HYPERION® PERFORMANCE SCORECARD – SYSTEM 9 · 2007-08-15 · Chapter 6. Using Measures ..... 63 About Measures ..... 63 Componenst ..... 64

H Y P E R I O N ® P E R F O R M A N C E S C O R E C A R D – S Y S T E M 9

R E L E A S E 9 . 3 . 1

A P P L I C A T I O N D E S I G N E R ' S G U I D E

Performance Scorecard Application Designer's Guide, 9.3.1

Copyright © 1999, 2007, Oracle and/or its affiliates. All rights reserved.

Authors: Emily Hamer

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Contents

Chapter 1. About Performance Scorecard and Designing Applications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Performance Scorecard . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Key Concepts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Business Objects . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Applications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Domains . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Business Objects . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Maps and Strategy Trees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Strategy Trees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Accountability Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Strategy Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Dimensional Outlines and Dimensional Measures . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Alerts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Creating Business Objects Sequentially to Form Applications . . . . . . . . . . . . . . . . . . . 16

Working With Business Objects . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Naming Conventions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Duplicate Business Objects . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Locked Business Objects . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Ways of Working in Performance Scorecard . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Chapter 2. Getting Started . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Before Using Performance Scorecard . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Logging On . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

The Performance Scorecard Environment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Masthead . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

Menu Commands . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

Toolbar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

Application Search . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

Contents iii

Selection List Filters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

The Object View . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

Context Menu . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

The Browser View . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

My View . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Customizing Views . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Creating Categories . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

Chapter 3. Using Performance Management Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

About Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

Ways of Working With Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

The Application Framework . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Provided Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Balanced Scorecard . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Stern Stewart Integrated EVA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Baldridge Criteria . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

The Key Performance Indicator Tracking Framework . . . . . . . . . . . . . . . . . . . . . . . . 29

About Creating Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Creating Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Defining General Settings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Creating Perspectives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

Creating Strategic Themes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

Defining Element Types at the Framework Level . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

Creating Strategy Element Hierarchies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

Creating Accountability Element Hierarchies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Customizing Framework Terminology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

Modifying Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

Copying Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

Deleting Frameworks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

Chapter 4. Working with Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

How Employees Access Data . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

Employees and Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38

Employees as System Dimensions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

About Creating Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

Creating Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

Creating Primary Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41

Assigning Responsibilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41

Transferring Responsibilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42

iv Contents

Defining Ranges for Primary Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43

Selecting Members and Scorecard Categories . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43

Modifying Employee Profiles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

Copying and Deleting Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

Chapter 5. Using Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45

Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45

Strategy Trees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45

Strategy Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

Accountability Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

System Maps: Maps as Measure Templates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

Map Explorers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

The Map Editor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

Map Elements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49

Entities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

Strategic Objectives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

Critical Success Factors and Critical Processes . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

Actions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

Critical Business Areas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

Before Creating Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

About Creating Strategy Trees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

Creating Strategy Trees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52

Setting up Strategy Elements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52

Creating Accountability Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53

Setting up Accountability Elements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54

About Creating Strategy Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55

Creating Strategy Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55

Creating the Background . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55

Adding Strategy Elements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56

Modifying Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58

Modifying Strategy Trees and Accountability Maps . . . . . . . . . . . . . . . . . . . . . . . . . . 59

Modifying Strategy Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59

Changing the Background . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59

Changing Element Colors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59

Repositioning Element Properties . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60

Changing Element Display Options . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60

Changing Perspective Fonts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61

Linking Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61

Copying and Deleting Strategy Trees and Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62

Contents v

Chapter 6. Using Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63

About Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63

Components . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64

Terms and Concepts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64

Units . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

Frequencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

Result Frequencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

Collection Frequencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

Collection Extensions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66

Frequency Options . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66

52 and 53 Week Years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66

Periods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67

Uncollected Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67

Formulas and Variables . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68

Target Formulas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68

Result Formulas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68

Score Formulas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68

Variables . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68

Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68

Performance Indicators and Ranges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69

Provided Performance Indicators . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69

Date-Specific Ranges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70

Measure Types . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70

Basic Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70

Composite Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70

Primary Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71

Secondary Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71

Dimensional Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71

About Creating Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71

Before Creating Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71

Creating Units . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72

Creating Targets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73

Creating Variables . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73

Creating Performance Indicators . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74

Creating Named Ranges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 75

Creating Custom Ranges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 76

Modifying Performance Indicators . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 76

Score Limits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77

Creating Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77

vi Contents

Defining General Attributes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77

Defining Formulas and Frequencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 78

Defining Report Options and Assigning Employees . . . . . . . . . . . . . . . . . . . . . . . . . . 79

Creating Period-To-Date Functions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81

Creating Ranges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81

Modifying Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82

Copying and Deleting Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82

Chapter 7. Using Dimensional Data . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85

Custom Dimensional Outlines . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85

System Dimensions and System Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 86

Creating Custom Dimensional Outlines . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87

About Generating Dimensional Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 88

Generating Dimensional Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 88

Before Modifying Dimensional Outlines . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 90

Modifying Dimensional Outlines . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 91

Modifying Measure Templates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 91

Copying and Deleting Measure Templates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 92

Chapter 8. Creating Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 93

About Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 93

Scorecard Types . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94

Scorecard Templates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94

Weights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 95

Ranges and Performance Indicators . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 95

Before Creating Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 95

Creating Scorecard Templates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 96

About Creating Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97

Creating Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97

Adding Components . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 98

Defining Ranges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 99

Restricting Access to Secondary Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 100

Modifying Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 100

Chapter 9. Using Public Alerts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101

Alerts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101

Subscribing Others . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101

Unsubscribing Others . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102

Contents vii

Chapter 10. Specifying Preferences . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 103

About Preferences . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 103

Specifying Scoring Limits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 103

Handling Outdated and Unavailable Data . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 104

Specifying Frequencies for Measure Result Collection . . . . . . . . . . . . . . . . . . . . . . . . . . 106

About Frequency Settings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 106

Applying Frequency Settings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 106

Setting up the Calendar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 107

Defining the Fiscal Year Start Date . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 107

Selecting a Year Type . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 108

About 52 Week Year . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 108

Using a 52 Week Year . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 108

Adding Links to External Pages and Reports . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 109

Specifying Scorecard Display Preferences . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 110

Creating Reporting Periods and Categories . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 110

Modifying the Masthead . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 111

Changing the Layout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 111

Adding a Logo . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 111

Appendix A. Restricted Dimensions, Members, and Alias Characters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 113

General Restrictions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 113

Restricted Characters and Spacing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 113

Restricted Commands . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 114

Restricted Words . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 114

Appendix B. Creating Complex Formulas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115

The Formula Editor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115

Working with Measure Formulas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115

Working with Performance Indicators . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116

Layout and Components . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116

The Formula Frame . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116

Function Folder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117

Application Data Folder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117

Mathematical and Comparison Operations . . . . . . . . . . . . . . . . . . . . . . . . . . . 118

Conditional Operations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 118

Syntax and Conventions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119

Placeholders . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120

Value . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120

Arg . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120

Attribute . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121

viii Contents

Inserting Functions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121

Mathematical Functions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121

ABS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121

INT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 122

LOG and LOG10 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 122

SQRT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 122

Statistical Functions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 123

Average . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 123

COUNT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 123

MIN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 124

MAX . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 124

MEDIAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 125

PERCENTILE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 125

SUM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 126

IF Statements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 127

When to use IF Statements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 127

Syntax and Placeholders . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 127

Inserting an IF Statement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 128

Using isNoValue . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 129

Time-Related Functions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 129

valuesToDate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 129

timeOffset . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 130

Using Application Data . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 132

Using Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 132

mResult . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 132

mScore . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 133

mTarget . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 133

mComparator . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 133

mVariance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134

onScorecardMeasures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134

Using Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134

sScore . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 135

onScorecardScorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 135

Using Variables . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 136

Using Dimensional Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 136

dimensionalMeasure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 136

About Using dimensionalChildren . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 137

Using dimensionalChildren . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 137

Validating Formulas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 138

Contents ix

Resolving Common Errors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 138

Validating all Formulas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 139

Appendix C. Frequently Asked Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 141

Images and Attachments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 141

Maps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 142

Measures and Scorecards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 143

Alerts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 143

Glossary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 145

Index . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 151

x Contents

1About Performance Scorecard

and Designing Applications

In This Chapter

Performance Scorecard ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11

Key Concepts.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

Business Objects.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13

Working With Business Objects.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17

Ways of Working in Performance Scorecard... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

Performance ScorecardOracle's Hyperion® Performance Scorecard – System 9 enables you to create, evaluate, and refinecorporate and departmental strategy to adapt to changing business requirements.

Use Performance Scorecard to perform these tasks:

● Depict and evolve corporate and departmental strategy and accountability structures byperforming these tasks:

❍ Using a performance management framework that identifies the role of areas such ascustomer focus, that are key to your organization.

❍ Creating strategy trees that show how high level strategic goals translate into processesand actions.

❍ Assigning employees to a strategic goal or action.

❍ Creating Accountability maps that represent the reporting hierarchy.

● Evaluate the performance of strategy elements, business areas, and employees by performingthese tasks:

❍ Creating measures that quantify data that is critical to the health of your organizationsuch as internal costs or net profit.

❍ Creating scorecards that evaluate the progress of individual employees, strategyelements, and accountability elements.

● Monitor and react to performance changes by performing these tasks:

❍ Subscribing to alerts that notify you when the performance of key business objects departfrom an acceptable range.

❍ Generating reports that reflect the progress of strategy initiatives, accountabilityelements, and employees.

Performance Scorecard 11

Key ConceptsThese topics describe the underlying concepts ofPerformance Scorecard:

● “Business Objects” on page 12

● “Applications” on page 12

● “Domains” on page 12

Business ObjectsThe items you create in Performance Scorecard, such as strategy elements and measures arecalled business objects. Business objects enable you perform different tasks. For example, youbuild strategy trees that represent corporate or departmental strategy by first creating and thenorganizing strategy elements. Similarly, to create scorecards to assess the performance ofemployees, accountability teams, and strategy elements, you must first create the measures touse on these scorecards.

The interaction of business objects is called an application. Changes to business objects arerecorded in the Audit Report that an administrator can access.

See “Business Objects” on page 12.

Note: Hyperion recommends that you create business objects in the sequence identified in“Creating Business Objects Sequentially to Form Applications” on page 16.

ApplicationsAn application is a concept that refers to how business objects work together to form strategy,accountability, and scorecard structures. Since an application is a concept, you cannot open,create, or delete applications.

If your organization is large, have multiple application designers create applications for eachdistinct corporate area, or domain.

DomainsYou can group business objects functionally or by location using domains. Domains representdistinct departments or locations (such as regional offices) in your organization.

For example, to create an application for the Human Resources department, have anadministrator create a Human Resources domain with which you can associate these objects:

● Employees and their scorecards

● Measures

● Measure templates

Users associated with a domain can also view, but not modify, data in the domains above theirs.

12 About Performance Scorecard and Designing Applications

For information about creating domains, see the Hyperion Performance Scorecard — System 9Administrator’s Guide.

Business ObjectsThis topic describes the function of these business objects:

● “Employees” on page 13

● “Frameworks” on page 13

● “Maps and Strategy Trees” on page 14

● “Measures” on page 15

● “Dimensional Outlines and Dimensional Measures” on page 15

● “Scorecards” on page 16

● “Alerts” on page 16

EmployeesEmployees usually represent any Performance Scorecard user that is responsible for performingtasks related to the objects with which they are associated, such as entering measure results,working on strategy elements, and creating scorecards. Administrators create user accounts foremployees to which they apply these settings to grant access to data:

● Domain: Functional or geographic area in which employees work such as a department oroffice.

● Security role: Set of permissions that determine the scorecards, measures, initiatives andreports employees can view.

TIP: To enable users to automatically access the measures, scorecards, and initiatives in theirdomain, administrators can assign the generic designer security role. See the HyperionPerformance Scorecard — System 9 Administrator's Guide.

FrameworksFrameworks are business methodologies such as the Balanced Scorecard, that identify theimportance of business areas that are fundamental to most organizations.

Use frameworks to logically group measures that relate to each area. You can also use frameworksas the basis of strategy since they enable you to group related strategy goals, elements, and actions.

You can use the frameworks Performance Scorecard provides, or customize one of theseframeworks to suit your needs. See “Using Performance Management Frameworks” on page27.

Business Objects 13

Maps and Strategy TreesDepict the strategy and accountability structures in your organization by creating these objects:

● Strategy Trees that identify the individual components, strategy elements, that formcorporate and departmental strategy. See“Strategy Trees” on page 14.

● Strategy maps that depict how strategy elements connect to achieve corporate anddepartmental strategy. See “Strategy Maps” on page 14.

● Accountability maps that identify corporate or departmental reporting structures. See“Accountability Maps” on page 14

If you use domains to represent departments or offices with individual Strategy maps andStrategy Trees, you can link these items to represent a cohesive whole. See “Linking Maps” onpage 61.

Strategy TreesIdentifying and articulating strategic goals for all levels of your organization is central toperformance management. Without a central, comprehensive, and communicated strategy,your organization is not properly positioned to achieve or reevaluate its goals.

After creating a Strategy Tree that translates high-level strategic goals into processes and actions(strategy elements), assign the responsible employees. This enables employees to understandhow their roles contribute to levels of corporate strategy. See “About Creating Strategy Trees”on page 51.

Accountability MapsUse Accountability maps to represent the reporting structure of these business areas(accountability elements):

● Departments

● Task forces and committees

● Individual employees

See “Creating Accountability Maps ” on page 53.

Strategy MapsStrategy maps illustrate how perspectives and strategy elements interact to support the corporateor domain strategy. Links between elements on a Strategy map indicate how changes to oneelement affect others. This enables you to anticipate and adjust to strategy changes. See “AboutCreating Strategy Maps” on page 55.


MeasuresMeasures enable you to collect objective, quantifiable data that indicates progress toward aperformance or strategy target. For example, if one strategic goal is improved product quality,you could create measures called “number of product returns” or “poor customer satisfaction”.These measures would reflect product quality by identifying the number of product returns anddissatisfied customers.

Use measures to evaluate and monitor the progress of these objects:

● Individual or groups of employees

● Strategic objectives and other strategy elements

● Other logically-grouped scorecards

You assign employees to measures to perform tasks such as entering results and defining targets.

You can use data from a Oracle's Hyperion® Essbase® – System 9 database to create dimensionalmeasures.

See “Using Measures” on page 63.

Dimensional Outlines and Dimensional MeasuresDimensions are hierarchical categories that you can create to organize measures. They enableyou to perform these tasks:

● Analyze measures by groups, such as products, distribution channels, and geographic areas.

For example, a dimension called Geography could group measures for North America,Europe, and Australia.

● Generate dimensional measures that collect data where measures intersect, such as sales byregion.

● Generate a multidimensional Essbase database of application data. See the HyperionPerformance Scorecard — System 9 Administrator’s Guide..

● Generate application data to an external data source for use with other Hyperion products.

Performance Scorecard automatically creates a dimensional outline that represent the strategyand accountability hierarchies you define when you create these objects:

● Strategy elements

● Accountability elements

● Employees

Each of these items is represented by a system dimension and member. The default dimensionaloutline enables you to perform these tasks:

● Generate dimensional measures based on Strategy Trees and Accountability maps.

● Select the members to use when you create scorecards that evaluate performance usingdimensional measures. Only dimensional measures for the members you choose are usedin scorecard calculations.

Business Objects 15

● Select which members to use in dimensional measure generation using the member picker.

ScorecardsScorecards enable you to evaluate and track the performance of these objects:

● Accountability elements, such as departments and committees

● Strategy elements, such as strategic objectives

● Other Employees

The performance status of these objects are determined by adding the measures that track theirprogress to their scorecards. The scores each measure achieves is evaluated by a range thatcorresponds to a performance indicator, that graphically reflects performance levels.

Your manager typically creates a scorecard to monitor your own performance. This scorecardis your primary scorecard.

However, you can create as many secondary scorecards as you want to assess and monitor themeasures, strategy goals, and business areas with which you work. See “Creating Scorecards ”on page 93.

To evaluate performance across an organization or department using common criteria, usescorecard templates . Assign a scorecard template to new scorecards to place the measures andscorecards on the template to the new scorecards. Lock scorecard templates to prevent othersfrom adding to, or changing, the components scorecards inherit from a scorecard template.

AlertsAlerts notify you by E-mail when the performance of business objects departs from an acceptablerange that you define. Create alerts to monitor the performance of these objects:

● Measures

● Scorecards

● Employees

● Strategy and Accountability elements

Alerts also prompt you when tasks such as measure result collection are approaching, due, oroverdue.

Note: You can create public alerts, to which other users can subscribe.

See the Hyperion Performance Scorecard — System 9 User's Guide.

Creating Business Objects Sequentially to Form ApplicationsHyperion suggests that you create business objects in this order to develop applications:

1. Frameworks

2. Employees


3. Measures

4. Accountability elements

5. Strategy elements and Strategy Trees

6. Strategy Maps

7. Scorecard Templates

8. Scorecards

Working With Business ObjectsThe following topics describe the rules that you must follow when you create business objects.It also explains why business objects become locked:

● “Naming Conventions” on page 17

● “Duplicate Business Objects” on page 17

● “Locked Business Objects” on page 17

Naming ConventionsYou must give business objects of the same type a unique name. For example, you can give ascorecard and target the same name, but not two targets.

Do not use characters that are illegal for these components in business object names:

● Essbase

● The relational database that you are using

See “Restricted Dimensions, Members, and Alias Characters” on page 113.

Business object names are not case-sensitive. Consequently, a measure called NetProfit andanother measure called netprofit are considered the same.

Duplicate Business ObjectsIf you use an upgraded database, business objects with the same name are appended. Forexample, if three measures called SalesSingapore exist, the last two measures are renamed asSalesSingapore1 and SalesSingapore2. These measures would then exist:

SalesSingapore

SalesSingapore1

SalesSingapore2

Locked Business ObjectsBusiness objects become locked, meaning that you can not modify them, in these circumstances:

Working With Business Objects 17

● The collection extension for a measure has elapsed.

This means that results cannot be entered or modified. To enter results after the collectionextension has expired, ask your administrator to remove the Result Collection Adminrestriction from your user account.

● When another user is editing the business object.

This prevents overwriting. You must wait until the user is finished.

TIP: If you think a business object is incorrectly locked, ask your administrator to break thelock using the Locked Business Object Report.

Ways of Working in Performance ScorecardThe tasks that you can perform and the data that you can access are determined by the securityrole that an administrator assigns to your account. Performance Scorecard provides three useraccounts with corresponding security roles.

Table 1 User Accounts and Security Roles

User Account Security Role Description Work Areas

designer designer (Interactive)

generic domain designer

Create business object and view reports.

Create alerts.

Note: To work with objects in the domain towhich you are assigned, have an administratorapply these settings to your account:

● Generic designer security role

● Employee Domain

Object View

Browser View

user user (Basic) Use reports, alerts, and notes. Browser View

My View

admin admin (Power Manager) ● Create and manage user accounts

● Create and manage security roles

● Create domains

● Create alerts

● Generate an Essbase database

● Promote application data to a differentenvironment

Object view (security)

Administration menu


2Getting Started

In This Chapter

Before Using Performance Scorecard ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19

Logging On... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19

The Performance Scorecard Environment.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20

Customizing Views ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25

Creating Categories .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26

Before Using Performance ScorecardBefore using Performance Scorecard, ensure that an administrator performed these tasks:

● Configured the product as described in the Hyperion Performance Scorecard — System 9Installation Guide.

● Created your user account to which either the designer (Interactive) or generic designersecurity role is assigned.

● Optional: Assigned a domain to your account that represents the physical (e.g. country) orfunctional area (e.g. department) in which you work.

Logging OnThis topic explains how to log on to Performance Scorecard and access the Object view.

➤ To log on:

1 Start the application server.

On Windows, start the server using this path:

Start > Programs > Hyperion > Performance Scorecard >startWebReportson<application server>

2 Navigate to:

http://<computer deploying HPS>:<port>HPSWebReports

Note:

This URL is case-sensitive.

Before Using Performance Scorecard 19

The Logon page is displayed.

3 Enter your user name and password. This information is case-sensitive.

TIP: If you do not have an account, log on using designer as the user name and password as thepassword.

4 Optional: If you use LDAP or NTLM, enter the domain.

Unless you specified a home page, Performance Scorecard opens on the Object View tab.

The Object View provides links to the business objects that you create, such as maps, employees,and measures.

See “The Performance Scorecard Environment” on page 20 .

The Performance Scorecard EnvironmentThe following figure identifies the areas and panes of Performance Scorecard.

Figure 1 The Performance Scorecard Environment

Table 2 Product Layout

Area Description

1 Masthead containing menu and toolbars. See “Masthead” on page 21.

2 Search that enables you to find objects by name. See “Application Search” on page 23.

3 Toolbar. See “Toolbar” on page 23.

4 Object view: Contains links to the business objects that you can create. See “The Object View” on page24.

20 Getting Started

Area Description

5 MyView: Displays the objects that you can access in tree format. Click each object to access details. You canconfigure this tab to list only the data that you frequently access. See “Customizing Views” on page 25.

TIP: To monitor the performance of the scorecards, measures, and initiatives that you can view, create andsubscribe to alerts. To enable other users to monitor the performance of these objects using alerts, createpublic alerts. See “Alerts” on page 16.

6 BrowserView: Displays the objects that you can access in tree format. Click each object to access details. Youcan configure this tab to list only the data that you frequently access. See “Customizing Views” on page25“The Object View” on page 24

7 Contents frame: Displays information based on the link, toolbar button, or menu option that you use.

MastheadThe masthead enables you to perform these tasks:

● Access data gathered or created on a different date using the Report Date list.

● Evaluate performance against a different target using the Report Target list.

● Find and access data for specific objects using Search. See “Application Search” on page23.

Menu CommandsThis table describes the menu options on the Object View.

Table 3 Menu Commands

Menu Command Description

File

Preferences Select to define a home page, change your password, and modify aspectsof the user interface.

Note: Select System Default Preferences to apply these changes to anentire application.

See the Hyperion Performance Scorecard — System 9 User’s Guide.

Application Preferences Select to apply preferences to an entire application. See “SpecifyingPreferences” on page 103.

Print Select to print the current page or report.

Export to Excel Select to export scorecard and measure data on reports to MicrosoftExcel. See the Hyperion Performance Scorecard — System 9 User’sGuide.

Logoff Select to return to the Logon page to log on as a different user.

Edit

The Performance Scorecard Environment 21

Menu Command Description

Cut Select to cut data on Result Collection and Measure Result Reports.

Copy Select to copy data on Result Collection and Measure Result Reports.

Paste Select to paste data that you have copied from Result Collection andMeasure Result Reports to an external source.

View

Refresh Select to reload the current page with updated data.

Home Select to go to another page that you specify as your launch page.

Masthead Select to maximize or minimize the masthead.

Hide / Show View pane Select to hide or show the view pane.

Reports See the Hyperion Performance Scorecard — System 9 User’s Guide.

Forum

Search Select to find forums that contain notes and annotations containingspecific words, phrases, dates and categories. See the HyperionPerformance Scorecard — System 9 User’s Guide.

General Forum Select to open a general forum in which you can create and reply to notesthat discuss business objects.

Favorites

Add Current Page Select to add the current page to your favorites.


Edit Favorites Select to modify the URL address of a favorite Web page, or change theorder in which your favorites are organized.


Administration See the Hyperion Performance Scorecard — System 9 Administrator’sGuide.

Formula Errors Select to list the measures and performance indicators that have errorsin their formulas.

See “Validating Formulas” on page 138.

Help Select to launch the Information Map from which you can access onlinehelp, documentation, support contacts, and other resources.

22 Getting Started

Toolbar

Table 4 Toolbar Buttons

Button Description

Prints the current page or report.

Cuts data on the Result Collection and Measure Result reports.

Copies data on the Result Collection Report and Measure Result Reports.

Pastes data you cut or copied from the Result Collection and Measure Result reports.

