# Absence Management — Module Case > Accrual and entitlement plans, eligibility profiles, and absence calculations. Exported 2026-10-05 from HCM Studio by Digi Tracks. ## Coverage 10 of 12 planned lessons are published. This is partial coverage, not a complete course. 1 recorded gap remain, listed below. Published: **10 of 12** planned lessons. Content in this export: 10 lessons, 0 procedures, 0 scenarios, 10 assessments. Recorded gaps (see /sources/gaps for the full register): - ABSENCE-GAP-001 ## What this module is for Accrual and entitlement plans, eligibility profiles, and absence calculations. Depends on **Core HR**. ## Lesson: Absence Management: six components and a setup order The six objects an absence policy is built from, which of them actually decide entitlement, and the documented order to build them in — with the unit-of-measure rule that silently decides whether a plan and a type agree. Estimated time: 14 minutes · Difficulty: foundation **Objectives** - Name the six absence components and state what each one decides - State the documented setup sequence and say why the order is not optional - Explain the unit-of-measure rule between an absence plan and an absence type - Diagnose a missing entitlement by naming which component was never associated ### Diagram: The four setup steps, in order *Alt text:* The four documented Absence Management setup steps, from lookups and rate definitions to absence categories. *Long description:* The documented setup sequence for Absence Management has four steps, and it is a build order rather than a containment chain. First, add new values to lookups, value sets and flexfields based on your requirement, write fast formulas to include rules in the absence objects in addition to the predefined ones, and create rate definitions to define payment rates for absence plans. Second, create absence plans to define rules for time accruals and entitlements, create certification requests that workers must complete to continue receiving entitlements during absence periods, and create absence reasons that workers select while recording absences. Third, create absence types such as sickness leave or vacation, and associate each type with the relevant plans, reasons and certifications. Fourth, create absence categories such as personal leave or medical leave, and associate them with the relevant absence types for reporting purposes. Each step creates objects the next step needs, and the step most implementations skip is the first - the lookups, value sets, flexfields, formulas and rate definitions - because nothing visibly depends on them yet. The step most implementations do out of order is the third, because an absence type is the object a worker can see, and saving one with no plan associated produces an absence that records cleanly and carries no entitlement at all. The fourth step is the only one that exists purely for reporting: an absence category groups absence types for reporting and analysis, and decides nothing about what a worker is owed. **Claims** - ABS-COMP-001 - ABS-COMP-002 - ABS-COMP-003 - ABS-COMP-004 - ABS-COMP-005 - ABS-COMP-006 - ABS-COMP-007 - ABS-SETUP-001 - ABS-SETUP-002 ## Lesson: The six absence plan types, and when each one is the right one Accrual, qualification, no entitlement, agreement, compensatory and donation are alternatives rather than a progression — and the mistakes that come from reading them as one. Estimated time: 13 minutes · Difficulty: intermediate **Objectives** - Name the six absence plan types and state what each one is for - Explain the difference between a plan that accrues a balance and a plan that decides entitlement - State the documented use of a no entitlement plan alongside a qualification plan - Choose the plan type for a given leave policy and say why the others do not apply ### Diagram: Six plan types, one question *Alt text:* Six absence plan types as alternatives, grouped by whether they accrue a balance or decide an entitlement. *Long description:* Six absence plan types are created with the Absence Plans task in the Absences work area, and they are alternatives rather than a progression. An accrual plan accrues time for paid leave, such as a vacation plan, and configures the length and type of the accrual term, the maximum time a worker can accrue in a term, and the maximum time that can be carried forward to the next term. A qualification plan is for workers who qualify for the plan and receive payments during the absence, and configures the payment percentages that apply for specific periods during the absence for specific workers. A no entitlement plan tracks unpaid absences without maintaining an accrual balance or providing leave entitlements, and can be used in combination with a qualification plan - for example where a worker is not eligible for a standard maternity absence qualification plan. An agreement plan is created