15 years of experience implementing Compensation & Performance systems for companies of all sizes. Professionally certified in SuccessFactors Compensation. Associate certification in SuccessFactors Variable Pay & Employee Central.
SAP SuccessFactors has some exciting new features for your Analytics & Reporting Solutions. They can be found in detail here (S-User ID required). Filter on Solutions for Analytics to review all of the latest changes. Under the Description for each, you can click on ‘See More’ to see screenshots and detailed information.
After reviewing all the changes, we narrowed the list down to the Highlights for H1 2021 SAP SuccessFactors Analytics/Reporting Features:
Calibration, Succession, and Compensation and Variable Pay Reports Now Available for Download in Report Center
Previously, the reports were available for download on the Scheduled Reports page in classic view. This caused confusion for users on how to get to their reports by having to direct them to Switch to Classic View.
You can now download the reports from the My Jobs page within View Schedules in Report Center.
2. All User Info Fields Are Now Available in Story Reports
You no longer need to set a User Info field as Reportable to make it available in Story reports.
All the User Info fields are now automatically available for reporting using Stories in People Analytics.
3. Stories in People Analytics for SAP SuccessFactors Learning
You can now create, access, and share Learning stories in People Analytics for generating custom Learning reports.
You can also have the data of SAP SuccessFactors Learning and other modules side-by-side in the same story and link them to apply common filters on them.
4. Increase in Number of Columns Supported in Queries of Story Reports
The number of columns that you can select while creating a query has been increased from 30 to 120.
You can now create complex or detailed queries that involve more than 30 columns.
5. UI Enhancements for Stories in People Analytics
The UI enhancements on the viewer mode include:
An updated Display menu, which now has the Tab Bar, and the Comment Mode options. By default, the page dropdown view appears. The multiple pages in tab view now appear when you select the Tab Bar option.
Separate File and Edit menus.
Removal of the Data menu. The refresh option has moved into the Edit menu and the edit prompt option has moved into the Tools menu.
SAP SuccessFactors has some exciting new features for your Compensation & Variable Pay Solutions. They can be found in detail here (S-User ID required). Filter on Solutions for Compensation to review all of the latest changes. Under the Description for each, you can click on ‘See More’ to see screenshots and detailed information.
As a reminder, preview release will be October 16 and production will be released November 20th.
After reviewing all the changes, we narrowed the list down to the Highlights for H2 2020Compensation & Variable Pay & Reward and Recognition:
1. New Layouts for Statement Templates
Additional flexibility has been added for standard compensation statements
The new layouts are available for Compensation, Variable Pay, and Combined statement templates to support right-to-left (RTL) compliance. Previously, Compensation fields were always displayed to the right of text section in statements. This will allow for a more custom look and feel to better suit your needs.
The new statement template layout increases usability and improves user experience with Compensation statements. See my earlier blog post for other tips on optimizing standard statements.
2. Promotion Planning and Job Selector Within Compensation Template
You can now enable promotion planning and job selector functionality at the compensation template level.
When you select Enable Promotion Planning, the system displays three parameters related to job selector functionality: Enable Promotion Planning, Editable Job Family, Editable Job Role, and Reloadable Final Job Fields.
3. Configuration of Calculated Pay Range on the Basis of Post-Promotion Information
A new setting has been added to allow you to directly maintain the post promotion fields to be used when calculating the final pay range for a promoted employee. In most cases, the final pay range is based on post-promotion information.
4. Promotion Data Available in Compensation Report
New functionality was created to allow users to create worksheet reports containing promotion-based information for employees. The system exports data from Employee Central for EC-enabled templates and from job selector fields within compensation for worksheets that aren’t EC-enabled.
Previously you would have to manually go employee-by-employee through your worksheets to review promotion information, which can be time consuming for large groups of employees.
Click here for details on the Role-Based Permissions that are needed for this report.
5. Role-Based Permission to Control Import of Executive Review Information
You can now use Role-Based Permissions (RBP) to control who can import data into Executive Review. You can allow access to every template or specify individual templates to which the RBP applies.
Previously when you enabled compensation excel offline edit, all users with Executive Review access would have seen the Import button.
6. Currency Views Availability Field Added to Compensation Plans
Users can now select which currency views are available per template.
This functionality was previously only available for Variable Pay plans and Total Compensation plans.
7. Configure Compensation Worksheets to Display Multiple Columns for Collapsed Groups
Users can now configure the system to display multiple columns for a collapsed group on a compensation worksheet.
This allows greater flexibility when setting up the worksheet and can allow for better look and feel for end users while saving real estate.
8. Compensation Provisioning Settings Available on Company Settings Page
You can now configure fields on the Display Settings and Settings pages that you previously needed to set by modifying through the XML file.