Exports data to Microsoft Excel. See the Hyperion Performance Scorecard — System 9 User's Guide.

Enables you to specify user preferences such as your password and home page. See the HyperionPerformance Scorecard — System 9 User's Guide.

Returns you to your home page.

Returns you to the Logon page.

Application SearchUse the Search box on the toolbar to find and view the performance status of employees, strategyelements, accountability elements, measures, and initiatives. You can also enter a perspectivename to list the measures associated with the perspective.

You can find objects by name or performance status. For example, to find objects with poorperformance, enter poor in the Search box.

Click the links in the search results to access more information about objects.

You cannot search for these business objects:

● Scorecards

● Targets

● Units

● Dimensional outlines

● Categories

For information about finding notes and discussion threads, see the Hyperion PerformanceScorecard — System 9 User's Guide.

The Performance Scorecard Environment 23

Selection List FiltersTo quickly locate objects such as measures, you can filter data displayed on selection list usingthis criteria:

● By dimension (for generic well-formed dimensional measures): To select only fromdimensional measures generated by a template, enter the template name in the Filter boxon the Select Measure list.

● By name: To filter objects by name, begin typing the name in the Filter box on all selectionlists. If you only know the first letter of the name, enter the letter.

You can select objects on long lists as follows:

● To select objects displayed consequtively, press Shift and select the objects.

● To select objects that are not displayed consequitively, press Ctrl and select the objects.

The Object ViewThe object view contains the links you will use to create objects such as maps, employees,performance indicators, and categories.

Click each link to access a list of all existing business objects of that type. For example, to viewall employees, expand Employee List.

The maps that you create are organized by type, Strategy and Accountability, in the Map explorer.Elements you create to build maps are displayed hierarchically in each map.

Scorecards that monitor the performance of strategy and accountability elements are displayedin Scorecard explorers below each element. For example, scorecards for the Executive branchare displayed in the first Scorecards explorer. Scorecards for divisions within this branch, suchas Human Resources, are placed below each division.

Figure 2 Scorecard Explorers

TIP: You can create as many secondary scorecards as you want to evaluate and follow theperformance of the strategy elements, business areas, or measure groups with which you work.To create secondary scorecards, expand Employee List, select your name, right-click theScorecard explorer, and click Add.

24 Getting Started

Context MenuThe context menu that is available on all view tabs enables you to perform these tasks:

● View certain kinds of employee, measure, and scorecard data.

For example, to view previously collected measure results, right-click the measure and selectView > Results.

● Create secondary scorecards for employees, strategy elements, and accountability elements.For example, to create a secondary employee scorecard, select their Scorecard explorer, right-click and select Add.

● Create links others can use in third-party tools such as E-mail to view application data. Forexample, to send colleagues a link to a scorecard, right-click the scorecard and select CopyLink, and paste the link in an E-mail message.

● Delete or modify objects.

Note: The tasks that you can perform depend on the security role assigned to your account andthe objects that you can access.

The Browser ViewThe Browser View displays the scorecards, measures, employees, and initiatives that you canaccess. Scorecards that evaluate the performance of maps, map elements, measures, employees,and initiatives you can access are also displayed.

Dimensional measures are shown in hierarchies.

Click objects to access more information. For example, click a scorecard to launch the ScorecardDetails Report.

For information about using reports, see the Hyperion Performance Scorecard — System 9 User’sGuide.

My ViewThis view displays all business objects that you can access in tree format. Click each businessobject to access details.

You can customize MyView to display only the scorecards, measures, and initiatives that youfrequently access. See “Customizing Views” on page 25.

Customizing ViewsYou can change the data that displays by default on each view by performing these tasks:

● Filtering scorecards, measures, and initiatives. See the Hyperion Performance Scorecard —System 9 User’s Guide.

● Defining a home page. See the Hyperion Performance Scorecard — System 9 User’s Guide.

Customizing Views 25

TIP: You can organize logically-related scorecards in reports and on the Browser View usingcategories. See “Creating Categories” on page 26.

Creating CategoriesCategories enable you to logically organize scorecards and initiatives in reports and on view tabs.

➤ To create categories:

1 On the Object View, click Categories and select the list for the category to create.

Table 5 Categories

Type Description

Scorecard Use to identify the kinds of scorecards you create such as financial, strategic or personal.

Initiative Type Use to identify the different kinds of initiatives in an application. For example, you can categorizeinitiatives by the employees or departments responsible.

Initiative Status Use to display initiatives based on their degree of completion.

Priority Use to display initiatives based on their level of importance (high, moderate, or low).

2 Click Add.

3 Enter a category name. For example, to create a category for financial scorecards, enter financial.

4 Summarize the purpose of the category in Description.

5 Specify the sequence in which the category is displayed from lists in Order.

You can now associate scorecards or initiatives with the category.

26 Getting Started

3Using Performance

Management Frameworks

In This Chapter

About Frameworks ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27

Ways of Working With Frameworks ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27

The Application Framework ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28

Provided Frameworks ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28

About Creating Frameworks ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .29

Creating Frameworks .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30

Modifying Frameworks... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34

Copying Frameworks... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34

Deleting Frameworks ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34

About FrameworksFrameworks are business methodologies that identify the importance of business areas, calledperspectives, such as finance and customer relations. Frameworks help you define your businessstrategy based on time-honored perspectives that provide a Competitive advantage. Widely usedframeworks include the Balanced Scorecard Collaborative framework and the Stern StewartIntegrated EVA framework

Frameworks enable you to perform these tasks:

● Identify the primary areas in your organization such as information and analysis.

● Group measures that monitor the performance and health of perspectives.

For example, organizations in the banking industry might assign these measures that trackcustomer data in the Customer perspective:

❍ Loan quality

❍ Aggregate credit score

● Identify the types of strategy and accountability elements you use to build maps.

Ways of Working With FrameworksYou can create frameworks in two ways:

About Frameworks 27

● Customizing a framework such as the Balanced Scorecard that Performance Scorecardprovides. The framework that you use is the base framework.

● Using custom perspectives that are not provided with a framework.

The Application FrameworkHyperion recommends that you use different frameworks to build sample Strategy andAccountability maps until you know which framework best represents your organization. Whenyou know which framework works best, make it the application framework.

Provided FrameworksYou can customize these frameworks that Performance Scorecard provides:

● “Balanced Scorecard” on page 28

● “Stern Stewart Integrated EVA” on page 28

● “Baldridge Criteria” on page 29

● “The Key Performance Indicator Tracking Framework” on page 29

Balanced ScorecardThe Balanced Scorecard framework uses these perspectives.

Table 6 Balanced Scorecard Perspectives

Perspective Description

Financial Defines how your organization works with its shareholders.

Customer Describes your organization creates value for, and interacts with its client base.

Internal Defines the process your organization uses internally to create superior products.

Learning and growth Describes how your organization evolves and innovates.

Stern Stewart Integrated EVAUse the Stern Stewart Integrated EVA framework (Stern Stewart) to measure not justprofitability, but also economic value add and shareholder value. This framework uses thisequation to identify the true profitability of your organization:

Net Operating Profit - Total Capital Charges = Economic Value Add

The Stern Stewart framework uses these perspectives.

28 Using Performance Management Frameworks

Table 7 Stern Stewart Perspectives


EVA and EVA drivers Identifies the financial components of EVA and the financial EVA drivers map.

Customer Describes how to drive revenue by defining the customer base and managing customer needs.

Cost Identifies how the cost of items such as production, materials, labor transform into servicesand products, through activities and processes.

Capabilities Identifies the tasks required to maintain, develop, and renew the knowledge needed to satisfycustomer needs.

Baldridge CriteriaThe Baldridge Criteria framework largely emphasizes the role of processes in corporate strategyas follows:

Table 8 Baldridge Criteria


Leadership Defines how your organization creates leadership opportunities.

Strategic planning Identifies how strategic objectives and goals correspond with corporate vision anddirection.

Customer and market focus Identifies key customer relationships, acquisitions and business expansions.

Information and analysis Emphasizes the importance of measure, analyzing, and improving performance. Useto examine the availability of data.

Human resources focus Describes how to arrange your organization to improve employee cooperation,communication, and knowledge-sharing.

Process management Examines how non-product and non-service process such as supply chain managementlead to business growth.

Business results Examines the role of customer satisfaction and loyalty.

The Key Performance Indicator Tracking FrameworkIf you do not use a performance management framework, use the Key Performance Indicator(KPI) Tracking framework. This enables you to build maps without an underlying structure andnot organize measures by perspective.

About Creating FrameworksYou perform these tasks to create a framework:

About Creating Frameworks 29

● Indicate if you are using a framework provided with Performance Scorecard. See “DefiningGeneral Settings” on page 30.

● Create perspectives. If you use a base framework, customize the perspectives used by thatframework. See“Creating Perspectives” on page 31.

● Create the strategic themes you can use to group strategy elements on Strategy Trees andStrategy maps. See “Creating Strategic Themes” on page 31.

● Identify the types of strategy and accountability elements that you use to build maps. See“Defining Element Types at the Framework Level” on page 32.

● Define the sequence in which to place strategy and accountability element levels on maps.See “Defining Element Types at the Framework Level” on page 32.

● Optional: Abbreviate the name of strategy and accountability element types. See “DefiningElement Types at the Framework Level” on page 32.

● Optional: Replace the default terms for strategy and accountability elements with customterms. See “Customizing Framework Terminology” on page 34.

● Use the framework in a test environment to build sample Strategy and Accountability maps.If the framework meets your needs, make it the Application Framework.

Creating Frameworks This topic describes how to create frameworks. The element hierarchies that you definedetermine the order in which elements are placed on Strategy and Accountability maps.

For information about how each item is used, see “Defining General Settings” on page 30.

Defining General SettingsThis section describes how to create frameworks.

➤ To create frameworks:

1 On the Object View, select Framework List. The Frameworks List is displayed.

If another user selected an application framework, it is displayed above the Framework List.

2 On the Framework List, click Add. The Framework Setup page is displayed.

3 Enter this information:

● Name

● Purpose of the framework or how it is used

4 To build your framework using a provided framework, select the framework from Base Framework.


Figure 3 Base Frameworks

Caution!

Do not select Application Framework unless the framework will be used to create actual, notsample, Strategy and Accountability maps.

5 Click Save.

6 Create or modify perspectives for the framework. See “Creating Perspectives” on page 31.

Creating PerspectivesThis topic describes how to define framework perspectives.

➤ To create perspectives:

1 On the Framework Setup page, select Display Perspectives .

2 Click Add in Perspectives. The Perspective Setup box is displayed.

3 In Order Number, enter a number that represents the order in which to display the perspective on Strategymaps.

For example, to display the perspective as the third perspective, enter 3.

4 Enter the name and describe the purpose of the perspective.

5 Click Save. The perspectives are added to the framework.

Creating Strategic Themes

Strategic themes are high-level categories that enable you to group perspectives and strategyelements. Commonly used themes include:

● Revenue growth

● Cost reduction

● Productivity improvement

● Customer base

➤ To create strategic themes:

1 On the Framework Setup page, select Display Themes.

Creating Frameworks 31

2 Click Add in Strategic Themes. The Strategic Theme Setup box is displayed.

3 Enter a number in Order Number that specifies the order in which to display the theme on maps.

4 Enter the name of the strategic theme and summarize how it is used.

5 Click Save. The themes are added to the framework.

6 Set up the element types that you use to build maps. See “Defining Element Types at the Framework Level”on page 32.

Defining Element Types at the Framework LevelYou can perform these tasks using the Strategy Hierarchy and Accountability Hierarchy tabs:

● Identify the kinds of elements such as strategic objectives and business areas, you will use tobuild Strategy Trees and Accountability maps.

● Define the order in which strategy and accountability element levels are used on maps bycreating a default hierarchy.

For example, you can have the critical success factor level be used below the strategicobjective level. This means that if you select a strategic objective on a map and add a newstrategy element, the element is a critical success factor.

● Abbreviate the name of each element type. Abbreviated names are used on maps. Forexample, you can shorten Strategic Objective to SO. Full, long names are used in reports.Short names are used on maps.

See these topics:

● “Creating Strategy Element Hierarchies” on page 32

● “Creating Accountability Element Hierarchies” on page 33

Creating Strategy Element HierarchiesThis topic describes how to identify the kinds of strategy elements such as strategic objectivesand critical processes, you use to build strategy trees. It also describes how to arrange eachelement type level on maps. If you are using a base framework, a strategy elements hierarchy isalready defined, although you can modify this hierarchy.

➤ To create a strategy hierarchy:

1 On the Framework Setup page, select Strategy Hierarchy. The Framework Strategy Hierarchy box is displayed.

2 Click Add.

Note:

Add elements in the order in which to place them on Strategy Trees.


Figure 4 Sample Strategy Element Hierarchy

3 Click Save.

4 Define the accountability elements that you use to build Accountability maps. See “Creating AccountabilityElement Hierarchies” on page 33.

Creating Accountability Element HierarchiesThis topic describes how to identify the kinds of accountability elements such as teams anddepartments that you use to build Accountability maps. It also describes how to change thedefault accountability element layers automatically applied to Accountability maps. Forexample, you can have the Task Force level always appear beneath the Accountability Team level.

➤ To create an accountability hierarchy:

1 On the Framework Setup page, select Accountability Hierarchy. The Framework Accountability Hierarchy boxis displayed.

2 Click Add to create the kinds of accountability elements such as business areas, departments, and employeesthat you use.

Note:Add elements in the order you want to place them on Accountability maps.

3 Enter the full and short name of each element.

For example, the order in the following figure means that elements added below Business Areason maps, automatically are Departments.

Figure 5 Sample Accountability Element Hierarchy

4 Click Save.

5 Optional: Replace framework terms with those more meaningful to your organization. See “CustomizingFramework Terminology” on page 34.

Creating Frameworks 33

Customizing Framework TerminologyThis topic explains how to customize default framework terminology.

➤ To customize framework terminology:

1 On the Framework Setup page, select Terminology. The Framework Terminology box is displayed.

Terms used by the base framework you selected are displayed in the Term column.

2 Enter a different term in Customized Term.

3 Click Save. The terms you entered are now used instead of the default terms.

Modifying FrameworksYou can edit all frameworks except those Performance Scorecard provides.

CAUTION: If you use another application framework, all related perspectives are removed frommeasures and strategy elements. Switching the application framework also deletes strategyhierarchies you defined at the framework level.

➤ To modify frameworks:

1 On the Object view, select Framework List to display the Custom Frameworks List.

2 Select the framework and click Edit.

3 Modify the framework by changing the settings described in “Creating Frameworks ” on page 30.

Copying FrameworksYou cannot copy frameworks from the Framework List. Instead, you must create a frameworkthat uses the framework that you want to copy.

➤ To copy frameworks:

1 On the Object view, select Framework List .

The Framework List is displayed.

2 On the Framework List, click Add.

The Framework Setup page is displayed.

3 Select the framework to copy from Base Framework.

4 Modify the framework and save it under a different name.

Deleting FrameworksYou cannot delete a framework if it is the application framework or the only framework in use.


➤ To delete an application framework:

1 On the Object View, select Framework List.

2 Select the framework that you want to use instead of the application framework.

3 Click Edit.

4 Select Application Framework on the Framework Setup page.

5 Click Save.

6 On the Framework List, select the old application framework and click Delete. The framework is deleted andremoved from the list.

➤ To delete a custom framework:

1 On the Object view, select Framework List.

2 On the Framework List, select the framework.

3 Click Delete.

Deleting Frameworks 35


4Working with Employees

In This Chapter

Employees ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37

About Creating Employees ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39

Creating Employees... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39

Modifying Employee Profiles .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44

Copying and Deleting Employees ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44

EmployeesEmployees usually represent any Scorecard user, that is responsible for performing tasks relatedto the objects with which they are associated, such as entering measure results and working onstrategy elements. Because employees can use multiple scorecards to monitor the performanceof objects such as measures, managers should evaluate employee performance by creating aprimary scorecard for the employee.

See:

● “How Employees Access Data” on page 37

● “Employees as System Dimensions” on page 39

How Employees Access DataAdministrators create user accounts for each employee, to which they attach the employee. This,in addition to security roles, determines the information users can access. Access to data canalso be established using domains. Domains represent areas in your organization such asdepartments or locations. Domain-based security roles enable you to define the data in theseareas that users can access. You can apply two kinds of domain-based access:

● Explicit access: Enables users to only access domains that you select.

● Implicit access: Enables users to access data in all domains below a specified domain. Togrant this kind of access, administrators must select Domain Implicit Access when theyassign measure and scorecard permissions for a security role that is assigned to user accounts.

Employees 37

To enable users to automatically access data in the domain with which they are associated, havean administrator apply the generic designer security that uses the Employee Domain setting touser accounts.

For example, assume that an organization contains the domains shown in the illustration below.Assume that an employee called Ted Jones is Manager of Manufacturing and assigned to theManufacturing domain. If an administrator configures the security role to use Domain ImplicitAccess, Ted can also access data in the Cookware, Storage, Domestic, and Industrial domains.

Figure 6 Sample Domain Hierarchy

Employees and ScorecardsEmployees can have these kinds of scorecards:

● Primary scorecard: Created by managers to evaluate individual employee performance. See“Creating Primary Scorecards ” on page 41.

● Secondary scorecards: Created by employees create to assess and monitor the performanceof the measures, strategy elements, accountability elements with which they work.Employees can specify who can access their secondary scorecards using the Miscellaneoustab on the Scorecard Setup page.

38 Working with Employees

Employees as System DimensionsPerformance Scorecard automatically creates a dimensional outline that represents theemployees, accountability elements, and strategy elements that you create to depict reportingand strategy structures. Each of these objects that you create is represented by a systemdimension. All employees that you create are added as members of the Employee systemdimension and displayed on the Object and Browser views.

About Creating EmployeesYou perform these tasks to create employees:

1. Specify business and contact information on the General tab. This includes the functionalor geographic area (domain) in which employees work. It also includes specifying thedimensional context for the scorecards that employees can create.

2. Create a scorecard to monitor employee performance on the Scorecards tab. Becauseemployees can use or be associated with multiple scorecards, the scorecard you define whenyou create an employee is their primary scorecard that evaluates their personal performance.

3. Define the range of values on the Ranges tab for the primary scorecard that evaluate andrepresent levels of employee performance.

4. Assign employees to the business objects such as measures with which they work on theResponsibilities tab. For example, if an employee enter measure results, select theappropriate measures.

TIP: You can transfer responsibilities between employees in response to organizationalchanges on the Responsibilities tab.

5. Optional: Use the Miscellaneous tab to perform these tasks:

● Create categories to organize the scorecards that employees can access. These categoriesgroup related scorecards in reports and on the Browser View. See“Creating Categories”on page 26.

● If employees use multiple scorecards to which measure templates are attached (to usedimensional measures), you can select which dimensions or members to use in scorecardcalculations.

Note: Creating employees changes the system dimensional structure in an application.Consequently, you may have to generate new or regenerate existing dimensional measures toinclude new or deleted employees.

Creating EmployeesEmployees that you create are simultaneously placed on the Object and Browser views. They arealso added to the Employee subdimension.

About Creating Employees 39

➤ To create employees:

1 On the Object View, select Employee List.

2 On the Employee List, click Add. The General tab of the Employee Setup General page is displayed.

3 Enter the first and last name of the employee.

4 Optional: Enter this information:

● Number

● Job title

● Department and manager

5 Optional: To associate an employee with a distinct physical or functional area, click Select in Domain.

TIP: You can also place employees in domains by selecting employees on the Employee List andclicking Domain Assignment.

6 Optional: To attach a picture of an employees, click Browse in Picture.

7 Navigate and select the image file.

8 Optional: To associate an employee with dimension members, such as strategy elements, click Select inSelect Dimensions and perform these tasks:

a. On the Select Dimensions box, click Select adjacent to the kind of dimension member touse.

The member you select forms the dimensional context of the scorecard. This determinesthe dimensional measures used in scorecard calculations.

b. Expand the dimensional hierarchy to select the member to assign.

For example, in the sample below, the employee is associated with dimensional measuresthat monitor how to extend the customer base by finding new markets.

c. Close the dialog box.

9 Enter contact information:

● E-mail address. This is used to send alerts and becomes a link on reports

● Home and business phone number

● Cell phone number

10 Perform any of these tasks:


● To monitor employee performance using a primary scorecard, select Scorecard. See“Creating Primary Scorecards ” on page 41.

● To assign employees to the measures, accountability, and strategy elements with which theywork, select Responsibilities. See “Assigning Responsibilities ” on page 41.

● To associate the primary scorecard for the employee with categories, select Miscellaneousand see “Creating Categories” on page 26.

● If the employee has scorecards that use dimensional measures, select Miscellaneous to selectthe dimensions or members to use in calculations.

Creating Primary Scorecards Evaluate the personal performance of employees by creating primary scorecards. Primaryscorecards are saved under the name of the employee that they monitor and are displayed in theScorecards folder below the employees.

➤ To create primary scorecards:

1 Select Scorecard on the Employee Setup page.

2 Add and assign weights to the measures and scorecards that reflect employee performance. See “AddingComponents” on page 98.

3 Select Range to define the scores, that if employee achieve on their primary scorecards, indicate theirperformance status. See “Defining Ranges for Primary Scorecards” on page 43.

TIP: To create ranges that you can use to build other scorecards, create a named range. To createranges to use only on an employee scorecard, create a custom range.

4 Optional: Select Miscellaneous to perform these tasks:

● Choose the members for which to generate dimensional measures that you can use inscorecard calculations.

● Create categories in which to display scorecards in reports.

See “Selecting Members and Scorecard Categories” on page 43.

Assigning Responsibilities Use the Responsibility tab to assign employees to objects such as strategy elements which theyare associated and specify the tasks that they must perform. You can also transfer responsibilitiesbetween employee on this tab. See “Transferring Responsibilities” on page 42.

➤ To assign employees responsibilities:

1 On the Employee Setup page, select Responsibilities.

2 Click Setup adjacent to the tasks the employee must perform for objects.

For example, to make an employee responsible for defining measure targets, click Select in TargetSetter and choose the measure from the dialog box that displays.

Creating Employees 41

You can assign these tasks:

Table 9 Employee Responsibilities

Object Responsibility Task

Measures

Owner Is responsible for overall measure performance.

Result collector Ensures that measure results are gathered or entered.

Target setter Defines measure targets.

Annotation creator Creates and replies to notes regarding measures.

Responsibility elements

Owner Is responsible for the overall element performance.

Member Contributes to the progress of the elements.

Annotation creator Creates and replies to notes regarding the elements.

Strategy elements

Owner Is responsible for the overall element performance.

Annotation creator Creates and replies to notes regarding the elements.

Employee Manager Is responsible for the performance of selected employees.

Initiatives

Owner Completes initiatives.

Member Contributes to initiatives.

Notified Responds to the completion of initiatives.

3 From the Selection box that displays, select the measure, element, employee, or initiative to which you wantto assign an employee and click Apply.

To remove employees from objects, click Setup, beside the object, and click Clear.

Transferring ResponsibilitiesYou can reallocate tasks by reassinging responsibilities between employees. This enables you toquickly adjust to organizational changes such as acquisitions and promotions. For example,when a department manager retires, you can transfer their responsibilities, such as their staff,to a replacement employee.


➤ To transfer responsibilities:

1 On the Object view, select Employee List.

2 On the Employee List, select the employee to whom you want to transfer responsibilities and click Edit.

3 On the Employee Setup page, select Responsibilities.

4 Click Transfer From adjacent to the task to reassign. For example, have the employee enter targets for ameasure, click Transfer From in Target Setter.

To re-assign the staff, click Transfer From in Managed Employees.

5 Select the employee from whom to transfer responsibility in the Select Employee box.

The employee that you select is no longer assigned to the business object.

6 Select a transfer option:

● To add the responsibility to those that the employee has, select Add new responsibilities.

● To delete current responsibilities, select Replace existing responsibilities.