in accordance with statutory rules for use under an agreement, such as a shared parental leave agreement allocating paid or unpaid time off among parenting partners. A compensatory plan tracks earned compensatory time offered as compensation for working outside of regular work schedules instead of paying overtime. A donation plan tracks donated time that a worker receives, where workers donate their accrual plan balance to a coworker who needs additional time off and is eligible to receive it. The pair most often confused is the qualification and no entitlement pair. One decides entitlement and payment percentages; the other deliberately decides neither a balance nor an entitlement, which is precisely why the two are used together rather than instead of one another. Reading the six as a sequence - accrual, then qualification, then no entitlement - is what makes a worker who does not qualify for the standard maternity plan look like a case with no plan at all, when the documented answer is the combination. **Claims** - ABS-PLAN-001 - ABS-PLAN-002 - ABS-PLAN-003 - ABS-PLAN-004 - ABS-PLAN-005 - ABS-PLAN-006 - ABS-PLAN-007 ## Lesson: How an absence becomes a number of hours The schedule search order that converts two calendar days of absence into a quantity of leave, the start point on the absence type that decides where the search begins, and the 8:30a to 5:00p default that fires when nothing is found. Estimated time: 13 minutes · Difficulty: intermediate **Objectives** - State the schedule search order and name the fallback when no schedule is found - Explain how the start point on an absence type changes where the search begins - State the condition under which the schedule is used to determine duration at all - Diagnose a wrong absence duration by locating which of the four search levels produced it ### Diagram: Four levels, then a default nobody sees *Alt text:* The four-level schedule search for an absence duration, ending in a default of 8:30a to 5:00p. *Long description:* The process that identifies an individual's official schedule for a selected time period searches in a fixed order and stops at the first answer. First, published schedule, built from the employment work week, the primary work schedule or the standard working hours for each person, or from published schedules in other scheduling applications, and showing applicable calendar events and absences. Second, the employment work week held on the person's employment record, whose schedules also show applicable calendar events and absences. Third, the primary work schedule, which can be associated with the primary assignment of the person at position, job, department, location, legal employer or enterprise level, and which also shows assigned calendar events and resource exceptions and applicable absences. The process moves through the hierarchy in the specified order and stops as soon as it finds a primary schedule. Fourth, standard working hours, included in the person's primary assignment. If the process does not find a schedule, it uses the default hours 8:30a to 5:00p, and that fallback is silent: no error is raised, and the resulting duration is a plausible number that nobody would query. Calendar events and resource exceptions that exist in the primary work schedule affect everyone's schedules regardless of level. The work schedule determines the duration of the absence, so an employee who takes 2 days of absence while on a 4-hour schedule has an absence duration of 8 hours - the schedule, not the calendar, is what converts days into leave. The absence type can move where the search begins, with its Schedule Hierarchy Start Point field under the Type Attributes tab choosing published schedule, work schedule, assignment hours details or work pattern, and the application then continues down until it finds the schedule or the relevant work hours. **Claims** - ABS-SCHED-001 - ABS-SCHED-002 - ABS-SCHED-003 - ABS-SCHED-004 - ABS-SCHED-005 - ABS-SCHED-006 - ABS-SCHED-007 - ABS-SCHED-008 - ABS-SCHED-009 ## Lesson: From a submitted absence to an entitlement The six rules on an absence type that decide what happens between a worker submitting and an entitlement existing, and the six processes that calculate, confirm and withdraw the result. Estimated time: 15 minutes · Difficulty: intermediate **Objectives** - Name the six approval and processing rules on an absence type and state what each enables - Explain what deferred processing changes and which process confirms it - Explain the three states a scheduled absence can be reprocessed in by the Evaluate Absences process - Diagnose an absence that is recorded but has no entitlement ### Diagram: Submitted is not entitled *Alt text:* The four states between a recorded absence and an entitlement, with the rules on the absence type that decide which gate applies. *Long description:* A worker records an absence against