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Oracle® Fusion
Applications Sales Implementation Guide
11g Release 5 (11.1.5)
Part Number E20373-05
This chapter contains the following:
Profile Management: Explained
Oracle Fusion Profile Management Components: How They Work Together
Oracle Fusion Profile Management, Performance Management, Goal Management, and Talent Review: How They Work Together
Define Talent Profile Settings
Define Talent Profile Content
Define Talent Profiles
Profile management provides a framework for developing and managing talent profiles that meet your industry or organizational requirements. Profiles summarize the qualifications and skills of a person or a workforce structure such as a job or position. Profiles are valuable for tracking workers' skills, competencies, and accomplishments, and for various talent management activities, such as career planning, identifying training needs, performance management, and in the recruitment process for identifying job requirements and suitable applicants.
This topic discusses:
Profile search
Profile comparison
Best-fit analysis
You can search profiles for workers, jobs, and positions with certain criteria. For example, an HR (Human Resources) specialist in London who is looking to fill an applications developer position from within the company can search for profiles of all workers who are based in London and have experience with Java and PL/SQL.
Using the comparison feature, you can compare profiles to determine next career moves or training needs for workers, and identify suitable candidates for jobs. For example, if John is looking for his next career move, he can compare his profile to that of a job to determine whether his competency ratings match the targeted competency ratings in a job profile. For example, if his Teamwork rating is 3 and the Product Strategy Teamwork requirement is 4, he has a deficiency of -1. John and his manager can use this gap to drive development plans and for other talent management-related functions.
Use the best-fit analysis to determine the person profile that most closely matches a job profile, or the job profile that is the best match for a person profile. For example, if you are trying to fill a Developer vacancy, and the job profile requires a B.S. degree in Computer Science, level 4 expertise coding Java, and a Teamwork rating of at least 3, you can review an automatically-generated list of workers who most closely match this set of requirements. You can also use the best-fit analysis to find workers who are similar to a selected worker, or jobs that are similar to a selected job.
You can configure Oracle Fusion Profile Management to meet your business requirements using these components: the content library, profiles and profile types, content subscribers, educational establishments, instance qualifier sets, and rating models.
This figure illustrates how the components of Profile Management fit together.
The content library provides the foundation for profiles as it stores both content types and content items.
Profile types are templates that you use to create profiles. Profile types determine whether the profile is for a person or for a workforce structure such as a job or a position, and the content of the profile. You select content types from the content library to create content sections for the profile type.
You create person profiles for individual workers and model profiles for workforce structures, such as a jobs or positions. The information that you complete for the profile is determined by how the profile type has been set up. For example, a person profile might contain information about a person's education, language skills, competencies, and activities and interests. A job profile might contain information about the requirements for the job, such as competencies, language skills, degrees, or certifications.
Content subscribers are applications external to Oracle Fusion Profile Management that use content types.
You can define educational establishments for workers to use when they add education information, such as degrees, to their profile.
You assign instance qualifiers to content types. Instance qualifier sets uniquely identify multiple instances of a content item on a profile. For example, if multiple people update a performance rating for a competency on a worker's profile, instance qualifiers provide a unique identifier to each instance of the competency so that you can determine who provided each rating.
When you create content types in the content library, you can attach rating models to determine the scale for measuring performance and proficiency. You can also use rating models to measure the risk and impact of loss for workers, and to measure their potential.
Oracle Fusion Profile Management supports talent management business processes in these products:
Oracle Fusion Performance Management
Oracle Fusion Goal Management
Oracle Fusion Talent Review
Oracle Fusion Performance Management uses the rating models that you define in Profile Management to rate workers on their performance. When you define a performance document template, you can specify whether the ratings and comments from managers and workers are uploaded automatically to workers' profiles when the performance document is finalized. Instance qualifier sets distinguish the manager ratings from the workers' self ratings. Performance Management also uses competencies from the content library in performance documents.
You can set up a content type relationship between the Goals content type and other content types, such as the Competencies content type and the Memberships content type. Using these relationships, you can then set up target outcomes for goals. Target outcomes are the content items within the content type that is related to the Goals content type. For example, if you set up a relationship between the Goals content type and the Competencies content type, workers can add a target outcome of a specific competency to their goals. In this case, the specific competency is the content item within the Competencies content type. When workers complete the goal, their profiles are updated to include the competency.
Oracle Fusion Talent Review uses information from the Performance and Potential and Risk of Loss sections within a worker's profile to build the analytics that are part of the talent review process. These sections are defined as content types within the content library and included in the person profile type. When a talent review is complete, workers' profiles are updated automatically with the performance rating given during calibration discussions. Instance qualifier sets enable you to distinguish the talent review rating from ratings given by the worker's manager, a peer, or perhaps the worker's self-evaluation.
This topic identifies common lookups that are profile management-related and have user or extensible customization levels. Review these lookups, and update them as appropriate to suit enterprise requirements.
Profile management lookups are described in the following table.
Lookup Type
Customization Level
Codes to identify where the content type originated, such as from the customer or from a third party. HR specialists assign supplier codes when setting up new content types.
Types of competency ratings, such as self, supervisor, and peer. Evaluation types are used in instance qualifier sets to identify the role of the person who provided a competency rating for a worker.
Required levels of education for a job or position profile, such as a Bachelor's Degree or Masters degree.
Time periods for when a worker would like to make a career move. Workers select a duration for their career move in the career preferences information on the career planning card.
Types of education that a degree provides, such as a Bachelor's degree or one year college. HR specialists use education levels when creating content items in the Degrees content type.
Values for the importance level of each content type. Importance values are used in the best-fit analysis calculation.
Values for categories of notes, such as external, internal, and so on. Talent review participants specify a note type when creating a note for a worker in a talent review.
Frequencies at which a worker is paid. Workers specify a preferred pay frequency when they edit their work requirements on the experience and qualifications card.
