State Analytical Reporting System (STARS)

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2 Table of Contents Human Resources Analytics Dashboards and Reports... 3 WORKFORCE DEPLOYMENT... 4 WORKFORCE DEMOGRAPHICS... 8 COMPENSATION RETENTION TIME AND LABOR ANALYSIS ACCRUAL EXERCISES EXERCISE - WORKFORCE DEPLOYMENT EXERCISE - WORKFORCE DEMOGRAPHICS EXERCISE - CHANGING A GRAPH EXERCISE TIME AND LABOR ANALYSIS User Guide Human Resources Page 2

3 Human Resources Analytics Dashboards and Reports Human Capital Management Analytics This workshop is to provide you a hands-on overview of Oracle 11g Human Resource (HR) Analytics Dashboards how you can analyze and investigate business issues thru pre-built dashboards, metrics, analysis, and reports within Oracle HR Analytics. Today we will look at two (2) areas of HR Analytics: Workforce Deployment and Workforce Effectiveness. Each area provides insight to your organization and provides these benefits: Provide strategic workforce performance information. Help ensure proper deployment of workforce by matching geographic, job, and diversity profile with business requirements. Log into Oracle BI 11g Analytics (Login using your assigned User ID) User ID: Assigned User ID Password: Assigned Password When you login to the system you are presented with the Home page. To change to the HR Dashboard Click on Dashboards > Human Capital Management > Workforce Deployment User Guide Human Resources Page 3

4 WORKFORCE DEPLOYMENT Key Performance Indicators (KPIs) provide at a glance trends, performance, and areas that may require attention. Users can drill into detail to see the reasons. Then, rather than looking broadly at information, users/analysts can drill into the data and discover which groups or individuals are affected, and uncover causes for positive or negative KPIs. With its tight integration between the business intelligence environment and the transaction system Oracle HR Analytics enables organizations to close the loop of this issue by enabling action through the *Action Framework. The Oracle BI Action Framework makes it possible to set up navigation paths to critical information that can be displayed on analyses right next to users data. These paths or action links can bring up related reports, analysis, or Websites, or they can enable users to complete business processes by performing actions that access separate applications. *Action Links Select > Employee Head count in the Headcount KPI report. Select > View Staffing. User Guide Human Resources Page 4

5 The system has navigated you to the Staffing page. In this example agency DOC is selected. Scroll to the bottom of the dashboard and view the Organizational Headcount Movement analysis and see the different metrics that are presented. Note: All column data in the Organizational Headcount Movement analysis is drillable In the Voluntary Terminations column, Select > one of the agency s See the Action Links View Retention Dashboard and View Retention Hotspot display. Select > View Retention Dashboard and drill into the data User Guide Human Resources Page 5

6 Here we see the Retention dashboard. View the Top Voluntary Turnover chart information. Click in the left gauge of Employee Voluntary Termination Count Now, Select > Employee Termination Detail Listing link. This listing provides information about employee name, supervisor, location, and length of service User Guide Human Resources Page 6

7 Also see at the bottom of this chart the report criteria is listed. You will see this throughout the solution and provides a clear picture of what information is being presented, i.e., it eliminates the guess work of what the analysis is depicting. Select > Workforce Deployment: Staffing breadcrumb at the bottom left of the page to return to the Retention dashboard. This will bring us back to the Staffing page we were on earlier. Dimension Types. Dimensions with level-based hierarchies (structure hierarchies), and dimensions with parent-child hierarchies (value hierarchies). Level-based hierarchies are those in which members are of several types, and members of the same type occur only at a single level. In parent-child hierarchies, members all have the same type. With Oracle BI Analytics hierarchies are already created for you and you have the capability to create more. Workforce Demographics has analyses comprised with each of these types of dimensions. User Guide Human Resources Page 7

8 WORKFORCE DEMOGRAPHICS Next Select > Demographics page Here is where we can see more information about the make-up of our workforce by personal demographics such as age, gender, education and ethnicity. Looking at the Job Demographics chart we see the Age Band of accounts for nearly a quarter of our workforce and having years of service In the Job Demographics analysis Employee Headcount chart see the Years of service column. Click the chart color band for the Age Group Then, Select > View Employee Details. User Guide Human Resources Page 8