an absence type, and the absence becomes scheduled. Between that state and an entitlement existing sits a gate, and the absence type decides which gate. Six approval and processing rules are configured on the absence type. Approval processing makes all absence submissions require approval, and the absence sits in awaiting approval until somebody approves it. Approvals reset on update means an updated scheduled absence returns to awaiting approval, so a date correction re-opens an approval that was already granted. Deferred processing means a scheduled absence has no impact on accrual balance or entitlements until it is confirmed, and the Evaluate Absences process is what confirms it - which means submission does not trigger the calculation at all, rather than triggering it late. Additional payload attribute configures the absence approval flow routing, so approvals can be routed the way the organisation actually works. Concurrency lets a worker receive concurrent entitlements through different absence types for absences scheduled for the same time and day, which is what stops two types claiming the same period. Payable after termination lets a worker receive qualification entitlements even after termination, because in some legislations the entitlement for maternity or adoption leave continues to be paid after employment ends. Six processes run from the Schedule and Monitor Absence Processes task: Evaluate Absences, Evaluate Certification Updates, Update Accrual Plan Enrollments, Calculate Accruals and Balances, Withdraw Accruals and Balances, and Generate Daily Breakdown of Absence Details. Evaluate Absences calculates entitlements for unprocessed absences based on absence plan rules, runs automatically when a user submits an absence unless deferred processing is enabled, and can also be run under special conditions such as extending an open-ended absence by 90 days, or when a work schedule changes and absence duration and plan deductions need recalculating. Its effective date parameter is required, and its record selection decides whether it reprocesses all matching records, only those with a duration change, only deferred absences, or only open-ended absences requiring an extension - so a run that looks successful can have skipped the absence in front of it. Withdraw Accruals and Balances exists for the case where the calculation or the dates were wrong and the balances must be rolled back. **Claims** - ABS-RULE-001 - ABS-RULE-002 - ABS-RULE-003 - ABS-PROC-001 - ABS-PROC-002 - ABS-PROC-003 - ABS-PROC-004 ## Lesson: Configuring an accrual plan: term, frequency, limits and carryover The eleven rule areas of an accrual plan, the two term types, the two balance frequency sources, the five carryover limit rules, and the difference between the annual accrual limit and the ceiling — using Oracle’s own vacation-plan example as the worked case. Estimated time: 18 minutes · Difficulty: advanced **Objectives** - Name the eleven rule areas configured on an accrual plan and say what each decides - Choose between a calendar-year and an anniversary-year term, and state what the continuous service date does and does not affect - Choose between person primary frequency and a repeating time period for accrual, including the 7-day minimum on a repeating period - Configure a carryover limit rule and an expiration, and state the 1-year cap on expiration and the rerun needed after a change - Distinguish the annual accrual limit from the ceiling, and explain when each reduces an accrual ### Diagram: The accrual plan as a pipeline *Alt text:* The accrual plan as a pipeline: term, frequency, band rate, annual limit and ceiling, then year-end rollover and carryover, with payment rules branching off. *Long description:* An accrual plan read as a pipeline. The accrual term sets the plan year: calendar year, restarting the same day next year, or anniversary year, starting on the hire date and restarting each anniversary — the continuous service date never moves the term start. The balance frequency source slices the term into accrual periods: person primary frequency accrues at the start of each payroll period, or a repeating time period of at least 7 days created in Manage Repeating Time Periods, which updates automatically when the payroll relationship changes and accruals run. Each period awards the band rate from the accrual matrix, which varies accrual rate, carryover and ceiling by length of service, location, grade or other derived factors, and bands can be date-effective. Two limits apply during the year: the annual accrual limit caps what accrues within the plan year and reduces that period’s accrual when exceeded, and the ceiling caps the total balance and can reduce it further. At year end the rollover is processed first, then the carryover with the leftover; a balance above both is paid out only if Disburse remaining balance is