Time periods in which a worker will be ready for advancement to a specified job or position profile. Managers and human resource (HR) specialists use readiness levels when editing the talent ratings information on workers' career planning cards.
Reasons for why a worker is at risk for leaving the company. Managers and HR specialists use risk reasons when editing the talent ratings information on workers' career planning cards.
Methods by which an item such as a competency is verified, such as assessment or demonstration. Managers and HR specialists use these values to identify the method that was used to evaluate the proficiency of a worker in a particular skill or quality.
Codes for the priority of a task, such as High, Medium, and so on. Talent review facilitators specify a priority when assigning tasks during a talent review.
Categories of tasks, such as Preparation, Presentation, and so on. Talent review facilitators specify a task type when assigning tasks during a talent review.
Percentages of time a worker is expected to travel for a job or position, for example, 25 percent or 50 percent. Managers and HR specialists specify the required travel frequency on job and position profiles. Workers also specify a travel frequency when they edit their work requirements on the experience and qualifications car
Periods of time for which content items such as licenses and certifications are valid. Managers and human resource (HR) specialists select validity periods when setting up content items for the Licenses and Certifications content type.
Work days for a job or position, such as Monday through Friday. Managers and HR specialists specify the expected work days on job and position profiles.
Work hours for a job or position, such as 9:00 a.m. to 5:00 p.m. Managers and HR specialists specify the expected work hours on job and position profiles.
A value set is a set of valid values that you assign to a flexfield segment.
An end user enters a value into a flexfield segment while using the application. The flexfield validates the segment against the set of valid values that you configured as a value set and assigned to the segment.
For example, you can define a required format, such as a five digit number, or a list of valid values, such as green, red, and blue.
Flexfield segments are usually validated, and typically each segment in a given flexfield uses a different value set. You can assign a single value set to more than one segment, and you can share value sets among different flexfields.
Be sure changes to a shared value set are compatible with all flexfields segments using the value set.
Defining value sets involves making decisions about the following.
Precision and scale
Usage and deployment
The following types of validation are available for value sets.
Format only, where end users enter data rather than selecting values from a list
Independent, a list of values consisting of valid values you specify
Dependent, a list of values where a valid value derives from the independent value of another segment
Subset, where the list of values is a subset of the values in an existing independent value set
Table, where the values derive from a column in an application table and the list of values is limited by a WHERE clause
A segment that uses a format only value set does not present a list of valid values to users.
You can build a tree structure from the values in an independent value set whose data type is character.
Adding table validated value sets to the list of available value sets available for configuration is considered a custom task.
For more information, see the Oracle Fusion Applications Extensibility Guide.
Value set security only works in conjunction with usage within flexfield segments. If a value set is used standalone, meaning outside a flexfield, value set security is not applied, but Oracle Fusion data security is enforced.
You can specify that data security be applied to the values in flexfield segments that use a value set. Based on the roles provisioned to users, data security policies determine which values of the flexfield segment end users can view or modify.
Value set security applies at the value set level. If a value set is secured, every usage of it in any flexfield is secured. It is not possible to disable security for individual usages of the same value set.
Value set security applies to independent, dependent, or table-validated value sets.
Value set security applies mainly when data is being created or updated, and to key flexfield combinations tables for query purposes. Value set security does not determine which descriptive flexfield data is shown upon querying.
Security conditions defined on value sets always use table aliases. When filters are used, table aliases are always used by default. When predicates are defined for data security conditions, make sure that the predicates also use table aliases.
For key flexfields, the attributes in the view object that correspond to the code combination ID (CCID), structure instance number (SIN), and data set number (DSN) cannot be transient. They must exist in the database table. For key flexfields, the SIN segment is the discriminator attribute, and the CCID segment is the common attribute.
For a value set with the data type Number, you can specify the precision (maximum number of digits user can enter) or scale (maximum number of digits following the decimal point).
The usage of a value set is the flexfields where that value set is used. The deployment status of flexfields in which the value set is used indicates the deployment status of the value set instance.
The figure shows a value set used by a segment in a key flexfield and the context segment of a descriptive flexfield.
For most value sets, when you enter values into a flexfield segment, you can enter only values that already exist in the value set assigned to that segment.
Global and context-sensitive segment require a value set. You can assign a value set to a descriptive flexfield context segment. If you specify only context values, not value sets for contexts, the set of valid values is equal to the set of context values.
Validation and usage of value sets determine where and how end users access valid values for attributes represented by flexfield segments.
As a flexfield guideline, define value sets before configuring the flexfield, because you assign value sets to each segment as you configure a flexfield.
When assigning a value set to a context segment, you can only use table-validated or independent value sets. The data type must be character and the maximum length of the values being stored must not be larger than column length of the context.
The format only validation type enables end users to enter any value, as long as it meets your specified formatting rules. That is, the value must not exceed the maximum length you define for your value set, and it must meet any format requirements for that value set.
For example, if the value set allows only numeric characters, your user could enter the value 456 (for a value set with maximum length of three or more), but could not enter the value ABC. A format only value set does not otherwise restrict the range of different values that users can enter. For numeric values, you can also specify if a numeric value should be zero filled or how may digits should follow the radix separator
You cannot specify a dependent value set for a given segment without having first defined an independent value set that you apply to another segment in the same flexfield. You use a dependent value set to limit the list of values for a given segment based on the value that the end user has chosen for a related independent segment. The available values in a dependent list and the meaning of a given value depend on which value was selected for the independently validated segment.
For example, you could define an independent value set of U.S. states with values such as CA, NY, and so on. Then you define a dependent value set of U.S. cities, with values such as San Francisco and Los Angeles that are valid for the independent value CA, and New York City and Albany that are valid for the independent value NY. In the UI, only the valid cities can be selected for a given state.
Because you define a subset value set from an existing independent value set, you must define the independent value set first. End users do not need to choose a value for another segment first to have access to the subset value set.