9 The View Employee Detail action link takes us to a detailed report for employee ratings, length of service, time in grade, time in job, and more all grouped by department and supervisor. We also see on the Headcount Demographics analysis the Age Band years makes up a significant percentage of the entire workforce. User Guide Human Resources Page 9

10 Now let s sort the column Length of Service (Years) descending. Place your mouse to the right of the column name and see the Ascending and Descending arrows. Select > Descending This demographics data shows our workforce is aging but we are not, yet, at a critical point for succession planning. It does point out we do need to start looking at succession planning as it relates to the organizations goals (since most employees in this group are at 14 years of service with additional consideration given to retirement factors such as benefits, healthcare, retirement wages, etc. Select > Return at the bottom of the page to return to the Demographics dashboard page Exercise is complete. User Guide Human Resources Page 10

11 COMPENSATION This Compensation dashboard has been designed to display analysis of all employees base and variable compensation throughout the organization. Navigate to and select the Compensation dashboard. Dashboards > Human Capital Management > Compensation This dashboard consists of two pages (i) Overview and (ii) Salary Compression Overview page:- Under Overview Page we have (i) 3-Year Salary Trend and (ii) Salary by Department Hierarchy. The dashboard consists of some parameters with some default values which can be changed along with other parameters. Once the parameters are chosen then click Apply which is under Department Name parameter. Notice the page data changes. The default parameters are i. Year = 2014 ii. Set ID = AGNCY The below screenshot is another set of parameters which can be applied by clicking on Apply which is under Pay Grade Name User Guide Human Resources Page 11

12 3-Year Salary Trend: - This is used to compare current year s compensation and average trend with those of prior 2 years. The analysis on Total Annual Base Salary and Average Annual Base Salary is explained in Graph and Table. Horizontal bars show Total annual base salary whereas the red line across the bars shows the annual base salary. Salary by Department Hierarchy:- It is the total and average annual base salary by department hierarchy for a year. The first Graph shows Total Annual Base Salary for AGNCY and year 2014 (default parameters) Second Graph shows the Average Annual Base Salary and Mid Annual Base Salary Range for default parameters. The below shown screenshot is table which shows specific values based on which the graphs are designed. User Guide Human Resources Page 12

13 For further detailed report on employee headcount by Agency click on SETID AGNCY and then click the breakdown. Click Return which is at the end of the table to go back to main dashboard. Salary Compression page:- The same parameters have been used in this dashboard page as well. This dashboard page contains a link for (i) Salary compression between jobs and (ii) a table explaining Compression within Grades. Compression within Grades: - This is used to assess employee salary differentials within a grade or between grades by comparing employee s average and median base salary with the pay grade midpoint. User Guide Human Resources Page 13

14 You can further drill down to detailed Employee Headcount by job description by clicking on Pay Grade Description action link (highlighted). Compression within Grades Detail: - It is used to analyze salary distribution within a grade including metrics e.g. employee s average and median base salary and the deviation of average base salary to the grade mid-point. You can further drill down to Employee Details report by clicking on Employee Headcount column. You can always return to main dashboard by clicking on Return which is at the end of the page. Salary Compression Between Jobs:- From the main dashboard Salary Compression click on the click View Salary Compression Between Jobs Once you click on the link then you will view a table which analyzes the average full-time salary between jobs and between performance bands to assess salary differentials betweeen jobs and between high and low performing employees within the job. User Guide Human Resources Page 14

15 And you can further drill down to Employee Details by clicking on any amount field action link. You can always return to main dashboard by clicking on Return which is at the end of the page. Exercise is complete. User Guide Human Resources Page 15

16 RETENTION This Retention dashboard has been developed for analysis of retention and turnover trends and their relation to other factors like compensation and performance for entire organization. It also proactively alerts top performers retention risk. Navigate to and select the Retention dashboard. Dashboards > Human Capital Management > Retention This dashboard consists of three pages (i) Overview, (ii) Retention Hotspots and (iii) Trends. Parameters: - The below screenshot shows the parameters which can be applied to this dashboard (on all three pages). Some parameters have default values which, if needed can be changed along with other parameters. Once the parameters are chosen then click Apply which is under Department Name parameter. Notice the page data changes. The default parameters are iii. Year = 2014 iv. Set ID = AGNCY Overview page:- Under Overview page we have (i) Turnover KPI and (ii) Top Performer Voluntary Turnover KPI. Turnover KPI: -This analysis is used to monitor voluntary and involuntary turnover ratio and also it compares to the last period. Top Performer Voluntary Turnover KPI:- This analysis is used to monitor top performer voluntary turnover and also it compares to the last period. User Guide Human Resources Page 16

