The Apache Software Foundation (ASF) is a non-profit corporation (classified as 501(c)(3) in the United States) to support Apache software projects, including the Apache HTTP Server. The ASF was formed from the Apache Group and incorporated in Delaware, U.S., in June 1999.[1][2]
The Apache Software Foundation is a decentralized community of developers. The software they produce is distributed under the terms of the Apache License and is therefore free and open source software (FOSS). The Apache projects are characterized by a collaborative, consensus-based development process and an open and pragmatic software license. Each project is managed by a self-selected team of technical experts who are active contributors to the project. The ASF is a meritocracy, implying that membership to the foundation is granted only to volunteers who have actively contributed to Apache projects. The ASF is considered a second generation[3] open-source organization.
Among the ASF's objectives are to provide legal protection[4] to volunteers working on Apache projects, and to prevent the Apache brand name from being used by other organizations without permission.
The ASF also holds several ApacheCon conferences each year, highlighting Apache projects, related technology, and encouraging Apache developers to gather together.
When you define organizational structures, you create hierarchies of relationships between
parents and children. For example, a large business might have headquarters in one city and
several regional offices that are subsidiaries of the headquarters. You can define an
organizational structure in which you set up the regional offices as children, or subsidiary
business units, of the headquarters. The regional offices can in turn be parents, or higherlevel
business units, of local offices. For each office, you can set up an organizational
structure by employee, with upper-level managers as parents of mid-level managers, and
mid-level managers as parents of employees.
Each employee can have only one immediate supervisor. The system prevents you from
entering a manager as a subordinate of an employee.
You use one of the following modes to define an organizational structure by employee:
• Enter child positions for a higher-level parent.
• Enter a parent position for subordinate child positions.
After you create parent/child relationships, you can revise these relationships as necessary to
reflect changes within your organization. To access the processing options for the A/B - Org
Structure Browse program (P0150), you must go through Interactive Versions.
Reviewing employee information is a necessary task for Human Resources personnel. The
Employee Profile program (P060116) centralizes employee information in a few inquiry-only
forms. Locating information with Employee Profile is a quick way to locate an employee's
personal, company, job, and history information.
Employees can review their own information by choosing Employee Personal Profile from the
Employee Self Service menu. Managers can review this information by accessing Managers
Workbench from the Manager Self Service menu.
Employee History and Turnover
Within any organization, employees continually change jobs, receive raises and promotions,
or change marital status. You can set up your system to store historical records of employee
information. This action means that when you enter or update employee information, the
system creates a historical record of the new information. You can also set up your system to
store turnover records. Turnover records show employee movement within your organization,
such as when an employee changes jobs, as well as movement resulting from new hires and
terminations.
You can track employee history and turnover for any of the information stored in the
Employee Master Information table (F060116). You can use history and turnover information
to do the following:
• Review an employee's job progression.
• Review salary increases given at the same time a job change was made.
• Analyze historical changes to employee information.
• Consider an employee for a promotion.
• Consider an employee for another position.
• Monitor employee movement within your company.
The Apache Software Foundation is a decentralized community of developers. The software they produce is distributed under the terms of the Apache License and is therefore free and open source software (FOSS). The Apache projects are characterized by a collaborative, consensus-based development process and an open and pragmatic software license. Each project is managed by a self-selected team of technical experts who are active contributors to the project. The ASF is a meritocracy, implying that membership to the foundation is granted only to volunteers who have actively contributed to Apache projects. The ASF is considered a second generation[3] open-source organization.
Among the ASF's objectives are to provide legal protection[4] to volunteers working on Apache projects, and to prevent the Apache brand name from being used by other organizations without permission.
The ASF also holds several ApacheCon conferences each year, highlighting Apache projects, related technology, and encouraging Apache developers to gather together.
When you define organizational structures, you create hierarchies of relationships between
parents and children. For example, a large business might have headquarters in one city and
several regional offices that are subsidiaries of the headquarters. You can define an
organizational structure in which you set up the regional offices as children, or subsidiary
business units, of the headquarters. The regional offices can in turn be parents, or higherlevel
business units, of local offices. For each office, you can set up an organizational
structure by employee, with upper-level managers as parents of mid-level managers, and
mid-level managers as parents of employees.
Each employee can have only one immediate supervisor. The system prevents you from
entering a manager as a subordinate of an employee.
You use one of the following modes to define an organizational structure by employee:
• Enter child positions for a higher-level parent.
• Enter a parent position for subordinate child positions.
After you create parent/child relationships, you can revise these relationships as necessary to
reflect changes within your organization. To access the processing options for the A/B - Org
Structure Browse program (P0150), you must go through Interactive Versions.
Reviewing employee information is a necessary task for Human Resources personnel. The
Employee Profile program (P060116) centralizes employee information in a few inquiry-only
forms. Locating information with Employee Profile is a quick way to locate an employee's
personal, company, job, and history information.
Employees can review their own information by choosing Employee Personal Profile from the
Employee Self Service menu. Managers can review this information by accessing Managers
Workbench from the Manager Self Service menu.
Employee History and Turnover
Within any organization, employees continually change jobs, receive raises and promotions,
or change marital status. You can set up your system to store historical records of employee
information. This action means that when you enter or update employee information, the
system creates a historical record of the new information. You can also set up your system to
store turnover records. Turnover records show employee movement within your organization,
such as when an employee changes jobs, as well as movement resulting from new hires and
terminations.
You can track employee history and turnover for any of the information stored in the
Employee Master Information table (F060116). You can use history and turnover information
to do the following:
• Review an employee's job progression.
• Review salary increases given at the same time a job change was made.
• Analyze historical changes to employee information.
• Consider an employee for a promotion.
• Consider an employee for another position.
• Monitor employee movement within your company.