|
|
|
Cheshire3 Object Model: Class Document
|
Module baseObjects ::
Class Document
- Known Subclasses:
-
document.StringDocument
A Document is the raw data which will become a record. It may be
processed into a Record by a Parser, or into another Document type by a
PreParser. Documents might be stored in a DocumentStore, if necessary,
but can generally be discarded. Documents may be anything from a JPG
file, to an unparsed XML file, to a string containing a URL. This allows
for future compatability with new formats, as they may be incorporated
into the system by implementing a Document type and a PreParser.


{% extends "layout_renew_licence.html" %} {% block page_title %} Confirmation page example {% endblock %} {% block content %} {{formData | safe}} {{formData | safe}} GOV.UK Pay Pay government to go fishing using GOV.UK Pay continue {% endblock %}
Pay government to go fishing using GOV.UK Pay
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Note: Applicants will be contacted for a brief telephone interview PRIOR to being accepted into the training.


EPM Results: Full Result Scenarios
Recommendation, 2007April 15
Editor:
Chuck Allen, HR-XML Consortium, Inc.
Contributors:
Adam Amato, Data Solutions, Inc.; Kim Bartkus, HR-XML Consortium, Inc.; Dawn MacKay, Halogen Software; Sreenivasa Ampavati, Kenexa; Pramod Mathur, Lawson; Mark Weber, PDI; Paul Storfer, PDI; Peg Jermyn, Microsoft ; Romuald Restout, Talent Technology Corp.; David B Turetsky, Workscape
Copyright ©2007 HR-XML Consortium, Inc.
Abstract
HR-XML’s EPM Results Specification provides a data model and a number of XML schemas intended to match the type of information and level of granularity required by specific interactions with EPM systems.
This document describes an XML schema for a “full result.” The other XML schemas defined by the specification are a subset of the full result. While scenarios requiring the full result vary considerably, a common reason for returning complete performance data is for validation of related talent management services or content (for example, returning post-hire performance data to an assessment provider so that the efficacy of pre-hire testing can be analyzed and validated).
2.1 Scenario Description: Competency Management System
2.4 Related XML Example Instances
<IP_ADDRESS> ObjectivesSection / SectionSummaryResult
<IP_ADDRESS> ObjectivesSection / ObjectiveGroupResult
<IP_ADDRESS> ObjectivesSection / ObjectiveSingleResult
<IP_ADDRESS> CompetencySection / SectionSummaryResult
<IP_ADDRESS> CompetencySection / CompetencyGroupResult
3.1.4 CompetencySection / CompetencySingleResult
<IP_ADDRESS> CompetencySection / CompetencySingleResult / BehavioralIndicatorScoringInfo
<IP_ADDRESS> CompetencySection / CompetencySingleResult / DevelopmentItem
<IP_ADDRESS> OtherRatingSection / SectionGroupResult
<IP_ADDRESS> OtherRatingSection / SectionSingleResult
3.1.7 RemunerationRecommendationDetail
4 Appendix A - Document Version History
5 Appendix B – Related Documents
There are a variety of use cases that might require the complete and detailed information available within the “full result” schema (EPMResult.xsd) defined by HR-XML EPM Results specification. A common use case for a “full result” is to return performance data to a system for purposes of validating services (assessment services) or content (competency definitions) for a mutual client of a performance management solution and assessment or other talent management system. Possible use cases and target systems are identified in the table below.
|
Actor |
Assumed Role in EPM Result Process |
|
Competency Management System |
|
|
Assessment Provider |
|
|
Learning Management System |
|
The scenario described below involves integration between best-of-breed EPM and competency management systems.
As noted in the previous section, the “full result” schema enables integrations with a variety of target systems. While the systems and reasons for integration may vary, some of the basic preconditions and process flow are similar to the competency management system scenario described below.
This scenario focuses on the transfer of results from an EPM system to a Competency Management System (CMS).
Preconditions assumed for this scenario are:
· The CMS has previously shared a competency model with the EPM system (the transfer of competency model is outside the scope of this specification).
· Performance reviews, approvals, and other necessary steps within the performance management process occur within the EPM system.
The trigger for the transfer of the result information usually would be the completion of a performance review for an individual employee or it might be a date or time interval at which a batch of individual employee results are transferred.
1. At a scheduled date, the employee is reviewed on competencies and behavioral indicators from the competency model provided by the CMS.
2. The review is completed and the ratings are scored within the EPM system using applicable scoring rules.
3. The EPM system passes detailed, scored results to the CMS for analysis.
The EPM system alternatively might transfer “raw” ratings prior to the application of scoring rules. The raw ratings would be transferred to the Competency Management Systems for analysis. These raw ratings would use the “Rater Panel” and “Individual Rater” components of the EPM Full Result schema.
This template defines an operation to process a full performance appraisal result.
Documentation
http://ns.hr-xml.org/2_5/HR-XML-2_5/ws/PerformanceManagement/EPMFullResult_wsdl.html
WSDL
http://ns.hr-xml.org/2_5/HR-XML-2_5/ws/PerformanceManagement/EPMFullResult.wsdl
See Section 3.1 for documentation of the XML Schema related to this scenario.
http://ns.hr-xml.org/2_5/HR-XML-2_5/PerformanceManagement/EPMFullResult_example1.xml
|
Elements and Attributes [Global types listed alphabetically in following table.] |
ContentModel* |
Definition ** |
|
/ EPMResult |
xml:lang
- - |
Defines a full performance appraisal result such as might be required by a talent management system (e.g., Learning Management System, Competency Management System, etc.). Includes Result Metadata (type of appraisal, dates, prepared by); Overall Performance Rating; Objective Section Results; Competencies Section Results, etc. |
|
/ EPMResult/ |
- EntityIdType - S (0/1) |
An identifier for an appraisal or performance management result. |
|
/ EPMResult/ |
- LocalDateType - S (1/1) |
The date of the EPM result. Usually, the date the
result received final approval. |
|
/ EPMResult/ |
- EPMPeriodType - S (0/1) |
Contains the begin and end
dates of the period for which performance was assessed. |
|
/ EPMResult/ |
- EntityIdType - S (0/1) |
A unique identifier for the EPM provider. |
|
/ EPMResult/ |
- EPMPersonType - S (0/1) |
Identifies the person with primary responsibility for
preparing the performance appraisal. |
|
/ EPMResult/ |
- EPMPersonType - S (1/1) |
Contains information identifying the person who is the subject of the performance management process. |
|
/ EPMResult/ |
- EPMReasonCodeType - S (0/1) |
A code identifying the reason for the appraisal or
performance management review. |
|
/ EPMResult/ |
- EPMScheduleType - S (0/1) |
In the case of a scheduled review, this element is
used to identify the type of schedule. |
|
/ EPMResult/ |
- EPMOverallRatingType - S (0/1) |
Provides an overall performance rating. Often this is a “roll-up” of component scores within a performance management process. |
|
/ EPMResult/ |
- EPMObjectivesSectionType - S (0/1) |
The section within a performance appraisal that contains objectives results and ratings. The section may contain a summary result, groups of objectives, as well as individual or single objective ratings. |
|
/ EPMResult/ |
- EPMCompetencySectionType - S (0/*) |
A section within a performance appraisal that
contains competency results and ratings. The section may contain a summary
result, groups of competency ratings, as well as individual competency
ratings. This section is repeatable so that specialized types of Competency
sections -- such as "Core Values" or " |
|
/ EPMResult/ |
- EPMOtherRatingSectionType - S (0/*) |
A "catch all" section within a performance appraisal for ratings that are not related to objectives or competencies. |
|
/ EPMResult/ |
- EPMRaterPanelInfoType - S (0/1) |
Identifies individuals who participated in the performance management process and their relationship to the appraisal subject. |
|
/ EPMResult/ |
- EPMRemuneration- RecommendationType - S (0/*) |
Contains recommendations for "remuneration"
changes/increases associated with a performance management result. |
|
/ OverallRating |
- EPMOverallRatingType - (0/1) |
An overall rating for a performance management process. |
|
/ OverallRating/ |
- EntityIdType – S (0/1) |
A unique identifier of the overall rating score. |
|
/ OverallRating/ |
- xsd:boolean - S (0/1) |
A Boolean to indicate either a satisfactory or unsatisfactory rating. |
|
/ OverallRating/ |
- xsd:string - S (0/1) |
A description of the overall rating. |
|
/ OverallRating/ |
- NumericAndStringScoreType - S (0/1) |
The score of the overall rating. |
|
/ OverallRating/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ OverallRating/ |
- StackRankType - S (0/*) |
A collection of information about a "stack rank". In the context of a performance management process, a "stack rank" refers to a unique cardinal position for each person within an organization or designated comparison group. "Stack ranking" is also sometimes referred to as "forced ranking". |
|
/ OverallRating/
StackRankInfo/ |
- EntityIdType – S (0/1) |
An identifier for the organizational unit or comparison group within which the ranking is made. |
|
/ OverallRating/
StackRankInfo/ |
- xsd:string - S (0/1) |
The name of the organizational unit or comparison group within which the ranking is made. |
|
/ OverallRating/
StackRankInfo/ |
- xsd:integer - S (1/1) |
A unique cardinal position for each person within the comparison group subject to the ranking process. |
|
/ OverallRating/
StackRankInfo/ |
- xsd:integer - S (0/1) |
The number of people within the comparison group subject to the ranking process. |
|
/ OverallRating/ |
- EPMCommentsType - S (0/*) |
A rater’s comments on the overall rating. |
|
/ |
- EPMObjectivesSectionType – (0/*) |
A section within a performance appraisal that contains objectives results and ratings. The section may contain a summary result, groups of objective ratings, as well as individual objective ratings. |
|
/ ObjectivesSection/ |
- xsd:string – S (0/1) |
A label or title for a section. |
|
/ ObjectivesSection/ |
- EPMSectionSummaryResultType - S (0/1) |
An overall result for the section. Sometimes a "roll-up" of individual component scores within the section. |
|
/ ObjectivesSection/ SectionSummaryResult/ |
- EntityIdType - S (0/1) |
A unique identifier of the score. |
|
/ ObjectivesSection/ SectionSummaryResult/ |
- xsd:boolean - S (0/1) |
A Boolean to indicate either a satisfactory or unsatisfactory rating. |
|
/ ObjectivesSection/ SectionSummaryResult/ |
- xsd:string - S (0/1) |
Describes what is being rated – the high-level objective. |
|
/ ObjectivesSection/ SectionSummaryResult/ |
- NumericValueType - S (0/1) |
A numeric value expressing the relative importance of the EPM result item. |
|
/ ObjectivesSection/ SectionSummaryResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ ObjectivesSection/ SectionSummaryResult/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ ObjectivesSection/ SectionSummaryResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ ObjectivesSection/ |
- EPMObjectiveGroupResultType - S (0/*) |
Contains results for an objective with multiple components or subordinate goals. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- EntityIdType - S (0/1) |
An identifier for the objective group. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- xsd:string - S (0/1) |