17 This analysis can be viewed in a table or graph by either selecting Department or Location criteria along with Employee Voluntary Termination Count. The above screen shot is shown when Location is selected. To view a Employee detailed report based on Job name and location then click on Employee Voluntary Termination Count action links (highlighted in red). User Guide Human Resources Page 17

18 To go back to main dashboard click Return (which is at the end of the page). Retention Hotspots page:- Under Retention Hotspots page we have Turnover Distribution by Job Turnover Distribution by Job: - This analysis shows the top 5 jobs with the highest employee turnover. User Guide Human Resources Page 18

19 Trends page:- Under Trends page we Voluntary Turnover 3-Year Trend report. Voluntary Turnover 3-Year Trend report: - This report is used to monitor on comparing current year s voluntary turnover along with pervious 2 years by both annual YTD turnover and seasonal monthly/quarterly turnover ratio. User Guide Human Resources Page 19

20 We can drill down to view detailed report of employee who is in voluntary termination list by clicking on Employee Voluntary Termination Count Action links (highlighted in red). Voluntary Termination List is a detailed report based on Employee Voluntary Termination Count and the Year. Click Return to go back to main dashboard. Exercise is complete. User Guide Human Resources Page 20

21 TIME AND LABOR ANALYSIS Time and Labor enables monitoring of timecard status and late timecard submission. It analyzes reported productive and nonproductive time and estimates reported time cost. This allows managers to gain insight into hidden cause and costs of overtime, absenteeism and low productivity. Integrated with Project analytics, Time and Labor analytics can also analyze reported time and labor cost by projects and project resources. Navigate to and select the Time and Labor dashboard. Dashboards > Human Capital Management > Time and Labor Here we see an Overview of reported time, metrics, and performance indicators. The below screenshot shows the parameters which can be applied to this dashboard (on all three pages). Some parameters have default values which, if needed can be changed along with other parameters. Once the parameters are chosen then click Apply which is under Department Name parameter. Notice the page data changes. The default parameters are v. Year = 2014 vi. Quarter = 2014 Q 2 vii. Agency = Department of Labor User Guide Human Resources Page 21

22 In the Time Collection Monitor analysis, Click on the 16 Time Cards Reported Late metric. To get a more detailed report then click on the number of Reported hours, Processed hours and timecards reported late Click on Timecards Reported Late to view Timeliness of the submitted Timecards. Select > Return at the bottom of this analysis. To view a detailed report based on location department or job name then click on highlighted column. The late timecards can be pivoted on many dimensions. To view the Employee details who submitted late click on the highlighted action link. You can always go back to main dashboard by clicking on Return. User Guide Human Resources Page 22

23 Reported Time Summary:- This is used to view various categories of reported and processed time across all the timecards. Reported Time Hours:- This is used to analysis reported and processed time including overtime for various categories viewed by Location, Job and Department. Click on the image to further get a detailed report on the location where the employee timesheet have been submitted. Click Return to go back to main dashboard. User Guide Human Resources Page 23

24 Click on next page Timecard Monitoring. Reported Hours Status:- This report is used to analysis Reported Hours status by Year and Month. User Guide Human Resources Page 24

25 Timecards Trend: - This report is used to analysis monthly trend based on statuses of the timecards created. Timecards Reported Versus Reported Late:- This is used to analysis the distribution of the timecards reported late against the total timecards reported for each month. User Guide Human Resources Page 25

26 Timecards Reported Late Summary:- This report is a summary on timecards which were submitted late. To view a detailed report on who were late in submitting their timecard click on highlighted column. The late timecards can be pivoted on many dimensions. Click Return to go back to Main Dashboard. Click on next page Processed Time It has 3 reports for analysis. They are: - (i) Processed Time, (ii) Processed Hours Category and (iii) Processed Time Status Processed Time:- This is an analysis on processed time categorized on productive and non-productive hours. User Guide Human Resources Page 26