Typically, you use a table-validated set when the values you want to use are already maintained in an application table (for example, a table of vendor names). Table validation allows you to enable a segment to depend upon multiple prior segments in the same context or structure.
Table-validated value sets have unique values across the table, irrespective of bind variables. The WHERE clause fragment of the value set is considered if it does not have bind variables. If it has bind variables, the assumption is that the values are unique in the value set.
In the case of format, independent, or dependent value sets, you can specify a range to further limit which values are valid. You can specify a range of values that are valid within a value set. You can also specify a range validated pair of segments where one segment represents the low end of the range and another segment represents the high end of the range
For example, you might specify a range for a format-only value set with format type Number where the user can enter only values between 0 and 100. If you use a table value set, you cannot reference flexfield segments in the WHERE clause of the value set . For example, the WHERE clause cannot reference a segment or a value set.
In the case of independent and dependent values, you can specify that data security be applied to the values in segments that use a value set. Based on the roles provisioned to users, data security policies determine which values of the flexfield segment end users can view or modify.
When you enable security on a table-validated value sets, the security rule that is defined is absolute and not contingent upon the bind variables (if any) that may be used by the WHERE clause of the value set. For example, suppose a table-validated value set has a bind variable to further filter the value list to x, y and z from a list of x, y, z, xx, yy, zz. The data security rule or filter written against the value set should not assume anything about the bind variables; it must assume the whole list of values is available and write the rule, for example, to allow x, or to allow y and z. By default in data security all values are denied, and show only rows to which access has been provided.
There is no need to define or maintain values for a table-validated or subset value set, as the values are managed as part of the referenced table or independent value set, respectively.
If your application has more than one language installed, or there is any possibility that you might install one or more additional languages for your application in the future, select Translatable. This does not require you to provide translated values now, but you cannot change this option if you decide to provide them later.
For more information about defining value sets, see the Oracle Fusion Applications Extensibility Guide.
Use rating models to rate workers on their performance and level of proficiency in the skills and qualities that are set up on the person profile. You can also use rating models to specify target proficiency levels for items on a model profile, so that the model profile can be compared to workers' profiles.
To rate workers on their performance and proficiency, you attach rating models to the content types that are included in the person profile, and then workers can be rated on the items within the type. For example, you can rate workers on the Communication content item within the Competencies content type.
For model profiles, you can specify target proficiency levels for items on the profile, so that the model profile can be compared to workers' profiles. Using the ratings, managers can compare a model profile to workers' profiles to determine the best person suited to fill a position. Workers can compare their profile to model profiles to identify other positions within the organization that they are suited for, or to identify gaps in skills that they need to fill before applying for other positions.
Rating models that measure workers' potential and the impact and risk of loss are also available.
Rating models can include some or all of the following components, depending on the use for the model:
Rating levels
Review points
Rating categories
Rating levels identify the qualitative values, such as 1, 2, 3, or 4, that you use to rate a worker.
For rating models that are used by Oracle Fusion Performance Management, the following applies:
You must define numeric ratings for rating models that you use with performance documents that use calculated ratings.
You must define rating levels using whole numbers, with the highest number indicating the best rating, for the Performance Management analytics to render correctly. Rating levels determine high and low ratings in the analytics.
Define review points for rating models that you use with performance documents that use the sum or band calculation method. The review points and point ranges that you define for the rating model are used to calculate ratings.
Rating categories enable you to group rating levels together for analysis tools used in the talent review process, such as the box chart that is used in the talent review process. You can group rating levels into categories such as low, medium, and high, and those categories then become the labels for the analytic. You should not change rating categories after setting them up, as the changes could affect the analytic.
Oracle Fusion Compensation Management and Oracle Fusion Performance Management both use rating model distributions to determine the targeted minimum and maximum percentage of workers that should be given each rating level. Compensation Management uses the distribution values that you set up directly on rating models. However, you can set up distributions at the performance template level for rating models that are used in Performance Management.
Content types are the skills, qualities, and qualifications that you want to track in talent profiles. The content library contains predefined content types such as competencies, languages, and degrees, but you can create new content types as needed. You can also create free-form content types.
Content types contain:
Free-form content types do not contain relationships or properties. You add properties for free-form content types when you add them to a profile type.
For each content type, you define the properties that all content items of the content type can or must have. To define properties of the content type, you select fields to be displayed when setting up the content items and the attributes of those fields. The attributes that you specify for each field are: field label, default value, whether the field is required, and whether the field is hidden, display-only, or editable. If the field is attached to a predefined list of values, you also specify the source of the list.
Specify where one content type is a parent of another, or where one content type supports another. Content items of content types with relationships inherit the relationship. You cannot create two kinds of relationships between two types or create a relationship between a type and itself. For example, content type A cannot be both the parent and child of content type B. A content type cannot be related to itself.
Specify the subscriber codes of the applications or other Oracle Fusion products that use each content type. If you do not specify a subscriber code for the content type, you cannot view the content type in other applications. For example, if you add a new content type called Corporate Citizenship to the person profile type, you cannot view the content section for Corporate Citizenship in person profiles until you add the new content type to the HRMS content subscriber code.
Content relationships enable you to associate content items of related content types with each other. The following scenarios illustrate the use of content type relationships.
The Resource Manager component of Oracle Fusion Trading Community Model uses content type relationships to track the areas of expertise of workers. Using the predefined content type relationship where the Categories content type is a parent of Products, and Products is a parent of Components, resource managers can keep track of the categories, products, and components that are considered to be their areas of expertise for their resources.
Because these content types and relationships are applicable only to the Resource Manager component of Oracle Fusion Trading Community Model, this product is the only predefined content subscriber to these content types.
To help your workers manage their goals, you want them to associate their goals with target outcomes, which are content types such as Competencies and Memberships. To accomplish this, you can set up a relationship on the Competencies content type where Competencies is supported by Goals. Workers can then set up goals that have a specific competency as a target outcome.