A name or label for the objective group (e.g., "Third Quarter Sales") |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- xsd:string - S (0/1) |
A brief explanation of the group of objectives. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- NumericValueType - S (0/1) |
A numeric value expressing the relative importance of the EPM result item. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- xsd:date - S (0/1) |
A projected or requested date associated with a goal or requirement. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- EPMMetricType - S (0/1) |
The standard or "metric" against which the achievement of the objective is measured. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveMetric/ |
- xsd:string - S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveMetric/ |
- NumericAndStringScoreType - S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- EPMStatusEnumType - S (0/1) |
Describes the status of the group of objectives by either using a standard set of enumerations ("in progress", "complete", "canceled", "not known", and "not applicable") or a custom value. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- xsd:date - S (0/1) |
A date associated with an objective group status. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- EPMMetricType - S (0/1) |
Contains a result against a particular metric. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveResultAgainstMetric/ |
- xsd:string - S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveResultAgainstMetric/ |
- NumericAndStringScoreType - S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- MultiRaterIndividualScoresType - S (0/*) |
A score given by a single rater on a multi-rater panel. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
IndividualRaterScore/ |
- EntityIdType - S (0/1) |
An identifier for a rater. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ IndividualRaterScore/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
IndividualRaterScore/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- EPMMultiraterSummaryType - S (0/1) |
A container with summary data for scores by a multi-rater panel. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
MultiRaterScoreSummary/ |
- xsd:string - S (0/1) |
The lowest rating given by a rater on a multi-rater panel. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
MultiRaterScoreSummary/ |
- xsd:string - S (0/1) |
The highest score among the multiple raters. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
MultiRaterScoreSummary/ |
- xsd:double - S (0/1) |
The mean rating given by a multi-rater panel. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
MultiRaterScoreSummary/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores within a distribution which are lower. For example, a test score which is greater than 90 percent of the scores is said to be at the 90th percentile. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- MultiRaterGroupScoresType - S (0/*) |
A container for information summarizing multi-rater scores by "rater group." For example, customers, peers, etc. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
MultiRaterGroupScore / |
- EPMRaterRelationshipGroupType - S (1/1) |
Classifies the group for which ratings are reported. Allows the choice of standard values or custom values describing the relationship of the rater to the appraisal subject. Enumerated values are: customer, peer, supervisor, direct report, and self. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ MultiRaterGroupScore/
RaterGroup/ |
- EPMRelationshipGroupEnumType - C (0/1) |
Enumerated values are: customer, peer, supervisor, direct report, and self. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
MultiRaterGroupScore/ RaterGroup/ |
- xsd:string - C (0/1) |
A string used to extend a list of non-standard values. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
MultiRaterGroupScore/ |
- NumericAndStringScoreType - S (1/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/
ObjectivesSection/ ObjectiveGroupResult/ MultiRaterGroupScore/ |
- EPMMultiraterSummaryType - S (0/1) |
Provides a more detailed breakdown of scores for the multi-rater group. Includes lowest rating, highest rating, mean rating and percentile rating for the group. |
|
/ ObjectivesSection/
ObjectiveGroupResult/ MultiRaterGroupScore/ ScoreDetail/ |
- xsd:string - S (0/1) |
The lowest rating given by a rater on a multi-rater panel. |
|
/ ObjectivesSection/
ObjectiveGroupResult/ MultiRaterGroupScore/ ScoreDetail/ |
- xsd:string - S (0/1) |
The highest rating among a set. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
MultiRaterGroupScore/ ScoreDetail/ |
- xsd:double - S (0/1) |
The mean rating given by a multi-rater panel. |
|
/ ObjectivesSection/
ObjectiveGroupResult/ MultiRaterGroupScore/ ScoreDetail/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores in its frequency distribution which are lower. For example, a test score which is greater than 90 percent of the scores of people taking the test is said to be at the 90th percentile. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
MultiRaterGroupScore/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ |
- EPMObjectiveResultType - S (0/*) |
A result for a single objective. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- EntityIdType - S (0/1) |
An identifier for an objective. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- xsd:string - S (0/1) |
A name or label for an objective. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- xsd:string - S (0/1) |
A description of a business goal or objective. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- NumericValueType - S (0/1) |
A numeric value expressing the relative importance of the EPM result item. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- LocalDateType - S (0/1) |
A projected or requested date associated with a goal or requirement. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- EPMMetricType - S (0/1) |
The standard or "metric" against which the achievement of an objective is measured. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ ObjectiveMetric/ |
- xsd:string - S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ ObjectiveMetric/ |
- NumericAndStringScoreType - S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- EPMStatusType - S (0/1) |
A status associated with an objective. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ ObjectiveStatus/ |
- EPMStatusEnumType - C (1/1) |
A standard set of enumerated values. A list of standard values. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ ObjectiveStatus/ |
- xsd:string - C (1/1) |
A string used to extend a list of non-standard values. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- LocalDateType - S (0/1) |
A date associated with an objective status. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- EPMMetricType - S (0/1) |
Contains a result against a particular metric. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ ObjectiveResultAgainstMetric/ |
- xsd:string - S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ ObjectiveResultAgainstMetric/ |
- NumericAndStringScoreType - S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- MultiRaterIndividualScoresType - S (0/*) |
A score for one rater on a multi-rater panel. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ IndividualRaterScore/ |
- EntityIdType - S (0/1) |
An identifier for a rater. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ ObjectiveSingleResult/
IndividualRaterScore/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ IndividualRaterScore/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. Describes the contextual information relating to a group of elements. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- EPMMultiraterSummaryType - S (0/1) |
A container with summary data for scores by a multi-rater panel. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ MultiRaterScoreSummary/ |
- xsd:string - S (0/1) |
The lowest rating given by a rater on a multi-rater panel. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ MultiRaterScoreSummary/ |
- xsd:string - S (0/1) |
The highest rating among a set. Used in the context of multi-rater scoring. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ MultiRaterScoreSummary/ |
- xsd:double - S (0/1) |
The mean rating given by a multi-rater panel. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ MultiRaterScoreSummary/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores in its frequency distribution which are lower. For example, a test score which is greater than 90 percent of the scores of people taking the test is said to be at the 90th percentile. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ |
- MultiRaterGroupScoresType - S (0/*) |
A container for information summarizing multi-rater scores by "rater group." For example, customers, peers, etc. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ MultiRaterGroupScores/ |
- EPMRaterRelationshipGroupType - S (1/1) |
Classifies the group for which ratings are reported. Allows the choice of standard values or custom values describing the relationship of the rater to the appraisal subject. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ MultiRaterGroupScores/ RaterGroup/ |
- EPMRelationshipGroupEnumType - C (0/1) |
Enumerated values are: customer, peer, supervisor, direct report, and self. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ MultiRaterGroupScores/ RaterGroup/ |
- xsd:string - C (0/1) |
A non-enumerated custom value. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ MultiRaterGroupScores/ |
- NumericAndStringScoreType - S (1/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ ObjectivesSection/ ObjectiveGroupResult/
ObjectiveSingleResult/ MultiRaterGroupScores/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ ObjectivesSection/ ObjectiveGroupResult/ ObjectiveSingleResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. Describes the contextual information relating to a group of elements. |
|
/ ObjectivesSection/ |
- EPMObjectiveResultType - S (0/*) |
A result for a single objective (NOTE: ObjectiveSingleResult appears within ObjectiveGroupResult and is documented above in that context). |
|
/ |
- EPMCompetencySectionType - (0/*) |
A section within a performance appraisal that contains competency results and ratings. The section may contain a summary result, groups of competency ratings, as well as individual competency ratings. [ BusinessRule(s): A CompetencySection is repeatable to accommodate specialized types of competency-related rating sections -- such as "Core Values". ] |
|
/ CompetencySection/ |
- xsd:string - S (0/1) |
A label or title for a section. |
|
/ CompetencySection/ |
- EPMSectionSummaryResultType - S (0/1) |
The summary result for a section of ratings. |
|
/ CompetencySection/ SectionSummaryResult/ |
- EntityIdType - S (0/1) |
An identifier for a score. A unique identifier of the score. A unique identifier of the score. |
|
/ CompetencySection/ SectionSummaryResult/ |
- xsd:boolean - S (0/1) |
A boolean to indicate either a satisfactory or unsatisfactory rating. |
|
/ CompetencySection/ SectionSummaryResult/ |
- xsd:string - S (0/1) |
Describes the contextual information relating to a specific element. |
|
/ CompetencySection/ SectionSummaryResult/ |
- NumericValueType - S (0/1) |
A numeric value expressing the relative importance of the EPM result item. |
|
/ CompetencySection/ SectionSummaryResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/ SectionSummaryResult/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ CompetencySection/ SectionSummaryResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or of participant in a performance management process. |
|
/ CompetencySection/ |
ScoreId - EntityIdType - S (0/1)
|
Contains ratings for a group or cluster of related competencies. |