selected, otherwise it expires, carryovers can expire after a set time (at most 1 year unless the rule is No Limit), and negative balances carry over even at limit 0. Branching off the balance, the payment, disbursement, liability and final-balance rules price the leave with rate definitions and a payroll element. After any carryover or limit change, Calculate Accruals and Balances must be rerun with the last day of the previous term as the effective date. **Claims** - ABS-ACCRUAL-001 - ABS-ACCRUAL-002 - ABS-ACCRUAL-003 - ABS-ACCRUAL-004 - ABS-ACCRUAL-005 - ABS-ACCRUAL-006 - ABS-ACCRUAL-007 - ABS-ACCRUAL-008 - ABS-ACCRUAL-009 - ABS-ACCRUAL-010 - ABS-ACCRUAL-011 - ABS-ACCRUAL-012 - ABS-ACCRUAL-013 - ABS-ACCRUAL-014 - ABS-ACCRUAL-015 - ABS-ACCRUAL-016 - ABS-ACCRUAL-017 ## Lesson: Who may enroll: eligibility profiles and derived factors How an eligibility profile decides who can enroll in an absence plan and who can schedule its absences: create derived factors first, build the profile with include/exclude criteria, and remember that absence plans accept several profiles while an absence type accepts exactly one. Estimated time: 16 minutes · Difficulty: advanced **Objectives** - Associate an eligibility profile with an absence plan and state what the profile decides (enrollment and scheduling) - Create a derived factor before referencing it, and name the six factor types - Apply the combination rules: OR within one criteria type, AND across different types - Use include and exclude criteria correctly, and keep excluded criteria in a separate profile when mixing - State how many profiles an absence plan accepts versus an absence type ### Diagram: Eligibility as a pipeline *Alt text:* Eligibility as a pipeline: derived factors computed first, criteria assembled into a named reusable profile with include/exclude flags, then attached to an absence plan (one or more profiles) or an absence type (exactly one). *Long description:* Eligibility in Absence Management read as a pipeline. Worker attributes feed derived factors, computed first in Manage Derived Factors: six types — age, length of service, age+length of service, compensation, hours worked, full-time equivalent — each with determination rules such as evaluating age as of the first of the calendar year; length of service can start from adjusted service date, date of hire, original hire date or seniority date. Criteria — personal, employment, derived factors, related coverage — are assembled into an eligibility profile named for the criteria it defines (Age20-25+NonSmoker), each criterion with an include or exclude flag and a sequence number within its criteria type. Values within one criteria type are OR-ed; different criteria types are AND-ed; excluding a band includes all bands not excluded and vice versa; when mixing includes and excludes, keep exclusions in a separate profile. The profile attaches to the restricting object: an absence plan via the Eligibility section of the Participation tab, deciding who can enroll and who can schedule absences. Absence plans accept one or more profiles; absence types accept exactly one. A criterion referencing a factor that was never created matches nobody, silently. **Claims** - ABS-ELIG-001 - ABS-ELIG-002 - ABS-ELIG-003 - ABS-ELIG-004 - ABS-ELIG-005 - ABS-ELIG-006 - ABS-ELIG-007 - ABS-ELIG-008 - ABS-ELIG-009 - ABS-ELIG-010 - ABS-ELIG-011 - ABS-ELIG-012 - ABS-ELIG-013 - ABS-ELIG-014 ## Lesson: Fast formulas: the rules you write yourself Which absence rules accept a fast formula and which formula type each one requires — from absence type conversion and validation to accrual ceiling, carryover, entitlement and payment rates — plus how a formula is created and compiled, and how to tell a compilation error from an execution error. Estimated time: 18 minutes · Difficulty: advanced **Objectives** - State what Oracle Fast Formula is and why absence uses it alongside the delivered rules - Name the formula types for absence type conversion and validation - Map the accrual plan rule areas to their Global Absence formula types, and explain the two special cases (enrollment end needs an eligibility profile; the accrual event formula is linked by plan name) - Create a formula on the Fast Formulas page: name, type, description, effective date, formula text, compile, save - Distinguish a compilation error (syntax, at compile time, line number shown) from an execution error (data, at runtime) ### Diagram: Fast formulas as a gated pipeline *Alt text:* Fast formulas in Absence Management as a pipeline: the absence rule names its formula type, the formula is created and compiled on the Fast Formulas page, and failures split into compile-time syntax errors and runtime data errors. *Long description:* Fast formulas in Absence Management read as a pipeline. An absence rule — conversion or validation on an absence type; enrollment, duration, anniversary, accrual