Content items are the individual skills, qualities, and qualifications within the content types in the content library. For example, within the Competencies content type, communication is a content item. You can create content items to meet your business needs.
This topic discusses:
Item properties
Related content items
Proficiency descriptions
Content items inherit the fields and field properties that you define for the content type to which the item belongs. For example, one of the fields defined for the Memberships content type is ITEM_DESCRIPTION field. The attributes of this field are set up so that the label is Description, the field is editable, and the field does not require an entry. When you set up a content item for the Memberships content type, you will see a field labeled Description, in which you can enter text to describe the agency, but the field will not be required.
If the content type for which you are creating an item has related content types, then you can enter the related content items for the item. For example, if you have a content type relationship where the Competencies content type is supported by the Goals content type, then on the content items for competencies, you can enter the related goals.
If the content item belongs to a content type that has a rating model defined for it, then you can either use the existing descriptions for the ratings within the model, or define descriptions for the ratings that are specific to the content item. When ratings are given for the content item, the descriptions defined for the item are used instead of those on the rating model.
This example demonstrates how to set up a new content type and content items to track the corporate citizenship activities of your workers so that you can rate them on their involvement in the organization. This example also demonstrates how to set up a rating model to be used with the content type and add the new content type to the person profile.
The following table summarizes key decisions for this scenario.
Decisions to Consider
In This Example
Can a predefined rating model be used to rate corporate citizenship?
No. The predefined rating models do not have relevant rating descriptions.
Should the content type be a free-form content type?
No. Content items are needed, and the content should be stored in the content library.
What field and properties should the content type contain?
Add two fields to the content type:
The ITEM_TEXT_20 field will have a label of Comments, and will be used to enter comments about the workers' corporate involvement. The RATING_MODEL_ID field will have a label of Company Contribution and will be used to attach the rating model for corporate citizenship to the content type.
Both fields should require entry and should be editable.
Does the content type need any content subscribers?
Yes. In order to be visible on the person profile, the new content type must be added to the HRMS content subscriber code.
What content items are needed to track the required information?
When the content type is added to the person profile as a content section, what properties should the fields contain?
Both the Comments field and the Company Contribution fields should display in the detail view of the content section, they should be required, and they should be included in search results.
To track corporate citizenship for your workers, complete the following tasks:
Create a rating model.
Create a content type.
Create content items.
Add the content type to the person profile type.
Rating Name
Corporate Citizenship
Rating model for corporate citizenship
Rating Level
Demonstrates limited or unused influence.
Demonstrates clear evidence of influence.
Provides a successful image of the company as socially responsible in limited environments.
Actively called upon to use influence as a corporate representative in selected environments.
Demonstrates high level of influence and is able to operate effectively in all environments.
Corporate Citizenship
Ratings for corporate citizenship behaviors for workers.
Field Name
Field Label
Display Option
Company Contribution
Content Type
Corporate Citizenship
Content Item
Corporate Social Responsibility
Column Name
Display Flag
This example demonstrates how to set up a free-form content type, add it to the HRMS content subscriber code, and then add the content type to the person profile type.
Your company wants to track the previous employment information for workers, including employer name, dates of employment, and job description. However, you do not want to set up and maintain content items for each employer, and this information applies only to person profiles. You decide to use a free-form content type for this information. You can set up the free-form content type with minimal information, and then when you add it to the person profile as a content section, you can define properties for employer name, dates of employment, and job description. Workers can complete their employment information on their profile based on how you set up the content section. The following table summarizes key decisions for this scenario.
Decisions to Consider
In This Example
Should the content type be a free-form content type?
Yes. Content items are not needed, and the content should not be stored in the content library.
Does the content type need any content subscribers?
Yes. In order to be visible on the person profile, the new content type must be added to the HRMS content subscriber code.
When the content type is added to the person profile as a content section, what fields are needed?
To capture the previous employer, a text field is needed. To capture employment dates, two date fields are needed. To capture job description, another text field is needed. Therefore, the following fields must be added:
What properties are needed for the ITEM_TEXT30_1 field?
The field should not be required and the information should not be available as search criteria, so you need only set up these field properties as follows:
What properties are needed for the ITEM_DATE_1 field?
The field should not be required and the information should not be available as search criteria, so you need only set up these field properties as follows:
What properties are needed for the ITEM_DATE_2 field?
The field should not be required and the information should not be available as search criteria, so you need only set up these field properties as follows:
What properties are needed for the ITEM_TEXT240_1 field?
The field should not be required and the information should not be available as search criteria, so you need only set up these field properties as follows:
What role access should be granted for the content section?
Employees, managers, and HR specialists should all have access to update the section.
To set up a free-form content type to track previous employment information for workers, you must:
Set up a free-form content type
Add the free-form content type to the person profile type
Previous Employment
Track previous employment information for workers.
Column Name
Previous Employer
From Date
To Date
Job Description
A label for a grouping of rating levels. Rating categories are used in talent management processes such as performance management and talent reviews to group ratings for analysis tools such as the performance and potential box chart.
You can edit any content type relationships that you define. However, the relationships that are predefined cannot be changed.
Set up the relationship on the content type that you want to relate to goals using the relationship type: Is supported by. For example, if you want to define a relationship between the Goals content type and the Competencies content type, set up the relationship on the Competencies content type, instead of the Goals content type.
Free-form content types enable you to capture information in a profile that you do not need to store in the content library. For example, you can set up a free-form content type to store information about the previous employment information for your workers.
A free-form content type contains only a code, name, and a description, and does not have any properties defined for it until you add it to a profile type. Free-form content types do not include any content items.
A content item's relationship type is derived from its content type, and you cannot change it. You can only change relationships at the content type level. You cannot change predefined relationships.