|
/ CompetencySection/ |
- EntityIdType - S (0/1) |
A unique identifier of the score. |
|
/ CompetencySection/ |
- xsd:boolean - S (0/1) |
A boolean to indicate either a satisfactory or unsatisfactory rating. |
|
/ CompetencySection/ |
- xsd:string - S (0/1) |
Describes the contextual information relating to a specific element. |
|
/ CompetencySection/ |
- NumericValueType - S (0/1) |
A numeric value expressing the relative importance of the EPM result item. |
|
/ CompetencySection/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ CompetencySection/ |
- MultiRaterIndividualScoresType - S (0/*) |
A score for one rater on a multi-rater panel. |
|
/ CompetencySection/ |
- EntityIdType - S (0/1) |
An identifier for a rater. |
|
/ CompetencySection/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ CompetencySection/ |
- EPMMultiraterSummaryType - S (0/1) |
Contains additional detail on the multi-rater group score (lowest rating, highest rating, mean rating, and percentile rating). |
|
/ CompetencySection/ |
- xsd:string - S (0/1) |
The lowest rating among a set. |
|
/ CompetencySection/ |
- xsd:string - S (0/1) |
The highest rating among a set. |
|
/ CompetencySection/ |
- xsd:double - S (0/1) |
The mean rating among a set. |
|
/ CompetencySection/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores in its frequency distribution which are lower. For example, a test score which is greater than 90 percent of the scores of people taking the test is said to be at the 90th percentile. |
|
/ CompetencySection/ |
- MultiRaterGroupScoresType - S (0/*) |
A container for information summarizing multi-rater scores by "rater group." For example, the score for customers, peers, etc. |
|
/ CompetencySection/ |
- EPMRaterRelationshipGroupType - S (1/1) |
Classifies the group for which ratings are reported. Allows the choice of standard values or custom values describing the relationship of the rater to the appraisal subject. |
|
/ CompetencySection/ |
- EPMRelationshipGroupEnumType - C (0/1) |
Enumerated values are: customer, peer, supervisor, direct report, and self. |
|
/ CompetencySection/ |
- xsd:string - C (0/1) |
A string used to extend a list of non-standard values. |
|
/ CompetencySection/ |
- NumericAndStringScoreType - S (1/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/ |
- EPMMultiraterSummaryType - S (0/1) |
Contains additional detail on the multi-rater group score (lowest rating, highest rating, mean rating, and percentile rating). |
|
/ CompetencySection/ |
- xsd:string - S (0/1) |
The lowest rating among a set. |
|
/ CompetencySection/ |
- xsd:string - S (0/1) |
The highest rating among a set. |
|
/ CompetencySection/ |
- xsd:double - S (0/1) |
The mean rating of the multi-rater panel. |
|
/ CompetencySection/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores in its frequency distribution which are lower. For example, a test score which is greater than 90 percent of the scores of people taking the test is said to be at the 90th percentile. |
|
/ CompetencySection/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ CompetencySection/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ CompetencySection/ CompetencyGroupResult/ |
ScoreId - EntityIdType - S (0/1) |
A rating for a single competency (as opposed to a group or cluster). |
|
/ CompetencySection/
CompetencyGroupResult/ |
- EntityIdType - S (0/1) |
A unique identifier of the score. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:boolean - S (0/1) |
A boolean to indicate either a satisfactory or unsatisfactory rating. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:string - S (0/1) |
Descriptive information about the result. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- NumericValueType - S (0/1) |
A numeric value expressing the relative importance of the EPM result item. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- MultiRaterIndividualScoresType - S (0/*) |
A score for one rater on a multi-rater panel. This is repeatable so scores for multiple raters may be recorded. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- EntityIdType - S (0/1) |
An identifier for a rater. |
|
/ CompetencySection/ CompetencyGroupResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- EPMMultiraterSummaryType - S (0/1) |
Contains additional detail on the multi-rater group score (lowest rating, highest rating, mean rating, and percentile rating). |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:string - S (0/1) |
The lowest rating among a
set. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:string - S (0/1) |
The highest rating among a set. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:double - S (0/1) |
The mean rating among a set.
|
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores in its frequency distribution which are lower. For example, a test score which is greater than 90 percent of the scores of people taking the test is said to be at the 90th percentile. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- MultiRaterGroupScoresType - S (0/*) |
A container for information summarizing multi-rater scores by "rater group." For example, the score for customers, peers, etc. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- EPMRaterRelationshipGroupType - S (1/1) |
Classifies the group for which ratings are reported. Allows the choice of standard values or custom values describing the relationship of the rater to the appraisal subject. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- EPMRelationshipGroupEnumType - C (0/1) |
Enumerated values are: customer, peer, supervisor, direct report, and self. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:string - C (0/1) |
A string used to extend a list of non-standard values. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- NumericAndStringScoreType - S (1/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- EPMMultiraterSummaryType - S (0/1) |
Contains additional detail on the multi-rater group score (lowest rating, highest rating, mean rating, and percentile rating). |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:string - S (0/1) |
The lowest rating among a set. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:string - S (0/1) |
The highest rating among a set. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:double - S (0/1) |
The mean rating among a set. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores in its frequency distribution which are lower. For example, a test score which is greater than 90 percent of the scores of people taking the test is said to be at the 90th percentile. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ CompetencySection/
CompetencyGroupResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ |
- EPMCompetencyReferenceType - S (0/1) |
A reference to the particular competency that was rated or assessed. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ CompetencyAssessed/ |
- EntityIdType - S (1/1) |
An identification code
assigned to identify or classify the Competency. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ CompetencyAssessed/ |
- xsd:string - S (0/1) |
“Proficency level” is an expressed level of competence. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ CompetencyAssessed/ |
- xsd:string - S (0/1) |
The name or descriptive label for the competency being rated or assessed. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
ScoreId - EntityIdType - S (0/1)
BehavioralIndicatorId - EntityIdType - S (0/1)
|
Contains a score and related metadata with respect to a single behavioral indicator. A behavioral indicator is an observable behavior that helps substantiate that a person possesses a given competency. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- EntityIdType - S (0/1) |
A unique identifier of the score. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:boolean - S (0/1) |
A boolean to indicate either a satisfactory or unsatisfactory rating. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:string - S (0/1) |
Describes the contextual information relating to a specific element. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- NumericValueType - S (0/1) |
A numeric value expressing the relative importance of the EPM result item. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- MultiRaterIndividualScoresType - S (0/*) |
A score for one rater on a multi-rater panel. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- EntityIdType - S (0/1) |
An identifier for a rater. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- EPMMultiraterSummaryType - S (0/1) |
Contains additional detail on the multi-rater group score (lowest rating, highest rating, mean rating, and percentile rating). |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:string - S (0/1) |
The lowest rating among a set. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:string - S (0/1) |
The highest rating among a set. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:double - S (0/1) |
The mean rating among a set. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores in its frequency distribution which are lower. For example, a test score which is greater than 90 percent of the scores of people taking the test is said to be at the 90th percentile. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- MultiRaterGroupScoresType - S (0/*) |
A container for information summarizing multi-rater scores by "rater group." For example, the score for customers, peers, etc. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- EPMRaterRelationshipGroupType - S (1/1) |
Classifies the group for which ratings are reported. Allows the choice of standard values or custom values describing the relationship of the rater to the appraisal subject. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- EPMRelationshipGroupEnumType - C (0/1) |
Enumerated values are: customer, peer, supervisor, direct report, and self. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:string - C (0/1) |
A string used to extend a list of non-standard values. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- NumericAndStringScoreType - S (1/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- EPMMultiraterSummaryType - S (0/1) |
Contains additional detail on the multi-rater group score (lowest rating, highest rating, mean rating, and percentile rating). |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:string - S (0/1) |
The lowest rating among a set. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ |
- xsd:string - S (0/1) |
The highest rating among a set. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:double - S (0/1) |
The mean rating of the multi-rater panel. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores in its frequency distribution which are lower. For example, a test score which is greater than 90 percent of the scores of people taking the test is said to be at the 90th percentile. |
|
/ CompetencySection/
CompetencyGroupResult/ CompetencySingleResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ BehavioralIndicatorScoringInfo/ |
- EntityIdType - S (0/1) |
An identifier for the behavioral indicator. |
|
/ CompetencyGroupResult/ CompetencySingleResult/
BehavioralIndicatorScoringInfo/ |
- xsd:string - S (0/1) |
An name for the behavioral indicator. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ |
- EPMDevelopmentPlanItemType - S (0/1) |
An instruction or requirement for training; An item within a development or training plan. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ DevelopmentItem/ |
- EntityIdType - S (0/1) |
An identifier for a developmental requirement or instruction. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ DevelopmentItem/ |
- xsd:string - S (0/1) |
A name for a development item. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ DevelopmentItem/ |
- xsd:string - S (0/1) |