event, vesting, proration, ceiling, carryover, accrual matrix, partial period, payment, disbursement or donation rule on a plan — names exactly one Global Absence formula type, and that type is the only gate between the formula and the rule. The formula itself is created on the Fast Formulas page in My Client Groups: name, formula type, description, effective start date, then the formula text with its DEFAULT statements, then Compile and Save; when many formulas change at once, the Compile Formula process on Submit a Process or Report compiles them together. One rule is special: the Accrual Event formula is never attached — its name must equal the absence plan name, which links it automatically. Failures split by phase. At compile time the compiler stops at the first error and reports the line number and error type — syntax, statement order, uninitialized variable, type mismatch. At runtime the same formula can fail on data: divide by zero, no data found, NULL, a called formula not found, a recursive call, or a call hierarchy deeper than 10. A clean compile proves only the syntax; the data is tested when the formula runs. **Claims** - ABS-FORM-001 - ABS-FORM-002 - ABS-FORM-003 - ABS-FORM-004 - ABS-FORM-005 - ABS-FORM-006 - ABS-FORM-007 - ABS-FORM-008 - ABS-FORM-009 - ABS-FORM-010 - ABS-FORM-011 - ABS-FORM-012 - ABS-FORM-013 - ABS-FORM-014 ## Lesson: Certifications: the action items that gate continued pay How an absence certification requirement works: created with the Absence Certifications task and associated with an absence type on its Action Items tab, it triggers on demand or on the absence start date, runs through three phases that set a target status field and can reevaluate entitlements (override, recalculate, retract) — and it exists only for illness/injury and maternity absence types. Estimated time: 16 minutes · Difficulty: advanced **Objectives** - State the two-step configuration of a certification requirement and the absence patterns it supports - Distinguish the Documentation and Entitlement classifications and the Authorization, Timeliness and Other update rules - Choose between the on-demand and on-absence-start-date triggers - Apply the three phases (creation, due date passed, completion) and their target status fields - Apply the entitlement reevaluation rules — override, recalculate, retract — as of absence start date or action date ### Diagram: A certification requirement as a phase machine *Alt text:* An absence certification requirement as a three-phase machine: associated with an illness/injury or maternity absence type, triggered on demand or on the absence start date, and at creation, due date passed, and completion each phase sets a target status field and may reevaluate the entitlement. *Long description:* Absence certifications read as a phase machine, not a checklist. A certification requirement is an action item workers must complete to continue receiving entitlements during an absence; it is created with the Absence Certifications task in the Absences work area and associated with an absence type on the Action Items tab of the Create Absence Type page, and only absence types with the illness or injury and maternity patterns support it. The requirement triggers either on demand — HR adds the action item on the Manage Absence Records and Entitlements page — or on the absence start date, when it appears in the Edit Absence dialog box. Each of the three phases — on creation, on passage of due date, on completion — can set the certification status shown during absence recording (Primary Certification Authorized for an authorization rule, Late Notification Override for a timeliness rule) and can reevaluate entitlements as of the absence start date or the action date: Override a revised payment percentage, Recalculate per the plan’s payment rules, or Retract to stop payments. The worked Doctor’s Certificate example fires on the absence start date with a 14-calendar-day due date, sets the status True on creation and completion and False when the due date passes, and overrides the entitlement to 75% as of the action date when the due date passes unmet. **Claims** - ABS-CERT-001 - ABS-CERT-002 - ABS-CERT-003 - ABS-CERT-004 - ABS-CERT-005 - ABS-CERT-006 - ABS-CERT-007 - ABS-CERT-008 - ABS-CERT-009 - ABS-CERT-010 ## Lesson: Rate definitions: what one unit of absence costs How a rate definition prices a single unit of absence — categories (Derived Rate, Element, Value by Criteria, Grade Rate, Formula), contributors with periodicity and factors, conversion to the return periodicity, and min/max rules — which of the four absence payment rate rules reference it, and why the rate is only resolved in payroll, never in Absence Management itself. Estimated time: 18 minutes · Difficulty: advanced **Objectives** - State what a rate definition determines and where the rate is actually calculated and resolved - Associate