7 Save your work.

Defining Ranges for Primary ScorecardsYou must create the ranges that evaluate and represent employee performance based on thescore of primary scorecards. You can define and use ranges as follows:

● To use the ranges to build other scorecards, create named ranges. See “Creating NamedRanges ” on page 75.

● To use the ranges only on one specific employee scorecard, create a custom range. See“Creating Custom Ranges” on page 76.

Selecting Members and Scorecard CategoriesUse the Miscellaneous tab to select the members for which to generate dimensional measuresyou use in primary scorecard calculations. You can also use this tab to select categories in whichto display employee scorecards and initiatives. See “Creating Categories” on page 26.

➤ To select dimensional measures:

1 Select Miscellaneous on the Employee Setup page.

2 In Member List, click Select.

The Select Dimension box displays. The system (Accountability and Strategy) dimensions aredisplayed in addition to custom dimensions you have created.

3 Click Select in the dimension that contains the members that you want to use.

The Select Dimension Member dialog box is displayed.

Creating Employees 43

4 Expand the dimensional outline to select individual members. Each member you select is added to the SelectDimension dialog box. Because you can only select individual members, repeat this step until you havechosen all the members for which to generate dimensional measures.

5 On the Select Dimension Member box, click OK.

You return to the Employee Setup page. The members for which dimensional measures aregenerated for use in scorecards are displayed.

Modifying Employee ProfilesModify employee profiles to reflect changes such as:

● Assignment to different business objects.

● New responsibilities

● Association with a different manager or domain

➤ To modify employees:


2 On the Employee List, select an employee and click Edit.

The Employee Setup page is displayed.

TIP: You can also access this page by expanding Employee Liston the Object View, right-clickingthe employee, and selecting Edit

3 Change any of the settings you specified in “Creating Employees” on page 39.

4 Save your work.

Copying and Deleting EmployeesCopying and deleting employees may modify the dimensional outline and dimensionalmeasures. You may have to regenerate dimensional measures to reflect your changes.

➤ To copy or delete employees:


2 On the Employee list, display and select employees as follows:

● To only select employees in a specific functional or geographic area represented by a domain,enter the domain name in Filter.

● Select employees listed consecutively, by pressing Shift, and selecting the employees.

● Select employees not listed consecutively, by pressing Ctrl, and selecting the employees.

3 Click Copy or Delete.

Copied employees are displayed as Copy of <employee> on the Employee List.


5Using Maps

In This Chapter

Maps ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .45

Before Creating Maps... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .51

About Creating Strategy Trees ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .51

Creating Accountability Maps .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .53

Setting up Accountability Elements .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .54

About Creating Strategy Maps ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .55

Creating Strategy Maps... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .55

Modifying Maps ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .58

Linking Maps ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .61

Copying and Deleting Strategy Trees and Maps ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .62

MapsThis topic describes how to use these maps to represent organizational or departmental strategyand reporting structures:

● “Strategy Trees” on page 45

● “Strategy Maps” on page 46

● “Accountability Maps” on page 46

It also describes the strategy and accountability elements that you use to build maps.

TIP: You can assign scorecard templates to the scorecards of strategy and accountability elementson maps.

Strategy TreesStrategy trees enable you to create, develop, and communicate the strategic plan of your entireorganization, or areas in your organization such as departments and offices.

Create a Strategy tree to divide high-level strategic goals into lower-level elements and actionsfor which business units or employees are responsible. This enables employees to understandhow their efforts contribute to overall corporate strategy.

Attach scorecards to elements to monitor their progress. Status symbols and scoring bars aredisplayed on map elements to indicate their performance, as shown:

Maps 45

Figure 7 Map Element Performance Indicators

1 Indicates the current performance level of the element as evaluated by a scorecard

2 Indicates the performance level of the lowest scoring element attached to the element

3 Displays the current performance level of the element as a percent

TIP: If areas of your organization use separate Strategy trees, you can link these maps togetherto represent how the strategy of each area forms an integrated corporate strategy.

Strategy MapsStrategy maps identify how strategy elements are interrelated and how they work together tomeet your organization’s strategic goals. For example, a strategy element called “ImprovedProduct Quality” probably impacts strategy elements called “Reduce product returns” and“Increase customer satisfaction” since a low level of product returns indicates good productquality. Consequently, Strategy maps enable you to anticipate how changes in one strategyelement affect other strategy elements. See “About Creating Strategy Maps” on page 55.

You can organize elements on Strategy maps using the perspectives and strategic themes definedby the framework you are using. See “Defining Element Types at the Framework Level” on page32.

Accountability MapsAccountability maps depict the reporting structure of your organization, as shown in below.Create Accountability maps to identify the divisions, departments, teams, and employeesresponsible for strategy elements.

46 Using Maps

Figure 8 Sample Accountability Structure

If your organization is very large, create Accountability maps for each distinct area or domain.For example, using the sample organization shown above, you could create maps for thesedepartments:

● Employee Services and Customer Services

● Franchising

● Administration and Accounting

● Sales and Marketing

● Property and Construction

Accountability map elements that you create are automatically represented by members in theAccountability system dimension. This means that Accountability maps can serve as measuretemplates, enabling you to generate dimensional measures based on the reporting structuresthat you define using Accountability maps. See“System Maps: Maps as Measure Templates” onpage 47.

Link maps to indicate how each area forms the corporate accountability structure.

See “Linking Maps” on page 61.

System Maps: Maps as Measure TemplatesScorecard automatically creates dimensional structures, system maps, that represent the StrategyTrees and Accountability maps that you create. You can generate dimensional measures forscorecarding purposes, based on these system maps. This enables you to use maps as measuretemplates from which to create dimensional measures that evaluate the performance of strategyelements and business areas in your organization.

Maps 47

Map ExplorersMaps are displayed by type, such as Accountability, in Map explorers on the Object View. Theelements used on each map are displayed hierarchically as shown below. Scorecard folders areattached to maps and the element that they contain.

Figure 9 Map Explorers

➤ To create maps:

1 Select the explorer for the type of map to create. For example, to create an Accountability map, select Maps> Accountability.

The Map List is displayed.

2 On the Map List, click Add.

An empty map opens in the map editor.

To open a map, expand the appropriate map explorer and click the map.

The Map EditorYou create and organize the elements that form Accountability maps and Strategy Trees in the

Map Editor. Click to create boxes to represent each strategy and accountability elementthat you want to use.

Use the toolbar buttons to save, print, and increase the size of maps.

● Click to view the map vertically, with the highest-level item to the left.

● Click to view the map radially, with the highest-level item in the middle.

48 Using Maps

Figure 10 Sample Accountability Map

The performance of each element is indicated by a status symbol and scoring bar. If a mapelement is gray, it belongs to another map to which the current map is linked. Double-clickelements to launch connected map

Use the context menu to perform tasks that enable you to more quickly build maps. Access thecontext menu by selecting an element and right-clicking. This table describes the more advancedcommands.

Table 10 Map Context Menu

Command Description

Set Domains Places elements in a domain that you select.

Link to External Map Connect an element to an element on another map. This enables you tolink maps, indicating how different strategy and accountability structuresare connected to form a whole.

Set Template Applies a scorecard template to element scorecards. This enables you touse templates without having to open the existing scorecard and applyingthe template yourself.

Set Template On This and Descendants Applies a scorecard template to the scorecards of all child elements. Thisenables you to use templates without manually opening existing scorecardsand applying the template yourself.

Map ElementsMap elements represent the strategy and accountability elements such as goals, critical successfactors, and divisions that you create and organize to form maps. The hierarchy of elements thatyou create are displayed in their map explorers. For example, the departments in the followingimage are elements on a Department accountability map:

Maps 49

Figure 11 Map Elements

The application framework determines the kinds of elements that you can use to build maps.For example, this table describes the elements provided with the Balanced Scorecard framework.

TIP: To change the name of each element type and the order in which they are placed on maps,see “Defining Element Types at the Framework Level” on page 32.

EntitiesEntities represent the highest level on a map. If you create a single Strategy Tree for yourorganization, the entity represents your organization. If you are creating a map to represent thestrategy of individual business areas or domains such as the Sales department, the Salesdepartment is the entity. Place the map box that represents the entity at the top of the map.

Strategic ObjectivesStrategic Objectives (SOs) represent high-level goals that must be met to achieve a strategystatement. For example, if part of your corporate strategy is to increase the net profit you couldcreate these SO’s:

● Expanded client base

● Decreased internal costs

You can divide SOs into lower-level SOs or critical success factors. For example, these SOs couldbe divided into the following:

● Expanded client base

❍ Identify potential clients

❍ Approach potential clients

● Decrease costs

❍ Reduce employee bonus amounts

❍ Reduce non—essential costs

50 Using Maps

Critical Success Factors and Critical ProcessesCritical Success Factors (CSFs) and Critical Processes (CPs) represent policies or proceduresthat you create to achieve strategic objectives. For example, a CSF for the SO “Decreased internalspending” could be “Non—essential costs identified”, since eliminating necessary costs will helpdecrease internal spending.

ActionsActions represent tasks that must be performed for you to achieve a strategic objective or establisha CSF or CP. For example, these actions support the SO “Decrease costs”:

● Track expenditures by department

● Evaluate expenditures on a monthly basis

Critical Business Areas

Critical Business Areas (CBAs) represent distinct business areas or groups of employees in anorganization or domain such as:

● Departments

● Divisions

● Committees

You assign each element to the strategy elements for which they are responsible.

Before Creating MapsEnsure that you selected an application framework before you create maps. The framework youspecify determines the type of elements available to build maps and the default hierarchy inwhich they are added to maps. maps. See“Using Performance Management Frameworks” onpage 27.

About Creating Strategy TreesStrategy Trees enable you to depict different levels of corporate strategy. Create Strategy Treesto transform high-level corporate goals into specific, actionable, strategy elements.

You perform these tasks to create Strategy Trees:

● Create map boxes for strategy elements.

● Define the properties of strategy elements, such as the following:

❍ The business areas responsible for the element

❍ The perspectives and strategic themes with which the element is aligned

Before Creating Maps 51

❍ The scorecard that evaluates and monitors the progress of the element

Note: Because you must specify the business areas responsible for strategy elements, createbusiness areas before Strategy Trees. See “Setting up Accountability Elements ” on page 54.

See “Creating Strategy Trees” on page 52.

Creating Strategy TreesThis topic describes how to build a Strategy Tree by creating map boxes for each strategy element.

Note: If you use domain-based authorization, new Strategy Trees do not display on the Objectview. To place Strategy Trees in a domain, select Edit > Set Domains.

➤ To create strategy elements:

1 Select Maps > Strategy Tree.


2 On the Map List, click Add

An empty map opens in the Map Editor.

3 Click . A box is added to the map. This represents the highest level of strategy.

4 Right-click the box and select Properties.

The Element Properties box is displayed.

5 In Element Name, enter the name of the strategy element, such as Reduce Costs.

6 From Element Type select the element type, such as strategic objective.

If you defined short names for strategy element types when you set up the framework, thesenames are used.

The element is added to the Strategy Tree hierarchy in the Object View.

7 Repeat this procedure to create boxes for each strategy element.

8 Drag and drop elements to create the strategy structure.

9 Enter a Strategy Tree name in the toolbar.

10 Define the properties of each strategy element. See “Setting up Strategy Elements” on page 52.

Setting up Strategy ElementsThis topic describes how to define the properties for strategy elements.

TIP: To later modify the element, select the element in the Object View, right-click and selectEdit.

52 Using Maps

➤ To set up strategy elements:

1 Expand the Strategy Tree to access the element.

2 Click on the strategy element.

The Strategy Element Setup page is displayed.

If the element is beneath another element on the map, the name of the element is displayedinParent.

3 Enter the name of the strategy element and describe its purpose.

4 Click Select in Annotation Creators to choose the employees that can create annotations for the element.

5 Click Select in Owners to identify the employee that owns the element.

6 Click Select in Accountability Elements to identify the business area responsible for the strategy element.

7 From Primary Perspective, select the perspective with which to align the element.

8 To group the element using another perspective, click Select in Secondary Perspective.

For example the SO for High Customer Satisfaction could also be aligned with the Financialperspective because high satisfaction leads to a wider client base and number of sales.

9 Optional: Group elements by a Strategic Theme if you defined themes when you created a framework.

10 Optional: If you will create a scorecard for the element that uses dimensional measures, click Select inDimensional Context to select the dimensions and members to use in scorecard calculations.


● Select Ranges to specify the scores that reflect different levels of performance. These rangesare used on the scorecard of the strategy element. See“Defining Ranges” on page 99 .

● Select Scorecard to create a scorecard that monitors the performance of the element. See“Creating Scorecards” on page 97.

TIP: If the element has a scorecard, you can apply a scorecard template to add commonmeasures and scorecards to the scorecard. This frees you from having to open the existingscorecard and applying the template yourself. To apply a scorecard template, right-click theelement and select Set Template.

Creating Accountability Maps Create Accountability maps to represent the reporting hierarchies in your organization. Theseare the departments, divisions, and teams that are responsible for the strategy elements thatcompose your corporate strategy.

Note: If you are using domain-based authorization, maps you create do not display on the Objectview. Associate a map with a domain by selecting Edit > Set Domains.

➤ To create Accountability maps:

1 Select Maps > Accountability.

2 On the Map List, click Add.

Creating Accountability Maps 53

3 An empty map opens in the map editor.

4 Click . A box is added to the map.

5 Right-click on the element and select Properties. The Properties box is displayed.

6 Enter a name for the element.

7 Select the type of element that you are creating from Element Type.

8 Repeat these steps to create all the elements required to build the Accountability map.

The business areas that you create are placed in the map explorer on the Object View.

9 Define the properties of each business area. See “Setting up Accountability Elements ” on page 54.

Setting up Accountability Elements This topic describes how to create and arrange map elements that represent the reportingstructure of your organization.

TIP: To later modify the element, expand the appropriate map explorer, select the element, right-click and select Edit.

➤ To set up accountability elements:

1 Expand the list of business areas in the map explorer and click on each element.

If the element is beneath another map element (is a child), the name of the parent element isdisplayed.


● Mission: The goal or purpose of the business area

● Vision: Future goal of the business area

● Differentiators: Characteristics and features that distinguish the element from similar areasin competitor organizations

3 Click Select in Strategy Elements Owned and identify the strategy elements for which the business area isresponsible.

4 Click Select in Owners to choose the employees that are responsible for the business area.

5 Click Select in Members to choose the employees that are part of the business area.

6 Click Select in Annotation Creators to choose the employees that can create annotations for the businessarea.

7 If you will create a scorecard for the element that uses dimensional measures, click Select in DimensionalContext to select the dimensions and members to use in scorecard calculations.

8 Perform any of these tasks

● Select Ranges to specify the scores that reflect different levels of performance. These rangesare used on the scorecard for the accountability element. See “Defining Ranges” on page99.

54 Using Maps

● Select Scorecard to create a scorecard to monitor the performance of the accountabilityelement. See “Creating Scorecards” on page 97.

TIP: If the element has a scorecard, you can apply a scorecard template to add commonmeasures and scorecards to the scorecard. This frees you from having to open the existingscorecard and applying the template yourself. To apply a scorecard template, right-click theelement, and select Set Template.

9 Save your work.

About Creating Strategy MapsYou perform these tasks to create Strategy maps:

1. Create a background image in a graphics editor such as Adobe Photoshop. See “Creatingthe Background” on page 55.

The image must contain boxes (placeholders) that represent the strategy elements andperspectives you will use on the map. It must also contain lines or arrows that indicaterelationships between strategy elements.

2. Import the background image. See “Creating the Background” on page 55.

3. Build the map by placing the strategy elements, strategic themes, and perspective inplaceholders on the background image. See “Adding Strategy Elements” on page 56.

Creating Strategy MapsBuild Strategy maps to represent how strategic goals and elements interact. This enables you toidentify how changes to one strategic goal or element impact others.

Note: If you use domain-based authorization, new maps do not display on the Object view. Toplace new maps in a domain, select Edit > Set Domains.

● “Creating the Background” on page 55

● “Adding Strategy Elements” on page 56

Creating the BackgroundThis topic describes how to create and import the image to use as a Strategy map background.The image must include placeholders to represent these items:


● Strategic themes

● Links between strategy elements

➤ To create the map background:

1 In a graphics editor, create boxes that are placeholders for the elements you will use on the map.

About Creating Strategy Maps 55

The image must include placeholders to represent the following:


● Strategic themes

● Links between strategy elements

2 Create relationships and links by connecting boxes with arrows or lines.

3 Save the background as an image file in one of these formats:

● JPEG (.jpg)

● .GIF

● Bitmap (.bmp)

● PNG (.png) file formats

4 On the Object view, select Maps > Strategy Maps.

5 Click Add.

6 Select File > Choose Image. The Choose Background box is displayed.

7 Perform one of these tasks:

● If the image file is stored in a local directory, select Upload Image, select the file, and selectJust Images from File of Type.

● If you saved the image to a URL address, select Choose URL and enter the location of thefile.

The image loads into the map editor.

8 Select File > Rename and enter the map name.

9 Add strategy elements and perspectives to the placeholders to build the map. See “Adding Strategy Elements”on page 56.

Adding Strategy ElementsThis topic describes how to add strategy elements such from Strategy Trees, to a Strategy map.

➤ To add strategy elements to a map:

1 From the list in the Strategy Element frame, select the Strategy Tree that has the elements that you want touse.

56 Using Maps

Figure 12 Sample Imported Background

The elements on the Strategy Tree you chose are displayed in the strategy element frame.

1 Placeholder

2 Map selector: Use to select the Strategy Tree that contains the elements that you want to use to build the Strategymap.

3 Strategy elements you can use to build the Strategy map. These are the elements used on the map you selectedfrom the map selector.

4 Strategy element frame

5 Filter: Use to specify what kinds of strategy elements displayed for you to use.

2 Select Snap To > Box Color Area to select the color of the placeholder to which you drag strategy elements.

3 On the background image, click a placeholder box.

All place holders on the map background to which you can place strategy elements are indicatedin green. In this sample, placeholders are white.

Change the default color for placeholders, by performing these steps:

● Select Snap To > Box Color Area. The cursor changes to a color dropper

● Click the cursor on the color of the background image that you want to assign to theplaceholders.

All areas of the matching color are outlined in green.

4 Ensure that you select Snap To > Enable Snap To.

Creating Strategy Maps 57

5 From the list in the Strategy Element frame, drag each element that you want to use to its placeholder onthe map.

Figure 13 Sample Strategy Map

To change the types of strategy elements shown, click Filter and select specific types of elementsto view.

6 Drag and drop each strategy element to the corresponding placeholder.

7 From the list at the top of the Strategy Element frame, select Perspectives to display the perspectives thatyou can use to build the map.

8 Drag each perspective to the corresponding placeholder on the map.

9 From the list at the top of the Strategy Element frame, select Strategic Themes to view the strategic themesthat you can use.

10 Drag each strategic theme to the corresponding placeholder.

11 Save the map.

The map is placed in the Strategy Map Explorer on the Object View.

Modifying MapsThese topics describe how to modify maps:

● “Modifying Strategy Trees and Accountability Maps” on page 59

58 Using Maps

● “Modifying Strategy Maps” on page 59

TIP: To quickly open a map select it in the map explorer, right-click, and select Edit.

Modifying Strategy Trees and Accountability MapsModify Accountability maps and Strategy Trees by performing tasks such as the following:

● Renaming the map by selecting File > Rename.

● Changing the map structure by dragging and dropping elements

● Modify the properties of individual map elements, as described in these topics:

❍ “Setting up Strategy Elements” on page 52

❍ “Setting up Accountability Elements ” on page 54.

See also “Modifying Strategy Maps” on page 59.

TIP: To quickly open a map, select it in the map explorer, right-click, and select Edit.

Modifying Strategy MapsModify the layout of Strategy maps by performing any of these tasks:

● “Changing the Background” on page 59

● “Changing Element Colors” on page 59

● “Repositioning Element Properties” on page 60

● “Changing Perspective Fonts” on page 61

TIP: To quickly open a map, select it in the map explorer, right-click, and select Edit

Changing the BackgroundIf you import a modified map background, you must move or resize the elements on the map.

Changing Element ColorsThis topic describes how to change the background color of elements on Strategy maps.

➤ To modify the background color for a map element:

1 Select Maps > Strategy Maps.


2 On the Map List, select the map and click Edit.

3 Right-click on the element and select Properties.

4 Select a tab:

● To use a color from the palette, select Swatches.

Modifying Maps 59

● To use a custom color, select HSB (Hue Saturation Brightness) and RGB (Red Green Blue)and enter the color values into the boxes provided.

5 Review the color change in the Preview pane before applying it.

6 Click OK to apply the color.

Repositioning Element PropertiesThis topic describes how to change the information, and the position of the information, thatis displayed on Strategy map elements.

➤ To rearrange element information:

1 On the Object View, select Maps > Strategy Maps.


2 On the Map List, select the map and click Edit.

3 On the map, click the element and select Edit > Customize Box Properties.

4 Select Sub Items and choose the information to display on each element.

Table 11 Map Element Properties

Property Description

Title Displays the type of element, such as Strategic objective

Name Displays the name of the element

Score Displays the element’s scorecard score as a percentage

Bar Percentage Displays the element’s current scorecard status as a performance bar

Status Displays the element’s current status using a performance indicator

Trend Indicates if the element is performing better, worse, or the same as it did in a previous period

Lowest Descendant Displays the status of the lowest-performing element that is attached to another element.

5 Drag and drop information to change the layout of the element.

For example, move the element name to the bottom of the box and display the status at the top.

Changing Element Display OptionsThis topic describes how to change the background color, shape, and font size of an element ona Strategy map.

➤ To change display options:

1 On the Object View, select Maps > Strategy Maps.

2 On the map, click the element and select Edit > Customize Box Template.

60 Using Maps

3 Select Attributes > Background Color to set the background color for the strategy element. The ChooseBackground Color box is displayed.

4 Optional: Select Background Image to use an image as the background.

5 Select Border to modify the border of the element as follows:

Table 12 Map Element Border Properties

Property Description

Color Change the color of the boarder.

Thickness Change the thickness of the line around the strategy element.

Type Change the shape of the line around the strategy element.

6 Select Default Size to change the size of the element by entering width and height in pixels.

Changing Perspective FontsThis topic describes how to use a different font for perspectives on Strategy maps.

➤ To modify the font for a Perspective box:

1 On the Object View select Maps > Strategy Maps.

2 On the list, select the map and click Edit.

3 On the map, click the perspective and select Edit > Change Text Properties.

4 In Font, click Choose to select a different font and font size.

5 Click OK.

6 In Foreground, click Choose to select the font color.

7 Click OK.

8 To reposition the font on the box, such as displaying it vertically, use Orientation.

Linking MapsYou can link the Strategy Trees and Accountability maps of different departments or domainsin your organization by connecting map elements. This enables employees to understand howthe strategy and reporting structure of each department work together to support yourorganization’s overall strategy and accountability structures.

➤ To link two maps:

1 On the Object view, expand the Map explorer and select the map from which to create a link.


2 Open the Map List, select the first map, and click Edit.

Linking Maps 61

3 Click on the element from which to place a link to another map.

4 Select Edit > Link to External Map.

The External Map List is displayed.

5 Expand the hierarchy and select the second map.

6 Expand the map elements to select the element to which to connect the link.

The elements that you linked are gray. Each element is placed on the other element’s map.

You can access the linked maps by double-clicking either of the gray elements.

Copying and Deleting Strategy Trees and Maps

➤ To copy or delete Strategy trees and maps:

1 On the Object view, select the Strategy Tree or map.

The Strategy Tree or Map List is displayed.

2 Select the Strategy Tree or map.


Maps and Strategy Trees that you copy are displayed as Copy of <map> or Copy of<strategy tree>. The names of elements on a copied map display as Copy of<element>.