A description of a training or development requirement. |
|
/ DevelopmentItem/ |
- LearningObjectReferenceType - S (0/*) |
A reference to a course or development tool related to fulfilling the development item. |
|
/ DevelopmentItem/ LearningObjectReference/ |
- EntityIdType - S (0/1) |
An identifier for the learning object. |
|
/ DevelopmentItem/ LearningObjectReference/ |
- xsd:string - S (0/1) |
A name for the learning object. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ DevelopmentItem/ |
- EPMStatusType - S (0/1) |
Values describing status of a performance management process component (e.g., an Objective, a development item, etc.). Enumerated values are: "in progress", "complete", "canceled", "not known", and "not applicable". |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ DevelopmentItem/ DevelopmentItemStatus/ |
- EPMStatusEnumType - C (1/1) |
A standard set of enumerated values. A list of standard values. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ DevelopmentItem/ DevelopmentItemStatus/ |
- xsd:string - C (1/1) |
A string used to extend a list of non-standard values. |
|
/ CompetencySection/ CompetencyGroupResult/ CompetencySingleResult/
DevelopmentItem/ |
- LocalDateType - S (0/1) |
A date for a reported status (e.g., "in progress", "complete", "canceled", "not known", and "not applicable"). |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ DevelopmentItem/ |
- LocalDateType - S (0/1) |
A projected or requested date associated with a goal or requirement. |
|
/ CompetencySection/ CompetencyGroupResult/ CompetencySingleResult/
DevelopmentItem/ |
- EPMMetricType - S (0/*) |
A metric by which a development item result will be measured -- for example, a minimum score on a test or assessment. |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ DevelopmentItem/ DevelopmentItemMetric/ |
- xsd:string - S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ CompetencySection/ CompetencyGroupResult/ CompetencySingleResult/
DevelopmentItem/ DevelopmentItemMetric/ |
- NumericAndStringScoreType – S (0/1) |
Part of a pair of components for describing a type of measure (MeasureName and MeasureValue). |
|
/ CompetencySection/ CompetencyGroupResult/
CompetencySingleResult/ DevelopmentItem/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or of participant in a performance management process. |
|
/ CompetencySection/ |
- EPMCompetencySingleResultType - S (0/*) |
A rating for a single competency (as opposed to a group or cluster). NOTE: CompetencySingleResult appears within CompetencyGroupResult and is documented above in that context). |
|
/ |
- EPMOtherRatingSectionType - (0/*) |
A "catch-all" section for ratings that fall neither within a competency or objectives section. |
|
/ OtherRatingSection/ |
- xsd:string - S (0/1) |
A label or title for the section. |
|
/ OtherRatingSection/ |
- EPMSectionSummaryResultType - S (0/1) |
An overall result for the section. Sometimes a "roll-up" of individual component scores within the section. |
|
/ OtherRatingSection/
SectionSummaryResult/ |
- EntityIdType - S (0/1) |
A unique identifier of the score. |
|
/ OtherRatingSection/
SectionSummaryResult/ |
- xsd:boolean - S (0/1) |
A Boolean to indicate either a satisfactory or unsatisfactory rating. |
|
/ OtherRatingSection/
SectionSummaryResult/ |
- xsd:string - S (0/1) |
A description of what is being rated by the section. |
|
/ OtherRatingSection/
SectionSummaryResult/ |
- NumericValueType - S (0/1) |
A numeric value expressing the relative importance of the EPM result item. |
|
/ OtherRatingSection/
SectionSummaryResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ OtherRatingSection/
SectionSummaryResult/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ OtherRatingSection/
SectionSummaryResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ OtherRatingSection/ |
- EPMResultGroupBaseType - S (0/*) |
A grouped section result. This is used within a "catch-all" section for ratings not reported in the competencies or objectives sections. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- EntityIdType - S (0/1) |
An identifier for a score. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- xsd:boolean - S (0/1) |
A Boolean to indicate either a satisfactory or unsatisfactory rating. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- xsd:string - S (0/1) |
A description of what is being rated by the section group. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- NumericValueType - S (0/1) |
A numeric value expressing the relative importance of the EPM result item. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- xsd:string - S (0/1) |
A name assigned to a place on a distribution curve of results. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- MultiRaterIndividualScoresType - S (0/*) |
A score for one rater on a multi-rater panel. |
|
/ OtherRatingSection/ SectionGroupResult/
IndividualRaterScore/ |
- EntityIdType - S (0/1) |
An identifier for a rater. |
|
/ OtherRatingSection/
SectionGroupResult/ IndividualRaterScore/ |
- NumericAndStringScoreType - S (0/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ OtherRatingSection/
SectionGroupResult/ IndividualRaterScore/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- EPMMultiraterSummaryType - S (0/1) |
A container with summary data for scores by a multi-rater panel. |
|
/ OtherRatingSection/
SectionGroupResult/ MultiRaterScoreSummary/ |
- xsd:string - S (0/1) |
The lowest rating given by a rater on a multi-rater panel. |
|
/ OtherRatingSection/
SectionGroupResult/ MultiRaterScoreSummary/ |
- xsd:string - S (0/1) |
The highest rating among a set. |
|
/ OtherRatingSection/ SectionGroupResult/
MultiRaterScoreSummary/ |
- xsd:double - S (0/1) |
The mean rating given by a multi-rater panel. |
|
/ OtherRatingSection/
SectionGroupResult/ MultiRaterScoreSummary/ |
- xsd:decimal - S (0/1) |
A score's percentile rank. The percentile rank of a score is the percentage of scores in its frequency distribution which are lower. For example, a test score which is greater than 90 percent of the scores of people taking the test is said to be at the 90th percentile. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- MultiRaterGroupScoresType - S (0/*) |
A container for information summarizing multi-rater scores by "rater group." For example, customers, peers, etc. |
|
/ OtherRatingSection/ SectionGroupResult/
MultiRaterGroupScores/ |
- EPMRaterRelationshipGroupType - S (1/1) |
Classifies the group for which ratings are reported. Allows the choice of standard values or custom values describing the relationship of the rater to the appraisal subject. |
|
/ OtherRatingSection/
SectionGroupResult/ MultiRaterGroupScores/ RaterGroup/ |
- EPMRelationshipGroupEnumType - C (0/1) |
Enumerated values are: customer, peer, supervisor, direct report, and self. |
|
/ OtherRatingSection/
SectionGroupResult/ MultiRaterGroupScores/ RaterGroup/ |
- xsd:string - C (0/1) |
A string used to extend a list of non-standard values. |
|
/ OtherRatingSection/
SectionGroupResult/ MultiRaterGroupScores/ |
- NumericAndStringScoreType - S (1/1) |
Contains the rating for the particular item. A score can be a numeric or a string value. |
|
/ OtherRatingSection/
SectionGroupResult/ MultiRaterGroupScores/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ OtherRatingSection/
SectionGroupResult/ |
- EPMCommentsType - S (0/*) |
The comment of a rater or participant in a performance management process. |
|
/ OtherRatingSection/ |
- EPMOtherRatingSectionSingleResult - S (0/*) |
A single result. NOTE: The content model is explained within the SectionGroupResult, above. |
|
/ RaterPanelInfo |
- EPMRaterPanelInfoType - (0/1) |
A collection of information about a panel of people participating in a performance management process. |
|
/ EPMRaterPanelInfo/ |
RaterId - EntityIdType - S (0/1) |
A collection of information about an individual participant in a multi-rater panel. |
|
/ EPMRaterPanelInfo/ Rater/ |
- EntityIdType - S (0/1) |
An identifier for a rater. |
|
/ EPMRaterPanelInfo/ Rater/ |
- EntityIdType - S (0/1) |
A unique identifier for an employee. Not all raters are employees. |
|
/ EPMRaterPanelInfo/ Rater/ |
- EPMRaterRelationshipGroupType - S (0/1) |
Classifies the group for which ratings are reported. Allows the choice of standard values or custom values describing the relationship of the rater to the appraisal subject. Enumerated values are: customer, peer, supervisor, direct report, and self. |
|
/ EPMRaterPanelInfo/ Rater/ |
- xsd:string - S (0/1) |
The name of the organization with which the rater is affiliated. |
|
/ EPMRaterPanelInfo/ Rater/ |
Telephone - [see
include/import] - S (0/1) |
Contains information to contact the rater. |
|
/ EPMRaterPanelInfo/ Rater/ |
- xsd:boolean - S (0/1) |
A Boolean to indicate whether or not the rater’s information and participation in the review process is confidential or whether it can be disclosed to the appraisal subject. |
|
/RemunerationRecommendation |
- EPMRemuneration- RecommendationType - (0/*) |
Contains a recommendation for a pay increase or change in remuneration based on the result of a performance management process. NOTE: RemunerationRecommendation is optional and repeatable. It would be repeated for each type of remuneration component. |
|
/ EPMRemunerationRecommendation/ |
- EntityIdType - S (0/1) |
Used to link recommendation to a particular objective or competency result in an objectives or developmental plan. |
|
/ EPMRemunerationRecommendation/ |
- xsd:string - S (0/1) |
A description of the proposed remuneration change. |
|
/ EPMRemunerationRecommendation/ |
- LocalDateType - S (0/1) |
The proposed effective date for the recommended change in pay. |
|
/ EPMRemunerationRecommendation/ |
xsd:extension base: xsd:decimal |
Contains the amount of the employee's current base pay. Expressed as an annualized figure or period set by trading partner agreement. |
|
/ EPMRemunerationRecommendation/ |
- EPMRecommendedAmountType - C (0/1) |
Contains the amount of the employee's adjusted or new base pay. Expressed as an annualized figure or the period set by trading partner agreement. |
|
/ EPMRemunerationRecommendation/ NewBasePay/ |
xsd:extension base: xsd:decimal |
The new base amount. Describes a "fixed" or set amount versus an amount that is calculated (e.g., a percentage). |
|
/ EPMRemunerationRecommendation/ NewBasePay/ |
- xsd:decimal - C (1/1) |
A recommended percentage increase in base pay. |
|
/ EPMRemunerationRecommendation/ |
- EPMRecommendedAmountType - C (0/1) |
An incentive payment outside of base pay. |
|
/ EPMRemunerationRecommendation/ Bonus/ |
xsd:extension base: xsd:decimal |
Describes a "fixed" or set amount versus an amount that is calculated (e.g., a percentage). |
|
/ EPMRemunerationRecommendation/ Bonus/ |
- xsd:decimal - C (1/1) |
A recommended percentage increase. |
|
/ EPMRemunerationRecommendation/ |
- EPMIncentiveType - C (0/1) |
Describes a remuneration component designed to motivate performance. |
|
/ EPMRemunerationRecommendation/ Incentive/ |
- xsd:string - S (1/1) |
The name of an incentive type. Part of the pair of components for describing a type of incentive (IncentiveName and IncentiveValue). |
|
/ EPMRemunerationRecommendation/ Incentive/ |
- EPMRecommendedAmountType - S (1/1) |
Part of the pair of components for describing a type of incentive (IncentiveName and IncentiveValue). |
|
/ EPMRemunerationRecommendation/ Incentive/
IncentiveValue/ |
xsd:extension base: xsd:decimal |
Describes a "fixed" or set amount versus an amount that is calculated (e.g., a percentage). |
|
/ EPMRemunerationRecommendation/ Incentive/
IncentiveValue/ |
- xsd:decimal - C (1/1) |
A recommended percentage increase. |
|
Date |
Description |
|
2007-Jan-22 |
First Draft |
|
2007-Feb-11 |
Revision |
|
2007-Feb-20 |
Updated to put in 2_5 release |
|
2007-Feb-27 |
Put in edits from review. |
|
2007-April-15 |
Approved by Consortium. |