27 To view a detailed report on who submitted processed timecards late then click on the highlighted action link. The below is a graph representation of the above table which can be viewed in different dimensions like Worked, Other and Non- Worked. Processed Hours Category:- This report is used to analysis various categories of the processed time hours viewed by Year, Quarter, Month and Day which can be pivoted in many dimensions. Processed Time Status:- This report is used to analysis various statuses of the processed hours displayed for every month. User Guide Human Resources Page 27

28 The below screenshot is a graphical representation of the above table. Click on the next page Reported Time. Reported Time:- This is an analysis on reported time categorized on productive and non-productive hours. To view a detailed report on who submitted processed timecards late then click on the highlighted action link. Time Coverage Analysis : - This analysis shows Reported Employee hours, Reported Regular hours and Reported Overtime hours by month. This analysis can be pivoted on many dimensions. User Guide Human Resources Page 28

29 Reported Overtime Hours:- This report displays the Overtime Reported and Processed hours by TRC names. User Guide Human Resources Page 29

30 Click on next page Time Trend This page consists of (i) Time Trend, (ii) Overtime by Department and (iii) Overtime Ranking Time Trend:- This is a reported and processed hours categories trend analysis by year, and month. This report can be pivoted on many diminesions like by Trend by time Entry, Trend by Location, Processed Hours and Reported hours. Overtime by Department:- This analysis is a reported and processed overtime hours trend by month viewed by Department hierarchy User Guide Human Resources Page 30

31 To view a detailed report based on month and year of processed overtime hours then click on the graph. Below screen shot is a detailed report of 2014/04. Overtime Ranking:- This is based on departments ranked based on Processed Overtime hours. It also contains other metrics like Reported hours, Average Reported overtime and Average Processed overtime for an employee. To view a detailed report for this department based on Vendor name and Processed overtime hours then click on red highlighted. User Guide Human Resources Page 31

32 Click on the next page Estimated Labor Cost. Estimated Labor Cost:- This is used to analysis the estimated cost amount based on the processed hours for various sub categories of the processed hours for both working and nonworking categories. User Guide Human Resources Page 32

33 The above is a graphical representation of the table. To view a Employee detail Estimated Labor Cost report by Location click on the red highlighted. Click Return to go back to main dashboard. Exercise is complete. User Guide Human Resources Page 33

34 ACCRUAL Accrual Dashboard displays the employee leave accrual balance hours and the accrual liability amounts by various agencies within the state. Navigate to and select the Compensation dashboard. Dashboards > Human Capital Management > Accrual This dashboard consists of only one page which has Accrual Balance analysis. Parameters: - The below screenshot shows the parameters which can be applied to this dashboard. Some parameters have default values which, if needed can be changed along with other parameters. Once the parameters are chosen then click Apply which is under Department Name parameter. Notice the page data changes. The default parameters are viii. Year = 2014 ix. Quarter = 2014 Q 2 x. Set ID = AGNCY Accrual Balance: - This report displays a consolidated data of the Accrual Hours, Average Accrual Balance and other Accrual metrics for the Supervisor along with the headcount number under them. User Guide Human Resources Page 34

35 To view a detailed Employee Accrual balance based on Accrual category description like Banked, Sick and Vacation time then click on any Accrual Balance (Hours) action link (highlighted in red). User Guide Human Resources Page 35

36 You can further drill down to the detailed reports by clicking on the available links randomly highlighted in the above screenshot. Always click Return to go back to the main dashboard Exercise is complete. User Guide Human Resources Page 36

37 EXERCISES EXERCISE - WORKFORCE DEPLOYMENT Key Performance Indicators (KPIs) provide at a glance trends, performance, and areas that may require attention. Users can drill into detail to see the reasons. Then, rather than looking broadly at information, users/analysts can drill into the data and discover which groups or individuals are affected, and uncover causes for positive or negative KPIs. In this exercise we are going to analyze the workforce for the Department of Energy & Environmental Protection (DEEP). In the Workforce Overview page - select the following criteria and click apply Year: 2013 SET ID: AGNCY Agency: Dept Enrgy & Envir Prot From the Agency dropdown select Search Type in the first three letters of the agency Dep Uncheck the Match Case field and click User Guide Human Resources Page 37

38 Click on the Dept Enrgy & Envir Prot and click the click ok.. This will move over to the Selected area and This will bring you back to the Overview page. Click KPI and the Turnover KPI for This will return your results for DEEP Headcount User Guide Human Resources Page 38