Profile types include person profile types and model profile types. The person profile type is the template that you use to create profiles of your workers. The person profile contains the skills, qualities, and qualifications that you want to track for your workers. The person profile type is predefined, and you can have only one. Model profile types are templates for workforce structures such as jobs and positions. Model profiles identify the targeted and required skills and qualifications for a job or position, and also identify work requirements, such as work schedule and travel frequency. You can set up multiple model profile types.
To define profile types, you first specify whether the profile type is a person or model profile. For model profiles, you also specify the workforce structures for which the model profile can be used. For example, if you specify that the model profile can be used for jobs and positions, then you can use the profile type to create both job and position profiles. To define the structure of the profile type, you add one or more content sections using content types from the content library and free-form content types. Define the following for each content section:
Instance qualifier sets
Section properties
Role access
If you have defined instance qualifier sets for the content type, you select the instance qualifier set to use for the sections.
The properties determine the fields and how they are displayed when you create profiles based on the type. For example, properties determine the label for the field, whether the field is required, and whether the field should be included in profile searches. For sections with content types from the content library, you can use the field properties as they have been defined in the content library, or add, remove, or change the properties to suit the content section. You define all of the properties for free-form content types.
You can specify the user roles, such as Employee or Manager, that can view the content section, and which user roles have access to update the section.
An instance qualifier set is a group of codes that you use to uniquely identify different occurrences of the same profile item within the Competency content type. Instance qualifiers typically identify the role of the person who edited a competency. For example, if a worker, the worker's peer, and the worker's manager all enter a rating for a competency on the worker's profile, instance qualifier sets uniquely identify each instance, or, the rating given by each different role. Uniquely identifying different instances of competencies enables you to specify which instance is used when you view or compare profiles.
Each instance qualifier contains a code and a description, which indicate the role or the application that updated the competency. For example, P is the code that is used when an employee's peer rates the employee and T is used for the rating that results from the talent review meeting. You can use the predefined codes and descriptions, or you can create your own.
In addition to the code and description, each instance qualifier has the following properties:
Employer and manager views
Search ability
Default instance qualifier for employer and manager
Priority determines the order in which different instances of a competency are displayed, and also determines which instance to use when searching and comparing profiles. The lowest number indicates the highest priority.
Employer and manager views determine which instances are visible to employees and to managers.
You can specify whether items that have been assigned the instance qualifier code should be included in profile searches. For example, you might not want the ratings for competencies given by peers to display when other workers are searching person profiles.
You can specify the default instance qualifier to use when managers and employees update a competency. Each time an employee or manager updates a competency, the record is assigned the instance qualifier code that is identified as the employee or manager default code.


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BookExpo America at New York City's Javits Center began with a full day of panels and presentations on Wednesday, May 29, and ended with a newly energized Consumer Day on Saturday, June 1. While exhibitors and attendees were still evaluating the new Thursday–Saturday schedule for the exhibit floor, there was a consensus that a bit of stability has returned to the book publishing industry. Although questions remain about how things will eventually shake out, the pace of change has slowed, giving publishers and booksellers a chance to make plans for the future. As Perseus Books Group president David Steinberger observed, for the first time in a number of years, "the future doesn't feel like it's changing that rapidly." Still, more change is ahead and a number of booksellers expressed skepticism about whether publishers could do anything to make e-books a meaningful part of a bookstore's business. For one thing, booksellers currently make little money on the e-books they sell. "If I sold an e-book to every customer who came in to my store, I'd be out of business in a week," said Emily Pullen, manager of Word, a bookstore in Brooklyn.
BEA show-runner Reed Exhibitions has made extensive changes to the event since the Great Recession of 2008–2009, as the publishing industry continues to transition to digital. The 2013 fair had an expanded digital presence on the exhibit floor, and BEA executives said more than 200 new companies signed up to exhibit this year. One new booth was taken by six independent authors: Stephanie Bond, Tina Folsom, Barbara Freethy, Hugh Howey, C.J. Lyons, and Bella Andre. Wearing buttons that read, "Ask me how I sold over 1 million e-books," the authors treated BEA much like traditional publishers do: growing their brands and talking with distributors and foreign publishers. In a bid to help more would-be authors learn about self-publishing, BEA held a daylong uPublishU on June 1 that attracted 353 attendees.
Not too much changed among the core trade house exhibitors, though. The Big-Six publishers all had booths that were similar in size to their booths at last year's show. Random House had its modest booth and a large meeting room just across the aisle, while Penguin and DK had one of the biggest booths at the show. At the entrance to the Javits Center, a Penguin-branded truck was offering books for sale with orders being fulfilled by New York bookstore McNally Jackson. But one of the many questions surrounding the Penguin–Random House merger is what kind of presence the combined publisher will have at next year's BEA. (The merger is slated to be resolved in the second half of 2013.)
Nonetheless, more buzz on the show floor was focused on the fate of Barnes & Noble. While few people seem worried that the chain is in danger of going out of business any time soon, they are eager to know whether chairman Len Riggio will buy the retail trade stores.
Customer traffic on the show floor was generally solid during the first two days of the expo. The big houses drew long lines for in-booth signings with authors like Snooki, who was on hand to promote her forthcoming Baby Bumps from Running Press (slated for a December release), while a crowd gathered at the Penguin booth for Sue Grafton's W is for Wasted, due out in September. A number of independent presses expressed satisfaction with the show traffic, although some noted that the nature of the fair business has changed. Their emphasis now is on setting up "wall-to-wall meetings" with key accounts, rather than depending on booksellers to drop by, said Munro Magruder, sales and marketing manager at New World Library. John Whalen, founder of Cider Mill Press, did lots of selling at the show. "I've had more stores placing orders than in a number of years," Whalen said, adding that he sensed "a renewed dynamism among independents." Sellers Publishing's Andy Sturtevant said business at the show was good, and much better than at the gift and stationery fair he attended a few weeks ago at the Javits, where traffic was very slow, especially on the last two days of the event.