62 Using Maps

6Using Measures

In This Chapter

About Measures... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .63

Components .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .64

Measure Types .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .70

About Creating Measures ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .71

Before Creating Measures... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .71

Creating Measures .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .77

Modifying Measures ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .82

Copying and Deleting Measures ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .82

About MeasuresMeasures collect and interpret business data, enabling you to perform these tasks:

1. Categorize and interpret business data. Use measures to reflect the health of key areas(perspectives), in your organization such as Finance.

For example, a measure that tracks the return on assets for an organization in the bankingindustry provides financial data and should be associated with the financial perspective.

TIP: You can associate measures with a domain, such as a department, in which they areused.

2. Create scorecards to evaluate and represent the performance of strategy elements,accountability elements and employees.

About Measures 63

ComponentsThis topic explains how measures work by describing these concepts and components:

● “Terms and Concepts” on page 64

● “Units” on page 65

● “Frequencies” on page 65

● “Uncollected Measures” on page 67

● “Formulas and Variables” on page 68

● “Employees” on page 68

● “Performance Indicators and Ranges” on page 69

Terms and ConceptsThe data collected by measures is called results. Results are expressed in units such as monetarycurrencies and hours. You can collect results as follows:

● Using a result formula

● Assigning employees as result collector to enter results using reports

● Importing results from an external data source using the Performance Scorecard Adapter

● Importing results from Essbase databases

You specify when and how often to gather results by specifying frequencies. Measures that donot collect results during the period of time defined by the frequency are called uncollected.Measures may be unable to collect results for these reasons:

● Results do not exist or are unavailable.

● Results were not entered during the collection period defined by the frequency.

64 Using Measures

Measures use score formulas to evaluate the results that they collect. This provides an overallreflection of performance.

The result that measures are expected to collect are called targets. Consequently, targets aremeasure goals. They are what measures are anticipated to achieve. You create targets as follows:

● Using target formulas

● Assigning employees as target setters to enable them to enter targets

● Importing targets from external data sources using the Performance Scorecard Adapter.

UnitsUnits quantify results. For example, a measure that records the number of calls to customersupport each week could use a “Calls per week” unit. Performance Scorecard provides predefinedunits such as:

● Total hours

● Number of claims

● Monetary units such as Hong Kong dollar, yen, and rand.

FrequenciesYou can use these settings to determine when and how often to collect results:

● “Result Frequencies” on page 65

● “Collection Frequencies” on page 65

● “Collection Extensions” on page 66

● “Frequency Options” on page 66

● “Periods” on page 67

Result FrequenciesResult frequencies generate lists of dates to which results are attached in Performance Scorecardreports, such as the Measure Details Report.

Targets are attached to these dates, even if the targets are calculated using formulas.

Collection FrequenciesCollection frequencies generate a series of dates on which these tasks should be performed:

● Result collectors enter results

● Target setters enter targets

To assign the same collection frequency to all measures, see “Applying Frequency Settings” onpage 106.

Components 65

Collection ExtensionsCollection extensions are an additional number of days that increase the time during whichresults can be gathered or entered. For example, assume a measure has a collection date of May26th. If you specify a 3–day collection extension, results can be entered up to and including May29.

When the collection extension expires, the measure locks and results cannot be entered. Anadmin user must break the lock for results to be entered.

Note:: If you do not enter a collection extension, locks are disabled.

To assign one collection extension to all measures, see “Applying Frequency Settings” on page106.

Frequency OptionsUse these frequencies to indicate how often to collect results. Use periods to specify the day onwhich to collect results. See “Periods” on page 67.

Table 13 Frequency Options

Frequency Description

None Collect results at any time

Daily Collect results every day

Daily (M-F) Collect results every weekday

Weekly Collect results on a specific day each week

Semi-monthly Collect results on the 1st and 16th (February: 1st and 15th).

Monthly Collect results once each month

Quarterly Collect results once every quarter year (quarters begin January 1, April 1, July 1, and October 1)

Semi-annually Collect results twice a year

Annually Collect results once each year

52 and 53 Week YearsIf your organization is in the retail industry or government sector, use a 364 day (52 week) year.For 52 week years, quarterly and semi-annual frequencies change from being month-based toweek-based. For example, a quarterly frequency becomes 13 weeks, instead of three months. Ifyou use a 52 week year, weeks are distributed in groups of 4 and 5.

See “Selecting a Year Type” on page 108.

66 Using Measures

PeriodsUse one of these periods to specify exactly when to gather results. The period available dependson the frequencies you chose.

Table 14 Periods

Period Description

Every x periods Specify how much time elapses between result collection.

If you select a monthly frequency and enter a period of 3, results are collected onevery third month.

The first <day> of the period Specify the day of the week on which to collect results.

The first day of the period Collects results on the first day of the period.

For example, if you chose a monthly frequency, specify a period of 2, and this option,results are gathered monthly, every other month on the first day of the month.

The last day of the period Specify the day on which to collect results.

For example, if you chose the weekly frequency, specify a period of 4, and select thisoption, results are collected on the last day of every fourth week.

x day of the period Specify the day on which to collect results. For example, if you use a semi-monthlyfrequency, a period of 2, and specify 4 for this option, results are gathered twice amonth, every month, on the fourth day of the month.

The last <day> of the period Specify the last day on which to collect results.

For example, if you chose a frequency of weekly, specify a period of 4, and selectWednesday from this list, data is collected on the last Wednesday of every week, everfour weeks.

On <date> Use this option to always collect results on the date that you specify.

Uncollected MeasuresMeasures that do not have results are called uncollected. Measures are displayed as beinguncollected if a result is not entered during the collection period defined by the frequency. If ameasure is uncollected, the measures with which it is associated also become uncollected. Forexample, if measure A has a result formula that includes the result of measure B, and measureB is uncollected, measure A is uncollected.

In reports, missing results are underlined. To view the date on which results should have beencollected, mouse-over the result area.

You can change how missing results are displayed in reports using the ApplicationPreferences page. You can also specify how to perform calculations using missing values on thispage. This could include using a previously collected result, or excluding all missing results fromcalculations. If the result is unavailable, specify how to perform calculations and represent valuesin reports.

See “Handling Outdated and Unavailable Data ” on page 104.

Components 67

Formulas and VariablesThis topic describes how these formulas enable you to calculate measure data:

● “Target Formulas” on page 68.

● “Result Formulas” on page 68.

● “Score Formulas” on page 68.

It also explains how to represent factors that change over time, such as currency exchange rates.

Target FormulasTargets identify the results measures are meant to collect. Use a target formula if the results orscores of other measures affect the targets of a measure.

Result FormulasResult formulas define how results are calculated. For example, a result formula for a compositemeasure called “Net Income” could include measure results such as Cost of Sales and OperatingExpenses. Example formula:

result (“Net Sales”)= result (“Cost of Sales”)- result (“Operating Expenses”)

Score FormulasScore formulas determine how results are evaluated to produce a score that reflects overallperformance. By default, Performance Scorecard uses this formula that calculates scores bydividing a measure's result by its target:

mResult(this) / mTarget(this)

“This” represents the current measure.

Scores are multiplied by 100 and displayed as a percentage. For example, a score of 1.5, isdisplayed as 150%.

VariablesVariables represent factors that change over time, such as currency exchange rates. You can usevariables in formulas.

EmployeesYou assign employees to measures to perform these tasks:

● Take responsibility for the measure (Owner)

● Enter or modify results (Result Collector)

68 Using Measures

● Define a target (Target Setter)

● Create notes and annotations to discuss performance during a reporting period, such as afinancial quarter (Annotation Creator). See “Creating Reporting Periods and Categories ”on page 110. See the Hyperion Performance Scorecard — System 9 User’s Guide.

TIP: You can assign employees to measures in two ways:

● When you create the employee. See “Creating Employees” on page 39.

● When you create the measure. See “Defining Report Options and Assigning Employees” onpage 79.

Performance Indicators and RangesPerformance indicators are images that represent levels of measure and scorecard performance.Performance Scorecard provides three performance indicators that represent poor, acceptable,and high performance levels. See “Provided Performance Indicators” on page 69.

Ranges you define for performance indicators evaluate results or scores to indicate theperformance level represented by the indicator. For example, to indicate high performance if ameasure result is between 70 and 100, specify 70 < x <100 as the range for the indicatorrepresenting high performance.

TIP: If you use the same range to evaluate other measures or scorecards, create a namedrange. Named ranges enable you to define a range of values once, that you can later select whenyou define other measures or scorecards.

To assess performance using different criteria during specific periods of time, such as financialquarters, create date-specific ranges. You can use these ranges when you create measures andscorecards. See “Date-Specific Ranges” on page 70.

Provided Performance IndicatorsPerformance Scorecard provides three performance indicators that you can customize:

Table 15 Provided Performance Indicators

Indicator Color Description

Green Performance is high

Red Performance is low.

Yellow Performance is acceptable

Components 69

Date-Specific RangesCreate multiple, date-specific ranges for performance indicators to evaluate measureperformance differently during certain periods of time, such as financial quarters or seasons.

For example, if a measure for a department store records the sale of Christmas tree ornaments,you would define a performance range for December to track an increased number of salesduring the Christmas season. You would create another range for the remaining seasons, duringwhich Christmas tree ornaments are not expected to sell in large numbers.

Measure Types You can use five kinds of measures:

● “Basic Measures” on page 70

● “Composite Measures” on page 70

● “Dimensional Measures” on page 71

● “Primary Measures” on page 71

● “Secondary Measures” on page 71

Basic MeasuresBasic measures do not use formulas to gather results. Results are entered manually by resultcollectors or loaded as follows: the Performance Scorecard Adapter.

● Using the Performance Scorecard Adapter. See the Adapter online help.

● Using the Import / Export Flat File Utility. See the Hyperion Performance Scorecard — System9 Administrator's Guide.

Basic measures are also non-dimensional, since they do not gather results where multiplemeasure data points intersect.

For information about entering results, see the Hyperion Performance Scorecard — System 9User’s Guide.

Composite MeasuresComposite measures use result formulas to derive results. This formula includes the results ofother measures. For example, the result for a measure tracking the productivity of a softwaredeveloper could be determined using a formula that uses these measures:

● Features coded

● Employee hours

This creates a result formula of:

mResult(“Features coded”)/ mResult(“Employee hours”)

70 Using Measures

Primary MeasuresPrimary measures are those that are the most important or useful to your organization. As such,primary measures are displayed on the Browser View.

Secondary MeasuresSecondary measures are typically used in the result formulas of composite measures. They arenot displayed on the Browser View.

Identify measures as secondary to hide their details on reports. Access this hidden data bydrilling-down on measures.

Dimensional MeasuresDimensional measures gather data where measures intersect. For example, in an internationalsoftware organization, to monitor product sales by sales office, perform these tasks:

● Create a dimensional outline in which dimensions represent each sales office and product.

● Create a measure template called Product Sales, to which you add the dimensions for officeand product.

TIP: Use measure confidence report setting to indicate how many measures, that affect the resultand score of a dimensional measure, have results. This enables you to more realistically interpretdimensional measure results and scores by identifying how many contributing results aremissing. See the Hyperion Performance Scorecard — System 9 User's Guide.

About Creating MeasuresYou perform these tasks to create measures:

● Specify basic information such as the perspective with which measures are associated andthe unit that quantifies measure data.

● Define the formulas that calculate result, score, and target values.

● Specify when and how often to collect data.

● Specify the employees who own the measure, enter results, and enter target values.

● Define ranges that evaluate data for the performance indicators that represent measureperformance.

Before Creating MeasuresPerform these tasks before creating measures:

1. Optional: To use result and target values in a Essbase database, have your Administratordefine and connect to this database.

About Creating Measures 71

2. Create units to quantify results. See“Creating Units ” on page 72.

3. Create the variables you need for formulas.

4. Optional: Identify the highest and lowest scores that measures can achieve. See“ScoreLimits” on page 77.

5. Optional: Create multiple targets to evaluate results differently during other periods of time.See “Creating Targets” on page 73.

6. Optional: Create performance indicators if you do not want to use the defaults. See “CreatingPerformance Indicators” on page 74.

7. Optional: Have an administrator create domains that represent the business area with whichmeasures are associated.

8. Optional: Create links to Business Intelligence or Intelligence Reports that you want toassociate with individual measures. See the Hyperion Performance Scorecard — System 9Administrator's Guide.

Creating Units Units quantify results. For example, the unit for product sales per annum would be dollars.

➤ To create units:

1 On the Object View, select Unit List.

The Unit List is displayed.

2 Click Add.

The Unit Setup page is displayed.

3 Enter the name of the unit and a description of the data that it quantifies.

4 To create a monetary unit, such as the Swiss franc (CSF), perform these tasks:

a. Select This is a Monetary Unit.

b. Enter the currency code for the unit in Currency Code.

If you do not know the code, click Search. If you know the first letter on the code, enterthe letter followed by an asterisk (*). This lists all codes that begin with that letter. Forexample, B* lists codes that start with B such as BRL (Brazilian Real).

5 To use the unit in another Hyperion product application, select the appropriate level of scaling from Scalingfor Interoperability.

For example, if the unit quantifies measure data in millions of dollars, $(millions), select 1000000.

6 Click Save.

72 Using Measures

Creating TargetsTargets represent the results that measures are expected to collect. The first target you create isthe report target, against which data is evaluated. If you use multiple targets, you can change thereport target on the masthead.

➤ To create targets:

1 On the Object View, select Target List.

The Targets List is displayed.

2 Click Add.

The Target Setup page opens on the General tab.


● Name

● Description that summarizes the purpose of the target

● The order in which to list the target in Target lists

4 Optional: To use a target in another datasource:

a. Select Datasources. The datasources from which you can import a target are displayed.

b. Click Edit beside the datasource to use.

c. On the Select Dimensions box, expand the outline to select the member that contains thevalue that you want to use.

5 Click Save.

The target is added to the Target List and the Report Target list. You can now calculate datausing the target.

Creating Variables Variables represent data that changes over time, such as exchange rates. Use variables in formulasto perform calculations using the most recent data.

➤ To create variables:

1 On the Object View, select Variable List.

2 On the Variable List, click Add.

The Variable Setup page is displayed.

3 In Name, enter the name of the variable.

4 In Units, click Select.

5 On the Select Units box, select the unit that quantifies the variable. For example if you are creating a variablefor a monetary exchange rate, select a currency, such as $.

You return to the Variable Setup page.

Before Creating Measures 73

6 In Description, summarize how the variable will be used.

7 In Result Collectors, click Selectto specify the employees who can enter variable values.

8 On the Select Employee box, select the employees who can enter variable results, and click Apply.

You return to the Variable Setup page.

9 Save your work.

Creating Performance IndicatorsPerformance indicators provide an instant visual symbol of the current status of a measure. Youcan use the default indicators, or import another image.

To determine measure status, you define ranges that evaluate measure results to determine whichperformance indicator is displayed. To use the same range sets to create other measures, createa named range. See “Creating Named Ranges ” on page 75. To use range sets with only one,particular measure, create a custom range. See “Creating Custom Ranges” on page 76.

TIP: If you print reports in black and white, create performance indicators that use shape, insteadof color, as their distinguishing feature.

A customize option is also available to select a background color for score cells on these reports:

● Measure Performance

● Scorecard Performance

● Measure Trend

● Scorecard Report

● Scorecard Trend

The background color is selected from the Customization for the reports, and displays theselected color in the report cell for instant impact.

➤ To create performance indicators:

1 From Object View, select Performance Indicator List.

The Performance Indicator List is displayed.

2 Click Add.

The Performance Indicator Setup page is displayed.

3 Under Name, enter a name for the new performance indicator.

4 Optional: Beside Color, click the color box.

The Color dialog box is displayed. Select the color you want to display as the background in cellsand charts for this performance indicator, then click OK. You can select a color sample fromthe palette, or set the color using HSL or RGB values. This setting does not affect the color ofthe actual performance indicator.

5 Under Description, enter a brief description of the level of performance represented by this indicator.

74 Using Measures

The Subrange Setup box is displayed. X represents the result that the measure collects.

6 Beside Upload file, click Browse to navigate to the image file you want to use for the performance indicator,then click Upload File. The selected graphic is displayed beside the Performance Indicator field.

7 Under Default Range, click Add.

8 Define the range by entering numeric values in the boxes and selecting comparison functions from the lists.

For example, to display the indicator when a measure collects a result between 60 and 85, enter60 in the first box and 85 in the second box.

To define formulas for each range boundary, see “Creating Complex Formulas” on page 115.

9 In Order, specify the order in which to display the performance indicator on the Performance Indicator listand report.

10 Click Save.

Creating Named Ranges If one range of values reflects the performance of multiple measures, create a named range. Youcan select this range when you create other measures and scorecards.

Note:

If you modify a named range, changes are applied to the measures that use the range.

➤ To create named ranges:

1 On the Object View, select Named Range List.

The Named Range List is displayed.

2 On the Named Range list, click Add.

The Named Range Setup dialog box is displayed.

3 Enter a name and specify the purpose of the range.

4 In the frame for each performance indicator, click Add.

The Subrange Setup box is displayed.

X represents the values (results, scores etc.) that will be evaluated.

5 Enter the range of values that display the performance indicator and click OK.

For example, to display the high performance indicator if results are greater than 85 but less than95, enter 85 < x <95)

Before Creating Measures 75

TIP: To define formulas for each range boundary, see “Creating Complex Formulas” on page115.

6 Click Save to return to the Named Range Setup page.

To modify ranges, select the range and click Edit.

To delete ranges, select them and click Delete.

Creating Custom RangesCustom ranges enable you to define ranges that you will use to evaluate only one particularscorecard or measure.

➤ To create custom ranges:

1 Open the measure, strategy element, accountability element, or employee.

2 On the Setup page, select Ranges.

3 On the Ranges tab, click Add Range.

4 From Range, select Custom.

5 Click .

6 Enter a name and specify the purpose of the range.

7 In the frame for each performance indicator, click Add.

The Subrange Setup box is displayed.

X represents the measure results or scorecard scores that will be evaluated.

8 Enter the range of values that display the performance indicator and click OK.

For example, to display the high performance indicator if results are greater than 75 but less than90, enter 74 < x <89)

TIP: To define formulas for each range boundary. See “Creating Complex Formulas” on page115.

9 Click Save to return to the Range Setup page.

10 Save your work to use the range with the measure, employee, strategy element, or accountability element.

Modifying Performance IndicatorsYou can customize performance indicators. For example, you can replace the green indicatorthat represents good performance with another image.

76 Using Measures

➤ To modify performance indicators:

1 On the Object View, select Performance Indicator List.

The Performance Indicator List is displayed.

2 On the Performance Indicator List, select the performance indicator and click Edit.

The Performance Indicator Setup page is displayed.

3 Modify the performance indicator by changing these settings:

● Name

● Image used

● Range that determines when the performance indicator is used

4 Click Save.

Score LimitsBy default, measures can score between 0 and 100. However, you can modify these defaults toenable scoring below 0 and above 100.

The scoring ranges of other objects that use or display scorecard, measure, and perspective dataare updated accordingly. See “Specifying Scoring Limits” on page 103.

Creating Measures Perform these tasks to create measures:

● “Defining General Attributes” on page 77

● “Defining Formulas and Frequencies ” on page 78

● “Defining Report Options and Assigning Employees” on page 79

● “Creating Ranges” on page 81

Defining General Attributes

➤ To create measures:

1 On the Object view, select Measure List.

The Measure List is displayed.

Tip:

To add or remove existing measures from domains, select the measures and click DomainsAssignment.

2 On the Measure List, click Add.

Creating Measures 77

The General tab of the Measure Setup page is displayed.

3 In Name, enter a unique name.

If the name is long, enter an abbreviated name in Short Name. This name is used in InitiativeStatus reports.

4 Optional: Select Primary, if the measure tracks key data that you want to display on the Browser View andin reports.

5 From Primary Perspective, select the perspective that best categorizes the measure.

For example, a measure for Product Sales that provides financial data would be associated withthe Financial perspective.

The perspectives available are those you created when you set up the framework.

6 Optional: To associate the measure with additional perspectives, click Select in Secondary Perspective.

For example, the Product Sales measure could be placed in the Customer perspective since alarge number of sales indicate a large customer base.

7 In Description, enter the purpose of the measure and the data it collects.

8 Optional: Under Domain, click Select to display a list of available domains to place the measure in a businessarea such as an office or department. If you do not know the name of the domain, click Search to view alldomains.

Select the domain from the list, then click Apply. The name of the domain is displayed.

9 Optional: In Link Name, enter the name of a report to create a link to the measure’s Details Report.

10 In Link URL, click Select to display a list of available Business Intelligence reports. If required, select Launchin New Window to display the report in a separate browser window when opening.

Note: To add links to Oracle's Hyperion® Interactive Reporting – System 9 reports, see theHyperion Performance Scorecard — System 9 Administrator's Guide.

11 Optional: Select Launch in New Window to display associated reports or pages in individual browser windows.

12 Click Next or select Calculations. See “Defining Formulas and Frequencies ” on page 78.

Defining Formulas and Frequencies This topic describes how to identify when to collect measure data and how to calculate it usingformulas. For information about each formula, see “Formulas and Variables” on page 68.

➤ To define formulas and frequencies:

1 On the Measure Setup page, select Calculations.

2 Specify if high or low result values indicate good performance:

● If high results indicate good performance, select High Result.

● If low results indicate good performance, select Low Result.

3 Click Select in Units to identify the unit that quantifies the measure. For example, a unit for a measure calledTotal Revenue would be dollars.

78 Using Measures

4 Click in Start Date to select the date on which to start collecting results.

5 If results are not entered by a Result Collector using reports, click Select in Result Formula to define theformula that calculates results. See Appendix B, “Creating Complex Formulas”.

6 Accept the default formula that calculates overall performance using the result and target or click Select inScore Formula to define a different formula. See Appendix B, “Creating Complex Formulas”.

7 If the result you expect the measure to collect is affected by other data, click Select in Target Formula.

Note: Targets entered by Target Setters from reports override calculated targets.

8 Optional: In Result Source Repository, enter the name of the source from which results are taken.

For example, if measure data is housed in a General Ledger database, enter the name of thedatabase.

9 Click Select in Collection Frequency to choose a frequency that determines the dates on which resultcollectors must enter results.

The Select Frequency box is displayed. If you use a 52/53 week year, and want to collect resultson a monthly basis, select Monthly (week-based).

10 Click Select in Result Frequency to specify how often results are automatically collected.

11 Optional: To give result collectors additional days in which to enter results, enter a value in CollectionExtension.

This adds days to the collection frequency.

12 Click Next or select Reporting. See “Defining Report Options and Assigning Employees” on page 79.

Defining Report Options and Assigning EmployeesOn reports you can display how to compare current results with those previously collected(trend). You can also perform and display period-to-date calculations, such as finding the largestresult value collected.

You assign employee to measures as described below or when you create employees. See“Assigning Responsibilities ” on page 41.

➤ To define report options and assign employees:

1 On the Measure Setup page, select the number of decimal places to use in reports from # Decimal Placesin Reports.

For example, if the measure collects a result of 345.22045, enter 2 to display 345.22.

2 Optional: To compare the results against those from a previous period, select the period from Trend CurrentPeriod Data Against.

For example, to compare the result against that collected five periods ago, select 5 Periods Ago.


3 Optional: Perform these steps to apply a period-to-date calculation on data gathered during a particularperiod of time, or see“Creating Period-To-Date Functions” on page 81.

a. Select Perform this operation and a function.

Table 16 Period-To-Date Functions

Function Description

Sum Adds all values.

Average Finds the average of all values.

Max Finds the highest value.

Min Finds the lowest value.

b. Specify when to use the function:

Annually Applies the function to all data points in the last year.

Semi-annually Applies the function to all data points in last six months.

Quarterly Applies the function to the three months within the last quarter to produce the quarterly value.For example, if your Start Date is February 1, the quarter is February, March, and April.

Note: In a 52/53 week year, quarters have 13 weeks.

Monthly Applies the function to all data points collected within a month.

For 365 day year only.

Semi-Monthly Applies the function to all data points in the last two weeks.

For 365 day year only.

Weekly Applies the function to all data points in the last week.

You return to the Measure Setup page.