a rate definition with an absence plan and name the four absence payment rate rules that use rate definitions - Choose a rate definition category and explain the Element storage types (Amount vs Factor) and their calculation paths - Build a derived rate: contributors, balance dimensions, periodicity conversion, factor rules - Apply minimum/maximum validation with the limit violation action, and decide live calculation versus the Generate HCM Rates process ### Diagram: A rate definition as a conversion pipeline *Alt text:* A rate definition as a conversion pipeline: contributors convert to their own periodicity, sum with factors applied first, convert once to the return periodicity, pass min/max — and only payroll resolves the rate. *Long description:* A rate definition read as a conversion pipeline. A category chooses the value source — Derived Rate (payroll balances or other rates via contributors), Element (Amount reads a flat-amount element’s Primary Input Value, Factor reads a factor-rule element’s Factor value), Value by Criteria, Grade Rate, or Formula. Each contributor is converted to its own periodicity, factors (Value multipliers) apply before conversion, and the add/subtract total is converted once more into the mandatory return periodicity and currency using a predefined conversion formula (Standard Rate Annualized, Standard Rate Daily, the working-hours variants) or a custom rule. Minimum and maximum rules with a Limit Violation Action (error, warning, enforce) validate the result; Return FTE Rate pro-rates for part-time workers. The finished rate is referenced from the absence plan’s Entries and Balances tab under one of four rate rules — Absence Payment, Final Balance Payment, Partial Disbursement, Liability Booking — all optional because rates can be defined on the payroll side. The boundary is the point: the rate is calculated and resolved only in Global Payroll or a third-party payroll, and a derived rate whose contributing balances were never populated by payroll runs generates no meaningful value. **Claims** - ABS-RATE-001 - ABS-RATE-002 - ABS-RATE-003 - ABS-RATE-004 - ABS-RATE-005 - ABS-RATE-006 - ABS-RATE-007 - ABS-RATE-008 - ABS-RATE-009 - ABS-RATE-010 ## Lesson: Qualification plans: paying an absence with no balance The plan type that pays workers who qualify for it during an absence without accruing a balance — the four rule areas (term, eligibility, enrollment/termination, payments), the four term types and when each applies, the overlap rules that decide how straddling absences count on rolling-backward terms, the entitlement band matrix that maps worker criteria to duration and payment percentage, and open-ended absences calculated for 365 days. Estimated time: 18 minutes · Difficulty: advanced **Objectives** - Contrast a qualification plan with an accrual plan: no balance is maintained; the plan decides entitlement and payment directly - Name the four qualification plan term types and say which one a rolling-backward assessment period is - Apply the Include, Exclude and Split overlap rules to an absence that straddles a rolling-backward term - Build the entitlement band matrix from derived factors or person attributes, with Qualification Details rows of duration and payment percentage - Decide enrollment/termination behaviour — whether payments continue on termination versus loss of eligibility — and read the entitlement result on the Manage Absences and Entitlements page, including the open-ended 365-day rule ### Diagram: A qualification plan as an evaluation, not an accrual *Alt text:* A qualification plan as an evaluation, not an accrual: the term picks the assessment window, the eligibility profile picks the worker, the band matrix pays the absence rows, and no balance is written. *Long description:* A qualification plan read as an evaluation pipeline. Unlike an accrual plan, no balance is maintained — the plan decides entitlement and payment directly. Four rule areas configure it. Plan term: the assessment period for which Evaluate Absence calculates entitlements for the total absent time — Calendar year (selected start, one year), Rolling backward (period preceding the absence start date; requires an overlap rule: Include counts the whole overlapping absence, Exclude ignores it, Split counts only the part inside the current term — the worked scenario gives 5 vs 20 vs 15 full-pay days), Rolling forward (from the first absence start date for the term duration), or Absence duration (the absence itself). Plan eligibility: an eligibility profile determines the eligible set. Enrollment and termination: enrollment when an associated absence type is scheduled (or per formula), and separate decisions on whether payments continue on termination versus loss of eligibility. Payments: the entitlement band matrix builds rows with the expression builder over derived factors (length of service) or