View and download a PDF copy of the release notes

Resolved Issues

PeopleFluent Talent Management 26.11 includes a number of bug-fixes and you are encouraged to review them in the Resolved Issues Report.

Talent Management AI Assistant - New Functionality

In release 26.07, we introduced the Talent Management AI Assistant (previously called Virtual Assistant), a tool is designed to help users to quickly get information and guidance using natural language processing. We are continuing to develop functionality around the assistant.  In release 26.11, we have extended the chat interface to answer questions against customer-specific data sources. Rather than returning only generic product guidance, the assistant can reference the documentation and business rules loaded for a customer, allowing answers reflect how an organization actually uses the application.

New Report Subjects for Worksheet Reports by Matrix Manager Area of Responsibility

Previously, ad hoc reports generated for Matrix Managers shared identical subject titles with standard direct line manager reports, such as Salary Planning (Focal), making them difficult to distinguish. You can now select specific Matrix Manager report subjects during ad hoc report creation, such as Salary Planning (Focal) Matrix Manager, to clearly separate matrix responsibilities from direct line reporting.

Selecting the Appropriate Subject

1. Go to Main Menu > Reporting > Create New Report or Main Menu > Reporting > Ad Hoc Reports and select Create New Report.
2. On the New Report Subject page, expand the Compensation section.
3. In the Compensation Worksheets section, select one of the following options:

4. Click Continue and configure the report as necessary.

User View of the Subject in the Worksheet Report

When creating a report in a worksheet for indirect reports, the subject will indicate that you are in Matrix Manager view.

New Fields Added to Compensation Statements

In previous releases 23.07 and 24.04, several fields were added to compensation worksheets. However, these same fields were not added to compensation statements. In release 26.11, these fields have updated compensation statements to include the fields.

Details

The Bonus Award Statement, Off-Cycle Bonus Award Statement, Salary Increase Statement, Off-Cycle Salary Increase Statement, Stock Award Statement, Off-Cycle Stock Award Statement, and Total Pay Statement now contain the following fields:

• lastIncreaseDate
• jobCode
• timeInJob
• currentStatus
• lumpSumPct
• adjustToMinPct
• totalIncreasePct
• sigKey (Salary Increase and Total Pay Statements only)

Bonus Award Statements, Stock Award Statements and Total Pay Statements previously had lastIncreaseDate, jobCode, timeInJob and currentStatus listed under the BonusPlanPayment grid, StockPlanPayment grid, or both for the Total Pay statement. However, those grids are from the IncentivePlanParticipantPayment entity and not from the WorksheetRow entity. For those three statements, you will see the set of four fields listed multiple times depending on the grid.

Ability to Filter, Sort and Audit Worksheet Rows Based on Email Sent

In some cases, you may want to filter, sort or audit worksheet rows based on whether or not an email has been sent to the users. Previously, this was not possible as the existing Email Statement field is simply an icon that indicates an email has been sent. In release 26.11, we have added the ability to include a new field, Email Sent, that allows this functionality.

In addition to the worksheet, the Email Sent field can also be used as an input field within alerts and formulas. The time the email statement icon was clicked is recorded in audit history.

 Enable the Email Sent Field for a Reward Cycle

To include the Email Sent field on a worksheet, it needs to be added as a column in the worksheet.

1. In the appropriate reward cycle, select Column Manager in the left menu.
2. Locate the Email Sent field. Set the visibility field to Visible.
3. Edit the column name (optional).
4. Click Set Visibility.

Add the Field to the Worksheet UI Configuration

1. Click Worksheet UI Configuration in the left menu.
2. In the Planning Worksheet view, click Set Columns.
3. Select Email Sent in the Available Columns column and move it to the Selected Display Columns column. 
4. Click OK.

Allow Auditing of the Email Sent Column

1. Click Options in the left menu.
2. In the Audit History Columns section, click Add.
3. Locate the emailSent field. Click the corresponding checkbox.
4. Click OK.

Working with the Field in the Worksheet

In the Email Statement field, a check mark icon indicates that an email has been sent. 

• Select Show Filters to filter on the Email Sent field.
• Click the Email Sent column header to sort the column.
• Click the Audit History to view the audit of email sent.
• When you export the worksheet to Excel or CSV, the Email Sent exports as TRUE/FALSE.