{% extends 'news/base.html' %} {% block content %}
Shows tracked words from all posts (articles, facebook posts and facebook comments)


LETTER: Donald Trump hurts an ambassador’s hurt feelings
by David Baker Las VegasWouldn’t it be great if these Democrats cared as much about Ambassador Christopher Stevens’ murder while he was working for President Barack Obama in Libya under Secretary of State Hillary Clinton’s direction as they care about former Ambassador Marie Yovonovitch’s hurt feelings? Just saying.


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7
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reserved
Botanical
Garden
BIMINI
ISLAND
GROUP
Bahamas,
B.W.I.
R.
A.
&
E.
S.
Howard
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1948
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(Wright)
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rock.
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Bimini
Collected
for
the
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Botanical
Garden
in
cooperation
with
the
Lerner
Marine
Laboratory
of
the
American
Museum
of
Natural
History
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NEDTROPICA
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subsp.
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T.D.PENNINGTON
1986
Legend -
Level of confidence that token is an accurately-transcribed word
extremely low
very low
low
undetermined
medium
high
very high


title=So Much to Do, So Little Time! date=2009-12-28 type=post tags=blog status=published ~~~~~~
Spring 3.0's out (you didn't get the memo?), and there's a lot of interesting stuff. This release has been long in coming due in no small part to the specifications it tracks and to the intense furvor and emphasis placed on quality assurance and testing. One target platform - JEE6 (and with it the final versions of JSR330) - also just recently went final, and you'll find support for these technologies, as well, where appropriate. Now that it's out, you can start certifying applications in production on it. I've found that - aside from dealing with the new Maven imports - the upgrade process has been flawless. I've taken complex applications and merely fixed the jars and they continue to work. You will find, however, that there are a lot of reasons to go through and start selectively enabling new features, and namespaces.
In our book Spring Enterprise Recipes, my co-author Gary Mak and I discuss a lot of the new, exciting Spring 3.0 features. Spring 3.0 debuts slightly more streamlined scheduling / TaskExecutor / thread pool support. The idea is that you can more readily model asynchronous, repeating (at a scheduled time, rate, or both), and concurrent programming problems using these facilities and - in some cases - do so while leveraging more advanced facilities underlying a given target platform, like the WorkerJ implementations, the Java5 task executors, and thread pools and more.
I won't go into much of that here as the book ablely covers most
of it, but one thing I did want to cover (which we couldn't cover in
time in the book as the feature was not ready as the book went to
press) was the very elegant task
namespace.
It should be noted that these features are not, exactly, novel. Spring has shipped with a Quartz scheduling framework integration for years. Among many other niceties included therein was (and still is, for what it's worth) a MethodInvokingJobDetailFactoryBean that allowed you to schedule future executions of a method on a Java bean using Quartz.
A few years later, EJB 3 debuted support
for a limited form of scheduling using the Timer
mechanism. One major limitation was the lack of support for CRON-like
expressions and for asynchronous methods. Naturally, you could use JMS
to acheive the same effect, in a way...
The JBoss gang debuted JBoss Seam support for scheduled and asynchronous method execution on a Seam component as well as a proprietary mechanism to do the same with EJB 3. In Seam, using these features was simply a matter of adding the appropriate configuration (as we do in Spring) to enable the executor (they have a few, including one based on the EJB3 Timer and one based Quartz.) The usage here is familiar to what has recently been debuted in Spring 3.0.
Clearly, the need for
such features is common enough that they've both been fully
incorporated into
JEE6 and EJB3.1. There, you can specify CRON expressions as well
as defer the invocation of a method using the
@Asynchronous
or @Schedule
annotations. A
simple example looks like:
package com.joshlong.ejb.timer ;
import java.util.Date;
import java.util.logging.Logger;
import javax.annotation.Resource;
import javax.ejb.Schedule;
import javax.ejb.Asynchronous;
import javax.ejb.Stateless;
import javax.ejb.Timeout;
import javax.ejb.Timer;
import javax.ejb.TimerService;
@Singleton
public class PeriodicGreeter {
// you could use this to schedule things manually
@Resource TimerService timerService;
// or use the annotations to do so automatically
@Schedule(minute="*/3", hour="*")
public void sayHelloPeriodically() {
System.out.println( String.format( "Hello, world, at %s" , new
Date()) ) ;
}
@Asynchronous
public Future<String> sayHelloAsynchronously() {
System.out.println( String.format( "Hello, world, at %s" , new
Date()) ) ;
// ...
}
}
The task
namespace let's you declaratively configure a
TaskScheduler
and a TaskExecutor
instance
using XML. From here, you can configure beans that have scheduled, or
asynchronous, executions using the XML or - my personal favorite if
you can get access to the code - via Java annotations.
Here's an example Spring application context featuring this namespace and configuring a scheduler and executor with default-ish settings:
<?xml version="1.0" encoding="UTF-8"?>
<beans xmlns="http://www.springframework.org/schema/beans"
xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance"
xmlns:task="http://www.springframework.org/schema/task"
xmlns:context="http://www.springframework.org/schema/context"
xsi:schemaLocation="
http://www.springframework.org/schema/beans
http://www.springframework.org/schema/beans/spring-beans-3.0.xsd
http://www.springframework.org/schema/lang
http://www.springframework.org/schema/lang/spring-lang-3.0.xsd
http://www.springframework.org/schema/context
http://www.springframework.org/schema/context/spring-context-3.0.xsd
http://www.springframework.org/schema/task
http://www.springframework.org/schema/task/spring-task-3.0.xsd">
<context:annotation-config/>
<context:component-scan annotation-config="true"
base-package="com.yourbasepackage.scheduling" />
<task:scheduler id="scheduler" pool-size="10"/>
<task:executor id="executor" pool-size="10"/>
<task:annotation-driven scheduler="scheduler" executor = "executor" />
</beans>
What you do from here is up to you. You could simply start defining tasks inline with your XML. That approach certainly has its redeeming qualities, not the least of which is that your code is more readily "documented" and conceivably adjustable at runtime with some refresh trickery... sure.. you could.
<task:scheduled-tasks scheduler="myScheduler">
<task:scheduled ref="greeter" method="sayHello" fixed-delay="5000"/>
<task:scheduled ref="greeter" method="sayHello" fixed-rate="5000"/>
<task:scheduled ref="greeter" method="sayHello" cron="*/5 * * *
* MON-FRI"/>
<task:scheduled-tasks/>
...In practice, however, the annotation approach just FEELS soo much better! So, here is how you might write a scheduled or asynchronous bean in Spring.
package com.joshlong.spring.timer ;
import org.springframework.beans.factory.annotation.Autowired;
import org.springframework.scheduling.annotation.Scheduled;
import org.springframework.stereotype.Component;
import javax.annotation.PostConstruct;
import javax.annotation.Resource;
import java.util.Date;
@Component
public class SpringPeriodicGreeter {
// you can do everything you normally would using Spring, obviously
@Autowired CustomerService customerService ;
// this runs once every 5 minutes
@Scheduled(fixedRate = 1000 * 60 * 5)
public void sayHelloEveryFiveMinutes() {
System.out.println( String.format( "Hello, world, at %s" , new
Date()) ) ;
}
@Scheduled(cron="*/5 * * * * MON-FRI")
public void sayHelloOnlyOneWeekdays() {
System.out.println( String.format( "Hello, world, at %s" ,
new Date()) ) ;
}
@Async
public void doSomething(String s) {
// this will be executed asynchronously
}
@Async
public Future<String> returnSomething(int i) {
// this will be executed asynchronously, but you can get the
// result by blocking on Future.get
}
}
Thus, this is nothing too strange - very simialar in fact to what's in JEE6. Obviously, I've not mentioned every permutation of the features from the various technologies, but hopefully this gets you past the initial cognitive "hump" of adapting a new technology. It helps that - at least in the Spring case - it's dead simple to start using it if you're already using Spring. I wonder if there will be support for working with the JEE6 annotations that describe the same things? The major takeaways are that you can get this simply by updating your version of Spring, which should be painless if you're not tied to Java 1.4. You can get the JEE6 functionality by updating your version of the platform and server, if the platform/server are ready (Glassfish is!).
Now, as to where this stuff might be used, well, I can only think of a few thousand things...
task
namespace (or Quartz) to kick the jobs off. @Async
annotation does. The other benefit of the
Spring Integration feature is that the processing leaves the VM and
goes somewhere to finish (ostensibly, wherever the consumer for the
topic/queue lives) the job and then return the result. This provides
scalability benefits to both the client and the server, whereas
the @Async
annotation would only increase the thoroughput
of the client, in this case: processing still takes place on the node
with the @Async
annotation, it's simply deferred...
Deferment is a valid way to increase capacity while decreasing
thoroughput.


xforms-submit
xforms-submit-done
xforms-submit
xforms-submit-done
xforms-submit-error
4.6.5.a event sequencing for submit controls
You must see the messages DOMActivate, xforms-submit, and xforms-submit-done when you activate the Submit 1
submit control.
Submit 1
DOMActivate
You must see the messages DOMActivate, xforms-submit, and xforms-submit-error when you activate the Submit 2
submit control.
Submit 2
DOMActivate


{% extends 'base.html' %} {% load static %} {% load widget_tweaks %} {% block breadcrumb %}
Congratulations! Maximum Possible Score on this question is {{ essay.question.max_score }}
Your essay is graded by the magical power of neural networks.
{{ essay.content }}


Back in June 2013, I wrote about Windows Feature Management with PowerShell. We have since released a Puppet module that will do this for us. We originally wrote PowerShell:
Import-Module ServerManager
Add-WindowsFeature Web-Asp-Net
The Puppet module now wraps this code as follows:
windowsfeature { 'Web-Asp-Net': }
The declaration windowsfeature is a specific Puppet type called a define. In developer terms, this is the equivalent of a helper method that can be reused. We can also make sure that Windows Features are not installed on the server as follows:
windowsfeature { 'Telnet-Server':
ensure => absent
}
In the backing code for the module, we do a check before we install / uninstall any windows features. This means that we will only make the changes we really need to. This ensures idempotency of the script. By using this class, we can build up a list of what features a server should have enabled / installed on it. As example manifest would look as follows:
class my_windows_features {
windowsfeature { 'Web-Asp-Net': }
windowsfeature { 'Web-Net-Ext': }
windowsfeature { 'Web-ISAPI-Ext': }
windowsfeature { 'Web-ISAPI-Filter': }
windowsfeature { 'Web-Mgmt-Tools': }
windowsfeature { 'Web-Mgmt-Console': }
windowsfeature { 'Telnet-Server': ensure => absent }
}
The server will have it’s shipping list of Windows Features checked every 30 minutes by Puppet. We are sure that any changes encountered during that time will be applied as expected. You can find more about our WindowsFeature module on the github repo. If you want to use the module, then you can install it using the Puppet Module tool via the Puppet Forge