person attributes (grade), each with Qualification Details rows of duration and payment percentage; the unit rate comes from a rate definition or formula via the Absence Payment Rate Rule. Open-ended absences are calculated for 365 days regardless of the estimated end date, with a Pending Evaluation record for a 90-day extension. The entitlement result reads on the Manage Absences and Entitlements page as plan period, qualified entitlement, and remaining. **Claims** - ABS-QUAL-001 - ABS-QUAL-002 - ABS-QUAL-003 - ABS-QUAL-004 - ABS-QUAL-005 - ABS-QUAL-006 - ABS-QUAL-007 - ABS-QUAL-008 - ABS-QUAL-009 - ABS-QUAL-010 - ABS-QUAL-011 - ABS-QUAL-012 ## Assessments ### Self-check: the Absence Management components Four questions on the six components, the documented setup sequence, the unit-of-measure rule between a plan and a type, and diagnosing an absence that exists with no entitlement behind it. 4 questions · pass mark 70% ### Self-check: the six absence plan types Four questions on the closed list of plan types, the difference between a plan that accrues a balance and one that decides entitlement, the documented use of a no entitlement plan, and choosing the right type for a policy. 4 questions · pass mark 70% ### Self-check: how an absence becomes a number of hours Four questions on the schedule search order, the silent default when nothing is found, converting calendar days into leave through the work schedule, and the condition under which the schedule is consulted at all. 4 questions · pass mark 70% ### Self-check: from a submitted absence to an entitlement Four questions on what deferred processing changes, which process confirms a deferred absence and which of its parameters can silently skip it, what an update does to an approval, and which rule keeps an entitlement alive after termination. 4 questions · pass mark 70% ### Self-check: configuring an accrual plan Four questions on the anniversary-year term and the continuous service date, the carryover limit versus the ceiling versus the annual limit at year end, negative-balance carryover and expiration caps, and choosing the balance frequency source. 4 questions · pass mark 70% ### Self-check: eligibility profiles and derived factors Four questions on how many profiles a plan versus a type accepts, the OR/AND combination rules, include/exclude semantics, and creating derived factors before referencing them. 4 questions · pass mark 70% ### Self-check: fast formulas for absence rules Four questions on the formula types behind absence type conversion and validation, the name-linked accrual event formula, the compile-versus-execution error distinction, and what the elective disbursement formula returns. 4 questions · pass mark 70% ### Self-check: absence certifications Four questions on the supported absence patterns and two-step configuration, classification versus update rule, the due-date phase in the worked example, and the end-of-employment retraction case. 4 questions · pass mark 70% ### Self-check: rate definitions for absence payments Four questions on where the rate is resolved, the four absence payment rate rules, the Factor storage calculation path, and contributor conversion order. 4 questions · pass mark 70% ### Self-check: qualification plans and entitlement bands Four questions on the no-balance contrast with accrual plans, the four term types, the overlap rules in the worked scenario, and termination versus loss of eligibility with the open-ended 365-day rule. 4 questions · pass mark 70% ## Related Oracle certifications HCM Studio does not issue Oracle certifications. These are the Oracle credentials this module’s content is relevant to; confirm current details with Oracle. - **Oracle Fusion Cloud Applications HCM Process Essentials** (1Z0-1162-1, Foundations) — 27 authored lessons in this module and its siblings. https://mylearn.oracle.com/ou/exam-unproctored/oracle-fusion-cloud-applications-hcm-foundations-associate-rel-1-1z0-1162-1/146869/240498 - **Oracle Global Human Resources Cloud 2026 Implementation Professional** (1Z0-1046-26, Professional) — 24 authored lessons in this module and its siblings. https://mylearn.oracle.com/ou/exam/oracle-global-human-resources-cloud-2026-implementation-professional-1z0-1046-26/107076/158914/264894 - **Oracle Benefits Cloud 2026 Implementation Professional** (1Z0-1053-26, Professional) — 10 authored lessons in this module and its siblings. https://mylearn.oracle.com/ou/exam/oracle-benefits-cloud-2026-implementation-professional-1z0-1053-26/44447/160611/268931 - **Oracle Absence Management Cloud 2026 Implementation Professional** (1Z0-1047-26, Professional) — 10 authored lessons in this module and its siblings. https://mylearn.oracle.com/ou/exam/oracle-absence-management-cloud-2026-implementation-professional-1z0-1047-26/107076/161158/270158 --- Produced by HCM Studio. 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