Publishers were curious to see how things would unfold on the last day of BEA, following a decision to move the closing day to Saturday, in part to draw in more consumers. BEA general manager Steve Rosato was confident that at least 2,000 consumers would be at the Javits on Saturday. Indeed, early Saturday morning, there were long lines of people waiting to get in and the Neil Gaiman talk was mobbed. Publishers seemed to be split over the increased efforts to attract more consumers, although many had prepared special giveaways for the day. One publisher wondered whether attracting 2,000–3,000 consumers would really affect their BEA experience, while others said the effort was worthwhile if it helped keep the show viable.
There was widespread agreement that the industry still needs a place to gather once a year, but questions remain over what that gathering should look like. BEA executives "seem to be struggling to give the show definition," one bookseller commented. Markus Dohle, CEO of Random House, is a firm believer in the need for BEA. As the industry continues to evolve, Dohle said, "I can't imagine not having an annual event where all constituencies in the publishing and bookselling value chain can get together." He added that he favors an event that is held in New York.
Next year's BEA is set to run from May 29–31 in New York.

subset: commoncrawl


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- 12 Sheets in Each Pad
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Introducing Clairefontaine PastelMat Paper, one of the most popular Pastel surfaces used among artists. It's premium quality and 360gsm thickness makes it ideal for multiple layers without a saturation effect or "crushing" of the paper. The PastelMat is a true innovation with it's cork grain surface giving your pictures a great finish. Available in Pads of 12 Sheets.
12 Sheets in 1 Pad. Paper measures 30x40cm.


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Crowne Plaza ST. PETERSBURG - LIGOVSKY4
61 LIGOVSKY PROSPEKT, St Petersburg, 191040
61 LIGOVSKY PROSPEKT, St Petersburg, 191040
One of the world's most beautiful cities, St. Petersburg has all the ingredients for an unforgettable travel experience: high art, lavish architecture, wild nightlife, an extraordinary history and rich cultural traditions that have inspired and nurtured some of the modern world's greatest literature, music, and visual art. From the mysterious twilight of the White Nights to world-beating opera and ballet productions on magical winter evenings, St.
Petersburg charms and entices in every season. Crowne Plaza St. Petersburg - Ligovsky is located in the spectacular environment of business area of St. Petersburg just a stone's throw from the main street Nevsky Prospect and Moskovsky railway station. The hotel is rather close to Anichkov Palace, State Russian Museum, Hermitage, Kazan Cathedral and Mariinsky Theater. The nearby points of interest also include Church of the Savior on the Blood, Summer Garden and St. Isaac's Cathedral. And the popular shopping mall is located across the street, where you may buy needed goods, have dinner or go to beauty salon. Crowne Plaza St. Petersburg-Ligovsky will set your mood for this great city. After a long business trip, it's the best way to relax in our Lobby Bar with fresh drinks and starters from Chef, taste delicate European Cuisine in the restaurant Olivetto and enjoy the walk along famous Nevsky Prospect, contemporary experiencing the world famous White Nights.
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Hi Jason, any chance you can play men's doubles on Sundays at 10:15 a.m. for 2 hours at the Willingdon Heights Park tennis courts, north Burnaby?
Hey there. I'm looking to hit with someone, near Mount Pleasant/Fairview or UBC ideally but elsewhere would work as well. I'm between a 4.5-5.0 but haven't played in a while. I posted an ad on craigslist with more info, and it has a link to email me on there if you're interested. The ad is here: http://vancouver.en.craigslist.ca/van/act/4541099187.html
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A Visit with Geekhouse Bikes
segmented fork on a neatly TIG-welded frame that makes me feel all funny inside. Now imagine a workshop chalk full of these forks, in candy colours... I did my best to keep calm.
ANT and the Fat Chance legacy, while developing a trademark aesthetic unmistakably his own.
This "Woodville" model is a contemporary take on the loop frame. And notice the "wooden" rims.
And a fairly classic straight step-through bicycle re-imagined in Geekhouse style.
But of course, a "woman's bike" does not have to be a step-through, especially when it comes to road and touring bikes. The bicycle above (shown at NAHBS and mentioned here earlier) was made for Bianca, who rode it cross-country for Autism, from Boston to San Francisco.
To me this bicycle is just stunning; definitely my favourite Geekhouse bike. And if the owner rode it from Boston to San Francisco, I take it that it has got to be comfortable.
What I think makes this a remarkable bicycle, is the combination of all the practical, functional elements - the built-in mounts, the racks, the lights, the sturdy geometry - and the hyper femininity of the colourscheme. The lilac and pale turquoise are unexpectedly gorgeous together. They make the bicycle look very light, almost ethereal. I would not have thought this design up myself, but I love it - and I think it works on a TIG-welded frame better than it would on a lugged one, as combining lugs with such vivid colours would have been overkill. This is also why I think the bright colourschemes of the lugless Brompton work so well, and why I love the TIG-welded truss frame by ANT: Sometimes, just sometimes the clean joints afforded by the lack of lugwork are more fitting to the overall personality of a bicycle.


text: Fuel cell tech is literally just around the corner from being inside many of our gadgets, and with this new design it could allow for some unusually-shaped gizmos. A company called MyFC is showing these bendy, flexible hydrogen-powered cells that can be draped over the interior curved surfaces of a gadget in a way that is tricky with current battery tech. The FuelCellSticker devices are just 0.11-inches thick and weigh only 0.2 ounces, and can put out 0.5V at 0.9W, though you'd stack them for more volts. There's also a more conventional-shaped model, and the company is starting to make them to order. Clever stuff. [Crunchgear]


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Posts tagged PSP
Why Carmack's iPhone Visual Tour De Force Will Flop
Aug 7th
Two words, "Battery Life."
I have no doubts about Mr. Carmack's technical ability. His games defined 'cutting edge' graphics on the PC for many years. But even he can't fight against the biggest weakness of the iPhone, a short battery life.