4 Click Select to specify the employees who own the measure, can enter results, enter target values, and createannotations. Note the following:

● Only the employees assigned to the measure as Result Collectors and Target Setters can enteror modify results and targets. No other employees can do so.

● Even if they are not associated with the domain in which the measure resides, theseemployees can enter results and targets.

TIP: The Select Employee box is displayed. If you do not know the employee name, clickSearch to view all employees. If you know the first letter of the first or last name, enter the letter.

5 Select the employee and then click Apply.

You return to the Measure Setup page.

6 Select Ranges and see “Creating Ranges” on page 81.

80 Using Measures

Creating Period-To-Date FunctionsYou can create a period-to-date formula to apply to results collected during a particular periodof time.

For example, to calculate period-to-date by dividing the measure’s result values by its annualtarget, you could use this formula:

sum(valuesToDate(result, this, year))/sum(valuesToDate(target,this,year))

➤ To use custom period-to-date formulas:

1 Select PTD Formula.

2 Create the formula using a time function in the formula editor. See “Time-Related Functions” on page129.

Creating RangesCreate ranges for performance indicators to evaluate and represent measure performance.TIP: If the same range of values assesses the performance of other measures, create a namedranges. See “Creating Named Ranges ” on page 75.

➤ To define ranges:

1 On the Measure Setup page, select Ranges.

2 Select the kind of data to use to determine measure status:

● To use scores, select Use scores for status.

● To use results, select Use results for status.

● To use a calculated period to date value, select Use PTD results for status.

3 Click Add Range and perform a task:

● To use a named range, click , select the date on which to use the range, and select therange from the list.

● To create a range, perform these steps:

❍ Select Custom from the list.

❍ Click .

The Range Setup dialog box displays.

❍ Click Add in the first performance indicator frame.

The Subrange Setup dialog box is displayed.

❍ Enter the range of values that cause performance indicators to display. For example, ifresults between 70 and 85 indicate good performance, enter 70 < x < 85 as the rangefor the appropriate indicator.


❍ Click OK.

4 Click Add in the frames for the remaining performance indicators and define their ranges.

5 Click Save.

Modifying MeasuresYou can edit a measure by modifying attributes such as the perspectives with which is aligned,the frequency that determines its data collection, and the formulas used to calculate its resultsand scores.

➤ To modify measures:

1 On the Object View, select Measure List.


TIP: You can filter the measures displayed by dimension by entering the name of the templatename in Filter.

2 Select the measure and click Edit.

3 Modify measures as follows:

● Change the name and perspectives with which it is aligned.

● Place the measure in another domain.

● Change the formulas that calculate results, scores, and targets.

● Change the frequencies that determine when and how often to collect results.

● Assign different employees to the measure or remove assigned employees.

● Change the ranges used by the performance indicators to evaluate performance.

For information about each setting, see “Creating Measures ” on page 77.

4 Click Save.

Copying and Deleting Measures

➤ To copy or delete measures:

1 On the Object View, select Measure List.


TIP: If you created dimensional measures with generic names, you can filter the measuresdisplayed by entering the measure template name in Filter.

2 Select measures as follows:

● To select consecutive measures, press Shift and select the measures.

82 Using Measures

● To select measures not listed consecutively, press Ctrl and select the measures.


Copied measures displays on the list as Copy of <measure>.

Copying and Deleting Measures 83

84 Using Measures

7Using Dimensional Data

In This Chapter

Custom Dimensional Outlines .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .85

System Dimensions and System Maps ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .86

Creating Custom Dimensional Outlines ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .87

About Generating Dimensional Measures ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .88

Generating Dimensional Measures .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .88

Before Modifying Dimensional Outlines... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .90

Modifying Dimensional Outlines ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .91

Modifying Measure Templates ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .91

Copying and Deleting Measure Templates ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .92

Custom Dimensional Outlines Dimensions are high-level categories that you can use to logically group related measure data.Dimensions contain members that are items that can be grouped by the dimension. Thehierarchies you form with dimensions and members are called custom dimensional outlines.

You can create submembers for members, as required. For example, you could createsubmembers to represent sales offices in North America and Latin American as shown below.

Custom Dimensional Outlines 85

Figure 14 Sample Dimensional Outline

Dimensional outlines enable you to perform these tasks:

● Create groups that you can use to organize and analyze data by creating dimension thatcontain lower-level items called members.

● Generate dimensional measures that gather data where dimensions and members intersect.This enables you to collect data using multiple data points, such as Sales by Office.

Performance Scorecard automatically creates an internal system dimensional outline (alsocalled a system map) that replicates the Strategy Trees, Accountability maps, and Employeesthat you create. This enables you to use strategy and accountability structures as measuretemplates from which to generate dimensional measures. See “System Dimensions andSystem Maps” on page 86.

TIP: You can use result and target values in a Oracle's Hyperion® Essbase® – System 9database.

System Dimensions and System MapsAlthough you can create your own, Performance Scorecard automatically generates adimensional outline that reflects the strategy structures, accountability structures, andemployees that you define when you create maps. These internal dimensional representationsare called system maps. For example, this outline represents Accountability maps forManufacturing Plants, Sales, and Corporate Departments.

86 Using Dimensional Data

Creating Custom Dimensional OutlinesYou can modify the system maps and system dimensions Scorecard creates to represent theemployees, strategy structures, and accountability structures that you create. You can also defineyour own dimensional outlines.

CAUTION: Before creating custom dimensional outlines, review the naming conventionsin“Restricted Dimensions, Members, and Alias Characters” on page 113.

➤ To create custom dimensional outlines:

1 On the Object View, select Custom Dimension Setup. The Custom Dimension Setup page is displayed.

2 Right-click on the Dimension Explorer and select Add Dimension.

3 Enter a unique dimension name in the label and press ENTER.

The name of the dimension is displayed in the Properties frame.

4 Optional:To use a different dimension name in an Essbase database, enter the name in Alias.

5 Add the members that represent the measures that you want to organize by dimension, to dimensions.

6 Right-click the dimension to which you want to add the member and select Add Dimension Member.

A member label is added beneath the dimension.

7 Enter the member name in the label and press ENTER.

8 Describe the purpose of the member measure in Description.

9 Optional: To use a different name in an Essbase database, enter the name in Alias.

10 Click Save .

Creating Custom Dimensional Outlines 87

About Generating Dimensional MeasuresUse dimensional measures to gather and analyze data using data points that are represented bydimensions and members. For example, you could monitor product sales by location, employee,and year. Dimensional measures are generated when you attach dimensions and members to ameasure template.

You can generate dimensional measures as follows:

● Using system maps: These are internal dimensional outlines that represent the strategy andaccountability structures that you depict using maps. The structure of these maps act asmeasure templates.

For example, you can generate dimensional measures for any components of the EdenStrategy Map shown in this sample system map:

Figure 15 System Map Dimensions

● Using custom dimensions that you create.

Generating Dimensional Measures Other than selecting dimensional data, the information you specify to generate dimensionalmeasures is the same as that for non-dimensional measures.

Remember that you can generate dimensional measures using:

● System maps that represent Strategy Trees and Accountability maps.


● Custom dimensional outlines.

➤ To generate dimensional measures:

1 On the Object View select Measure Template List The Measure Template List is displayed.

TIP:You can associate the template with a domain by selecting the template and clicking DomainAssignment.

2 Click Add. The General tab of Measure Template Setup is displayed.

3 With the exceptions indicated, create the template as you would a non-dimensional measure as follows:

● “Defining Formulas and Frequencies ” on page 78

Note: To apply result, score, and target formulas to dimensional measures for the lowestlevel of members in a dimensional outline, select Apply to leaves.

● “Defining Report Options and Assigning Employees” on page 79.

● “Creating Ranges” on page 81.

4 Click Dimensions.

5 Optional: To use results and targets in another datasource, such as an Essbase database, perform thesetasks:

● Select the datasource from Datasource.

● Click Select in Members.

● Expand the dimensional outline that is displayed and select the member with the value touse.

● To insert dimensional measure data in the external datasource, select Allow Updates.

6 Optional: To perform calculations such as finding an average result, or the highest score using all data, selecta function from Roll-up Function.

To use the resulting formula for targets, select Apply to target formulas.

7 In Dimensions, expand the outline to select the data points, members, for which to gather data. The membersyou select are displayed in Candidates.

For example this figure would enable you to determine how many sales were made in France,Germany, Spain, Argentina, and Peru.

Generating Dimensional Measures 89

TIP: Right-click to select all members, deselect all members, or collapse the outline.

8 Dimensional measures are generated for members in Measures when you save the template. Move membersfrom Candidates to Measures as follows:

● Click to move one member. Click to move all members.

● Click to remove one member. Click to remove all members.

TIP: Click Reset to undo your selections and return to the original settings.

9 Save your work.

Dimensional measures are generated for all members in the Measures frame. You can nowmodify the template as required to generate other dimensional measures.

Before Modifying Dimensional OutlinesThis table identifies the consequences of changing custom dimensional outlines. Hyperionstrongly recommends that you review this information before modifying dimensional outlines.

Dimensional Measure ExistsMember Moved to an Area That isUsed on Another Template Consequence

Yes Yes The original dimensional measure isdeleted which causes the following:

● Results are no longer collected

● Results previously collected are deleted

● The measure is no longer used onscorecards

● The measure is removed from reports

A new dimensional measure is generatedusing the template to which the member isnow assigned, based on its new position inthe outline.


Dimensional Measure ExistsMember Moved to an Area That isUsed on Another Template Consequence

Yes No No change occurs.

No Yes A new dimensional measure is generatedusing the template to which the member isnow assigned based on its new position inthe outline.

No No No change occurs.

CAUTION: If you delete a dimension, all related dimensional measures are deleted. Also thedimension is removed from the template with which it is associated.

Modifying Dimensional OutlinesSee “Before Modifying Dimensional Outlines” on page 90 to identify the changes that may occurif you modify dimensional outlines.

➤ To modify custom dimensional outlines:

1 On the Object view, select Custom Dimension Setup to display the Dimension Setup page.


● Change the structure of the outline by dragging and dropping dimensions and members.

● Add or delete dimensions and members. See “Creating Custom Dimensional Outlines” onpage 87.

● Change the name, description and alias of dimensions and members by selecting them andentering different information in the Properties frame.

3 Click Save.

4 Synchronize changes to dimensional structures when prompted. This could include regenerating dimensionalmeasures.

Modifying Measure TemplatesChanges that you make to measure templates are automatically applied to the dimensionalmeasures that they generate. However, you can override these changes by editing dimensionalmeasures individually.

➤ To modify measure templates:

1 On the Object View, select Measure Template List.

2 On the list, select the template and click Edit.

The Measure Template Setup page is displayed.

Modifying Dimensional Outlines 91

3 Change non-dimensional attributes as you would for a measure. See “Modifying Measures” on page 82.

4 To use result and target values in a different external datasource, select it from Datasource.

5 To generate different dimensional measures by assigning different dimensions and members, clickDimensions and perform these tasks:

● To add dimensions and members, select them in the dimensional hierarchy, and click

or to place them in Measures.

● To remove dimensions and members, perform these steps:

❍ Deselect them in the dimensional hierarchy.

❍ Select the corresponding dimensional measures in Measures and click to removethem.

6 Save your changes.

7 Synchronize your changes to dimensional structures. This could include regenerating dimensional measuresto reflect your changes.

Copying and Deleting Measure TemplatesCAUTION: Deleting measure templates also deletes the dimensional measures that it generates.

➤ To copy or delete measure templates:

1 On the Object view, select Measure Template List.

2 On the Measure Template List, select templates:

● To select templates listed consecutively, press Shift and select the templates.

● To select templates not listed consecutively, press Ctrl and select the templates.


Copied templates are displayed as Copy of <template> on the Measure Template List.


8Creating Scorecards

In This Chapter

About Scorecards ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .93

Before Creating Scorecards ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .95

Creating Scorecard Templates ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .96

About Creating Scorecards... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .97

Creating Scorecards ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .97

Modifying Scorecards... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 100

About ScorecardsBuild scorecards to monitor the overall performance of these objects:

● Accountability elements such as departments, divisions, and task forces that represent thereporting hierarchy of your organization.

● Strategy elements such as strategic objectives and critical processes that form levels ofcorporate strategy.

● Employees

The objects for which you create scorecards are called subjects. Although scorecards areautomatically created for strategy elements, accountability elements and employees, you cancreate multiple scorecards to evaluate different aspects of these objects.

You create a scorecard by adding and weighting the measures (dimensional and non-dimensional) and scorecards (for lower-level objects) that reflect the performance of a subject.Thus, you can include the performance of lower levels in your organization in scorecards thatevaluate the performance of higher-levels. For example, a scorecard that monitors theperformance of Net Profit could use related scorecards such as Sales and Internal Costs. Themeasures and scorecards you use to build scorecards are called components.

The results and scores of scorecard components produce an overall scorecard score that isrepresented by performance indicators. To evaluate performance using different criteria, youcan use the following:

● Multiple, secondary scorecards

● Multiple ranges

About Scorecards 93

Scorecard TypesYou can create three kinds of scorecards:

● Primary: The most important scorecard out of multiple scorecards associated with anemployee, strategy element, or accountability element. If an object has multiple scorecards,the status, score, and trend of the primary scorecard are displayed on the view tabs and inreports.

● Secondary: Multiple scorecards used to evaluate and represent employee, strategy elementand accountability element performance.

● Derived: Scorecards that inherit measures and scorecards from a scorecard template. See“Scorecard Templates” on page 94.

Scorecard TemplatesScorecard templates enable you to evaluate performance across an organization or departmentusing common, uniform criteria. For example, to use corporate measures such as risk factorsand controls to assess performance across an organization, create a scorecard template thatcontains these measures. Attach the template to other scorecards, such as those for branches, toapply the standard measures.

Table 17 Using Scorecard Templates

Branch Inherited from Template Branch-specific Components

Europe ● Risk Factors

● Controls

● Currency Controls

● Booked Rate

North America ● Risk Factors

● Controls

● Employee Turnover

● Run Rate

France ● Risk Factors

● Controls

● Sales Programs

● Execution

Attach a scorecard template to new scorecards to apply the measures and scorecards on thetemplate the scorecards. See “Creating Scorecard Templates” on page 96.

Lock scorecard templates to prevent others from adding to, or changing, the componentsscorecards inherit from a scorecard template.

TIP: Perform these steps to directly assign scorecard templates to strategy and accountabilityelement scorecards from maps:

1. On the Object View, select the map on which the element resides.

2. Right-click the element.

3. Select Set Template.

94 Creating Scorecards

WeightsYou assign a weight to each component to indicate how much the component impacts the overallperformance of the scorecard. For example, on a scorecard that evaluates the efficiency of aQuality Assurance team, these measures might be considered more important and have higherweightings:

● Number of features tested

● Number of defects logged

● Number of client cases resolved

Ranges and Performance IndicatorsPerformance indicators are images that symbolize the performance levels of scorecards andmeasures. Different performance levels are determined by the ranges attached to each indicator.

For example, if a high level of performance is achieved by scorecards with scores between 75 and90, specify a range of 74 < X < 89 for the indicator that represents good performance.

You can create and use ranges as follows:

● To use the same ranges to build other scorecards, create a named range. See “Creating NamedRanges ” on page 75.

● To create ranges for use with only one scorecard, create a custom range. See “CreatingCustom Ranges” on page 76.

You can create performance indicators; however Scorecard provides these defaults:

Table 18 Provided Performance Indicators

Indicator Color Description

Green Desirable range

Red Undesirable range.

Yellow Acceptable range

Before Creating ScorecardsPerform these tasks before creating scorecards:

● Create the measures that reflect the performance of the scorecard subject. You build thescorecard using these measures. See“Creating Measures ” on page 77.

● Recommended: Create a named range if the scores that evaluate performance are used withother scorecards. See “Creating Named Ranges ” on page 75.

● Optional: Create scorecard templates to apply standard organizational measures orscorecards. See “Creating Scorecard Templates” on page 96.

Before Creating Scorecards 95

● Optional: Create categories to organize logically-related scorecards. Scorecards are displayedin these categories on the Browser View and in reports. See “Creating Categories” on page26.

● Optional: Create custom performance indicators. See “Creating Performance Indicators”on page 74.

● Optional: Specify these preferences:

❍ The highest and lowest scores scorecards can achieve. See“Score Limits” on page 77.

❍ How to calculate scores if data for scorecard components is old or missing. See“HandlingOutdated and Unavailable Data ” on page 104.

Creating Scorecard TemplatesUse scorecard templates to apply standard corporate measures and scorecards to new, derived,scorecards.

➤ To create scorecard templates:

1 On the Object View, select Scorecard Template List. The Scorecard Template List is displayed.

2 Click Add. The Scorecard Template page is displayed.

3 Enter a template name.

4 Assign the lowest weight for the template in Minimum Weight. This is the lowest amount the templatecomponents contribute to a derived scorecard. You can increase the weight.

For example, if the template uses two scorecards that, together, should contribute 30% to anyderived scorecard score, enter 30.

5 To prevent others from adding components to scorecards derived from the template, select Locked.

6 Add components to the template as follows:

● To add dimensional measures, click Add Measure Template, select the template and clickAdd.

● To add scorecards, click Add Scorecards. The Select Scorecard box is displayed in whichscorecards are grouped by type. Select a scorecard and click Add.

● To add non-dimensional measures that are particular to the object, select Advanced. TheSelect Measure box is displayed. Select a measure and click Add.

You return to the Scorecard Template Setup page.

7 Indicate how much the score of each component impacts scorecard performance by entering weights.

8 Optional:

● To assign the same weight to all components, click Equalize.

● To have components weights add to 100%, click Normalize.

9 Save your work.


You can now use the template to create scorecards that inherit the specified components. See“Creating Scorecards” on page 97.

About Creating ScorecardsYou perform these steps to create scorecards:

1. Optional: Attach a scorecard template to apply standard measures and scorecards.

2. Add components to the scorecard.

3. Identify the importance of each component by assigning it a weight. You cannot assign aweight to components inherited from a scorecard template.

4. Define the ranges of score values that indicate levels of performance.

5. Specify the dimensional context of the scorecard by selecting the members to use in scorecardcalculations. These are the dimensions and members you associated with elements andemployees on their Setup pages.

Creating ScorecardsCreate scorecards to evaluate and monitor the performance of strategy elements, accountabilityelements, and employees. Define multiple scorecards for these objects to assess performanceusing different criteria.

➤ To create scorecards:

1 From the Object View, select a subject:

● For a primary strategy or accountability element scorecard:

a. Expand Strategy Trees or Accountability Maps, navigate the hierarchy, and select oneof the following:

❍ The element

❍ The scorecard automatically created for the element (in the scorecard folder)

b. On the element Properties page, select Scorecard.

● For a secondary strategy or accountability element scorecard:

a. Select the Scorecard folder.

b. Right-click and select Add.

c. On the element Properties page, select Scorecard.

● To create an employee scorecard:

a. Expand the Employee List.

b. Perform a task:

❍ For a primary scorecard, select the employee and select Scorecard on the EmployeeProfile page that displays.

About Creating Scorecards 97

❍ For a secondary scorecard, select the scorecards explorer beneath the employee,right-click, and select Add.

2 Optional: To add components from a scorecard template click Select in Template and choose the template.

All template components are added to the scorecard. You cannot modify weights.

Note: If the template is locked, you cannot add measures and scorecards, or modify thoseinherited from a template.

3 Optional: Select Primary if you are a manager creating a scorecard to evaluate the performance of anemployee.

4 See “Adding Components” on page 98.

Adding Components

➤ To place components on scorecards:

1 On the Scorecard Setup page, click Add Measures(s) to place on the scorecard.

The Select Measures box is displayed, in which measures are listed as follows:

● Individually (for non-dimensional measures)

● In folders (for dimensional measures). The templates or system dimensions that were usedto generate the measures are displayed as columns.

Note: Do not add a measure template to a scorecard.

2 To select dimensional measures, expand the appropriate folders.

The dimensional data that each measure monitors is displayed. This icon indicates the itemthat you clicked to navigate a dimension.

TIP: To only display members for the dimensions that you assigned to the element or employeewhen you created it, select Show Only Matching Dimensionality.

3 Select a measure and click Add.

4 Click Close Window.

The measures are organized by perspective on the scorecard. Reorganize measures in the sameperspective by dragging and dropping.

5 To include the performance of other objects, as represented by their scorecards:

a. Click Add Scorecard(s). The Select Scorecard box is displayed.

The Select Scorecards box is displayed. Scorecards are displayed by type in explorer.

b. Expand each group to select a scorecard.


c. Select each scorecard and click Add or double-click.

d. Click Close Window.

Scorecards you add are displayed as unassigned on the Scorecard Setup page.

6 Assign weights to components by double clicking in Weight.

7 Click Range and see “Defining Ranges” on page 99.

Defining RangesRanges evaluate scorecard scores to reflect levels of performance. You can assign multiple rangesto scorecards to evaluate performance differently during different times.

➤ To define ranges:

1 On the Scorecard Setup page, select Range.

2 Click Add Range and then click to select the date on which to use the range to assess performance.

3 Perform a task:

● Recommended: To use a named range, select it from the list. See “Creating Named Ranges” on page 75.

● To create a range only for the scorecard, select Custom and click .

Performance indicators and range frames are displayed.

4 Click Add in the first indicator frame.

The Subrange Setup box displays in which X represents the scorecard score.

5 Enter a range of scores that, if achieved, cause each performance indicator to display.

For example, if scores between 70 to 90 indicate high performance:

a. Click Add in the frame for the performance indicator that represents high performance.

Creating Scorecards 99

b. Enter a range of 70 < X < 90

To define formulas for range boundaries, see “Creating Complex Formulas” on page115.

c. Click OK.

6 Repeat step 5 to specify ranges for the other performance indicators.

7 Optional: Select Miscellaneous to perform these tasks:

● For secondary scorecards: Specify the employees who cannot access the scorecard. See“Restricting Access to Secondary Scorecards” on page 100.

● If you used dimensional measures: Select the dimensions and members to use in scorecardcalculations.

● To place the scorecard in a category, click Select in Categories List. The scorecard is displayedin the category you choose on the Browser View and in reports.

Restricting Access to Secondary ScorecardsSecondary scorecards are those used by employees to monitor measures, strategy elements, andaccountability elements. You can restrict access to these scorecards as follows:

● To grant access only to employees who own, manage, or are members of the element, selectAll accessors of owning object.

● To grant access only to employees who can view the primary scorecard, select Selectedemployees from owning accessors and click Select to choose the employees.

To allow these employees to modify the scorecard, select Able to Edit.

Modifying Scorecards

➤ To modify scorecards:

1 Access the Scorecard Setup page.


● To remove components: Select the component and click Remove Note:

❍ You cannot remove components inherited from a scorecard template.

❍ If prompted, synchronize the dimensional context of scorecards and regeneratedimensional measures to reflect this change.

● To change the dimensional context: Add or remove dimensions and members on theGeneral tab. If prompted, regenerate dimensional measures to reflect this change.

● To use another range to evaluate scores against different criteria, select Ranges and apply anamed range or create a range.

3 Save your work.


9Using Public Alerts

In This Chapter

Alerts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101

Subscribing Others.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101

Unsubscribing Others . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102

Alerts Alerts notify you by E-mail when the performance of key measures, scorecards, or other pointsof vital information, depart from an acceptable range. For example, if results for a measure called“Retention of Customers” must not fall below 75%, create a Measure Result in Range alert tonotify subscribers if the measure’s result data is less than 75%. You can also create alerts thatprompt you when measure result collection or initiative completion are approaching, due, oroverdue.

You can create two kinds of alerts:

● Personal alerts: Alerts sent only to particular individuals.

● Public alerts: Alerts, created by Administrators, to which all users can subscribe to receivenotification. You can use public alerts as templates to generate new alerts that share commonattributes.

To receive alert E-mail notifications, you must first perform these steps:

● Install and configure the Alerter. See the Hyperion Performance Scorecard — System 9Installation Guide.