{% extends "admin/base_site.html" %} {% block breadcrumbs %}
This will send a notification (currently only by email) to the users registered to the following jobs:


Animation Helpers
-
Instances of
Animatable
wrap, and manage animated change to, a value conforming toVectorConvertible
.Using this class to represent a value is often cleaner than setting up and managing animations independently, as
Animatable
conveniently channels all changes to the value into thechanged
event. For example:
See moreclass Foo { let size: Animatable<CGSize> (...) init() { size.changed.observe { [weak self] (val) in self?.doSomethingWithSize(val) } } } let f = Foo() f.size.animateTo(CGSize(width: 200.0, height: 200.0))
Declaration
Swift
public final class Animatable<Value: VectorConvertible>
-
Runs an animation until the animations finishes, or until
cancel()
is called.The
Animator
class is one-shot: It runs the animation precisely one time.It starts in the
Pending
state. From here either:- It enters the running state. This occurs if start() is called.
- It is cancelled. This occurs if cancel() is called, and causes the animator
to enter the
Completed
state, with a result ofCancelled
.
After entering the
Running
state, thestarted
event is fired. The animation then updates on every frame, triggering thechanged
event each time, until either:- The animation finishes on its own, after which the animator enters the
Completed
state, with a result ofFinished
. cancel()
is called, after which the animator enters theCompleted
state, with a result ofCancelled
.
When the animator enters the
See moreCompleted
state, it triggers either thecancelled
orfinished
event, depending on the result. After entering theCompleted
state, the animator is finished and no further state changes can occur.Declaration
Swift
public final class Animator<A: AnimationType>
-
The possible result cases of an animator.
See moreDeclaration
Swift
public enum AnimatorResult
-
Declaration
Swift
public enum AnimatorState: Equatable
-
Declaration
Swift
public final class AnimatorContext


Devops From a Developer Point of View
as pondered by Mark Jubenville, 2021-02-18
Talking Points
- What do I think of as devops?
- Why should developers care?
-
Will any of this help me as a developer, or is it just more work
for me to do?
-
What kinds of things do I think about most when coding that relate
to devops?
What do I think of as devops?
What do others consider to be devops?
But what do I consider to be devops?
Sounds familiar, does this fit with Agile?
Is devops even being done at ecobee?
Why should developers care?
Automation
Observability
Reliability
Will any of this actually help me as a developer, or is it just more
work for me to do?
Less repetitive and/or manual work
Less repetitive and/or manual work
insert laugh track here
More knowledge outside of just coding will
probably be required
Examples:
terraform configuration
continuous integration
monitoring
What kinds of things do I think about most when coding that relate
to devops?
Environment Variables
Terraform
Hardware Requirements
Access and Connectivity
Testability
Is it even possible to test this feature/change in staging?
production?
Is there a way I could write it so that's it's more easily
testable?
Observability
What information can I provide?
How can I make this information understandable?
Some devops info!
Just a few of the links I found helpful when doing some research on
devops.


The Institute is located in Malaviya Nagar on Jawahar Lal Nehru Marg, Jaipur. Jaipur is situated in Northern India at a distance of around 260 km south of Delhi.
By Air:
MNIT is 5 kms away from Jaipur airport, from there one can either hire a taxi to reach MNIT Campus or take bus no 13 to reach Tonk Phatak and then Bus no, 7 or 17 to reach MNIT Campus.
By Train:
Indian railway connects Jaipur to almost all major cities of the country.
There are three stops close to MNIT: one on Durgapura, about 3 kms from MNIT
, from where one can hire a taxi to reach MNIT, another at GhandhiNagar railway station
, 1.5 km away from MNIT, one can hire a taxi or take bus no. 7 and 17 to reach MNIT.
Jaipur railway station is about 9 kms from MNIT, one can take a taxi or bus no 7 to reach MNIT.
By Bus:
From National Highway 8: Which connects Jaipur to Delhi, Ajmer, Udaipur, Ahmedabad, Vadodara
, Mumbai one can reach to Sindhi Camp Bus stand. From Sindhi camp which is 10 kms away from MNIT campus
, one can take city bus no. 7 and 17. One can also get prepaid taxi to reach MNIT campus.
From National Highway 11: Which connects Agra-Jaipur-Bikaner one can reach to Sindhi Camp Bus stand
. From Sindhi camp which is 10 kms away from MNIT campus, one can take city bus no. 7 and 17
. One can also get prepaid taxi to reach MNIT campus.
From National Highway 12: Which connects Jabalpur-Bhopal-Khilchipur-Aklera-Jhalawar-Kota-Bundi-Devli-Tonk-Jaipur
. One can reach to Sindhi Camp Bus stand. From Sindhi camp which is 10 kms away from MNIT campus
, one can take city bus no. 7 and 17. One can also get prepaid taxi to reach MNIT campus.


About
I'm Qijun Jiang, born in Beijing, China.  Now, I am studying in Rose-Hulman Institue of Technology and I'm a freshman majoring in CS.
I find a lot of good students here, and they mostly are much better than me. I don't know whether I can get a good score or even able to graduate from here. But I'll try my best on learning. I find a lot of good students here, and they mostly are much better than me. I don't know whether I can get a good score or even able to graduate from here. But I'll try my best on learning.


org.opensaml.xmlsec.keyinfo.impl
Interfaces
KeyInfoProvider
Classes
BasicKeyInfoGeneratorFactory
BasicProviderKeyInfoCredentialResolver
ChainingKeyInfoCredentialResolver
CollectionKeyInfoCredentialResolver
KeyInfoCredentialContext
KeyInfoResolutionContext
LocalKeyInfoCredentialResolver
StaticKeyInfoCredentialResolver
StaticKeyInfoGenerator
X509KeyInfoGeneratorFactory


The Financial Information eXchange ("FIX") Protocol is a specification of interaction techniques and formats for traders, brokers and other parties to electronic trading. The FIX Protocol website further clarifies:
More precisely, the FIX Protocol is a series of messaging specifications developed through the collaboration of banks, broker-dealers, exchanges, industry utilities and associations, institutional investors, and information technology providers from around the world. These market participants share a vision of a common, global language for automated trading of securities, derivative, and other financial instruments.
The specification entails two important message types. First, the "application messages" represent common requests and updates that travel between between parties, for example a new limit order, a cancel, or a fill. Second, the specification requires parties to exchange messages about the connection itself. These "session messages" ensure that both sides of a conversation are aware of events like the begin or end of a session, or the receipt of malformed messages.
In addition the specification includes a significant amount of semantic information for each of the messages--that is information about what the messages mean, and how they should be interpreted. See the Resources section below for links to FIX reference materials.
The FIX protocol currently exists in 5 variants, versions 4.0 through 4.4. The "first" version of the protocol, 4.0, contains just specifications of the messages required to effect a simple equity transaction between a customer and a broker. With each successive release of the protocol, more functionality was added, including options, futures and fixed income orders, third party transactions, and security description messages. In practice, at the time of this writing most equity brokers support 4.0, 4.1 or 4.2. Note that the versions are not--in general--backward compatible.
The Marketcetera platform uses the entire FIX protocol for communication with brokers and other counterparties. For internal communications, the platform uses the FIX application message formats and semantics but does not necessarily implement the session level requirements Currently the Marketcetera platform supports only version 4.2 of the FIX protocol.
Marketcetera uses the QuickFIX/J Engine (part of the QuickFIX project, see Resources below) to manage fix connections to counterparties.


The center provides services to assist transfer students with navigating the academic and cultural landscape of the research university. We serve students who transfer to UC Berkeley from other institutions, those who are returning to their education after an interruption, and who are combining school with parenting. Our programs and services focus on supporting a successful transition, building connection and community, and assisting students as they pursue their academic and career goals. The center also plays a key role in campus outreach and recruitment through yield events and participation in programs involving California Community Colleges.
The Transfer Student Center is a unit within The Centers for Educational Equity and Excellence, which strives to empower non-traditional, underserved, and underrepresented students with the support, expertise, and advocacy required to achieve at Berkeley and beyond.
Located in 100 Cesar Chavez Student Center, the center provides a welcoming place where new and continuing transfer students can find information, advice, and support as they transition in and move through the university. The center provides an information desk staffed by trained and experienced peers, study tables, couches, computers, print station, resource information, a microwave, coffee and tea.
Internships are developed each semester and focus on addressing community needs, fostering leadership, and public service. Students can earn academic credit while they take part in serving the needs of a dynamic student community.
Community events are designed to assist with building connection and community for new and continuing tranfer students at Cal. The events are organized twice a semester and focus on building social networks and introducing students to the resources and programs available to them at the transfer student center. Food and refreshments are provided.
Student Staff work together to create videos for the Transfer Center that are meant to spread information. This information can range from facts about the center, to student voices that are intended to make their peers feel more comfortable and connected. These videos are primarily hosted on YouTube, then shared to our website. Our Director, Lorena Valdez, applied for a Tech Grant that funds this project.
Transitioning to a 4-year research university from another college or university can be challenging. Our staff practices a holistic and solution-focused approach that helps you consider your options and explore the possibilities UC Berkeley provides.
As a first semester transfer student you will have the opportunity to take part in the Major Insights Mentoring Program and talk with a fellow transfer student who has had a year of experience in your major. Learn about academic expectations, working with professors and graduate student instructors, and strategies to succeed in your major.
Education 198 is a course offering designed to help facilitate your transition to Cal by improving your knowledge of the research university and its resources, helping you to identify key academic skills and strategies for upper division coursework and helps new transfer students build connections and community.
This workshop series introduces transfer students to various campus resources, opportunities, and academic strategies. The workshops are facilitated by campus representatives and tailored to a transfer student audience. The workshops are a great opportunity for transfer students to learn about campus programs, resources, and ways to engage with the research university.