39 Select > Employee Head count in the Headcount KPI report. Select > View Staffing. The system has navigated you to the Staffing page Scroll to the bottom of the dashboard and view the Organizational Headcount Movement analysis and see the different metrics that are presented. Note: All column data in the Organizational Headcount Movement analysis is drillable Let s do a further analysis on the new hires in month 5 (May) User Guide Human Resources Page 39

40 Click on the New Hires (421) and the action View New Hire Detail Listing will appear This will bring you to a detail list of new hires for the month. Click on the Job Name and slide it all the way to the left to view by position. User Guide Human Resources Page 40

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42 Select > Workforce Deployment: Staffing breadcrumb at the bottom left of the page to return to the Retention dashboard. This will bring us back to the Staffing page we were on earlier. Click on the Employee Headcount User Guide Human Resources Page 42

43 This will bring you to the Rentention page - Turnover KPI. Add additional criteria to your anaylsis Select Air Management from the Department drop down list Click Click the Employee Voluntary Termination Count. Click on the View Voluntary Termination Details Action link. To view the pivot table by Job Family Name - click on the Job Family Name and slide it to the left. User Guide Human Resources Page 43

44 Click Return go back to Workforce Deployment Select > Workforce Deployment: Staffing breadcrumb at the bottom left of the page to return to the Retention dashboard. Click on the Overview link to view Employee Compensation reports This will bring you to the Compensation Overiew page Scroll down to the Scroll by Department Hierarchy And view the average, mid annual and max salary for DEEP Exercise is complete. User Guide Human Resources Page 44

45 EXERCISE - WORKFORCE DEMOGRAPHICS Select > Workforce Deployment>Demographics page Here is where we can see more information about the make-up of our workforce by personal demographics such as age, gender, education and ethnicity. Select>Agency> Department of Transportation Click There are four (4) Dashboards Job Demographics, Employee Demographics, Employee Age Band Trend, and Employee Age 55+ Trend. In the Job Demographics analysis Employee Headcount chart see the Years of service column. User Guide Human Resources Page 45

46 Click the chart color band for the Age Group Then, Select > View Employee Details. The View Employee Detail action link takes us to a detailed report for employee ratings, length of service, time in grade, time in job, and more all grouped by department and supervisor. User Guide Human Resources Page 46

47 Click on the field Length of Service and Sort Descending to view the highest Length of Service User Guide Human Resources Page 47

48 Also Time in Grade (Years), Time in Job (Years), and Time in Organization (Years) Click Return to go back to the previous page We also see on the Headcount Demographics analysis the Age Band years makes up a significant percentage of the entire workforce. User Guide Human Resources Page 48

49 In the View by select>gender Review results. Select>Ethnic Group Review the results. To further analyze the data Click on one of the Ethnic groups and drill down to the employee detail. This demographics data shows our workforce is aging but we are not, yet, at a critical point for succession planning. It does point out we do need to start looking at succession planning as it relates to the organizations goals (since most employees in this group are at 14 years of service with additional consideration given to retirement factors such as benefits, healthcare, retirement wages, etc. Select > Return at the bottom of the page to return to the Demographics dashboard page Exercise is complete. User Guide Human Resources Page 49

50 EXERCISE - CHANGING A GRAPH Change a pie graph to a stacked bar graph to visualize the analysis we have created. Select > Workforce Demographics>Headcount Demographics Next Select > Analyze User Guide Human Resources Page 50

51 In the Compound Layout Select the Edit View User Guide Human Resources Page 51

52 Select the Bar Graph User Guide Human Resources Page 52

53 In the Layout section drag and drop the Age Band Dimension in the Vary Color By (Horizontal Axis) This will change the look of your graph to color legend User Guide Human Resources Page 53

54 To save your work by selecting the Save As icon in the upper right corner of the page. Save as Staff Demographics User Guide Human Resources Page 54

