1. Prepared by: Session ID: Extending Fluid Manager Self Service at Wells Fargo Matt Stukel Application Systems Engineer – Intl HR Wells Fargo Matthew.Stukel@WellsFargo.com 100950

2. Outline Project Information Tools and application options reviewed Decision on tools and applications used Manager Self Service information Manager Self Service home page Direct Reports Setup ‘My Team’ page Delegation setup and process Manager fluid view information pages Gideon Taylor eForms

3. Project Information Current project is to deliver Manager Self Service to our international population This is one phase of a larger multi year project to deliver HR tools to our international population that includes standardizing processes and tools The project is being delivered in phases with most phases having a design and development time of 6 – 7 months and testing time of around 3 - 4 months The beginning phases of the project are building a base product that will be used in the following countries Current tools Custom built manager self service application The current tools are United States centric tools Managers currently don’t always directly interact with the system, they delegate to proxies or have HR key the data

4. Options We looked at multiple options for delivering MSS to our International population, starting our research in the fourth quarter of 2013 when fluid was newer and PeopleSoft Image 9 information had become available. 1.Use the current custom manager self service built for the US and add in International HR requirements 2.Use PeopleSoft classic Manager Self Service and transactions 3.Use PeopleSoft fluid Manger Self Service utilizing guided self service and other delivered transactions 4.Gideon Taylor eForms 3.0 for transactions with delivered PeopleSoft MSS front end (either classic or fluid)

5. Current Custom MSS Solution Custom MSS Solution findings Most of the company is experienced and comfortable with the current application Completely custom code is flexible to meet all requirements Existing application knowledge Risky adding in new requirements to an existing system Built with PeopleSoft classic pages Existing complex coding is difficult to rework for Intl Hr requirements Eventually would need to be modernized with fluid technology

6. PeopleSoft Classic MSS Proven technology Flexible Old look and feel Pagelets can have performance issues Eventually would need to modernize to fluid technology

7. PeopleSoft Fluid MSS with GSS MSS Homepage and ‘My Team’ findings Modern technology Future direction of PeopleSoft self service transactions More transactions and functionality are being delivered with PUM’s Unproven New technology would need to be learned Data pages didn’t meet all business requirements

8. PeopleSoft Fluid MSS with GSS MSS Guided Self Service findings Configurable – but not easily expandable, you are only allowed configuration on the fields PeopleSoft chooses to deliver Help information in related content making it easy for the person processing the transaction to find relevant information on the same page New in 2016 is analytics in related content Not flexible – Red Paper available explaining how to customize GSS, but it is intrusive GSS transactions didn’t meet all Wells Fargo requirements – mainly around position management at Wells Fargo Did not allow attachments on transactions Documents in MOS for GSS: PeopleSoft HCM 9.2 Guided Self Service (Doc ID 1944367.1) – Describes how to extend functionality HCM 9.2 Guided Self Service (Doc ID 2156051.1) – This is the Phase 2 document just released in June 2016

9. GSS Position Change Transaction PeopleSoft delivers 3 basic position changes transactions with limited flexibility. In order for the transactions to process the override position data flag on job can’t be used and it has to be a 1 to 1 relationship between position and job. This is an excerpt from the 9.2 PI17 PeopleBooks in the GSS section describing the delivered transactions.

10. Position Change Transaction Wells Fargo Position Management: We use full position management with a 1 to 1 relationship for position and team member The manager can update more data on the position record than PeopleSoft allows in their position transactions. Delivered position transaction updatable fields Wells Fargo position transaction updatable fields

11. Gideon Taylor eForms 3.0 Gideon Taylor eForms 3.0 findings Highly configurable The eForms could be built to meet most Wells Fargo requirements eForms can have attachments Configuration options for tasks that typically require developer coding – eForm attachments, workflow on eForms This shifts developer work to technical analysts and allows the developer to concentrate on more complex development items Developers don’t need to spend coding hours on workflow, attachments, basic page look and feel, or basic show and hide information coding Easily integrates with PeopleSoft delivered workflow New version for Gideon Taylor so it was an unknown Training needed for analysts and developers

12. Recommendation for Intl MSS Manager Homepage – Use delivered fluid manager homepage Manager Direct Reports – Use delivered fluid ‘My Team’ page and delivered direct reports build Manager view information pages – Use a blend of delivered fluid pages and new fluid pages Manager Self Service Transactions – Gideon Taylor eForms 3.0 Delegation – Delivered PeopleSoft delegation, but delegating the ‘My Team’ page instead of delegation on a transaction basis