Fast Export of PDF Statements from Reward Cycle Worksheets

Previously, when bulk downloading statements from a reward cycle worksheet, the .zip file only included the employees listed on the page the user was currently viewing.  As of release 26.11, the .zip file will include all employees in the fitered view across all worksheet pages when statements are pre-generated in reward cycle setup.

Enable the Feature for a Reward Cycle

Ability to Pre-Generate and Bulk Export Statements for Off-Cycle Rewards

In release 26.11, we have added the ability to pre-generate reward statements for off-cycle reward cycles, as well as the ability to bulk export them from the worksheet view. 

Pre-Generate Reward Statements

1. In the appropriate reward cycle, click the Worksheet Processing tab.
2. Click the Create Pre-Generated Statements button.
3. Select the population.
4. Click Process.

Export Statements from the Worksheet View

The Statement button displays at the top of the screen. Making sure the appropriate participant view is active, click the button, then click the PDF icon to export the appropriate statement.  Statements are exported as a .zip file with one PDF per employee and a MANIFEST.TXT file listing the contents of the bundle.

Performance Pan Delegation Wizard

When configuring performance plans, you have the ability to delegate responsibilities for distribution of work among multiple individuals. Release 26.11 introduces a wizard for configuring delegations. In addition to the guided wizard workflow, the update includes the following key improvements:

• A required delegatee, with plan selection limited to the employee when defaulting to a plan type.
• A cap on the number of delegations that can be selected at once (100+).
• Guardrails preventing manager-role delegation to an employee and preventing self-delegation.
• Expanded editing of existing delegations, including process type.
• A global delegation timeout setting.
• Automatic removal of delegations when an employee is terminated.
• A required date assignment on every delegation.

There are several system configuration settings that allow you to define the delegation wizard options and their default values.

Configure the Delegation Wizard on the System Level

You can configure system settings to define the delegation wizard options and their default values.

1. Go to Administration Home > Performance Administration > Data Setup > Performance Settings.
2. Locate and configure the delegation fields. The field list displays the current default values for each field. Click the edit icon to change the Value field.

Using the Delegation Wizard

1. In the appropriate performance plan, click Delegation Options in the left menu. Note that this tab appears only if Will this plan allow the delegation of process roles? is set to Yes on the Basics tab.
2. Click Add.
3. Configure the screens:

Repeat the steps above to create additional delegations. Click the delete icon on a delegation to delete.

Performance Plan Workflow Automation

In release 26.11, we are introducing automatic processing for specific tasks in performance plan workflow including:

• Initiating newly eligible employees automatically who become eligible after the process has started.
• Removing employees automatically who are no longer eligible.
• Moving participants to complete automatically. 
• Completing the performance process itself once the work is finished with the ability to remove related tasks.

Auto settings are configured per workflow process (Goal Setting, Interim Evaluation, Final Evaluation) and run on a schedule, moving plans through workflow steps based on pre-defined dates.

Auto Process Setup

Automatic processes are set up per plan in Workflow Process Management.

1. Go to Administration Home > Performance Administration > Performance Management > Workflow Process Management.
2. Click the manage icon for the appropriate plan.
3. In the left menu, select the appropriate workflow process.
4. Scroll to the Auto-Process Settings section and click Add. Configure the auto process.

The Complete Performance Process type does not contain a Start Date option, only an End Date option, which is the date the the workflow will automatically complete.

5. Click Save.
6. Repeat these steps to include additional auto processes for the workflow.

Disable or Delete an Automatic Process

• To disable an auto process, click the edit icon and clear the Enabled checkbox for the process.
• To delete an auto process, click the delete icon for the appropriate process.

Competencies in Performance Plan Goal Forms

In release 26.11, we have added the ability to include a Competencies section in performance plan goal forms. This allows employees to track competencies, comments and feedback alongside their goals year-round, rather than just during review periods.

Enabling and Adding the Competencies Section

Be sure you have assigned a workflow process in the Goal Setting Process tab so the Goal Form tabs are available.

1. In the appropriate performance plan, click the Basics tab. In the Basics section, locate the Add Competency for Goal Setting field and click Yes.

