SAP SuccessFactors 1H 2022 What’s New in Succession and Career Development

SAP has announced the latest updates and changes for SuccessFactors for the first half of 2022.

Preview release was on April 15 and production will be released May 20. You can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog.

For tips on how to manage a release, check out our blog here

For your convenience, we’ve summarized the highlights of what’s new for 1H 2022 Succession and Career Development below.

Career Development

General Availability – Universal Updates

Use Capability Picker in Job Profile Builder, Performance & Goals, and Succession & Development

Users can now use the Capability Picker to add competencies in Job Profile Builder, Performance & Goals, and Succession & Development.

Capability Picker replaces New Competency Picker, with a new UI that includes employees’ competencies, behaviors, and skills within an organization.

Career Development

Users can use the Capability Picker to add competencies to development goals in the latest Goal Management.

The latest Goal Management must be be enabled and development goal plan XML the show-competency-browser switch is configured.

Succession Planning

Capability Picker can be used to select competencies by competency libraries or job roles and search for competencies using keywords.

Job Profile Builder must be enabled.

In the Talent Search Settings in Admin Center, select Enable Capability Picker.

Here is an example of Capability Picker with a search box and a hierarchy structure of capabilities.

Adding Capabilites

New Actions Available in Action Search

Additional Mentoring, Development Goals, and Career Worksheet actions are now available in the global search box.

Users can enter the text of an action or select from suggested actions to get to the selected product page.

  • Sign up for mentoring programs
  • Review and update mentoring activities
  • Update status of development goals
  • Add learning activities to development goals
  • Delete development goals
  • Search for target roles in Career Worksheet
  • Launch role readiness assessment in Career Worksheet
  • Create development goals in Career Worksheet
  • Add learning activities in Career Worksheet

These new actions take users directly to product pages.

Action Searches

0% Expected Rating Now as the Lowest Rating in Career Worksheet

If a competency’s expected rating is set as 0% in Manage Job Profile Content, the expected rating now appears as the lowest rating in the rating gap chart in Career Worksheet.

Previously if no expected rating was set, “N/A” would display as seen below.

Prior Version with N/A Expected Rating

With the latest release, it is now possible to differentiate between “N/A” and 0% expected rating.

New Zero Expected Rating

Job Profile Builder must be enabled.

Enhanced Permission Control for Viewing Roles and Competencies

Before this release, users could view all the roles and competencies regardless of user permissions in Career Development.

Now users can only view the roles and competencies to which they have permissions in Career Development.

This permission control has been enhanced for viewing job roles and competencies within multiple features in Career Development:

  • Development Goals
  • Career Worksheet
  • Career Path
  • Mentoring

Users within the target population for certain job roles and competencies can view the roles and competencies on Career Development pages.

Job Profile Builder must be enabled.

Permission control is applicable in Development Goals, Career Worksheet, Career Path V2, and Mentoring. More details are explained below.

Development Goals

Creating, editing and viewing development goals in Career Development or People Profile, users can view the competencies based on their permissions. If behaviors are mapped to competencies, the same permission control applies.

Using OData APIs when creating, updating, deleting or querying,development goals, users can create, update, delete or query the competencies that they have permission for.

Career Worksheet

Users can view their current roles and suggested roles that they have permission for.

Browsing or searching for job roles, user can view the job families and roles that they have permission for.

Viewing the career path of current or target roles, users can view the job roles to which they have permissions.

Users can view all competencies and behaviors (if configured) of the current and target roles in the gap analysis charts based on their permissions.

When creating development goals for competencies, users can view the competencies in the goal creation dialog box based on their permissions.

Users can add learning activities to the competencies based on their permissions.

In Suggested Roles when filtering job roles by competency, users can view and select the competencies to which they have permissions.

Career Path V2

Users can view the job roles to which they have permissions. Administrators can manage the job roles to which they have permissions.

Mentoring

Program participation may be limited by selecting dynamic groups. Upon sign up to a mentoring program, the users within the groups can view and select picklist options only for their group in the signup form.