55 Open the Saved Dashboard Select Open from the Home Page Exercise is complete. User Guide Human Resources Page 55

56 EXERCISE TIME AND LABOR ANALYSIS a) Parameters:- The below shown is a screenshot of Parameters available for Time and Labor report. Click on the red highlighted square box to select values for available list of values. Year, Quarter and Month are dependent on each other. In the below screenshot once Year is selected then Quarter list of values will be displayed based on selected year. Similarly Month is dependent on selected Year and Quarter. If none is selected then it will display all values available for that parameter. Fig (b) Fig (c) Fig (a) Similarly (i) Department Name list of values are dependent on Agency values. (ii) Worker Location City list of values are dependent on all prompts. (iii) Timecard Period Name list of values are dependent on Year. Once the parameters are selected then click Apply User Guide Human Resources Page 56

57 b) Changing a Graph:- A PIE chart/graph can be converted to any form of layout by clicking on Analyze. Once you click on Analyze then you will be seeing the following screenshot. User Guide Human Resources Page 57

58 Now click on Edit view which is highlighted in the above screenshot where you can change the layout or colums. The above screenshot is edit view of the graph. Click on Pie to change the layout form. From the available options select any desired layout. You will see that the graph changes instantly. User Guide Human Resources Page 58

59 In this example let s select Line as the required layout. Now to change the graph measure s or line or graph prompts. Go to the second section, drag the required columns and drop them in respective areas. The columns which you don t want to show on the graph drag them to Excluded. Drag and drop columns in Graph Prompts section so that they can be used as parameters for the graph in run time. User Guide Human Resources Page 59

60 When you drag and drop the columns you will instantly see that the above graph or chart changes. Click Done once the changes are done. The changes which have been done can be visible now. We can view the following changes:- (i) The PIE Chart has been changed to Line Graph. (ii) TRC Category Name prompt is added to the graph. Click on the Prompt to select values and you can see the graph changes. Now save this analyze by clicking on Save as Icon (which is on top right side corner under username) on to My Folder. (c) Changing Table layout:- Dashboard Tables are user friendly and you can always change based on the required analysis. Such as (i) Sorting (ii) Excluding Columns (iii) Including Columns (iv) Move Columns ( where Grouping can be done) User Guide Human Resources Page 60

61 Let s take Estimated Labor Cost table from Time and Labor Dashboard. Sorting:- This can be done in two ways:- (a) Click on the icon which is at the corner of the column header. There will be two icon s one ascending and other descending. As soon as you click (b) Right click on the column header and you can sort from the available options. User Guide Human Resources Page 61

62 Include Column:- When you right click on any column header and then if it shows Include Column that means there are some columns which are available and can be added to the table. If Include column doesnot show up that means there are no extra columns to add to the table. Let s add TRC Name to the existing table. Place the coursor where you want to add the column and then right click and select Include Column and then select TRC Name from the available columns. Exclude Columns:- If a column is not needed then right column on that column and click on Exclude Column. Let s exclude TRC Name from the table which we include in the above. Place the cursor on the column header and right click to select Exclude Column. User Guide Human Resources Page 62

63 The below screenshot is after excluding TRC Name. Move Columns:- We can move the columns to Left, Right, to Prompts, to Sections and to Columns. You can always define a table grouping by moving columns to left or right. Left most columns will be group first followed by right. Currently the table is grouped by Location. Move Left:- In this example let s do a group by on TRC SubCategory Name. (i) Place the cursor on TRC Subcategory Name and right click to select Move Column Left User Guide Human Resources Page 63

64 (ii) Again repeat the same step for the second time, so that TRC Subcategory Name moves to the beginning of the table. Now the table is group by TRC Subcategory Name. Move Right:- In similar way as mentioned above, if you want to move a column to the right then place the cursor on the column header and right click to select Move Column Right. Move to Prompts:- If a prompt needs to be added from the available columns in the table then place the cursor on the required column header and then click to select Move Column To Prompt. Example: - Let s move TRC Category Name column to Prompt on top of the table. User Guide Human Resources Page 64

65 Place the cursor on top of the TRC Category Name column and right click to select Move Column To Prompt. Then that column will be displayed on top of the table as Prompt. This prompt will be used only for this table with the available list of values. User Guide Human Resources Page 65

66 Move to Sections:- In the similar way as above the table can be splitted into sections based on TRC Category Name by selecting Move Column To Sections. Move to Columns:- We can change the row to columns by selecting Move Column To Columns. Example:- Let s move TRC Category Name from Row to Column. Place the cursor on TRC Category Name and right click to select Move Column To Columns. You can see that TRC Category Name row has been changed to Column. End of Time and Labor Exercise. User Guide Human Resources Page 66