This field also manages another new feature in 26.11, please see Enable Plan Competencies During Goal Setting and Allow Feedback for additional information.

2. Click Save.
3. Select the appropriate Goal Form from the left menu (Employee Goal Setting Form, Manager Goal Setting Form, etc.).
4. Click the main Actions menu for the form and select Configure form sections.
5. Click Add Section.
6. Click the Competencies option.
7. Click OK. The section is added and can be configured as necessary.

Enable Plan Competencies During Goal Setting and Allow Feedback

In release 26.11, we have added the ability to enable competencies in the feedback form for a performance plan during goal setting. This allows reviewers to provide feedback for the competencies in the form year-round, without waiting for interim or final evaluation.

Enable the Setting in the Performance Plan

1. In the appropriate performance plan, click the Basics tab.
2. In the Basics section, locate the Add Competency for Goal Setting field and click Yes.

This field also manages another new feature in 26.11, please see Competencies in Performance Plan Goal Forms for additional information.

3. Click Save.

Viewing and Providing Feedback in the Form

When the setting is enabled, the feedback form will display associated competencies.  Historical feedback data (if any) is displayed with the competencies. Here, you can rate the competencies from within the feedback.

Expanded AI Writing Support for Performance Evaluation and Goal Forms

Previously, the AI rewrite feature was only available for specific comment fields in performance plan forms.  In release 26.11, we have expanded this functionality.  The AI rewrite feature can now be enabled for all text areas/rich text fields across the performance forms.

Key changes include:

Updated Interface: The "Rewrite" button has been replaced with a compact icon. The redesign also introduces a side-by-side comparison popup showing the original text and the suggested text together.

Contextual Guidance: Users can toggle "Rewrite guidance" to automatically incorporate record context, such as goals, competency ratings, and talent assessments, into the prompt using Velocity merge fields.

Text Refinements: Post-generation, refinement options allow users to adjust suggestions  (Shorten, Formal, Elaborate, Refine).

Field-Specific Output: Plain Text Area fields now return text without formatting to preserve line breaks and lists, preventing HTML tags from appearing in standard text boxes.

Enable Form Fields for AI

1. In the appropriate performance plan, select a form in the left menu. Note: This feature is not available for Cascade Goal forms or Goal Copy forms.
2. Locate the appropriate field and open it for editing.
3. Click the Enable AI checkbox.
4. Click Save.

AI Performance Context

In release 26.11, we are introducing AI Performance Context. This functionality allows you to generate employee performance summaries from historical reviews and recent feedback. Reviewers can access talent profiles, goals, feedback, and prior reviews directly within the evaluation form via an AI summary or a side-by-side split window. Additionally, the integrated chat interface provides instant access to specific records on demand, such as previous goal comments or talent assessment data.

Assign the Role Authorities

1. Go to Administration Home > Site Administration > Users and Security > Roles.
2. Locate the appropriate role and click the edit icon .
3. Click the Authorities tab in the left menu.
4. Click Add.
5. Locate and assign one or more of the following Authorities:

Usage Examples

Talent Profile

Goal Setting Form

Evaluation

Performance Plan Formula AI Assistant

Performance plan formulas are written in a scripting syntax that few administrators use often enough to remain fluent. As a result, writing formulas is typically one of the slower, more error-prone steps in plan configuration.

Using the Assistant

1. In the appropriate plan, select Plan Formulas.
2. Add a new formula or open an existing formula for editing.
3. Click the Formula Assistant AI button to generate an AI formula.
4. Refine the formula as appropriate.

Specify Performance Plan Population Threshold Percentage

In the case that incorrect eligibility criteria is configured for a performance plan, the system may trigger an initiation with a large population, that cannot be stopped once it is started. To help prevent this, we have added a new setting that allows you to set a percentage of your total active user population. If the run exceeds your specified threshold percentage, the initiation is automatically canceled and logged as an error, preventing unintended mass assignments.

Configure the Threshold Percentage

By default, the setting is configured for 100%. To update the setting:

1. In the appropriate performance plan, click the Basics tab and locate the Threshold Population Percentage section.
2. Enter the correct percentage in the field.
3. Click Save.