13. We added our own tiles for My Transactions and Reorganize Staff The delivered Manage Delegation is not fluid yet and didn’t have a tile so we created a new tile. Manager Self Service Home Page

14. Direct Reports Setup Direct Reports configuration for the 'My Team‘ component (HR_DR_TEAM_FLU) Setup HCM > Common Definitions > Direct Reports for Managers > Configure Direct Reports UI > by component We are full position management – Access Type By Reports To Position We allow drill down to indirect reports We want to show empty positions We exclude contingent workers from the manager’s list

15. Direct Reports Setup The Direct Reports build controls the data seen on the ‘My Team’ page, we had to make some modifications to this process to solve for the issues below. Direct reports build is designed to load tables based on employee ID and our open positions will not always have emplid assigned to them. We added code to pass the position number and then we could use an existing method which uses core HR tables to populate direct reports. We had to performance tune several areas of the direct reports build for a company our size. The Direct Reports functionality allows you to configure excluding contingent workers, but they would still show on the 'My Team‘ page.

16. Manager My Team Page Display Open positions with drill down Changed what fields are displayed Kept delivered business card view, compensation tab with updates

17. Manager My Team Page Manager transactions are accessed from the related actions links Gideon Taylor eForms Team member information history pages Position Profile page

18. There were multiple issues on the 'My Team‘ page for Position Management processing: My Team page would not display open positions in the manager’s hierarchy. The link showing Directs/Total for drill down on open positions did not work for open positions. We added a custom method to count the direct active employees and open positions assigned to the position. When displaying open positions data was missing in the grid because PeopleSoft uses emplid to populate the data but not all open positions have an emplid. We added custom methods to also look for the position number if an emplid wasn’t present. Navigating the drilldown into the indirect reports had issues navigating back. This was also caused by blank emplid’s in the hierarchy so we added customizations to populate the position number to maintain consistent navigation. My Team page changes

19. The related actions on Fluid pages does not dynamically display. We wanted to only show the transactions available for the specific employee but the delivered coding did not work to dynamically hide or display related action links. We opened an SR with Oracle and they confirmed it is a bug. Later in our project Oracle suggested using the new Related Action Service to dynamically display or hide related action links but we did not have time to research or implement that functionality. We used error messages when they select a link that is not valid for the employee. Information to create new Fluid pages: PeopleSoft Fluid User Interface Programming Fundamentals Red Paper (Doc ID 2136404.1) PeopleSoft Fluid User Interface and Navigation Standards (Doc ID 2063602.1) Fluid UX Standards website: http://docs.oracle.com/cd/E65859_01/fluid_ux/index.html http://docs.oracle.com/cd/E65859_01/fluid_ux/index.html My Team Page Changes

20. Manage Delegation Process We chose to use the delivered delegation framework for the new MSS application. PeopleSoft delivered transactions use delegation for approvals and transactions on individual transactions. We chose to delegate the ‘My Team’ page itself instead of individual transactions and approvals. It allows the proxy to see all the manager’s team members information along with giving access to their transactions. It allows for the proxy to process transactions for indirect reports. We had to add a section of code that calls the delegation framework in addition to delegation configuration setup in order to have the ‘My team’ page be delegated. In our current process managers will only enter transactions, they will not have to approve any transactions. The HR department approves certain transactions making approval delegation unnecessary at this time.

21. Manage Delegation Setup Step 1) Add a new process id for the ‘My Team’ component Setup HCM > Common Definitions > Approvals > Transaction Registry

22. Manage Delegation Setup Step 2) Add Work Flow Transaction to the AWE – When implementing the Delegation framework, you must register all self-service transactions. Only the registered workflow transactions that you enable for delegation initiation or approval are available for subsequent delegation transaction setup. Setup HCM > Common Definitions > Approvals > Workflow Transactions

23. Manage Delegation Setup Step 3) Setup delegation permission lists and roles We mimicked PeopleSoft’s setup of having separate delegate roles for the proxies. These roles need to include the HCCPDL1000 and HCCPDL1100 permission lists. When a proxy gets approved they will be assigned the ‘delegate’ version of the roles granting them the same access as the manager. If a time period is set on the delegation, the roles will be removed from the proxy at the end of the delegation period.