General Availability – Admin Opt-Ins

Create and Edit Goals in Non-Goal Management Modules

It is now possible to try out the latest Goal Management in non-Goal Management modules:

  • Career Development
  • Succession
  • Performance Management
  • Multi-Rater
  • People Profile
  • Continuous Performance Management

Creating or editing a goal in one of these modules, the user is prompted with a dialog with new UIs offered by the latest Goal Management.

Creating Goal

Mentoring

General Availability – Universal Updates

There are several universal updates for Mentoring.

Cancel Request and End Mentoring on Manage My Opportunities

On the Manage My Opportunities page, users can now cancel the mentoring request that they made directly in Opportunity Marketplace, without navigating to other product pages.

Cancel Mentoring Request

If a mentee is already connected to a mentor it is now possible for them to end the mentoring relationship on their My Opportunities tab.

End Mentoring Relationship

Text Replacement for Mentoring in Opportunity Marketplace

User created customized mentoring text is now available in Opportunity Marketplace.

This includes mentoring, mentoring program, mentor, mentee, including plurals and uppercases at the program level.

Previously:

Mentor Labels

Now:

Customized Labels

Recommended Mentors and Mentoring Programs Available on iOS and Android Mobile Apps

In iOS and Android SAP SuccessFactors Mobile apps, employees may get recommended mentors and mentoring programs in the Connect with People section.

Mentor Details Page in Opportunity Marketplace

Opportunity Marketplace now has a Mentor Details page. Users can perform a variety of tasks such as viewing details of recommended mentors, bookmarking mentors, submitting and canceling mentoring requests, checking mentoring status, and ending mentoring relationships.

Mentor Details Page

Mentoring – Admin Opt-Ins

Qualtrics Feedback Opportunity for Mentoring Program Completion

Intelligent Services events can be used to send employee information to Qualtrics in order to send a Qualtrics feedback survey to all of the mentoring program participants when the program ends.  

Manage Qualtrics Integrations in the Admin Center now includes the Complete a Mentoring Program option in the Event Name field’s drop-down list for Talent.

To use this feature requires a Qualtrics Employee Experience license so that you can create Lifecycle projects. You also need to integrate SAP SuccessFactors with Qualtrics, and enable Intelligent Services and Integration Center.

Succession

Enhanced Permission Control for Searching Positions by Roles and Families

In the previous version, you could access all the job families and roles regardless of permissions.

In the current version, you can only view the job families and roles to which you have permission when browsing positions.

Browsing job roles to find the position to nominate a successor to will be limited to the job families and roles that the user has permissions for.

The permission control applies to the following scenarios:

  • Opening a nomination dialogue through the nomination section in Succession Talent Cards.
  • Opening a nomination dialogue through the nomination block in People Profile.

Job Profile Builder must be enabled.

Wrap Up

We have now covered the highlights of the Career Development and Succession related updates for 1H 2022. See our blog for 1H 2022 PM release features.

Do you need help managing your SuccessFactors Release cycles?  Download our support services brochure or email info@worklogix.com to see how we can help!

SAP SuccessFactors 1H 2022 What’s New in Performance Management

SAP has announced the 1H 2022 SuccessFactors release information.

Preview release is on April 15 and production will be released May 20.  You can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog.

For tips on how to manage a release, check out our blog here

Highlights are identified by module and the type of change.

Universal- for modules enabled, universal means no steps are required to have access to the new functionality. These features are automatically made available.

Admin Opt-In – the admin must enable the new feature, usually in Admin Tools

Admin Opt-Out – the admin must disable the new feature, usually in Admin Tools

Provisioning Opt-In and Opt-Out require a Partner or Product Support request
For your convenience, we’ve summarized the highlights of what’s new for 1H 2022 Performance Management below.

Performance Management

The majority of the performance management updates involve Multi-Rater 360 forms and Calibration. However there are a few performance related updates that we will begin with.

General Availability – Universal Updates

Restrict Data Access of Inactive Users’ Forms

This enhanced was designed to comply with data privacy and protection standards.