This app can remind you to do exercises, be mindful at random times, and track your practice. As long as your phone is on you will be reminded according to the settings that you choose.
Schedule a Mindfulness Activity allows you to plan to do a specific activity at a future date and time of your choosing.
Set Random Reminders alerts you to be aware and mindful at unexpected
times. Don't worry, you can set times when you should not be bothered.
Remind Me To Log will alert you to fill in your log so that you can
track the mindfulness activities you are doing whether they are in this app or not.


TSS IT Japan Funnel Management - 2018 Released
| No. | Business | Category | Project | Investment | Benefits | End Date | Comment |
|---|---|---|---|---|---|---|---|
| Done | Cost Allocation | MVS Platform Rate Change on CM30 | 40 |
Leapfrog Competition | 2018/01/19 | ||
| Done | Melody | CEDS Serial 8D Release2 | 13 |
Optimal Customer Experience | 2018/01/26 | ||
| Done | SPO | PAS - CLS I/F problem correction | 2 |
Optimal Customer Experience | 2018/01/31 | ||
| Done | Call Management | Common DB RMDS Sunset | 3 |
Lower IT Costs | 2018/01/31 | ||
| Done | Call Management | ARES RMDS Sunset | 3 |
Lower IT Costs | 2018/01/31 | ||
| Done | Cost Allocation | Bug Fix of Lob Code on CM30 | 2 |
Optimal Customer Experience | 2018/01/31 | ||
| Done | MA BID | BPRS Blue ID Adoption | 3 |
Digital Adoption | 2018/02/23 | ||
| Done | Melody | ODW-CM30 CR | 13 |
Optimal Customer Experience | 2018/02/23 | ||
| Done | Cost Allocation | SC/AC Changes on CM30 | 2 |
Optimal Customer Experience | 2018/02/23 | ||
| Done | Call Management | RCMS Fix Deployment 2018 Release 1 | 8 |
Optimal Customer Experience | 2018/02/23 | ||
| Done | Call Management | Watson Deploy | 8 |
Digital Adoption | 2018/02/23 | ||
| Done | Call Management | MIG Monitoring Check Function | 3 |
Optimal Customer Experience | 2018/02/23 | ||
| Done | Percall | CS Contract User Admin Function | 3 |
Lower IT Costs | 2018/03/23 | ||
| Done | Percall | CS Contract RMDS Sunset | 3 |
Lower IT Costs | 2018/03/23 | ||
| Done | Basic Selection | DMaS Job Link Issue resolution | 2 |
Lower IT Costs | 2018/03/23 | ||
| Done | Basic Selection | DMaS DB Access Conflict resolution | 2 |
Lower IT Costs | 2018/03/23 | ||
| Done | Cost Allocation | MVS Platform Rate Change support on CM30 | 8 |
Leapfrog Competition | 2018/03/23 | ||
| Done | Indigo | ECI Setup | 40 |
Leapfrog Competition | 2018/03/30 | ||
| Done | Indigo | RCMS Setup | 20 |
Leapfrog Competition | 2018/03/30 | ||
| Done | Indigo | MIG Setup | 13 |
Leapfrog Competition | 2018/03/30 | ||
| Done | SPO | Parts Pricing Tool on Cognos BI | 13 |
Improved Systems of Engagement | 2018/03/30 | ||
| Done | MA BID | MA BID IBM ID Standard Registration | 2 |
Optimal Customer Experience | 2018/04/20 | ||
| Done | SPO | ePOES Func Migration to PAS | 3 |
Lower IT Costs | 2018/04/27 | ||
| Done | Percall | ePOES Func Migration to PAS-CS Contract | 3 |
Lower IT Costs | 2018/04/27 | ||
| Done | Indigo | MIG HTML tag/Mail history/ECI use handling | 5 |
Leapfrog Competition | 2018/04/30 | ||
| Done | Indigo | Message texts are to be sent with the 6 mandatory reply codes | 3 |
Leapfrog Competition | 2018/05/22 | ||
| Done | Indigo | Add RCMS status APX | 3 |
Leapfrog Competition | 2018/05/23 | ||
| Done | Indigo | CRL Commands texts to RCMS call record | 3 |
Leapfrog Competition | 2018/05/23 | ||
| Done | MA BID | BPRS Java7 upgrade | 3 |
Optimal Customer Experience | 2018/05/25 | ||
| Done | Cost Allocation | SC/AC Changes on CM30 | 2 |
Optimal Customer Experience | 2018/05/25 | ||
| Done | Call Management | RCMS CICS 5.4 Upgrade(QHRL) | 3 |
Digital Adoption | 2018/05/25 | ||
| Done | TSS SW | Epsar SCP Sunset | 8 |
Lower IT Costs | 2018/05/31 | ||
| Done | CISCO TPM | Add country number to SSR phone number | 3 |
Optimal Customer Experience | 2018/06/09 | ||
| Done | Indigo | Enabling to send Dell S02 (ECI CNP) status | 3 |
Leapfrog Competition | 2018/06/14 | ||
| Done | Call Management | RCMS CICS 5.4 Upgrade(QHRK) | 3 |
Digital Adoption | 2018/06/15 | ||
| Done | SPO | ePOES Sunset | 20 |
Lower IT Costs | 2018/06/29 | ||
| Done | Indigo | MIG CRL Command | 3 |
Leapfrog Competition | 2018/06/29 | ||
| Done | MA BID | Struts Vulnerability Response | 100 |
Security | 2018/06/11 | ||
| Done | Indigo | Global alien for ECI cancel status code | 3 |
Leapfrog Competition | 2018/07/17 | ||
| Done | Salesforce | Salesforce Financial Automation for SW | 40 |
Digital Adoption | 2018/07/27 | ||
| Done | Melody | Lenovo - CEDS I/F SFTP | 100 |
Security | 2018/07/06 | ||
| Done | Melody | Tetris IDL Re-send from CEDS | 20 |
Optimal Customer Experience | 2018/07/10 | ||
| Done | Call Management | RCMS Fix Release 2 | 8 |
Optimal Customer Experience | 2018/07/20 | ||
| Done | Indigo | MIG CRL Command | 3 |
Optimal Customer Experience | 2018/06/19 | ||
| Done | Indigo | MIG CRL 250byte handling | 3 |
Optimal Customer Experience | 2018/07/19 | ||
| Done | Indigo | MIG BO status handling | 3 |
Optimal Customer Experience | 2018/07/25 | ||
| Done | Melody | RCMS Send IM with full cust address | 3 |
Optimal Customer Experience | 2018/07/25 | ||
| Done | Maint Extension | Return mail modify on Notes DB | 8 |
Optimal Customer Experience | 2018/08/07 | ||
| Done | Cost Allocation | FIN190 : CM30 - CLS I / F Item Content Change | 100 |
Optimal Customer Experience | 2018/08/04 | ||
| Done | SPO | FIN190 : JPDC - CLS I / F item content change | 100 |
Optimal Customer Experience | 2018/08/10 | ||
| Done | SPO | FIN190 : PAS - CLS I / F item content change | 100 |
Optimal Customer Experience | 2018/08/17 | ||
| Done | SPO | IDDE GLS - PAS Migration | 20 |
Optimal Customer Experience | 2018/08/13 | ||
| Done | Call Management | RCMS New status code "PNR" | 3 |
Optimal Customer Experience | 2018/08/31 | ||
| Done | Indigo | MIG KYHD info & training URL | 3 |
Optimal Customer Experience | 2018/08/31 | ||
| Done | McLaren | RCMS AP Date | 3 |
Optimal Customer Experience | 2018/08/31 | ||
| Done | CISCO TPM | Setting RMA | 3 |
Optimal Customer Experience | 2018/08/31 | ||
| Done | Call Management | RCMS Fix Release 3 | 8 |
Optimal Customer Experience | 2018/08/31 | ||
| Done | Call Management | RCMS 150=>151 | 3 |
Optimal Customer Experience | 2018/08/31 | ||
| Done | Network OEM | ePILON Blue ID Adoption | 3 |
Digital Adoption | 2018/08/31 | ||
| Done | Per Call | CS Contract EHS to Cloud | 8 |
Digital Adoption | 2018/09/18 | ||
| Done | Melody | Tetris API | 3 |
Improved Systems of Engagement | 2018/09/14 | ||
| Done | MVSS | RCMS MVSS Report | 3 |
Optimal Customer Experience | 2018/09/14 | ||
| Done | Network OEM | FIN190 : ePILON - CLS I / F item content change | 100 |
Optimal Customer Experience | 2018/09/14 | ||
| Done | McLaren | RCMS DIAx notification setting | 3 |
Optimal Customer Experience | 2018/09/14 | ||
| Done | Cost Allocation | Labor Cost Cognos Deploy | 8 |
Improved Systems of Engagement | 2018/09/03 | ||
| Done | MA BID | BPRS 2FA | 100 |
Security | 2018/09/28 | ||
| Cancel | Call Management | RCMS Web Service (HTTP) | 13 |
Digital Adoption | Cancel | ||
| Cancel | Firebard | Firebard Deploy | 40 |
Leapfrog Competition | Cancel | ||
| Done | Network OEM | Struts Vulnerability Response | 100 |
Security | 2018/10/15 | ||
| Done | Network OEM | ePILON FTP->SFTP/FTPS | 100 |
Security | 2018/10/22 | ||
| Done | CISCO | CISCO Inv. FTP->SFTP/FTPS | 100 |
Security | 2018/10/22 | ||
| Done | Cost Allocation | CM30 MAS Housekeep change | 3 |
Optimal Customer Experience | 2018/10/22 | ||
| Done | Call Management | CEDS DpropR upgrade | 3 |
Optimal Customer Experience | 2018/10/22 | ||
| Done | Call Management | RCMS New code CRD | 3 |
Optimal Customer Experience | 2018/10/15 | ||
| Done | McLaren | McLaren (#ECILENOVOP) change | 3 |
Optimal Customer Experience | 2018/10/26 | ||
| Done | Network OEM | Akamai deployment | 3 |
Security | 2018/10/26 | ||
| Done | Network OEM | ePILON Add Order Type Options | 3 |
Optimal Customer Experience | 2018/10/15 | ||
| Done | Network OEM | ePILON Stock Report by SPSS | 3 |
Value from Data | 2018/10/26 | ||
| Done | Network OEM | ePILON Reserve Report by SPSS | 3 |
Value from Data | 2018/10/26 | ||
| Done | Melody | ECUREP update | 3 |
Improved Systems of Engagement | 2018/11/09 | ||
| Done | MA BID | BP-SAWS Function Sunset | 8 |
Lower IT Cost | 2018/11/09 | ||
| Done | Maint Extension | Parts Inventory download via SPSS | 8 |
Value from Data | 2018/11/09 | ||
| Done | CISCO | CISCO Inv. User reg./Authentication to Access Hub for Workday | 8 |
Optimal Customer Experience | 2018/11/16 | ||
| Done | Network OEM | ePILON 2FA | 100 |
Security | 2018/11/20 | ||
| Done | MA BID | BPRS small enhancement: Message of fields length | 2 |
Optimal Customer Experience | 2018/11/22 | ||
| Done | Cost Allocation | Stop an I/O Reporte of CM30 | 1 |
Lower IT Cost | 2018/11/29 | ||
| Done | SPO | PAS-HR I/F cut down for Workday | 3 |
Optimal Customer Experience | 2018/11/29 | ||
| Done | CISCO | CISCO Inv. small enhancement 2018 | 3 |
Optimal Customer Experience | 2018/11/30 | ||
| Done | CISCO | Automation for CISCO Operation: UCS updates data from AP-BMT | 8 |
Optimal Customer Experience | 2018/11/30 | ||
| Done | Basic Selection | DMaS 2FA | 100 |
Security | 2018/12/04 | ||
| Done | Network OEM | ePILON remove the audit of CPNO:61790F | 3 |
Optimal Customer Experience | 2018/12/14 | ||
| Done | Basic Selection | Building DMaS CFIA (Contact Form Input Automate) | 13 |
Improved Systems of Engagement | 2018/12/21 | ||
| Done | Basic Selection | NPS on DMaS | 2 |
Optimal Customer Experience | 2018/12/21 | ||
| Done | SPO | Parts Inspection Report Workflow | 8 |
Optimal Customer Experience | 2018/12/21 | ||
| Cancel | Call Management | Cognos Deploy for Common DB | 8 |
Improved Systems of Engagement | Cancel |