24. Manage Delegation Setup Step 4) Define installation settings for delegation Set Up HCM > Common Definitions > Delegation > Delegation Setup Center > Installation Settings > Delegation Installation Settings Set Up HCM > Common Definitions > Delegation > Installation Settings > Delegation Installation Settings

25. Manage Delegation Setup Step 5) Add transaction to Delegation and Configure Transaction Setup HCM > Common Definitions > Delegation > Configure Transactions

26. Manage Delegation Setup Step 6) To invoke the delegation UI you need to add PeopleCode to the component HR_DR_TEAM_FLU postbuild import HCSC_DELEGATION:CONTROLLER:DelegationController; import HCSC:UI:DelegatorSelect; Local HCSC:UI:DelegatorSelect &MyDelegatorUI; Local Record &MyDelegatorRec; &MyDelegatorUI = create HCSC:UI:DelegatorSelect(); &MyDelegatorRec = &MyDelegatorUI.GetDelegator(%EmployeeId, %Component); If &MyDelegatorRec.DELEGATOR_ID.Value = %EmployeeId Then /* Returned employee is current user so use their operatorid */ &myTeam = create HR_TEAMS:DR_TEAM(%EmployeeId); Else &myTeam = create HR_TEAMS:DR_TEAM(&MyDelegatorRec.DELEGATOR_ID.Value); End-If;

27. Manage Delegation Issue We found a bug in the name search in the delegation process. We have it configured to exclude contingent workers in delegation, but they will still display in the name prompt button searches. Oracle has confirmed this will be corrected as part of HCM 9.2 PUM 19. The contingent workers will be in the search results on the name prompts, but will not display in the grid after the Search button is clicked. Views not looking at CWR setup that would need to be corrected to fix the prompt issue: PS_HCDL_ADMIN_SRCH PS_HCDL_ALL_JOB_VW PS_HCDL_CURR_JOB PS_HCDL_FNAME_VW PS_HCDL_LNAME_VW PS_HCDL_MULTI_JOB PS_HCDL_NAME_SRCH PS_HCDL_POI_VW PS_HCDL_PROXY_SRCH PS_HCDL_PROXY_VW

28. Manage Delegation Process Selecting the Manage Delegation tile on the Manager Home page will bring you to the classic Create Delegation Request page and the My Team page as shown as available to delegate. The rest of the delegation process remains the same as delivered transactions.

29. Proxy Access to My Team page When accessing the My Team tile and you are a proxy for one or more people, you will select which delegation you are processing. Once you select the appropriate manager, the My Team page will be displayed with the correct direct and indirect reports for that manager.

30. My Team View Information Pages Wells Fargo created additional MSS pages for the manager to view information about their direct and indirect reports. We used PeopleSoft documentation on fluid to build pages to be as similar to delivered as possible. We worked with our business partners to identify the most relevant information to display on the first page. Lesser used data was moved to other pages, tabs, or pop up pages When working with grids we had some standard rules we used to keep the width down so there wasn’t left to right scrolling. We tried to keep grids to 5 columns or less. While testing the pages as a medium form factor, this seemed a good width to avoid scrolling. We used stacked columns as much as possible to keep the width down. Clickable rows were used to display more detailed information on a specific row in a pop up page. All the information pages are accessible through the related actions menu.

31. Compensation History Page We built a custom fluid Compensation History page. The most relevant information was put on the first page and grid. Detailed information was put into a pop up page that opens when you click the row.

32. Job and Position History Page We built a custom Job and Position History page that shows the team member’s job and position information rows with the most used data on the first tab and secondary data on the next tab. More details tab additional columns

33. GT eForms 3.0 Transactions We used GT eForms transactions for all of our manager transactions, even though some delivered transactions would work for us. We did this so the user experience and support would be consistent across all the transactions. All of the transactions are accessed through the related actions menu on the 'My Team‘ page.

34. GT eForms 3.0 Transactions GT eForm build process for our developers and technical analysts. TA’s handling most of the eForm configuration Configure the form fields and form layout. We had an instance where a form needed to be redesigned from a single page form to a multi page form at the request of our User Experience group, the TA’s accomplished this with no developer help. Build visual ifs to display and hide sections. Build data pools. Sometimes new views would be required and they would work with a developer to create the views. Developers concentrated on more complex tasks. Linking eForms with CI’s for data inserts. Connecting eForms to the related action menus. This required custom search pages. Error and exception processing that is custom to Wells Fargo.

35. Conclusion While we encountered some issues with the delivered fluid pages most of the processes and pages work well. Oracle has been a great partner providing us POC’s and insight into future work so we don’t stray too far from what they are going to deliver in the future. By doing this we are positioned to take their updates and enhancements and retire some of our custom code. Learning how fluid pages are designed and trying to get to the essence of their intent is key. It’s easy to put all of the information ever needed into one page, but that gets overwhelming for the user. Breaking the information down into different levels of importance to put the most important information out front is a tedious process but well worth your time.

36. Session ID: Please complete the session evaluation 100950