● Create alerts. See the Hyperion Performance Scorecard User's Guide.

● Create subscriptions for the alerts. Subscriptions link alerts to the employees who want toreceive notification. Creating an alert and a subscription can be performed separately orsimultaneously.

Subscribing OthersAs an application designer, you can create public alerts to which other users can subscribe. Toprevent others from unsubscribing from public alerts, lock the alerts. You can create public alertsand select users to receive them.

Alerts 101

➤ To subscribe users to a public alert:

1 From the Browser View, select Objects > Alerts.

This list expands to show available alert types.

2 Expand the list of types of alerts you want to create, such as Measure, Scorecard or Initiative.

3 From the list of alerts, select the type you want to issue. For example, under Measure Alerts, you may selectResult in Range.

The Alert List is displayed.

4 Under View, select Public. You cannot subscribe other users to a personal alert.

5 Select the public alert to which you want to subscribe users, then click Subscribe Others.

The Multiple User Selection is displayed. The name of the selected alert is displayed inSubscribing to Alert.

6 In Subscribing Users, click Select.

The Select User dialog box is displayed.

7 Select the users you want to subscribe to the public alert, then click Apply.

You can select multiple users at one time, using Shift select to choose a range of users, or Ctrlselect to choose random users.

8 Optional: To prevent users from unsubscribing, click Prevent Users from Unsubscribing.

9 Click Next.

The Message Setup tab for the Alert is displayed.

10 Enter the details for the alert message, then click Save.

Unsubscribing Others

➤ To unsubscribe users from public alerts:

1 From the Browser View, select Objects > Alerts.

This list expands to show available alert types.

2 Expand the list of types of alerts that contains the alert from which you want to unsubscribe users.

3 From the list of alerts, select the alert type you want to modify.

The Alert List is displayed.

4 Under View, select Public.

5 Select the public alert from which you want to unsubscribe users, then click Unsubscribe Others.

The Multiple User Selection is displayed. The name of the selected alert is displayed inSubscribing to Alert.

6 Under Unsubscribing Users, select the users to be unsubscribed from this alert, and click Unsubscribe.

The selected users are removed from the alert.

102 Using Public Alerts

10Specifying Preferences

In This Chapter

About Preferences ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 103

Specifying Scoring Limits.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 103

Handling Outdated and Unavailable Data .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 104

Specifying Frequencies for Measure Result Collection ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 106

Setting up the Calendar .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 107

Adding Links to External Pages and Reports .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 109

Specifying Scorecard Display Preferences... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 110

Creating Reporting Periods and Categories .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 110

Modifying the Masthead... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 111

About PreferencesYou can specify two kinds of preferences:

● Application preferences that are applied to entire applications such as:

❍ Measure result collection

❍ Calculation settings that determine how calculations are performed if values areunavailable

❍ Calendar preferences, such as the day on which the fiscal year begins

❍ Display preferences such as the logo you use and masthead layout

● Personal preferences such as a different password or home page.

Note: Users using the designer account, or who have the designer security role applied totheir account can apply default preferences to applications by selecting File > Preferences> System Default Preferences. These changes are not applied to users who already modifiedtheir preferences. See the Hyperion Performance Scorecard — System 9 Users Guide.

Specifying Scoring LimitsBy default, the lowest score a measure or scorecard can have is 0, and the highest score it canhave is 100. You can modify these limits to enable scoring below 0 and above 100. If you modifyscoring limits, all other measures, perspectives, and scorecards are updated.

About Preferences 103

➤ To define scoring limits:

1 Select File > Application Preferences.

The Application Preferences page is displayed on the Score Limits tab.

2 Select Enable Score Limits.

3 In Lower Score Limit, enter the lowest score that a measure or a scorecard can achieve.

4 In Upper Score Limit, enter the highest score that a measure or a scorecard can achieve.

5 Indicate how to use the limits:

● To use the limits only when scores are displayed on reports, select Apply Limits to ScoresWhen Displayed.

● To apply the limits to scores whenever used, including when they are references in a formula,select Apply limits to scores in calculation.

Note: If you select this option, the results, scores, and status of all measures and scorecardsare recalculated.

Handling Outdated and Unavailable Data This topic describes how to perform measure and scorecard calculations if the measures involveddo not have results (are NO VALUE) or have old results and targets (outdated). It also describeshow to indicate these values in reports.

The preferences you apply are used in all measure, target, and scorecard calculations.

➤ To perform calculations using old or missing data:

1 Select File > Application Preferences. The Application Preferences page is displayed.

2 Select Outdated Data Handling.

3 In Outdated Measure Result Data, select one of these options:

Table 19 Outdated Result Options

Option Description

Use most recently collected value Select to use the last result collected. If no result has everbeen collected missing values are represented by doubledash (--) or by other characters that you can enter in “Textto use for unavailable value”.

Use a result collected in a previous year’s equivalentperiod

Select to use the result collected during the same periodone year ago.

For example, assume that today is August 4, 2005 andthe measure is meant to collect a result on August 1 ofthis year. If no result is collected, the result from August4 2004 is used. If no result was collected on August 42004, the result collected on August 4 2003 is used.

104 Specifying Preferences

Option Description

This process continues until a collected result is found andused.

Use this substitute value Select to enter a value, such as Ø, to represent the missingresult.

Mark as unavailable value Select to use one of these options to representunavailable values:

- Double dash (--)

- Another value that you specify in Text to use forunavailable value.

Display period-to-date value for previous period untilresult entered for current period

Select to use the most recent result collected based on aperiod-to-date function. This enables you to use a resultfrom a previous period until a new result is collected.

4 Optional: To manage old target values in the same way, select Apply to outdated target value.

5 To exclude measures without results from all calculations, perform these tasks:

a. Select Ignore Missing Values (formulas and scorecard calculations)

This effects operations in calculations as follows:

Table 20 Ignoring Missing Data: Impact to Formulas

Component Description

Max, min, sum, avg (that calculate data points) Not applied to no value items, since no value items are notconsidered data points from calculations.

Addition or subtraction Operands evaluating to no value are 0.

Multiplication Operands evaluating to no value are 1.

Percent Applying operation to no value items evaluate to no value.

Or Conditions

Not conditions

Operands evaluating to no value are considered false.

b. Select an option:

Option Description

Redistribute weight to other scorecard components Select to calculate a score that makes up for the weightof a missing value by assigning the weight among theother scorecard components.

This enables you to create scorecards that realisticallyreflect performance even if the result of a heavilyweighted measure is missing.

For example, assume that a scorecard uses a heavilyweighted measure that collects a result annually.

Handling Outdated and Unavailable Data 105

Option Description

Unless you select this option, the scorecard reflects anunrealistically low level or performance through out theyear.

Do not include the component in the scorecalculation

Select to exclude the missing score from calculationsand treat it as having a score of 0.

6 Click Save.

Specifying Frequencies for Measure Result CollectionThis topic describes how to apply frequency settings that determine when and how often measureresults are collected. Settings are applied to all existing measures and to measures that are created.

Your preferences are not applied to measures for which frequencies were defined when themeasure was created.

These topics are covered:

● “About Frequency Settings” on page 106

● “Applying Frequency Settings” on page 106

For information about frequency options, see “Frequencies” on page 65.

About Frequency SettingsYou can apply these frequency settings to measures:

● Result frequency: Generates dates to which results are attached in reports.

● Collection frequency: Generates dates by which results must be gathered or entered.

● Collection extension: Number of days after the result collection date during which resultscan be gathered or entered. If results are not collected on these days, the measure becomeslocked.

Applying Frequency SettingsThis topic describes how to apply frequency settings to all measures in an application.

➤ To apply frequencies:


2 Select Dates and Frequency.

3 Click Select in Collection Frequency to select the frequency that creates dates to which results are attachedon reports.

4 Click Select in the Results Frequency and select the frequency that generates the dates by which resultsmust be entered.


See “Frequencies” on page 65.

5 From Frequency, select the frequency that produces a series of dates on which result collectors should enterresults.

6 Optional: If you defined a result frequency, specify the date with which to associate results if results arecollected after the collection frequency. You have these options:

● To display results after dates generated by the collection frequency, select Associatecollection dates after result dates.

● To display results before dates generated by the collection frequency, select Associatecollection dates before result dates.

7 In Collection Extension, enter the additional number of days during which results can be entered.

For example, the result collector for a measure that has a collection date of May 26th and acollection extension of 3 days, has until May 29th to enter results.

8 Click Save.

Setting up the CalendarThese topics describe the options that you can use to set up the calendar in an application:

● The day on which your organization’s fiscal year begins. See “Defining the Fiscal Year StartDate” on page 107.

● The kind of year that you are using. See “Selecting a Year Type” on page 108.

Defining the Fiscal Year Start DatePerformance Scorecard uses a fiscal year start date of January 1. However, you can modify thisdate if your organization does not start its financial year on January 1.

Changing the fiscal year start date affects when measure results are collected:

Frequency Result Collection

Semi-Annually The collection points of January and July 1st are shifted by the number of months and days definedby the fiscal year start date.

For example, if the fiscal year begins on February 6th, the collection points are offset by one monthand five days. Results are collected on February 6th and August 6th.

Quarterly The collection points of January, April, July and October 1st are shifted by the number of monthsand days defined by the fiscal year start date.

For example, if the fiscal year begins on March 1st, collection points would be shifted by two months.Results are collected on March 1st, June 1st, September 1st, and December 1st.

Semi Monthly The collection points are shifted by the number of days based on the fiscal year start date.

For example, if the fiscal year begins on March 4th, results are collected on the 19th and the 4th ofeach month.

Setting up the Calendar 107

Frequency Result Collection

Monthly The collection points are shifted by the number of days defined by the fiscal year start date.

For example, if the fiscal year begins on January 15th, results are collected on the 15th day of eachmonth.

Selecting a Year TypeIf your organization is in the retail industry and government sector you can use a 52 week year,in which weeks are distributed in repeating cycles of 4 and 5.

These topics describe how to use a 52-week year is an application:

● “About 52 Week Year” on page 108

● “Using a 52 Week Year” on page 108

Note: If the application was updated from a previous release, the year type is 365 days.

About 52 Week YearTo use a 52 week year, select one of these three-month distribution cycles. The cycle specifiesthe number of weeks in each of the three months used.

● 4-4-5

● 4-5-4

● 5-4-4

For example, the 4-4-5 distribution specifies that the first month has four weeks, the secondmonth four weeks, and the last month five weeks.

If you use a 52 week year, quarterly and semi-annual frequencies change from being month-based to week-based. For example, a quarterly frequency becomes 13 weeks, instead of beingthree months.

Measures that use a quarterly or semi-annually frequency are also modified, as follows:

● The quarterly frequency generates an expected collection date every thirteen weeks insteadof every three months.

● The semi-annual frequency generates an expected collection date every 26 weeks.

Note:

Results previously collecting using these frequencies are not associated with the newcollection dates generated by the year type.

Using a 52 Week YearThis topic describes how to use a 52 week year in an application.


Note:

If you use a 52 week year, and want to collect results on a monthly basis, use the Monthly (week-based) frequency when you create a measure or a dimension measure template.

➤ To use a 52 week year:


2 Select Dates and Frequency.

3 Select 52/53 Week from Year Type.

4 From Weeks per month, select the option that specifies how to allocate the month with the extra week inthe quarter.

For example, if the first month in the quarter contains five weeks, the second month four weeks,and the third month four weeks, select 5-4-4.

5 Beside 53 week years, click Select to select the years in which you want apply the extra week.

6 Click Apply.

7 Click Save.

Adding Links to External Pages and ReportsYou can customize your application by adding links to external webpages.

You can also leverage your application data by creating links to BI+ Reports, as described inChapter 9 of the Hyperion Performance Scorecard — System 9 Administrator's Guide.

➤ To add links to webpages and BI+ Reports:


2 Select Reports.

3 To link to an external web page perform these tasks:

a. In Add External Report, click Add.

b. Enter the name of the Web page in Reports Name.

c. Enter the URL of the Web page in Reports URL.

d. To display the page in a separate browser window, select Launch New Window.

4 To link to BI+ reports, click Add Report. See Chapter 9 of the Hyperion Performance Scorecard — System9 Administrator's Guide.

5 Save your changes.

Adding Links to External Pages and Reports 109

Specifying Scorecard Display PreferencesThis topic describes how to display measures on scorecards alphabetically, or in the order inwhich they were placed on the scorecard.

➤ To specify scorecard measure preferences:


2 Select Scorecard.

3 Select one of these options:

● To display measures in the order in which they were added to a scorecard, select The orderthey were placed on a scorecard.

● To display measures alphabetically, select Alphabetically by name.

4 To include the scores of lower-level map elements that are on the scorecard of a higher level map element,even if scores for the lower-level elements are not available, select When calculating scorecard’s lowestdescendant, include children without scores.

5 To display scorecards that are accessed from maps in a separate browser window, select When openingscorecards from maps, open in new window.

6 Click Save.

Scorecard measures are now displayed in reports based on the option you selected.

Creating Reporting Periods and Categories Create a reporting period, such as a financial quarter with which users can associate notes andannotations. This enables users to organize notes and annotations based on the context, such asa corporate event, in which they were generated.

This topic also explains how to define categories that users can use to filter notes and annotations.

➤ To set up a reporting period and categories:

1 Select File > Application Preferences.

2 On the Application Preferences page, select Notes.

3 To prevent users from creating or modifying annotations that are attached to locked measures, select Lockannotations when Measure results are locked.

4 In Add Reporting Periods, click Add, to select the start date of the reporting period. For example, this couldbe a week-long corporate event.

5 In Display, enter the name of the reporting period. For example, this could be the name of a corporate eventsuch as a sales drive.

6 Repeat steps 5 and 6 to create all reporting periods.

7 Select Enabled to activate the reporting period(s).

To remove a reporting period, click the adjacent Delete button.


8 In Add Categories, click Add.

To remove a category, click the adjacent Delete button.

9 Click Save.

Users can now perform these tasks:

● Place a note or annotation in one of the categories that you defined

● Sort notes and annotations using the categories that you defined

● Associate notes or annotations with a reporting period that you defined

Modifying the MastheadThis topic describes how you can change the layout of the masthead. It also explains how todisplay a different logo to the masthead and Logon page.

These topics are covered:

● “Changing the Layout” on page 111

● “Adding a Logo” on page 111

Changing the LayoutThis section explains how to modify the position of items on the masthead.

➤ To modify the layout of the masthead:


2 Select User Interface.

3 Select the layout and click Save.

Adding a LogoThis topic describes how to add a logo to the masthead. The logo is also displayed on the Logonpage.

➤ To add a logo:

1 Shut down Performance Scorecard and the application server.

2 Navigate to: ui_themes\<theme>\images_global.

3 Place your image file in this directory.

4 Delete co_brand_comma.gif.

5 Rename your image file co_brand_comma.gif.

6 Restart Performance Scorecard and the application server.

Modifying the Masthead 111


ARestricted Dimensions,

Members, and Alias Characters

In This Appendix

General Restrictions ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 113

Restricted Characters and Spacing ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 113

Restricted Commands ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 114

Restricted Words ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 114

General RestrictionsFollow these rules when you name a dimension, member, or alias:

● Use no more than 80 characters when naming Unicode-mode dimensions, members, oraliases.

● Do not use quotation marks (“ “), brackets ([]), or tabs.

● Do not use function names or function arguments.

● Do not use the names of other dimensions, members, generation names, level names, andaliases.

Restricted Characters and SpacingDo not use these characters in a dimension, member, or alias name:

Character Name

@ at signs

\ backslashes

{ } braces

, commas

- dashes, hyphens, or minus

= equal signs

< less than signs

General Restrictions 113

Character Name

() parentheses

. periods

+ plus signs

_ underscores

| vertical bars

Do not use spaces at the beginning or end of a name.

Restricted CommandsDo not use these commands in dimension or member names:

● Calculation script commands, operators, and keywords.

● Report writer commands.

Restricted WordsDo not use these illegal words in dimension, member, or alias names:

ALL AND ASSIGN CALC CALCMBRCOPYFORWARD CROSSDIMCURMBRNAME DIM DIMNAME DIVDYNAMIC EMPTYPARM EQ EQOP EXCEPTEXP EXPERROR FLOAT FUNCTION GEGEN

GENRANGE GROUP GT ID IDERRORINTEGER LE LEVELRANGELOOPBLOCK LOOPPARMS LT MBRMBRNAME MBRONLY MINUSMISSING MUL MULOP NE NONNONINPUT NOT

OR PAREN PARENPARM PERCENTPLUS RELOP SET SKIPBOTHSKIPMISSING SKIPNONE SKIPZERO TOTOLOCALRATE TRAILMISSINGTRAILSUM UMINUS UPPERVARORXMBR XMBRONLY $$$UNIVERSE$$$ #MISSING #MI

Note:

If you enable Dynamic Time Series members, do not use the associated generation names—History, Year, Season, Period, Quarter, Month, Week, or Day.

114 Restricted Dimensions, Members, and Alias Characters

BCreating Complex Formulas

In This Appendix

The Formula Editor .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115

Syntax and Conventions... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119

Placeholders.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120

Inserting Functions... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121

Using Application Data ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 132

Validating Formulas... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 138

The Formula EditorThe formula editor enables you to create advanced formulas for measures, dimensionalmeasures, and ranges for performance indicators that evaluate scorecard and measureperformance. Use the formula editor to perform these tasks:

● Define advanced result, score, target, and period-to-date formulas.

Advanced formulas involve calculations that use the values of other objects. See “Workingwith Measure Formulas” on page 115.

● Use formulas in the ranges attached to performance indicators that represent measure and

scorecard performance. Click on the Subrange Setup box to use the formula editor.

See “Working with Performance Indicators” on page 116.

Working with Measure FormulasUse the formula editor to perform these tasks:

● Create formulas that use the values of other objects such as targets and scorecards.

You use functions to indicate the kind of object and values that you want to use.

TIP: You can specify the date on which the values to use were generated. You can also insertplaceholders for values that are generated in the future.

● Update the formulas of dimensional measures if the template that generated the measureswas modified.

● Apply an operation (SUM, MAX etc.) to all item on a scorecard.

The Formula Editor 115

Working with Performance IndicatorsUse the formula editor to create formulas for the performance indicators that assess andrepresent levels of measure performance. For example, if performance depends on the resultsor scores of other measures, you can define how these other measure values are used.

TIP: You can use this in formulas to reference the current measure or scorecard for which theperformance indicators are used.

Layout and ComponentsThe following figure identifies the components of the formula editor.

Figure 16 Formula Editor Components

1 Formula frame: Use to insert functions and enter data. See “The Formula Frame” on page 116.

2 Function frame: Contains the functions that you use to define formulas. See “Function Folder” on page 117.

3 Function folders: Group functions by type, such as mathematical and statistical.

The Application Data folder contains functions that enable you to insert different kinds of application data suchas measure results and scorecard scores. See “Application Data Folder” on page 117.

See these topics:

● “Mathematical and Comparison Operations” on page 118

● “Conditional Operations” on page 118

The Formula FrameCreate formulas by placing functions and object values in the formula frame. You can insert afunction in three ways:

● Dragging the function from the Function frame to the Formula frame

116 Creating Complex Formulas

● Double-clicking the function in the Function frame

● Right-clicking in the Formula frame

After inserting a function, specify the data to use. Data that you must enter is represented bythese place holders:

● Value: Used in mathematical functions such as SQRT

● Arg: Use to specify the kind of data to use, such as scorecard.

● Attribute: Use to apply a function to, or insert a value of, the following:

❍ Dimensional data

❍ All the measures on a scorecard

❍ All the scorecards on a scorecard

Function FolderThe Function folder contains the functions that you can use to perform calculations. It alsocontains functions that insert values for objects such as measures, scorecards, and variables.

There are four kinds of functions.

Type Description

Mathematical Provides functions that you can use to perform tasks such as inserting the square root of a value orrounding a value down.

See “Mathematical Functions” on page 121.

Statistical Provides functions that enable you perform tasks such as:

● Insert the highest or lowest value generated by one, or many objects.

● Add object values such as measure results.

● Find the average value generated by an object, such as an average scorecard score.

See “Statistical Functions” on page 123.

Logical Provides functions that you can use to specify conditions in a formula or specify values to use if objectvalues are unavailable.

See “IF Statements” on page 127.

Time Provides functions that enable you to use current or previously generated object values.

Also provides functions that you can use to have Performance Scorecard insert values that willgenerated in the future.

See “Time-Related Functions” on page 129.

Application Data FolderThe application data folder provides functions that enable you to perform calculations using thevalues of other objects, including:

● Measure results, scores, targets, and variances

The Formula Editor 117

● Targets (comparators)

● Variable results

● Scorecard scores

TIP: You can use this with these function to reference the current measure or scorecard.

The Dimensional Data folder contains functions that let you perform calculations using multipleobjects, such as all measures on a scorecard.

See “Using Application Data” on page 132.

Mathematical and Comparison OperationsThis table describes the more complex operations that you can use in formulas.

Operator Description

Inserts the power of a number. For example, 2 ^ 2= 4.

Inserts a number as a percentage by dividing by 100.

For example:

0.5 = 50%

mResult(netprofit)% = mResult(netprofit) / 100

Click to indicate that one number is smaller than another.

For example, 7 < 10

Click to indicate that one number is smaller than, or equal to, another number.

Click to indicate that one number is larger than another.

For example,45 > 32.

Click to indicate that one number is larger than, or equal to, another number.

Click to indicate that two numbers have the same value.

Click to indicate that two numbers do not have the same value.

Conditional OperationsThis table describes the buttons you can use to specify the data to use if certain criteria orconditions are met. You will probably use these buttons in an IF statement that identifies thecriteria that, if met, causes a certain outcome. See “IF Statements” on page 127.


Operator Description

Click to insert an AND statement. This enables you to specify multiple conditions that must exist beforean outcome occurs.

For example, in a composite measure that reflects customer satisfaction, measures for support calls andclient references could be used. You can specify that high customer satisfaction exists only if there areless than 20 support calls and more than 40 references as follows:

IF (mResult (“support calls”)) <20) && mResult(“references”) >40

Click to insert an OR statement. This enables you to specify that one of multiple conditions must existbefore something else can happen.

For example, in a composite measure that monitors effective product testing, you could use measuresthat track defects logged by clients and the number of calls to technical support.

You can specify that a good level of product testing exists if one of these is true:

● Less than 100 defects are submitted by clients

● Less than 1000 calls are made to technical support

You could define this in a formula as follows:

IF mResult(“client defects”)) <100 || mScore( “support calls”) < 1000))

Click to insert a NOT statement. This enables you to specify conditions that are not true or that shouldnot happen.

Syntax and ConventionsAfter inserting an operation or function, specify the data or object values to use. These valuesare represented by placeholders. The placeholders used depend on the function you inserted. See“Placeholders” on page 120.

This table identifies the conventions that you must follow when using functions.

Convention Example

Place the name of the objects whose values you use inquotation marks (“”).

This formula inserts the current score of the Salesscorecard: sScorecard(“Sales”)

Place functions that insert values for other objects betweenbrackets ( ) .

Insert two close brackets, )), after the object name.

Tip:

Colored brackets help you ensure that a formula contains the correct number of close brackets.A formula must contains two of each colored bracket.

Syntax and Conventions 119

PlaceholdersPlaceholders indicate the kind of data that you must provide to perform calculations. Based onthe function, replace these placeholders with the values to use:

● Value: See “Value” on page 120

● Arg: See “Arg” on page 120

● Attribute: See “Attribute” on page 121

● Time intervals such as weeks and years

ValueA value placeholder represent the number to use in a calculation.

For example, to find the square root of 250, perform these tasks:

1. Double-click the SQRT function.

2. Replace value with 250.SQRT(250).

ArgAn arg placeholder represents the following:

● An object, such as scorecard or measure

● The kind of object value, such as result or score

For example, to find the average result collected by two measures, perform these tasks:

1. Double-click Average.

2. Indicate that you want to use results, by placing the cursor after average and double-clicking mResult:

average(mResult(arg1, arg2))

3. Place the cursor before arg1 , right-click, and select the first measure from the box thatdisplays.

4. Delete arg2, add a closed bracket to NetProfit, and insert a comma:

average(mResult(“NetProfit”)), .