More >


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Monthly Archives: February 2009
Dojo and custom widgets
I want to extend Dojo library with some custom widgets. Dojo widgets are really cool. You can use them from JavaScript and from HTML with the Dojo markup.
From js:
var dialog = new dijit.Dialog({ title: title, href: href, preventCache: false, parseOnLoad: true });
From HTML:
<button DojoType="dijit.form.Button" type="submit" onClick='Desktop.login()'>Login</button>
Using Dojo widgets from HTML gives you errors when you validate your HTML files because Dojo attributes are non HTML attributes. If you are strict with HTML you have a problem using Dojo but its really easy to develop rich application with Dojo. so it's your choice ;). But remember: validation tools are just that: validation tools
For my tests I use Dojo from CDN. Dojo library is very big so I don' t want to upload all the library to my hosting. My hosting (a free one) has a monthly traffic usage limit so I want to limit the trafic to my hosting as far as I can (poor man techniques). Dojo library is in some CDNs (AOL and google for example). You only need to point your scripts to CDN and use cross domain (xd) of Dojo library and you are using the CDN. Really simple.
But If you create a custom widget you can't upload your widget to the CD. If you paid for a CDN (akamai for example) you can do it but according my poor man's techniques I use a free CDN so I can't upload anything to the CDN.
For example when you use a dijit.form.TextBox with Dojo library pointing to google's CDN you are using the following url:
But if you are going to use your wonderfull custom widget gam.widget.coolwidget your browser will try to load:
and you will get a flaming 404 file not found error.
My first solution was upload all Dojo library to my hosting. With this solution I will can develop custom widgets without any problem but this is not the Dojo way. You can use xd version of Dojo and custom library in your server without problems. You only need to say Dojo in the configuration where are your widgets
djConfig = { parseOnLoad: false, modulePaths:{ gam: './js/gamjs' }, baseUrl: '/' };
With this configuration Dojo will continue trying to get dijit.form.TextBox from http://ajax.googleapis.com/ajax/libs/Dojo/1.2.3/dijit/form/TextBox.xd.js but gam.widget.coolwidget from /js/gamjs/widget/coolwidget.xd.js.
Really easy. isn't it?
Dojo series
I will start a new series of posts based on my experiences learning Dojo. This is not a tutorial of Dojo. Those posts want to help me to get new skills. The learning of Dojo is a bit frustrating sometimes. When you have written a dozens of source code and you realized all its wrong and that isn't the Dojo way of doing this and you need to rewrite all. But you feel really happy when your widget appear on the browser. I have in my mind some post-project now and I hope I will post them soon


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Home | Order CD | Contact Us | Photo Gallery
Click here for details
on Jimmy's inspiring
Available now!
Standard hardback is just $19.99.
To watch a special video of Jimmy being honored as a "Nashville Cat" at the Country Music Hall of Fame and Museum on June 16, 2012 click here!
Over the years, countless guitarists have come to Nashville with as little as $5.00 in their pockets and their guitars slung over their backs in hopes of getting a job and making their dream a reality. Only a chosen few ever made it; especially those whose 'fingerprints' are left on #1 hit recordings. Guitar great Jimmy Capps is one of those chosen few.
For years now, Jimmy has been a part of turning songs he's never heard before into hits...and in some cases...even 'classics'.
These timeless classics include:
* "Stand By Your Man" - Tammy Wynette"
* "He Stopped Loving Her Today" - George Jones
* "The Gambler" - Kenny Rogers
* "The Rose" - Conway Twitty
* "The Lighthouse" - The Hinsons
As one of Country Music's finest guitar players, Jimmy Capps is a 'master of smoothness'. He is known in the studio for his ability to move flawlessly from 'electric to acoustic' with a polished and refined touch that he brings to every recording or performance he is part of.
When you hear the richness and grace of his acoustic intros on "The Gambler" (Kenny Rogers) ..."How Blue" (Reba McEntire) ... "Near You" (George Jones and Tammy Wynette) ..."After All These Years (Barbara Mandrell) ...16th Avenue (Lacy J. Dalton) ... and on Conway Twitty's "I Don't Know A Thing About Love"... it comes as no surprise that this gifted guitarist can easily alternate into his more distinctive, electrifying sounds that you hear on the intros of Waylon's "Brown-Eyed Handsome Man"...Terri Gibbs' "Somebody's Knockin' "... Charley Pride's "Honky Tonk Blues" ... or The Louvin Brothers' "How's The World Treating You" and "Second Time Around" ... just to name a few.
Some other incredible recordings you can hear Jimmy on are George Strait's "Amarillo By Morning" and "Unwound" ... Alan Jackson's "Here In The Real World" ... The Oak Ridge Boys' "Elvira" and "Sail Away" ... Barbara Mandrell's "Sleeping Single In A Double Bed" and "I Was Country When Country Wasn't Cool" ... Conway's "Lost In The Feeling", "Red Neckin' Love Makin' Night", and "Don't Call Him A Cowboy" ... John Denver's "Some Days Are Diamonds" ... as well as such artists as Andy Williams ... Ray Charles ... Mac Davis ... John Conlee ... Moe Bandy ... Joe Stampley ... Billie Joe Spears ... Johnny Paycheck ... Janie Fricke ... and all of Ronnie Milsap's recordings through 1988, to include such hits as "Smoky Mtn Rain" and "Legend In My Time".
At one time, Jimmy averaged 520 recording sessions a year, yet he still took time to go to Belmont College to learn his craft even more, studying 'time evaluation' under John Pell. But how did it all start with Jimmy Capps?
Born in Fayetteville, North Carolina to Alice and Tommy Capps, and raised in Benson, NC, Jimmy listened to the Grand Ole Opry since he was 8 years old. He was inspired by his champion fiddle-playing uncle, Lynn Cook, and local guitarist Hayden Ivey. Jimmy was asked recently, "How old were you when you started playing guitar?" He said, "12"--then, "How old were you when you started playing and performing on local radio shows?"-- his reply was, "12"!
