"Copyright The HR-XML Consortium. All Rights Reserved. http://www.hr-xml.org" Terms of license can be found in license.txt. Stand alone (but non-normative) version of schema, with all "includes" inserted explicitly. This file is auto-generated. It should be considered a "convenience" alternative to the normative versions. After merging all includes, the result is passed through a stylesheet which deletes any duplicative global components as well as any unused global types. Finally, it sorts by component name. Be sure to check the Xml Namespaces to ensure this result is what you requested. Must conform to ISO 3166 Representation of Countries. Must conform to ISO 4217 - Representation of Currency and Funds Values describing the reason for the performance appraisal. Enumerated values are: promotion, job change, and scheduled. Values describing the relationship between a performance appraisal process participant (e.g., a participant on a multi-rater panel) and the performance appraisal subject. Enumerated values include: customer, peer, supervisor, direct report, and self Values describing the purpose of the performance appraisal. Enumerated values are: compensation, developmental, and promotional. Values describing the appraisal schedule type. Enumerated values are: annual, midyear, interim, probation. Values describing status of a performance management process component (e.g., an Objective). Enumerated values are: in progress, complete, canceled, not known, and not applicable. Must conform to ISO 5218 - Representation of Human Sexes (0 - Not Known; 1 - Male; 2 - Female; 9 - Not specified) ISO 639-1 two character code is preferred, but not required. Contains ratings about a behavioral indicator that evidences an associated competency. A container for rater's comments. raterIdRef can be used to correlate the comment with a particular rater. Provides a structure for grouping and providing a summary score for a set of individual competencies. A reference to identify a competency. Contains rating information with respect to a single competency. A structure for a development goal or item included within a development plan. Defines a structure to capture information about the type and amount of incentives that might be part of a remuneration recommendation issued in connection with a performance appraisal or performance management process. A metric in an objective plan against which results will be measured. Includes a name or label to identify the metric and a value for any related numeric or text value expressing the required measure or dimension. Used when performance process involves multiple raters. Provides summary information, including the lowest score, highest score, mean score, and a percentile rating. Provides a structure for grouping and providing a summary score for a set of individual objectives. This element draws upon the "NumericValue" and "StringValue" global elements within CompetencyTypes. One or both may appear. A name assigned to a portion of a curve - a graph mapping the results of a comparison group. Provides a structure for grouping objectives within an objectives plan. Contains data related to an individual objective result or rating. This element draws upon the "NumericValue" and "StringValue" global elements within CompetencyTypes. One or both may appear. A name assigned to a portion of a curve - a graph mapping the results of a comparison group. Contains metadata about an objective included in an objective plan type. Contains rating information with respect to a single item within a "OtherRatingSection" -- that is, a section that is neither a CompetencySection or ObjectivesSection. Contains the start date and end date time period related to an employee performance management process. Contains basic information identifying a person with a role in an employee performance management process. Identifier for the person who is the subject of the EPM process. May be relevant in communicating to compensation/payroll systems. Container to allow choice of standard values or custom values describing the relationship of the rater to the appraisal subject. Enumerations are: customer, peer, supervisor, direct report, and self. A base type that is reused in several types related to remuneration recommendations that are developed as part of a performance appraisal or performance management process. Contains information relating to a pay or remuneration change related to a performance management result. A base type for common items used by EPMCompetencyGroupResultType and EPMOtherRatingGroupResultType. This element draws upon the "NumericValue" and "StringValue" global elements within CompetencyTypes. One or both may appear. A name assigned to a portion of a curve - a graph mapping the results of a comparison group. A base type for common items used by EPMCompetencySingleResultType and EPMOtherRatingSingleResultType. An identifier for the score. An boolean indicating whether or not minimum thresholds have been satisfied. "Label" of the score The relative value or importance of the associated component. This element draws upon the "NumericValue" and "StringValue" global elements within CompetencyTypes. One or both may appear. A name assigned to a portion of a curve - a graph mapping the results of a comparison group. This is a base type used to provide summary scoring for a particular performance appraisal section. An boolean indicating whether or not minimum thresholds have been satisfied. "Label" of the score Provides a choice between a standard and non-standard value describing a status of a performance management process component (e.g., an Objective). Enumerated standard values are: in progress, complete, canceled, not known, and not applicable. Same as above, but Id is not required. Contains a value indicating a level of proficiency. The scale and meaning of the proficiency level value is determined within the context of the particular competency taxonomy referenced. A container to allow summary scores for a class of raters (for example, customers) A repeatable container designed to capture the score of an individual rater. Deprecated in favor of OrganizationName element. Contains a value indicating a level of proficiency. The scale and meaning of the proficiency level value is determined within the context of the particular competency taxonomy referenced. In order to prevent a possible "ambiguous content model" errors in an instance, unbounded sequences were either eliminated from or deprecated in all HR-XML schemas. Removing unbounded sequences ensures that ambiguous errors are not found in an instance. The unbounded sequence here is officially deprecated and will be changed to a single sequence. A globally scoped element containing an identifier for a competency being referenced. This element is mainly for documentation purposes. SpecifiedCompetencyReferenceType would generally be used with an element named for the context in which it appears. For example, the CompetenciesAssessed elment within AssessmentCatalog extends SpecifiedCompetencyReferenceType. HR-XML Technical Steering Committee endorsed extension element.