It is best practice to set the threshold a little above the largest legitimate single run for the plan. A plan that normally initiates a third of the workforce needs a higher ceiling than one that adds a handful of new hires each month, and a threshold set too tight will block valid initiations.

What Happens when the Threshold is Exceeded?

If the projected population exceeds the threshold, initiation stops and an error is logged. The log details the attempted participant count, the percentage of the total workforce it represents, and the plan’s configured threshold limit.

Ability to Stop Background Performance Plan Processes

In release 26.11, we have added the ability for specific roles (with the appropriate security group assigned) to manually stop performance plan background processes. In the event that a process was launched in error, or needs to be halted for other reasons, the process can be stopped by these role users.

Assign the Security Group to a Role

In order to be able to stop processes, a user's role must be assigned the Can Stop Performance Processes security group. It is assigned by default to the Performance Administrator and Super Administrator roles but can be assigned to additional roles.

1. Go to Administration Home > Site Administration > Users and Security > Roles.
2. Locate the appropriate role and open it for editing. 
3. Click the Security Groups tab.
4. Click Add.
5. Locate and select the Can Stop Performance Processes security group.
6. Click OK.

Stopping a Process

1. Go to Administration Home > Performance Administration > Performance Management > Workflow Process Management.
2. Click the manage icon for the appropriate plan to open it.
3. Select the appropriate process from the left menu and scroll to Process Log History.
4. When the process is running a stop control displays in the Summary column. 
5. Click the stop control. Enter a comment to record why the process was halted. The system will complete the chunk it is currently processing and then terminate the operation.
6. Click the icon in the Details column for the log row to see the per-participant entries and confirm exactly where the process stopped.

Update Cascading Goal Targets & Results for Newly Eligible Employees

When a performance plan is configured to cascade individual goals, participants are added to the Targets & Results tab of the goal when the plan is initiated. Previously, participants who became eligible and were added to a plan after the initial launch were missing from this tab. This caused errors and required a manual workaround to add them. In release 26.11, we added a new plan setting that automatically adds newly eligible individuals to the Targets & Results tab before their plan is initiated.

Enable the Setting in the Performance Plan

The steps below assume that the Does this plan support cascading goals? field on the Goal Options tab is set to Yes.

1. In the performance plan, click the Cascading Goals tab in the left menu.
2. Click the Automatically add individuals to Targets & Results tab checkbox.
3. Click Save.

Newly eligible employees will be added to the Targets & Results page prior to initiation.

Override Email Summaries for Manual Workflow Notifications

You can configure a performance plan to group task and workflow status notifications into a summary email, rather than sending separate emails for every change. Previously, you could only override this setting for automatic notifications, allowing them to send immediately instead of waiting for the digest. Manual notifications sent from a workflow state could not bypass the summary digest. In release 26.11, we added a workflow setting that allows manual reminders to be sent immediately as well.

Configure the Workflow State

The steps below assume that the Send Tasks and Notifications in Summary Digest? field on the Basics tab of the plan is set to Yes. and that the workflow state is configured to send manual reminders.

1. In the performance plan, choose the process configuration in the left menu (Goal Setting Process, Interim Evaluation Process, Final Evaluation Process).
2. Click the wrench icon for the appropriate workflow state and select Configure Reminders.
3. In the Manual Reminder Email Summary section, click the Override Email Summary for Manual Reminders: checkbox.
4. Click Save.

Letter Template Drop-Down Field Sorting Fix

Previously, the letter template drop-down fields presented options in an unpredictable order, forcing administrators to scan the full list to find the appropriate template. In 26.11, this has been fixed so that templates display in alphabetical order.

Data Feeds and APIs

This section describes changes made to data feeds and APIs. For more information on data feeds and flat files, refer to the PeopleFluent Talent Management 26.11 Control Data Guide and the PeopleFluent Talent Management 26.11 Data Mapping Guide.

Changes to Existing Data Feeds and APIs

The PeopleFluent Talent Management API has been updated to v1.38.261100.

New Data Feeds and APIs

This update does not include any new data feeds or APIs.

• PeopleFluent_Talent_Management_26.11_Release_Notes.pdf3 MB