Enable YouCalc widget on compensation form
Enable Compensation Profile
Enable Form View in Executive Review
Enable Decentralized Administration
9. XML Attributes for Compensation Added to Display Settings Page
You can now configure fields on the Company Settings page that you previously needed to set by modifying through Provisioning.
Employees Per Page (now up to 100 employees per page)
Display Format and Color Bar (Compa-Ratio)
10. Multi-Select Filtering Supported Within Compensation When Publishing Employees in Employee Central
You can select multiple filtering reportable fields when using the Publishing Selected Employees in Employee Central functionality.
This allows for increases flexibility when publishing data back to EC.
See this great article for useful information on how to prepare for a SAP SuccessFactors Regular Release.
Starting in 2020, SAP changed the release schedule to every 6 months. All of the latest enhancements can be found here (S-User ID required). Scroll down to the What’s New Viewer to review the changes.
Filter on Solutions for Compensation, Variable Pay, and Reward and Recognition to review all the latest changes. Under Description, you can click on ‘See More’ to see screenshots and detailed information.
After reviewing all the changes, we narrowed the list down to the Highlights for H1 2020Compensation & Variable Pay & Reward and Recognition:
1. Import and Export non-EC Eligibility Rules
Administrators now have the ability to Export and Import Eligibility rules
Admins can export the rules as a .csv file and then import the file as needed into other templates
This process will save time and improve accuracy during configuration
2. Enhanced Display Criteria for Bulk Download Icon
Users can now view the icon for bulk download only if a statement was generated for an employee from the recently filtered list of Executive Review
Previously, the icon was displayed even if statements weren’t generated from the filtered list which caused confusion
Enable the Display Bulk Print Statement Icon on Executive Review Page option
3. View a List of Employees Excluded from Statement Download
Using log files, users can now identify employees who are excluded during the bulk download process from Executive Review
Log file will show a list containing the username and user ID of all excluded employees
4. Publish by User for Variable Pay and Total Compensation Plan Templates
Administrators can now publish specific employees or groups of employees to Employee Central in Variable Pay and Total Compensation Plan templates
Prior to this release, this feature was only available for compensation templates
5. Use Bonus Payout Summary Reports Offline
Users can now modify editable fields in the exported file while offline from Executive Review. The modified exported file can then be reimported to update the fields with new changes.
Permissions must be set to allow for edit and export access to Executive Review
Enable the setting for Offline Edit Access for variable pay worksheets
6. Expanded Pay Range Matching for Promoted Employees
Users can now define a new finalAttribute field that the system uses when calculating the final pay range.
This will avoid the issue of miscalculated post-promotion pay ranges in EC-enabled compensation templates caused when the system continues to incorrectly use pre-promotion classification and pay grade information
In previous versions, the system incorrectly calculated pay range on the basis of pre-promotion information
7. Hierarchy and Date Validations for Check Tool
Check Tool now has two new validations:
Review the Manager ID of each head of hierarchy in the compensation plan
Ensure that all date fields within UDF are formatted correctly
8. Default Currency View in Compensation, Variable Pay, and Total Compensation Plans
Users can now set the currency that the system uses as default when compensation, variable pay, and total compensation plans are launched.
In previous versions, this was handled in the XML
9. Expanded Flexibility in Total Compensation Plans
While creating total compensation plans by copying existing templates, users now have the option to create a plan by selecting an existing Compensation template without also selecting a Variable Pay plan template.
This is useful as not all customers are using variable pay
10. Delete Awards
Users can now delete awards, irrespective of their status using the award IDs.
Awards that are no longer used can be permanently deleted from the system
See this great article for useful information on how to prepare for a SAP SuccessFactors Regular Release.
Compensation Statements may be the most critical aspect to a successful Compensation implementation. Statements are typically the only visibility employees have to the Compensation module and are important in not only communicating final payments to employees but also in letting them know of any other company directives and overall business results.
Working in Compensation for over 15 years, I have configured a lot of compensation statements. Sure, custom statements in XSL can be created to meet all of the customer’s wildest dreams, but this may not always be needed or possible as customers might be restrained by budget, time, or expertise in maintaining year over year. Standard delivered statements can be used for compensation, templates, variable pay templates, or a combination.
My Top 10 List on how to optimize standard compensation statements:
1. Gather statement requirements early
Statements are often thought of as an end of the process final product. While they are just that, you will find that if you include statements as part of the early requirements discussion along with the design of the compensation plans, you will end up with a better final product.
In order to pull fields of information into the statements, they must be a field in the plan template(s) you are referencing. You can include extra indicative data or calculated fields (such as Merit Percent) or fields that show final values rounded (such as New Annual Salary) in case your customer wants to show nice rounded numbers to the employees. These fields do not need to be made visible during planning, but can be hidden so they are available for display in the statement.
2. Take advantage of statement suppression
In 2019, SuccessFactors enhanced the compensation module to allow for statement suppression. Gone are the days of having to generate and recall statements for employees that you wouldn’t need to communicate awards to.