He sang and played on WCKB-Dunn NC, and in 1956 Jimmy worked in both radio and TV in Florence, S.C. with a performer named Slim Mims. He moved on to Wilson to work with another "Slim" (Slim Short), and he played local clubs in Benson in a band called The Tar Heels.
But one audition in 1958 changed Jimmy's life forever when he became the guitar player for one of country music's all-time greatest duo-teams ... The Louvin Brothers. The story goes like this....
"When I auditioned for my job with the Louvin Brothers, their current guitar player (Paul Yandell, who had been drafted into the Army)) had heard me working with a duet in North Carolina who sang all the Louvin Brother's songs, so I knew all the intros and turnarounds to their songs. He'd heard me play and recommended me to the Louvins".
"So I went to Burlington, N.C. and after their show, we went back to the hotel and I auditioned. I did all their intros and turnarounds to the songs they auditioned me with and they seemed to like me okay. But their guitar player noticed I didn't use a thumbpick...he then asked me if I could play "Malaguena"? I told him, "No I couldn't".
Charlie Louvin spoke up and said, "Well ... Ira and I very seldom sing "Malaguena" anymore ... so, we're gonna hire you anyway!
"Thanks to Charlie ... I guess I owe my whole career to him. That one split-second decision that he made is the reason I am here. That decision made all the difference in my life."
Jimmy recalls when the Louvins were scheduled for a guest appearance on the Grand Ole Opry, he came down with double pneumonia. He said, "No way am I going to miss playing the Opry ... if I die on the stage ... I'm gonna work the Opry ... just one time!" And he did! He remembers playing "The Knoxville Girl", but he was so scared Pete Wade had to help him plug his guitar into the amplifier. Jimmy said that's one of his most cherished moments. That was the latter part of 1958 ... of course his 'just one time' has turned into years of history on that hallowed stage.
Jimmy Capps has now been a member of the Grand Ole Opry Staff Band since 1967 (although it wasn't officially graced with that title at that point in time).
All of the Grand Ole Opry Staff Band was honored on October 11, 1982 when the CMA nominated them for "Instrumental Group Of The Year"
Jimmy said his guitar heroes were Grady Martin, Chet Atkins, Pete Wade, Ray Edenton on rhythm, Billy Sandford, Leon Rhodes, and Spider Wilson.
He said, "Seriously, I would get up early before I went to school, and my Dad and I would listen to Spider play guitar with Big Jeff. I didn't realize there wasn't that much difference in our ages. Spider was going to school too, just like me. But he is one of my heroes. I've always admired him ... it's really wonderful to get to work with your heroes like that."
I asked Jimmy what he considered his 'finest moments' in the studio, to be. He quickly answered, "My years with producers Owen Bradley, Billy Sherrill, and Larry Butler. When you left the studio after working with them, you knew you had contributed to a 'puzzle' these Masters would put together, and you were a piece of that puzzle."
Jimmy has learned from the Master Producers the art of song production. He has produced albums on artists such as The Wilburn Brothers, Jan Howard, Jim & Jesse, Roy Drusky, David Houston, and Stu Phillips, to name a few.
Throughout his career, Jimmy Capps has received numerous awards from the "National Academy Of Recording Arts & Science". These are awards for playing on the 'Most #1 Hit Recordings' ... thus making him a member of the "NARAS Superpickers Band" for the years 1978 & 1979. In 1979 he was also voted 'Most Valuable Acoustic Player'.
You've also heard and seen Jimmy play on 20 years of CMA Awards Shows with the Bill Walker Orchestra ... Music City News Awards ... People's Choice Awards ... The Statler Brothers Show ... Yesteryear ... Good Ole Nashville Music ... The Wilburn Brothers Show ... Jim & Jesse Syndicated TV Show ... Grand Ole Opry Live ... Opry Backstage ... Country's Family Reunion ...and more recently as the guitar playing "Sheriff" on Larry's Country Diner on RFD-TV.
Jimmy went home to Benson, N.C. for a special performance, when he was surprised with an honor few people receive. State Senator Charlie Albertson read Governor James Hunt's Proclamation, declaring Monday May 25, 1998 "Jimmy Capps Appreciation Day" ... and it was well deserved.
February 25, 2009, Benson Mayor William W. Massengill honored Jimmy once more, proclaiming that date as "Jimmy Capps Day" to a sold-out crowd at a concert celebrating Jimmy's 50+ years on the Grand Ole opry.
Jimmy also received North Carolina's Prestigous "Long Leaf Pine Award" from Governor Jim Hunt, for his achievements and contributions to the music industry.
You can still see Jimmy and hear his wonderfully distinctive guitar playing every week on the Grand ole Opry, and also on RFD-TV on the weekly shows "Larry's Country Diner" ... "Country's Family Reunion" ... "Wilburn Brothers Show" ... etc.
(some excerpts are from an interview and an article written by Carol Lee Cooper from the Grand Ole Opry)
Copyright � 2009 Jimmy Capps |


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Elaine Lindsey
B.S., Houghton College; Ed.M., Temple University; Ed.D., University of South Carolina
Elaine's background and on-going experience in curricular issues, instructional supervision, and curriculum evaluation and development, make her a valuable asset to the M.Ed. and Ed.D. programs.
Science Teacher, Boonville Central School, 1959-1962; Research Geochemist, Columbia University Lamont Labs, 1962-1966; Teacher, Asheville Christian Academy,1976-1981; Teacher, Director of Curriculum and Instruction, Ben Lippen School, 1981- 2006; Southeast Region Commissioner, Chairperson for Accreditation Teams Southeast Region, ACSI, 1995-present; Chairperson for Accreditation Teams, NC, SC, GA, SACS, 2000-present ; Adjunct Faculty, Resident Faculty, Professor Emeritus, Columbia International University, 1995-present.