5. Insert average and mResult..

6. Right-click for the second mResult and select the other measure.

7. Insert a closed bracket, ) after the second measure.

average(mResult(“NetProfit”),mResult(“NetProfit”)).

8. Delete any remaining placeholders.


AttributeAn attribute placeholder represents one of these objects:

● All dimensional measures generated by a template that was modified

● All lower-level scorecard on a scorecard

Inserting FunctionsThis topic describes how to use these kinds of functions and options:

● “Mathematical Functions” on page 121

● “Statistical Functions” on page 123

● “IF Statements” on page 127

● “Using isNoValue” on page 129

● “Time-Related Functions” on page 129

Mathematical FunctionsThis topic describes how to use these mathematical functions:

● ABS

● INT

● LOG and LOG10

● SQRT

Note:

Hyperion assumes that you are familiar with mathematical functions such as logarithms.

ABSUse ABS to insert the absolute value of a number that you specify.

This function uses this syntax, in which you replace value with the number to use:

ABS(value)

For example, ABS(-4)=4

➤ To insert this function:

1 Select Functions > Mathematical.

2 Double-click ABS.

3 Replace value with the number to use.

Inserting Functions 121

INTUse INT to round a number down to the nearest integer. This function uses this syntax, in whichyou replace value with the number to round down:

INT(value)

For example, INT(21.8)= 21

➤ To use this function:


2 Double-click INT.


LOG and LOG10Use LOG to insert the logarithm of the value for a base. This enables you to represent very highvalues using a smaller frame of reference. For example, LOG is used to assess seismic activitysuch as earthquakes.

LOG uses this syntax:

LOG(value, base))

For example, LOG(4, 100,000))= 0.12

Use LOG10 to insert the base-10 logarithm of a number that you specify. This function uses thissyntax:

For example, LOG10(86)=1.93449



2 Double-click LOG or LOG10.

3 Replace value and base with the numbers to use.

SQRTUse SQRT to insert the positive square root of a number. This function uses this syntax, in whichyou replace value with the number:

SQRT(value)

For example, SQRT(16)=4



2 Double-click SQRT.



Statistical FunctionsThis section explains how to use these statistical functions:

● Average

● COUNT

● MIN

● MAX

● MEDIAN

● PERCENTILE

● SUM

Note: If you use Ignore Missing Values in formulas and score calculations preference, measureswithout results are not included in formulas that contain these functions. See “HandlingOutdated and Unavailable Data ” on page 104.

AverageUse Average to insert the average of multiple values, such as the average score of multiplescorecards. This function has this syntax in which arg1.. represents the functions and objectsthat you want to use:

Average(arg1, arg2...)

For example, Average(sScore(development cost), sScore(overhead), sSscore(cost of sales)) inserts the average score of the three scorecards specified.


1 Select Functions > Statistical, and double-click Average.

This inserts Average(arg1, arg2...)

2 Replace arg1 with the function that retrieves the data that you want to use after the first bracket.

3 Right-click and select the object whose values to use.

4 Insert a comma and repeat steps 3-5 to identify the objects whose values to use in the calculation.

COUNTUse COUNT to insert the number of items on a scorecard. This function using this syntax, inwhich arg represents the functions and objects that you want to use:

COUNT(arg1, arg2...)

For example, COUNT(onScorecardMeasures(“netprofit”)) identifies how many measures areon the Net Profit scorecard.



1 Select Functions > Statistical, and double-click COUNT.

This inserts COUNT(arg1, arg2...)

2 Delete arg1.

3 Expand Application > Scorecard, and double-click ScorecardMeasures.

4 Select the scorecard to use from the box that displays.

5 Repeat these steps to insert missing arguments, arg2 etc.

MINUse MIN to insert the lowest value in a group of objects, such as a group of measures. Thisfunction has this syntax, in which arg1, arg2 represent the objects to use:

MIN(arg1, arg2...)

For example, assume these measure results:

● The measure whose formula you are creating (represented by this): 35,000

● Car Sales=40,000

● Truck Sales=21,000

The formula inserts 21,000 since Truck Sales has the lowest result value.


1 Select Functions > Statistical, and double-click MIN.

This inserts MIN(arg1, arg2...)

2 Delete arg1 and insert the function that retrieves the values to use.

For example, to find the lowest score achieved by a scorecard, insert sScore.

3 Select the object to use from the box.

4 Repeat steps 2 and 3 to set arg2, arg3, etc.

MAXUse MAX to insert the highest value in a group of objects, such as a group of measures. Thisfunction uses this syntax, in which arg1... represent the function that retrieves the values ofthe objects that you want to use:

MAX(arg1, arg2...)

Assume these measure results

● The measure whose formula you are creating (represented by this): 766

● Car Sales=9000

● Truck Sales=11000


This formula inserts 1100 since Truck Sales has the highest result value:

MAX(mResult(this),mResult(“Car sales”), mResult(“Truck sales”))


1 Select Functions > Statistical and double-click MAX.

This inserts MAX(arg1, arg2...)

2 Delete arg1 and insert the function that retrieves the values to use.

For example, to find the highest result collected by a measure, insert mResult.

3 Select the object to use from the box that displays.

4 Repeat steps 2 and 3 to specify the remaining arguments.

MEDIANUse MEDIAN to insert the value would be in the middle of a group of values. For example, themedian of these values is 80 which is the average of the two center values (70 and 90):

● 60

● 70

● 90

● 100

This function uses the following syntax. Arg1... represents the function that retrieves the kindof values that you want to use and the object whose values that you want to use:

MEDIAN(arg1, arg2...)


1 Select Functions > Statistical and double-click MEDIAN.

This inserts MEDIAN(arg1, arg2...)

2 Delete arg1 and insert the function that retrieves the values that you want to use.

For example, to find the highest target defined for a measure, insert mTarget.



PERCENTILEUse PERCENTILE to identify a value that represents x% of a group of values. For example, youcan use this function to grant bonuses only to employees with scorecard scores in the 60%percentile. This means that 60% of employees score below this level. PERCENTILE identifiesthe scorecard score that employees must have to receive a bonus.


PERCENTILE has following syntax. V1 represents the kind of values you are using, such as scoresor results. K represents the percentage to use.

PERCENTILE(v1,v2,v3,k)

For example, PERCENTILE(onScorecardMeasures(score, “scorecard”),75%) insertsthe value for which 75% of all scores are below.


1 Select Functions > Statistical, and double-click PERCENTILE.

This inserts PERCENTILE(v1,v2...,k)

2 Place the cursor after the first bracket.

3 Replace v1, v2...with the function that inserts the kind of values that you want to use.

For example, to use the scorecard’s score, insert the sScore function.

4 Select the object whose values that you want to use from the box that is displayed.

5 Repeat steps 3-4 to insert all the object values to use.

6 Replace k with the percentage to use.

For example, PERCENTILE(onScorecardMeasures(result, “scorecard name”),%80)

SUMUse SUM to add the values of a group of objects. This function has this syntax, in which youreplace arg1, arg2 with the objects that you want to use:

SUM(arg1, arg2...)

For example, assume these scorecard scores:

● Net Sales = 340

● Net Profit= 20,000,000

SUM(sScore(“Net Sales”), sScore(“NetProfit”)) adds the two scores and inserts20,000,340.


1 Select Functions > Statistical and double-click SUM.

This inserts SUM(arg1, arg2...)

2 Replace arg1 with the function that inserts the object whose values you want to use.

For example, to add the results of a measure, insert mResult.




IF StatementsThese topics explain when and how to use IF statements:

● “When to use IF Statements” on page 127

● “Syntax and Placeholders” on page 127

● “Inserting an IF Statement” on page 128

When to use IF StatementsIF statement enable you to define criteria that must be exist for another event to occur. Use anIF statement to identify the values to use, or the calculations to perform, in a particular situation.

For example, assume that a scorecard uses ten measures of equal weight. Eight measures score90% and two score 5%. To prevent the scorecard score from being too low, use IF to calculateand use a different score. For example, you could state that 50% replaces the score for eachmeasure if the measure’s actual score is less than 25%.

You can also use IF to specify the data to use instead if results for a measure used in other formulasare unavailable. In this situation, you could use IF to insert the most recent result collected bythe measure.

Syntax and PlaceholdersAn IF statement has this syntax: IF(condition, then, else). Three placeholders are usedin IF statements.

Placeholder Description

CONDITION Represents criteria that must be true for an outcome to occur.

If the condition is true, the outcome you define for THEN is used. You can use multiple conditions.

If the condition is false, the outcome you define for ELSE is used.

THEN Represents the outcome if the CONDITION is true. This could be the use of a different value orcalculation.

ELSE Represents another outcome to use if the outcome you define for THEN is false.

After you specify a condition, perform these tasks:

● Ensure that the condition ends with a comma (,).

● Press ENTER to insert an empty line.

● Indent the next line of code in which you specify the outcome to use if the condition is true(THEN placeholder).

The following table describes the structure of a sample IF statement.


Table 21 Sample IF Statement

IF Statement Description

IF ((mResult(“measure”)> 100.0),

100.0,

(IF(mResult(“measure”)> 0.0 )&& (mResult(“measure”) < 50.0),

50.0,

(IF(mResult(“measure”)> 50.0 )&& (mResult(“measure”) < 100.0),

mResult(“measure”).

)

)

First CONDITION

THEN

Second CONDITION

THEN

Third CONDITION

THEN

If the result of the measure is greater than 100

Insert a result value of 100

If the result of the measure is greater than 0.0but less than 50,

Insert a result value of 50.0

If the result of the measure is greater than 50but less than 100

Insert the actual measure result

Inserting an IF StatementThis section describes how to create an IF statement. You can use operators to define multipleconditions or identify outcomes that must never occur:

● To define one condition out of many that must be met, click .

● To define a condition that must never occur, click .

Note: Hyperion recommends that you review the information that you must specify to createan IF statement. See “Syntax and Placeholders” on page 127.

➤ To insert an IF statement:

1 Select Functions > Logical, and double-click IF.

This inserts IF(conditon, then, else)

2 Place the cursor after the open bracket and replace condition with the function that retrieves the valuesto use.

For example, if the condition involves scorecard scores, insert sScore

3 Select the object whose values you want to use from the box that displays.

4 Press ENTER to insert an empty line.

5 Optional: Define another condition and press ENTER.

6 Indent the cursor and replace then with the value or function to use if the condition(s) ares true.

7 Press ENTER to insert an empty line.

8 Indent the cursor and replace else with the function or value to use if the THEN outcome is false.


Using isNoValueUse isNoValue to determine if a portion of a formula contains missing values. Missing valuesare represented by a double dash ( --). Use isNoValue with an IF statement to identify the dataor an outcome to use if values are missing.

You can use isNoValue in two ways.

Task Description

Ensure that values exist for other objects used in aformula.

Select a portion of the formula.

Under Functions > Logical, double-click IsNoValue

If isNoValue is false, then values exist for the objects thatyou use and the formula is valid.

If isNoValue is true, then all values do not exist for theobjects that you use and the formula is not valid.

Substitute another value for a missing value Use an IF statement to specify the data to use when othervalues are unavailable.

For example, to use 50 for a scorecard score if the score isunavailable, you could use this formula:

IF(isNoValue(sScore(scorecard)), 50, sScore(“scorecard”)).

See “IF Statements” on page 127.

Time-Related FunctionsYou can perform calculations using existing values or values that will be generated in the futureusing these functions:

● ValuesToDate: Insert to use all the values that an object has generated.

See “valuesToDate” on page 129

You cannot use ValuesToDate in calculations using application data such as results andscores.

● timeOffset: Insert to use old values, current values, or values that will be generated in aformula.

See “timeOffset” on page 130

You can indicate the period of time during which values were, or will be, generated using a timeinterval, such as a week or month.

valuesToDateUse valueToDate to perform statistical operations on the result and score generated by a objectduring a particular period of time. For example, use this function to insert the highest score ameasure achieved in the past six months.

You can use valuesToDate with the following:


● MIN and MAX

● SUM and COUNT

● Avg and MEDIAN

● PERCENTILE

➤ To use valuesTodate:

1 Select Functions > Time, and double-click valuesToDate.

2 Select the measure whose values to use from the box that displays. To use the current measure, select Thismeasure.

This inserts: valuesToDate(attribute, “measure”, period)

3 Replace attribute with a function that retrieves the kind of value that you want to use.

For example, to use the scores of a measure on a scorecard, enter onScorecardMeasures andselect the scorecard from the box that displays.

Tip:

To calculate values using a target other than the Report Target, right-click and select InsertTarget.

4 Replace period with the interval that represents the time after which values were available.

Table 22 Interval Options

Interval Description

day Use if the object began generating values yesterday

week Use if the object began generating values a week ago (7 days ago)

month Use if the object began generating values a month ago (4 weeks ago)

year Use if the object began generating values a year ago

half-year Use if the object began generating values six months ago

For example, to insert the highest score a measure on a scorecard has achieved this year, enter:

valuesToDate(MAX(onScorecardMeasures,”Scorecardname”,year))

timeOffsetUse timeOffset to perform calculations using current or previously-generated values. Youcan also use this function to update a formula with values generated in the future.

You can insert previously-generated values in two ways:

● Using the date on which the values were generated

● Specifying the interval of time (month, year etc.) that has elapsed


➤ To use timeOffset:

1 Select Functions > Time and double-click timeOffset.

This inserts: timeOffset(subformula, - #d,w,y,m,p or <dd/mm/yy>)

2 Replace subformula with the function that inserts the object whose value that you want to use.

For example, timeOffset(mScore(“InternalCosts”)) retrieves the score of theInternalCosts measure.

3 Perform one of these tasks:

Task Description

To insert the current or a previously-generated value Replace # with the number of intervals, such as monthsthat have elapsed since the value was generated.

To insert a value that has not yet been generated once itis generated

Replace - with a plus sign (+).Replace # with the numberof intervals, such as weeks, after which the value will begenerated with a plus sign (+).

4 Specify a time interval.

TimeOffset Syntax Description

timeOffset(subformula, # - < d or w ory or m or p>)

Use if you do not know the date on which the value was,or will be, generated. Use with one of these intervals:

● d: to insert a value that was generated x days ago, orthat will be generated in x days

● w: to insert a value generated x weeks ago, or that willbe generated in x weeks

● y to insert a value generated x months ago, or that twillbe generated in x months

● q: to insert a value generated x quarters ago, or thatwill be generated in x quarters

● p: to insert a value generated x periods ago, or that willbe generated in x periods

For example, to insert a measure result that was collectedsix weeks ago, enter:

timeOffset(mResult(“measure”), -6w

timeOffset(subformula, # <dd/MM/yy>) Use if you know the date on which the value was, or willbe, generated.

Replace dd/mm/yy with the day, month, and last two digitsof year on which the measure was or will be generated.

For example, to insert the score that a scorecard generateson a December 1, 2007, enter:

timeOffset(sScore(“scorecard”),01/12/07


Using Application DataThis topic explain how to use the values of these objects in formulas:

● “Using Measures” on page 132

● “Using Scorecards” on page 134

● “Using Variables” on page 136

● “Using Dimensional Measures” on page 136

Using MeasuresThe section describes how to use the following measure value. You can use this with result,score, and target functions to reference the current measure or scorecard.

● Results: See“mResult” on page 132

● Scores: See “mScore” on page 133

● Targets: See “mTarget” on page 133

● Other targets: See “mComparator” on page 133

● Variances: See “mVariance” on page 134

It also describes how to perform calculations using all measures on a scorecard. See“onScorecardMeasures” on page 134.

mResultUse mResult to perform calculations using a measure result. You can also use this function to:

● Insert a previously collected result using timeOffset

● Insert a result that will be collected using timeOffset

● Perform operations, such as finding the average value of all the results a measure has collected

● Perform a mathematical, statistical, and logical function on a measure result. See “InsertingFunctions” on page 121.


1 Select Application Data > Measures, and double-click mResult.

2 Select the measure to use. To use the result of the current measure, select This Measure.

For example, this formula inserts the current result collected by the NetProfit measure:

mResult(“NetProfit”)

To use previously collected measure results, enter:

timeOffset(mResult(“measure name”),-<interval>))


mScoreUse mScore to perform calculations using the score of a measure that you specify.


1 Select Application Data > Measures, and double-click mScore.

2 Select the measure to use. To use the current measure, select This Measure.

For example, this formula inserts the current score of the Revenue measure:

mScore(“Revenue”)

To insert a previous score, enter timeOffset(mScore(“measure name”),-<interval>)).

mTargetUse mTarget to perform calculations using the target for a measure that you select.


1 Select Application Data > Measures, and double-click mTarget.

2 Select the measure to use from the Select Measure box. To use the current measure, select This Measure.

For example, this formula insets the current target for the Total Sales measure:

mTarget(“TotalSales”)

To use mTarget with other functions to perform calculations using previous targets, entertimeOffset(mTarget(“measure name”), -<interval>)).

mComparatorUse mComparator to perform calculations using a target other than that selected in the TargetReport list on the masthead.

For example, if the application uses targets for each financial quarter (Q1, Q2, Q3, Q4), you canuse mComparator to use any of these target values in a formula.


1 Select Application Data > Measures, and double-click mComparator.

2 Select the measure to use. To use the current measure, select This Measure.

3 Click OK.

4 Select the target to use from the Select Target box that displays.

5 Click OK.

6 Insert the functions and calculations to perform.

For example, to insert the value for a target called ShortTerm, you would use this formula:

Using Application Data 133

mComparator(this,“ShortTerm”)

mVarianceUse mVariance to insert the difference between the result a measure collected and its target.This enables you to compare actual, against anticipated, performance.

➤ To use mVariance:

1 Select Application Data > Measures, and double-click mVariance.

2 Select the measure to use. To insert the current measure, select This Measure.

This inserts: mVariance(“measure”)

onScorecardMeasuresUse onScorecardMeasures to perform calculations using measures on an employee, strategyelement, or accountability element scorecard.

For example, to identify the measure with the highest score on the ProductSales scorecard, youwould enter: MAX(onScorecardMeasures(score, “ProductSales”)).

➤ To use onScorecardMeasures:

1 Select Application Data > Measures, double-click onScorecardMeasures

2 Select the scorecard on which the measure is used from the Select Scorecard box.

3 Replace attribute with the kind of measure value, such as a result, that you want to use.

For example: onScorecardMeasures(result, “EuropeanSales”).

4 Place your cursor before onScorecardMeasuresand insert the operation to perform, followed by anopen bracket.

MAX(onScorecardMeasures)

5 For example to use the highest result achieved by a measure on the scorecard, you would enter:

MAX(onScorecardMeasures(result, “EuropeanSales”)

6 Insert a close bracket at the end of the formula.

MAX(onScorecardMeasures(result, “EuropeanSales”))

Using ScorecardsThese topics explain how to use scorecard data in formulas:

● “sScore” on page 135

● “onScorecardScorecards” on page 135


sScoreUse sScorecard to perform calculations using the score of a scorecard that you specify. Youcan use the score of an employee, strategy element, or accountability element scorecard.

TIP: You can use this in formulas using this function to reference the current scorecard.


1 Select Application Data > Scorecards, and double-click sScore.

2 Select the scorecard as follows:

● Employee scorecard: Expand Employee and click the employee

● Strategy or accountability element scorecard: Expand the appropriate Map explorer andnavigate the map structure to select the element.

For example, to inserts the score of an employee called Ted Burns, enter:

sScore(“TedBurns”)

To use a previous score, enter: timeOffset(sScore(“name”),- <number ofinternvals>)). For example, to insert the score Ted achieved one year ago, enter:timeOffset(sScore(“TedBurns”),-1y))

onScorecardScorecardsUse onScorecardScorecards to:

● Insert the scores of all lower-level scorecards on a scorecard

● Apply changes to all lower-level scorecards on a scorecard

● Perform operations on all lower-level scorecards on a scorecard

Tip:

You can use this in formulas using this function to reference the current scorecard.

➤ To use onScorecardScorecards:

1 Select Application Data > Scorecards, and double-click onScorecardScorecards.

2 Select the scorecard.

A sample scorecard for a strategic objective, Decreased Costs, is used.

onScorecardScorecards(“Decreasd Costs”)

3 Place the cursor before onScorecardScorecards, insert the operation or function, and insert an open bracket.

For example, to use the average score achieved last year of all the scorecards on the DecreasedCosts scorecard, you would enter:

timeOffset(Average(onScorecardScorecards(“Decreased Costs”)), -1y)


Using VariablesUse vResult to perform calculations using a variable.

➤ To use vResult:

1 Select Application Data > Measures, and double-click vResult.

2 Select the variable to use.

For example to insert the current value of the American dollar, you would enter:

vResult(“US Dollar”)

Using Dimensional MeasuresUse dimensionalMeasure to perform calculations using a single dimensional measure. See“dimensionalMeasure” on page 136.

Use dimensionalChildren to perform calculations using the values of dimensional measuresand their children. For example, a calculation you perform using the ItalianOffices measure inthis dimension outline, is also applied to the Florence, Venice, and Rome child measures.

● European Offices

❍ Italian Offices

❏ Florence (child)

❏ Rome

❏ Venice

See “About Using dimensionalChildren” on page 137.

dimensionalMeasureUse dimensionalMeasure to perform calculations using the values of one dimensionalmeasure or child measures in an outline. For example, you could use this function to performcalculations using only data for the Venice measure in this outline:

● Italian Sales Offices

❍ Florence

❍ Rome

❍ Venice

● German Sales Offices

➤ To use dimensionalMeasure:

1 Ensure that you are modifying the template that generates the dimensional measure that you want to use.

2 Select Application Data> Dimensional Data, and double-click dimensionalMeasure.


3 Select the template that generates the dimensional measures to use from the Select Template box.

This inserts: dimensionalMeasure(attribute, “template”, [“dimensionalmember1,” “dimensional member2”...])

4 Replace attribute with the kind of value, such as score, that you want to use.

5 Replace dimensionalmember1 and dimensionalmember2 with the names of the dimensions usedto generate the dimensional measure that you want to use.

Note:

If the measure is generated using only one dimension, delete the dimensionalmember2placeholder. If the measure is generated using more than two dimensions, specify eachdimension.

6 Place the cursor before dimensionalMeasure and insert the operation or function to perform.

For example, this formula finds the highest product revenue result gathered by the Venicedimensional measure:

MAX(dimensionalMeasure(result, “Revenue”, [“Venice”, “Products”]))

About Using dimensionalChildrenUse dimensionalChildren to perform a calculation, or use the values of all child measuresbelonging to a higher-level dimensional measure.

DimensionalChildren has this syntax:

dimensionalChildren(attribute, “template”, [“dimension1”, “dimension2”...])

Replace the placeholders with this information:

● Attribute: Specify the kind of measure value, such as result, that you want to use.

● Template: Specify the name of the template that generates the dimensional measures youwant to use.

● Dimension1: Specify the name of each dimension that generates the dimensional measuresthat you want to use.

For example, assume an organization has sales offices in Europe and North America. The numberof sales (Revenue) each office makes is tracked using a Revenue template, a Product dimension,and an Office dimension. To identify the office that makes the largest number of sales, you coulduse this formula:

MAX(dimensionalChildren(result, “Revenue”, [Office”, “Products”]))

Using dimensionalChildren

➤ To use dimensionalChildren:

1 Ensure that you are modifying the template that generates the dimensional measures that you want to use.


2 Select Application Data> Dimensional Data, and double-click“ dimensionalChildren”.

3 Select the template that generates the dimensional measures that you want to use from the Select Templatebox.

This inserts: dimensionalChildren(attribute, “template”, [“dimension1,”“dimension2”...])

4 Replace attribute with the value, such as score, that you want to use.

5 Replace dimension1 and dimension2 with the names of the measures that you want to use, andwhose children that you want to use.

