which you have configured the data refresh.

Activity Data Refresh Scheduler

Activity Data Refresh Schedule and the Available Activity Tracking Services

Oracle Fusion Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Cloud application users to create ad hoc reports and analyze them for daily decision-making.  Oracle Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

Improved reporting on workers contract details with the addition of attributes related to employment contract.

A new sub folder named 'Contracts' is added under the Worker dimension. This folder contains the following attributes related to the workers:

• Contract Type Code
• Contract Type
• Contract Description
• Contract Status Code
• Contract Status

Enhance your reporting on Collective Agreements dimension with the addition of the following new attributes:

• Effective Start Date
• Effective End Date

Enhance your Time and Labor subject area reporting with the inclusion of new dimensions. These dimensions provide information about groups, profiles, time allocation, time categories, layout sets and layout components, and rules that report on rules, rule sets, and rule templates.

• HCM Group - This dimension contains information on the groups that are created and used in Time and Labor module. It includes information on Group definition, members, the inclusion criteria of the group, evaluation period of the group, the evaluation status and so on. HCM Groups are designed to organize your workers into easily identifiable Groups that you assign to the correct worker time processing profile containing a weekly , biweekly or monthly time card period.
• WFM Profile - This dimension contains information on the different profile definitions, with the various setup objects related to the following: Worker Time Entry Setup Profiles, Worker Time Processing Setup Profiles, and Time Device Setup Profiles.
• Time Allocation - This dimension contains information on the setup of the allocation distribution of the worker time to various cost segments like Department, Program, and Fund cost segments.
• Time Categories - This dimension contains information on the setup of time categories used in Workforce Management Rules and Time Balance Definitions.
• Layout Sets and Layout Components - These dimensions display the definition of layout sets and the layouts within the set, and the defined layout components used in Layouts and Web Clock buttons.
• WFM Rules - This dimension contains information on the Rules, Rule Sets and Rule Templates.

Improved performance in reports that leverage the Organization Hierarchy. The existing Organization Hierarchy dimension is modified to render data based on the columns pulled up from the dimension.

Take advantage of the Position Hierarchy dimension that has improved performance. The architecture of the Position hierarchy has been modified to improve the performance in OTBI queries that use Position Hierarchy.

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Can someone comment on what is the correct FLAG for primary alignments and secondary alignment?

Does secondary alignments mean the same thing as not primary alignments?

Primary alignments include reads with FLAG of 0 and 16 (forward and reverse strand, respectively)

Secondary alignments include reads with FLAG of 256 and 272 (forward and reverse strand, respectively)

primary alignments include reads with FLAG of 99+147 or 83+163? Not really sure about PE FLAG numbers.

Not sure about secondary alignments.

Does being primary alignments indicate their mapping uniqueness? I guess not.. but is there some kinda relations between being primary alignments and being uniquely mapped?

What we have in SAM spec:

• 256 for secondary alignment
• 4 for unmapped
• Multiple mapping :One of these alignments is considered primary. All the other alignments have the secondary alignment flag set in the SAM records that represent them.
• NH i Number of reported alignments that contains the query in the current record

Keeping the above in mind, if the aligned bam file is from tophat or STAR (unmapped not included)

samtools view -F 256 should keep out secondary giving primary aligned only.

On the other hand if the bam is from bowtie2 or bwa or so (having unmapped included in the same bam) We need to use flag 4 as well (256 + 4 ->260).Hence

samtools view -F 260 would be useful in that case

Now as asked, there should indeed be a connection between primary and uniquely aligned owing to the fact that, uniquely aligned reads will have one primary alignment only and no secondary alignments. But, I doubt there is any FLAG per se that could fetch the uniquely aligned directly .

Instead we have to rather rely on mapping quality and NH tag but there is indeed a problem here,

Though the specification gives a MAPQ field, it do not specify any particular value for uniquely mapped.In other words, the quality value for uniquely mapped is dependent on the aligner used. For example, STAR specifies a 255 value for uniquely mapped. Another option is the NH field specification mentioned at the top from SAM spec. Accordingly NH:i:1 should indicate a uniquely mapped.

But in the certain cases where the quality value used for unique alignments is not clearly specified and the NH field also is not used, the flawless indicator of unique mapping is something I am searching for months and yet to get an answer.

I look forward to better answers (and corrections if any) touching the supplementary alignment flag as well if relevant.

thanks for a good answer. I just have a few comments. Does 256 for secondary alignment apply to both SE and PE reads? Also do you know how to find out if a particular aligner output unmapped reads in bam besides counting the FLAG on the bam file?

Have been working with PE data only and 256 flag was quite fine (The flag is very useful to find out the correct alignment percentages when multi-mapping is allowed). And I cannot think of any reason why there should any trouble with SE.

Regarding the second part of the question, a quick rush through the manual should do good. And if it is first time with a new aligner, I rather give a check with flag 4 itself reason being, sometimes we miss the subtle but important details in the manual in the rush . What I know is below,

Tophat and STAR -> separate mapped and unmapped.

bowtie2 and bwa -> mapped and unmapped together.

I can add one:

hisat2 -> mapped and unmapped together

From my experience, STAR and hisat2 can generate NH:i: field. Do you know if tophat and bowtie2 can generate NH tag? From what I can find, they don't seem to do so.

In STAR, you can change the default value of 255 for uniquely mapped alignments to a value you specify with --outSAMmapqUnique

Not sure of bowtie2.But tophat does give NH.

bowtie2 has XS and AS tags that report primary score (AS) and secondary score (XS). If they are similar it means that there are several (at least 2) similar alignments (similar/same aligning score in two different locations). You can use them to extract the uniquely aligning reads where unique means: aligns only in one location with best score but could align somewhere else with a worse score.

XS tag is absent in reads who have a single alignment.

Today I came across a blog from Simon Andrews regarding MAPQ scores from different aligners which is quite useful in the context of unique alignment. Link

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• System Administrator's Guide
• Monitoring Jobs
• Job Information
• Job Execution Details

Primary Flag

The Primary Flag can be set to Yes or No and impacts the output.

If Primary Flag is set to Yes , the output constitutes a primary reason for the job execution; it is a report on Oracle Life Sciences Data Hub data.

If set to No , the output is a log or error file produced as a result of running the job but not the primary reason for running the job.

Parent topic: Outputs