To start, create a custom column in your template to control the suppression based on the customer’s desired logic. For example, to suppress a statement because of a low rating the custom column could include the formula if(pmRating<2, “FALSE”, “TRUE”). Employees with the value “TRUE” will have statements generated, those with a value of “FALSE” will be suppressed.
Enable the setting from Plan Setup –> Settings. Select the box for Enable Statement Suppression and use the drop down to select the custom column you have created with your statement suppression logic. When statements are generated, the job status report will list the names whose statements have been suppressed.
3. Make use of sections and conditional formatting for the right side data fields
Group fields of data under Sections to consolidate Performance, Merit, Bonus, and Equity fields depending on the templates used in the statement. Conditional formatting can be added to suppress these groups for instance if the customer wishes to suppress the merit section if the employee had zero for their merit award. Conditional formatting can also be done on the field level in cases where customers wish to show the merit section for example to show salary information but not show the merit award field if amount = 0. This also allows for fields such as promotion or lump sum to only show if applicable to the employee.
4. Get the most out of the left side text and logo
Most of the time, the company logo being used throughout the SuccessFactors tool can be used as the logo in the statement as well. If the customer wants a custom logo, plan for this early as it can take time to the custom logo URL setup and to make sure the look and feel is right. Encourage the customer to use their standard logo if possible for a standard compensation statement.
Make use of font sizes and typographical emphasis to draw attention to key elements. Typically I use the small size font throughout for text sections. These text sections can be dragged and dropped depending on the order they should appear.
Conditional formatting can be added here as well to suppress the text section for instance if the customer wishes to only show the section if the amount is greater than 0. The conditional formatting on the left and right side should be configured together so that the logic aligns.
Typically customers can use the left side text to add in text that is applicable to all employees such as overall company results and any disclaimers that are needed around payment dates and rounding rules.
5. Keep the statement to 1 page if possible
Keep in mind the more text and fields you add, the longer the statement becomes. Most customers like to see a concise one page statement.
The Signature section is not really needed as you can add this to a text box above if the signature is pretty straightforward. The section itself even with no text configured in it can cause the statement to push to the next page as it shows below the text and data sections, even if it just shows a blank second page. This section cannot be removed, but you can trick the system into shortening it significantly if you simply add a few spaces.
6. Multi-language requirements aren’t necessarily a show stopper
Standard statements do not typically support multi-language requirements. You can however do a workaround and create translated standard statements using the English version as a baseline for the fields and input the required language into the text boxes and field names. If you have a requirement to translate the plan templates, you have a good start to the translations already for the fields. This process can be tedious, so make sure to have a pretty finalized English version before you start creating additional versions in other languages.
You can then configure statement groups to tie the translated statements to the groups of employees that need the statement in non-English languages.
7. Figure out the roles that will be involved in communicating statements
Planners are typically responsible for communicating the awards to their employees. They can download statements in several ways from their Completed worksheets or within the People Profile if permissions have been set. Additionally, check with your customer if they wish for the employees themselves to have access to their own statements. If this is the case, typically this is a task scheduled out a few weeks from the initial conversations with managers to open access to employees.
SuccessFactors recently added the ability to download statements directly from Executive Review. This allows higher level managers as well as HR managers (assuming role based permissions have been granted to allow access to Executive Review) to be able to download their span of control using the Bulk Print Statements button. The icon for bulk download now only appears if the employees have a generated statements based on the filters in Executive Review. In the previous version, the icon was displayed even if statements weren’t generated from recently filtered list.
8. Test early and often
In addition to gathering statement requirements early, plan to test the statements early as well. Ideally the statement would be part of the early iteration reviews to gather feedback before the frenzy of planning occurs. Create examples of statements to show all the different variations that are possible with the customer such as merit only, merit and lump sum, lump sum only, etc. If you wait until the planning is occurring in Production, you are no longer able to add or edit fields that customers may request in the statement.
Also test the role based permissions and the process for how and when the various roles would download the statements. This will prevent any headaches down the road when the timing is tight to review and open statement access to HR, managers, and/or employees in Production.
9. Make use of standard Email Notifications
If the employees will be able to access their own statements, there is a standard email notification that can be sent. The email text can be setup in E-Mail Notification Template Settings. This will allow for Compensation Administrators to send specific text to employees or groups of employees letting them know that their statements are available and how to navigate in the system to find them.
10. Finalize with a smooth move to Production
Validate any final changes with the customer. Company numbers and final performance may come in just prior to statement generation so an additional validation of the text sections especially is suggested.
You can recreate the statements in each environment, but I suggest to make all changes in the lowest environment and then download and upload them instead. This takes away some flexibility in making last minute changes in Production but keeps the environments consistent and encourages testing to be done in the lower environments before moving to Production.