6 Place the cursor before dimensionalChildren and insert the operation or function to perform.

For example, this formula uses the average score of the dimensional measures and their childrento track the revenue of each Italian office:

Average(dimensionalChildren(score, Revenue, [Italy, Products]))

Validating FormulasYou can perform two levels of validation to identify and resolve formula errors:

● To validate the formula of an open measure or performance indicator, select the formulaand click Validate. See “Resolving Common Errors” on page 138.

● To validate the formulas of all measures and performance indicators, use the Formula ErrorReport. See “Validating all Formulas” on page 139.

Resolving Common ErrorsThis table identifies common formula errors.

Error Solution Example

Missing brackets Enclose all functions, such asmResult,between a set of brackets.

A formula must have a set of each coloredbracket.

Correct: Average(mResult(”Measure”))

Incorrect:

Average(mresult“measurename”)

Missing quotation marks Enclose the name of any object you use in ameasure, in quotation marks.

To find the lowest score of a measure onthe Revenue scorecard:

Correct: MIN(onScorecardMeasures)

score,“Revenue”))

Incorrect: MIN(onScorecardMeasures)score,Revenue))


Error Solution Example

Missing square brackets Enclose the name of all dimensional measuresthat you use in a formula in square brackets.

Incorrect: MAX(dimensionalMeasure(result, “Revenue”,[“Venice, “Products”) Correct:MAX(dimensionalMeasure(result, “Revenue”,[“Venice”, “Products”])

“this” Remove the quotation marks since this refersto the current measure.

(this) Remove the brackets since this refers to thecurrent template.

Validating all FormulasUse the Formula Error Report to identify objects in an application that have errors in theirformulas. The report identifies errors in the following:

● Measure result, target, score, and period-to-date formulas

● The range for performance indicators

● Formulas that are used to trigger alerts

To generate a Formula Error Report, select Administration > Formula Errors. The reportprovides this data that you can use to resolve errors:

● The name of the measure or performance indicator that has an error in its formulas

● The kind of formula, such as score, that contains the error

● Section of the formula that is invalid

● An explanation of why the section is invalid

Validating Formulas 139


CFrequently Asked Questions

In This Appendix

Images and Attachments... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 141

Maps ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 142

Measures and Scorecards ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 143

Alerts .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 143

Images and AttachmentsWhy do image files with special characters in the file name sometimes not display correctly?

Images with non-standard characters in their names, such as the Euro symbol, may not displayon Tomcat. Perform this procedure to resolve this issue.

➤ To use files whose names contain non-standard characters:

1 From the Performance Scorecard deployment directory open server.xml in any text editor.

2 Locate this portion of code:

enableLookups="true" redirectPort="8443"acceptCount="100" debug="0" connectionTimeout="20000"useURIValidationHack="false" disableUploadTimeout="true"/>

3 Add this code to the last line:

URIEncoding="UTF-8"/>

The code should now look like this:

enableLookups="true" redirectPort="8443"acceptCount="100" debug="0" connectionTimeout="20000"useURIValidationHack="false" disableUploadTimeout="true" URIEncoding="UTF-8"/>

4 Save and close the file.

Images and Attachments 141

MapsDo I have to define Strategy Trees and Accountability maps?

No. However, the ability to align performance with individual strategy goals and business unitsis a key feature of the product. Consequently, building maps enables you to identify the elementsresponsible for performance and adjust these elements as needed to improve performance

I am using UNIX and receive an “Unable to load Strategy map” error message when I open aStrategy map. How can I resolve this issue?

Perform the steps for your application server:

On Tomcat:

This section explains how to modify the file that enable you to open a Strategy map if you areusing Tomcat.

➤ To open a Strategy map:

1 Stop Performance Scorecard and the application server.

2 In any text editor, open startHPS.sh.

This file is in: <Scorecard install>\AppServer\Tomcat\5.0.28\ webReportsDomain\bin

3 Change this line of code:

CATALINA_OPTS=”Xms256 -Xm1024M

to:

CATALINE_OPTS=-Xms256M -Xmx1024M -Djava.awt.headless=”true”


5 Restart the application server and Performance Scorecard

On WebLogic:

This section explains how to modify the file that enables you to open a Strategy map onWebLogic.


1 In any text editor, open startHPS.sh.

This file is in: HPS install\AppServer\WebLogic\WebLogic version\webReportsDomain

2 Change this line of code:

JAVA_OPTIONS=-server -Xms256m -Xmx1024

to:

JAVA_OPTIONS=-server -Xms256m-Xmx1024m —Djava.awt.headless=true

142 Frequently Asked Questions


On WebSphere:

The steps in this section enable you to open a Strategy map on WebSphere.


1 Log on to the WebSphere Administration Console.

2 Select Application Servers\webreportsDomain\Process Definition\Java Virtual Machine\CustomProperties.

3 Enter “java.awt.headless” in the appropriate box.

4 Enter true as the filed value.

5 Click Apply and then Save Link.

6 Log out of the console.

Measures and ScorecardsCan I insert measure data from different sources in applications?

Yes, you can use data from multiple sources such as SAP, JD Edwards, Oracle Financials, AnalyticServices and spreadsheets using Oracle's Hyperion® Application Link.

How many characters can I use in a measure formula

You can use 2000 characters in a formula. However, large formulas may become difficult tomaintain and impact performance.

AlertsWhy do changes that should increase alert notifications being sent, not trigger notifications asquickly as expected?

Performance Scorecard looks for changes to business objects that may trigger alerts every 150seconds. Follow the steps below to change this interval.

➤ To change the alert time interval:

1 Navigate to the directory for your application server:

● Tomcat: <Hyperion Install>\hps\9.3.1\Appserver\installedApps\Tomcat\5.0.28\webappsconf\config

● WebLogic and WebSphere: <application server>\webappsconf\config

2 Open AlerterConfig.properties in any text editor.

3 Scroll to Data Change Monitor Settings .

Measures and Scorecards 143

4 Change the default value of 150 seconds as required:

hyperion.hps.data_watcher_service.class_name=com.hyperion.pmd.hps.service.datawatcher.AuditTrailWatcherWithCacheSynchronizerhyperion.hps.data_watcher_service.change_check_interval_seconds=150


144 Frequently Asked Questions

Glossary

accountability element or team Used on Accountability

maps, accountability element represent the individuals or

groups responsible for performing specific tasks or taking

ownership of specific strategy elements. Also called Critical

Business Area or Business Area.

accountability map A hierarchical representation of the

responsibility, reporting, and dependency structure of your

organization. Accountability maps depict how

accountability elements (also called Critical Business Areas)

in your organization interacts to achieve strategic goals.

admin security role One of three default security roles

provided, this role enables users to whose account it is

applied to perform administrative tasks, such as create

domains, manage user accounts, enable external

authentication, and useOracle's Hyperion® Shared Services.

alert Object to which you subscribe to receive E-mail

notification when performance for business objects departs

from a defined acceptable range. Alerts can also be created

to prompt subscribers when application-building tasks,

such as measure result collection or initiative completion,

are approaching or past their specified completion date.

alerter Component of Oracle's Hyperion® Performance

Scorecard – System 9 that facilitates alert notification E-mail

and enables administrators to monitor alert activity. The

alerter is deployed as a separate application to the Web

application server.

alias Another, more intuitive or meaningful name for

members or dimensions in an Essbase outline.

application A program running within a system.

audit report An administrative feature that contains a

record of all modifications made to the application and

application components. Use the report to access

information about which applications or application

components have been modified, when, and by whom.

Balanced Scorecard A framework that emphasizes the role

of your organization's strategy and the achievement of

strategic goals based on the use of financial, customer,

internal, and learning and growth perspectives.

business area See critical business area (CBA).

business object Any application component, such as a

scorecard, measure, employee, variable, or framework.

Changes to business objects are tracked using the Audit

report.

cascading scorecard A scorecard that uses the scores of

other, lower-level scorecards. For example, if you are

building a scorecard for an element or employee that is

responsible for, or whose performance should be affected

by a lower-level scorecard score, you can add the lower-level

scorecard to the scorecard you are building.

child An application component that is directly connected

to another (parent) component as seen on maps, strategy

trees, and with scorecards.

collection extension An additional number of days that

increase a measure's frequency, during which a measure's

result collector can enter or modify measure results before

the measure is locked. For example, for a measure with an

expected collection date of May 26th, giving a collection

extension of 3 days means that result collectors for the

measure have until May 29th to enter or modify result

values. After this date, May 30th and onward, the measure

is locked.

collection frequency Generates a list of expected measure

result collection dates. For example, to collect measure data

twice a year, specify a collection frequency of semi-annually.

If the dates calculated by this frequency elapse without a

result being entered, and a collection extension for the

measure is not given, the measure becomes locked.

Glossary 145

comparator Also called a target, a comparator is a specific

result value which a measure is expected or anticipated to

collect in a particular period of time. Use multiple measure

comparators to assess measure results against a variety of

internal or external values. Comparator values are entered

using Hyperion Performance Scorecard's reports.

composite measure A measure that uses another measure's

data to calculate results. For example, employee

productivity can be expressed as a composite measure

because it can be assessed by examining: hours worked by

employee, quantity of employee work, and quality of

employee work.

critical business area (CBA) Individuals organized into

functionally-related groups such as departments and

project teams that are assigned to specific strategy goals and

responsible for specific actions. Also accountability element

or business area.

critical success factor (CSF) A capability that must be

established and sustained to achieve a strategic objective. A

CSF is owned by a strategic objective or a critical process

and is a parent to one or more actions.

designer Security role assigned to users and employees who

build and modify applications and scorecards using the

Designer work area. A designer user account is also provided

with the product that can be used to log on and use Hyperion

Performance Scorecard before specific user accounts have

been created.

designer security role One of three default security roles

provided, this role enables users to create and modify

business objects such as measures, maps, and employees on

the Object View.

dimension Describes the type of measure data collected by

the application. Dimensions are used to identify data

groups. For example, the dimension Geography could

contain North America, Europe, and Australia.

dimension measure template Template with one or more

associated dimensions that is a used to create dimensional

measures. Associating a dimension with a Dimension

Measure Template automatically creates a dimension

measure for each dimension member within the associated

dimension.

dimensional measure A measure that collects results where

to data points intersect, such as Sales- byregion. Generate

dimensional measures by assigning dimensions to a

measure template.

domain Object that represents either a functionally or

geographically distinct business area, such as a regional

office, or a department within an organization. Most

business objects, such as measures, employees, and

scorecards are assigned to a particular domain. For example,

scorecards assessing employee productivity may belong to

the Human Resources domain.

employee Users responsible for, or associated with, specific

business objects. Employees do not necessarily work for an

organization, such as an analyst or consultant. An employee

must be associated with a user account for authorization

purposes.

employee profile report Provides detailed information

about each employee in your application, including the

employee's scorecard and responsibilities.

equalize A scorecard building feature that enables users to

assign the same weighting to all measures on a scorecard.

external authentication Logging on to Hyperion

applications by means of user information stored outside

the application, typically in a corporate user directory such

as MSAD or NTLM.

framework A methodology that facilitates a disciplined

approach to translate performance strategy into action.

Frameworks identify areas that are critical to the

achievement of organizational goals and performance

targets and outline how they must act to achieve the mission

and vision of the organization. Commonly used frameworks

include Balanced Scorecard and Malcolm Baldridge.

frequency Determines when, how often, and the latest

possible date on which measure results must be collected.

and result frequency.See collection frequency.

initiative Individual or groups of tasks used to achieve

strategic objectives. In a Hyperion Performance Scorecard

application, each action box represents an activity or task

that helps to accomplish a strategic objective.

146 Glossary

initiative status report Lists the strategy and accountability

elements to which initiatives are attached and the

individuals or groups who are responsible for carrying them

out. The Initiatives Status report also identifies the status,

priority, and assigned completion date of each initiative.

integration Process that is run to move data between

Hyperion applications using Shared Services. Data

integration definitions specify the data moving between a

source application and a destination application, and enable

the data movements to be grouped, ordered, and scheduled.

locked business object report Identifies and unlocks

business objects such as measures, targets, and reports that

are locked because they are being modified or have become

otherwise frozen.

map Navigator A feature that displays your position on

maps or Strategy trees. Your current position is indicated

by a red outline.

measure Objective, quantifiable data that indicates the

level of progress toward a performance target. Measure

results can be scalable (fall within a range of values) or

absolute. Measures are associated with strategy elements

and accountability teams.

measure performance report Performance Scorecard

report that provides detailed information about each

measure.

measure permissions Setting specified for a user account's

security role that provides global or conditional access to

measures.

member Dimension members describe the individual

measures that can be categorized and analyzed by a

dimension. For example, the dimension Geography could

have North America, Europe, and Australia as its measure

members. Although members are created for dimensions,

you can create submembers for other members.

mission A statement that defines the immediate, key

business goals of the accountability teams or critical

business areas that form the structure of that organization.

model (1) In data mining, a collection of an algorithm's

findings about examined data. A model can be used

(applied) against a wider set of data to generate useful

information about that data.(2) A file or string of content

containing an application-specific representation of data.

Models are the basic data managed by Shared Services.

Models are of two major types: dimensional and non-

dimensional application objects. (3) In Oracle's Hyperion®

Business Modeling, a network of boxes connected to

represent and calculate the operational and financial flow

through the area being examined.

multidimensional database Multidimensional databases

examine data from several categories of data called

dimensions. Dimensions are subdivided into smaller

components called members. Multiple views of data sets are

supported.

non-dimensional model In Shared Services, a type of

model that includes application objects, such as security

files, member lists, calculation scripts and Web forms.

normalize This feature is a scorecard building option that

can be used if a scorecard's weight must add to 100, but users

want to retain the different weighting ratio for each measure

and perspective on the scorecard.

note Additional information associated with a box,

measure, scorecard or map element.

owner The individual or group responsible for a strategy

element.

parent An application component, such as an Entity or

strategic objective that has one or more application

components below it on a map that are directly connected

to it. These components are called its children. Scorecards

can also be parents if lower-level scorecards are attached to

them.

performance indicator An image file used to represent

measure and scorecard performance based on a range you

specify; also called a status symbol. You can use the default

performance indicators or create an unlimited number of

your own.

permission Security role setting that defines user access to

scorecards and measures.

Glossary 147

perspective A category used to group measures on a

scorecard or strategic objectives within an application. A

perspective can represent a key stakeholder (such as a

customer, employee, or shareholder/financial) or a key

competency area (such as time, cost, or quality).

primary measure A high-priority measure that is more

important to your company and business needs than many

other measures. Primary measures are displayed in the

Contents frame and have Performance reports.

private application An application for the exclusive use of

a product to store and manage Shared Services models. A

private application is created for a product during the

registration process.

product In Shared Services, a product is an application

type, such as Oracle's Hyperion® Planning – System 9.

promotion Means of transferring application data to a

different environment or database server. Promotion is

essentially the replication of application data from one

environment such as development to another environment

such as production.

range Scale or formula used to interpret measure results

and determine what performance indicators are displayed.

Each range is attached to a performance indicator and you

must specify the range for each performance indicator. For

example, to have the green performance indicator display

when measure results are higher than 90 but less than 100,

enter a range of 90 <x <100.

restriction Means of denying access to specific measures,

scorecards, and web pages. Restrictions are applied to

security roles which are applied to user accounts.

result A value that an application collects for measures. If

you have the required permissions, you can use the Result

Collection report to enter or modify measure results.

result date The day on which Hyperion Performance

Scorecard collects a measure result value as determined by

a measure's frequency, for use in reports.

result formula A measure's result formula determines how

measure result data is calculated and assessed. For example

a result formula for the measure Net Income could be:

((mResult(”Net Sales”) - mResult(”Cost of Sales”)) -

mResult(”Operating Expenses”).

role The means by which access permissions are granted to

users and groups.

score The level at which specified targets are being

achieved. It is usually expressed as a percentage of the target

for a given time period.

scorecard Business Object used to represent the progress

of an employee, strategy element, or accountability element

toward specific goals. Scorecards ascertain this progress

based on the data collected for each measure and child

scorecard you add to the scorecard.

scorecard report A report that presents the results and

detailed information about scorecards attached to

employees, strategy elements, and accountability elements.

scoring formula A score formula for a measure determines

how the measure's results will be assessed to produce a final

measure score.

secondary measure A low-priority measure that is less

important to you than primary measures. Secondary

measures do not have Performance reports but can be used

on scorecards and to create dimension measure templates.

service provider Authentication provider.

shared application A designated area on Shared Services

that enables two or more products to share their models.

Shared Services Application enabling users to share data

between supported Hyperion products by publishing data

to Shared Services and running data integrations.

Stern Stewart's EVA Framework. Framework reputed to

capture the true economic profit of an organization by

calculating the net operating profit minus an appropriate

charge for the opportunity cost of all capital invested in an

enterprise. This framework is meant to provide the most

accurate measure of corporate performance over any given

time.

strategic objective (SO) A long-term goal defined for an

organization that is stated in concrete terms whose progress

is determined by measuring results. Each strategic objective

is associated with one perspective in your application, has

one parent, the entity, and is a parent to critical success

factors or other strategic objectives. It also has measures

associated with it.

148 Glossary

strategic theme High-level categories of strategy you can

use to group lower-level strategy elements on Strategy maps.

strategy map Identifies how strategy elements are

interrelated and how they work together to meet your

organization’s strategic goals. Consequently, Strategy maps

enable you to anticipate how changes in one strategy

element affect other strategy elements.

strategy tree A detailed representations of how your

organization translates its high-level mission and vision

statements into lower-level, constituent strategic goals and

objectives.

synchronized The condition that exists when the latest

version of a model resides in both the application

andOracle's Hyperion® Shared Services.See model.

target The expected result for a measure for a specified

period of time, such as a day, quarter, month and so on. You

can define multiple targets for one measure.

trend How the performance of a measure or scorecard

changed since the last reporting period or a date that you

specify.

user directory A centralized, corporate store of user and

group information. May also be referred to as a repository

or provider.

variable A value that changes due to external influences

that is used in composite measure calculations. Examples of

variables are inflation rate and currency exchange rates.

vision Definition created by a business or organization of

its goals and business strategies.

weight A value assigned to an item on a scorecard that

indicates the relative importance of that item in the

calculation of the overall scorecard score. The weighting of

all items on a scorecard accumulates to 100%. For example,

to recognize the importance of developing new features for

a product, the measure for New Features Coded on a

developer's scorecard would be assigned a higher weighting

than a measure for Number of Minor Defect Fixes.

Glossary 149

150 Glossary

Index

AAccountability elements, see Business areas, 32Accountability maps

creating, 53deleting, 62description, 46modifying, 59

adding a logo to the masthead, 111alerts

description, 101subscribing others to, 101unsubscribing others from, 102

Aliasdimensions, specifying for, 87members, specifying for, 87

Annotationreporting categories for, creating, 110

Annotation creatorassigning employee to accountability elements, 54assigning employee to strategy elements, 52description, 42

Applicationdescription, 12preferences

calendar, setting up, 107external web pages and BI+ Reports, linking,

109frequency, defining for all measures, 106masthead, modifying, 111measure scoring limits, defining, 103missing values, handling, 104report periods and categories, creating, 110scorecard display, 110unavailable measure results, handling, 104

Application frameworkcreating, 31description, 28specifying, 30

BBalanced Scorecard framework, description, 28Baldridge Criteria framework, description, 29Browser view

customizing, 25description, 25

Business areascreating, 53description, 51hierarchy, defining, 32

Business areas:employees, associating with, 54Business objects

description, 12locked, 17naming conventions, 17

Ccalculations

excluding missing data, 104measure, 68using old or missing data, 104

Calendarfiscal year start date, defining, 107year type, defining, 108

Collection extensiondefinition, 66measure, assigning to, 79measures, assigning to all, 106

Collection frequencydescription, 65specifying, 78

Composite measures, description, 70Context menu, 25creating

Accountability maps, 53custom ranges, 76dimensional measures, 88

A B C D E F G K L M N O P R S T U V W

Index 151

frameworks, 30measures, 77named ranges, 75scorecard templates, 96scorecards, 93Strategy maps, 55targets, 73units, 72variables, 73

Custom rangescreating, 76

DDimension

creating, 87description, 85

Dimension measure templatesmodifying, 91

Dimensional measurescreating, 88description, 71

Dimensional outlinescreating, 87description, 85modifying, 91

Domainsdescription, 12

EEmployees

copying, 44creating, 39creating primary scorecard, 41description, 37modifying, 44responsibilities

assigning, 41responsibilities, transferring, 42

Entitycreating, 52, 54

FFiscal year start date, 107Formulas

complex, creating, 115measure

result, 68score, 68target, 68

Frameworksapplication framework, specifying, 28Balanced Scorecard, 28Baldridge Criteria, 29copying, 34creating, 29deleting, 34description, 13Key Performance Indicator (KPI), 29modifying, 34Stern Stewart Integration EVA, 28terminology, customizing, 34using provided, 30

Frequencyapply to one measure, 78applying to all measures, 106settings, 66types

collection, 106collection extension, 106result, 106

Frequently asked questions, 141

Ggenerating dimensional measures, 88

KKPI framework, description, 29

Llinks

reports and webpages, adding, 109locked business objects, description, 17locking scorecard templates, 96logging on to Performance Scorecard, 19logo, adding to masthead, 111

MMap elements

Accountability map, creating for, 54Strategy maps, adding to, 56Strategy Trees, creating for, 52


152 Index

types, 49Maps

Accountability, creating, 53deleting, 62linking, 61modifying, 58Strategy map, creating, 55Strategy Trees, creating, 51

Masthead, changing layout, 111Measure templates

copying, 92creating, 88modifying, 91

Measuresbefore creating, 71collection extension, defining, 66copying, 82creating

formulas, defining, 78performance indicators and ranges, defining, 81report options, defining, 79

description, 15modifying, 82period options, 67types

dimensional, 71non-dimensional, 70primary, 70secondary, 71uncollected, 67

MyViewcustomizing, 25description, 25

NNamed ranges

assigning to measures, 81assigning to scorecards, 99creating, 75description, 75

OObject view, description, 24Owner

description, 68

PPerformance indicators

creating, 74defaults provided, 69description, 69measures, defining for, 69modifying, 76scorecards, defining for, 95

Perspectivescreating, 31description, 27

Preferencesfrequency, setting for all measures, 106measure scoring limits, 103year type, specifying, 107

Primary measures, description, 71public alerts

subscribe, 102unsubscribe, 102

RRange

creating, 81custom ranges, creating, 76description, 69named ranges, creating, 75using multiple, 70

reporting periods, creating, 110Responsibilities

assigning, 41description, 41transferring, 42

Resultdescription, 64gathering

using formula, 68in external datasource, using, 89missing, 104

Result collectordescription, 68, 69measure, assigning to, 79

SScorecard templates



Index 153

Scorecardsbefore creating, 95creating, 97description, 16modifying, 100preferences, 110types, 94weights, 95

scoring limits, specifying, 103Secondary measures, description, 71Security roles, description, 18Stern Stewart Integrated EVA framework, description,

28Strategic Objective

creating, 52Strategic Themes


Strategy elementscreating, 52employees, assigning, 52hierarchy, defining, 32

Strategy mapcreating, 55

background, importing, 55strategy elements, adding, 56

description, 46modifying, 59

Strategy Treescreating, 51deleting, 62description, 45linking, 61modifying, 59

system dimensionsdescription, 86

system mapsdescription, 86

TTarget setter

description, 68, 69measure, specifying for, 79

Targetscreating, 73description, 65in external datasource, using, 89

specifyingusing Target Setter, 79

terminology, framework, customizing, 34types

measures, 70

UUncollected measures

description, 67using in calculations and reports, 104

Unitscreating, 72description, 65

VVariable

description, 68Variables

creating, 73

Wweights, using on scorecards, 95


154 Index

Documents

HYPERION® PERFORMANCE SCORECARD – SYSTEM 9 · 2007-08-15 · Chapter 6. Using Measures ..... 63 About Measures ..... 63 Componenst ..... 64