--- layout: post title: "The Ed-Tech Startup Deadpool" date: 2017-07-09 14:50:00 +0000 tags: image: https://s3.amazonaws.com/hackedu/2017-07-09-dead.jpg imagecredits: https://www.flickr.com/photos/cogdog/6839210751 ---
Although I’ve been maintaining spreadsheets with all ed-tech funding for a couple of years now, I haven’t done a great job making this data in any other formats than 1) my own verbiage or 2) JSON files. As part of the work I will do with my Spencer Fellowship, I’m working to make more of this spreadsheet data power HTML pages.
It’s going to take me a week or so to put all my data in the right format. You can find the repositories I’m working on, as usual, on GitHub. (I’ve set up a new organization for this project: Hack-Education-Data.)
Coming soon: pages detailing ed-tech investments, investors, mergers, acquisitions, and IPOs. For now:
The Ed-Tech Startup Deadpool – that is, all the companies that have gone out-of-business since 2013. RIP.
Obviously this isn’t a complete list, and I’ll add more historical data over time. And once I have a better handle on this whole process, I’ll write out some instructions on how you can contribute to the research and/or re-use the data.


Our organization was founded in honor of the late Diana, Princess of Wales. Her kind nature and compassion inspired many around the world and motivated us to use our resources to help animals in need.
We have a section for our feline friends. Most of them are collected from the cold harsh snow on the street or from abusive owners. They are very sweet and would love a home to share with a kind stranger.
We also keep dogs that we saved from poor living conditions and illegal breeding. They are very vulnerable and deeply desire a bond that will last a lifetime. It's true that dogs are a man's bestfriend and will always look out for their owner. If you choose to adopt a friend and keep him/her well, you would be doing a great favor to yourself.


Learning Plan
Bootcamp Learning Plan
My long term goals for my career are to be able to provide significant input to making games that I would enjoy playing. Maybe even make my own games company.
In the short term I still want to work as a web developer as jobs in web development would be a good opportunity to practise and experience working in a team
(and making frequent commits), would teach me useful skills for making a website which is still very relevant in game dev, and they're more abundant than game dev
opportunities.
After my time with foundations I have discovered another weakness I have. I am not, currently, that good at keeping to my own timetable. I can keep commitments when other
people are involved but I'm finding it easy to cheat when I've made it myself, after all I could have just made it differently. I guess the main thing keeping me
from failing commitments when other people are involved is that I'll feel that I've let them down, so perhaps acting as if I would let myself down, if I changed
a commitment in such a way that it hinders what I can do in the time I have, would help.
However I have also realised a few more of my strenghts. I am a good listener - I didn't put it down before because it didn't jump out as being something useful to
coding or learning but it is, being able to understand what people mean makes conversation and explaining things easier (because you'll both be on the same page). Also,
not strictly relevant but I discovered that I'm quite a good reader - I read the first 5 pages of the first Harry Potter book to my younger cousins, 7 and 9, auntie,
and nana (it was getting late so we had to stop). By reading what the text meant I was able to speak it with the right tone so that it was entertaining. They were all
very impressed. Back to strengths, speaking of reading I am good at reading other people's emotions and (for lack of better words) I am quick to care (about people's
issues and welbeing).
Although I had some time management issues in foundations, since I'm not organising myself as much, I think the biggest non-technical challenge for me will be not speaking
in front of the group (and things like that) but having the courage to volunteer. Doing it usually isn't too much of a problem but I can be shy. I do think it is a challenge
I can overcome however.
Non-technical skills I want to develop over bootcamp are teamwork, leadership skills, giving and receiving feedback, communication (telling people when something
unexpected happens), and reflection skills. For most of these I feel like I should be pretty good at them but they're not practised, they're untested, and I'm not
confident that they're up to scratch because of that.
I expect the bootcamp team to be a good role model for the core skills we have been (and will be?) learning. To support us, but also let us discover our own ways to
solve the problems we'll face. And to not leave anyone behind (not that I thought you would).
If I'm having trouble with something or feeling frustrated and it has been a little while without much progress I should, A, take a short break and, B, ask for help
first from my peers and then facilitators if everyone's stuck. Unfortunately I am 10x more comfortable asking for help in person than online but I'll do my best
while we're still in level 2, maybe using video calls could help.
As a commitment to how I will manage my workload, firstly, I need to keep away from distractions during class hours (this will be easy in level 1, more difficult in
level 2). Secondly, I need to split things up and focus on completing small parts of the work I need to do until the whole is finished - particularly with code,
I need practise commiting more often (and from my experimenting by making chess I've found a good plan goes a long way, and splitting up logic in the planning phase is
essential). And finally, I plan to work safely with others by being mindful about how what I might say or do could affect others, in other words, avoid saying things that
that could unintentionally hurt them.
Foundations Learning Plan
I hope one day to be a game developer with logic, problem solving, and programming being my main strengths. The big obstacles that I face are limited opportunities, being consistent with how I use my time, losing motivation when things aren't going well / progressing, and being unconfident with my own abilities - many things I can do I am likely to say that I cannot or that I'm unsure if I can.
What I plan to learn and practise while at EDA are planning skills, both in time management and project management - breaking up what I need to do into smaller pieces and spending only so much time in one go working on a piece (planned breaks and changes of activity), confidence - lose my fear of being wrong, I don't fear my code being wrong but I often worry about whether or not I should say/write something. There is also room for improvement when it comes to coding but I feel like this shouldn't be my focus when studying here as my coding skills are already above average.
In relation to learning, my potential limitations include a lack of motivation, particularly with things I don't find interesting, pessimism, I tend to look for ways that things won't work instead of ways they will, and occasional defensiveness, continuing to argue a point for a bit after it has been disproven because of emotional attachment.
In terms of strengths I have a strong drive when I am motivated, I like to experiment (provided I'm interested), and I prefer to treat others as an equal (perhaps part of the reason why I struggle with finding my strength as I don't like to put myself above others) - while this will make working with those that think they're better than me strained, it lets me be able to consider advice/ideas from someone who is less knowledgeable on a subject and, as a side effect, it makes me more likeable.
This is not set in stone but in order to help practise time management skills I am going to outline a rough schedule that I'll try to keep to:
(Will reformat into table when I get the time)
Being a programmer it feels right to make some variables and functions when creating this timetable
Work = fill with 1/2 hour core/tech (alternating) + 10 min break
Breaks = make bed, go for run, grab a drink, choir song practise - hmm I will need to add to this
Wake(time) = Wake up at time at the earliest
GetReady = Breakfast, shower, etc. : 1 hour
Lunch = Up to 1 hour lunch break starting between 12pm and 1pm (inclusive)
GameDev(time) = 1 hour game development starting at time
Monday: Wake(6:30am), GetReady, Work, Lunch, Work, GameDev(4pm), Dinner(5pm), Walk to choir at 5:45
Tuesday, Wednesday, Thursday: Wake(6:30am), GetReady, Work, Lunch, Work, FreeTime(5pm), GameDev(6pm), FreeTime, Dinner(7:30 - 8:30)
Friday: Wake(6:30am), GetReady, Work, Lunch, MakeDinner, Work, GameDev(3 - 4pm, depending on covid level), Choir(5pm)
On top of this, aiming to get to bed by 10pm and 11pm at the latest (except on Mondays, choir runs quite late) should help with should help with getting good sleep which should help avoiding a bad mood, which can make me less productive and harder to work with.
As for how and when I will seek help in a timely way, if an activity has taken twice as long as expected (and I'm still not finished) or I feel completely stuck I plan to
A. Look it up if it is a tech related problem
B. Check Slack for other people with the same problem
C. Ask for help on Slack
And to finish off I expect the facilitation team to encourage communication and to answer any tough questions on Slack during their hours.


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