Currently there is no way to limit a user’s access to inactive employee forms. With this release, there is a role permission that may be enabled which restricts the data in an inactive user’s PM form.

To set this up, open a permission role that should have the restriction.

Under User Permissions>Performance>Restrict Data Access of Inactive Users’ Forms

With this permission set, users with this permission role will not be able to access the data of inactive users’ forms in the following areas:

  • Home Page (only can review performance related To-Dos but not form pages)
  • Stack Ranker
  • Team Overview
  • Form OData APIs that include form subject information

Use Capability Picker in Performance & Goals

The previous “New Competency Picker”, now the Capability Picker, has a new UI which includes employees’ competencies, behaviors, and skills within an organization.

The Capability Picker can be used to add competencies in competency sections on PM forms.

To this use, Job Profile Builder must be enabled. In Performance Management Feature Settings in Admin Center, Enable Capability Picker must be selected.

New Columns for Performance Management in Story Reports

In Story reports for Performance Management, users can now include feedback comments in the Ask For Feedback table as seen below.

Ask For Feedback Comments Columns

These are the Ask for Feedback comments provided by internal and external users through emails.

In addition, manual overall performance rating, manual overall performance rating description, and locale specific manual overall performance rating description are available in the Performance table.

Rating Columns

Enhanced Signed Date Column in Story Reports

Signing a form using Route Form and Sign Form, the Signed Date column in Story reports now shows the date and time when the form was signed using the time of tenant preferred time zones. Only the latest record is shown in the reports if users have signed the form multiple times.

Form Signed Date and Time

Enhanced OData Entity FormAuditTrail

The FormAuditTrail API has been updated with a permission check. This API can be used to access all audit trail records of forms in the system. Otherwise, users can only access audit trail records of forms in their folders.

Permission is needed to access all audit trail records of forms in the system and the permission role should include Administrator Permissions> Manage Documents>Admin Access to Forms OData API permission.

General Availability – Admin Opt-Ins

There is a performance management related admin opt-in that is applicable for CPM achievements and feedback on a performance form.

View Achievements and Feedback on Forms on iOS and Android Mobile Apps

Performance reviewers with iOS and Android SAP SuccessFactors mobile apps, achievements and feedback linked to employees’ goals on performance forms can now viewed.

On the goal item page, there will be an Achievements row as seen in the example below.

Goal item on PM form

Achievement details may be viewed by clicking Achievements for the goal. If the employee had any achievements linked to a goal, they would appear as seen below.

Achievements linked to a goal

If there is any feedback for an achievement, it will noted with the number of feedback given.

Feedback Indicator for an Achievement

Clicking the feedback indicator, reviewers can view feedback for the achievement.

Feedback for an achievement

To take advantage of this feature, the latest version of CPM must be enabled.

Reviewers will have to the View permission for User Continuous Performance Management Achievement in their permission role.

Permission to View Achievements

360 Reviews

There are several 360 Reviews – SAP Fiori Version updates. One is also applicable to 360 Reviews v11.

General Availability – Universal Updates

Participants Able to Recall Completed Forms

A participant may recall a 360 Reviews form after providing feedback and submitting it. However this recall feature available for raters but is not applicable to process owners, managers, employees, HR representatives, or approvers.

A Recall button will appear in the action column of the Evaluation Summary section of the form.

Recall 360 Form by Participant

Using the Recall button moves the form back to the participant’s inbox.

Select Multiple Employees on Advanced Search Dialog

Previously, managers were only able to select/add one employee from the search results at a time. To add more, filters had to redefined for each selection.

Managers can now select multiple employees from a search done on the Advanced Search Dialog and add them all to the Participant List at once.

Multi select employees

Refill the Participant List After Declines Occur

Process owners may now add alternative participants to the participant list if some of the initially added participants have declined to evaluate.  This helps ensure that process owners get enough feedback for evaluations.

In order to use this feature, in the advanced settings of the 360 form template, all check boxes should be deselected for the option Hide the Decline to Participate button on the 360 Form for as seen below.

Deselect Hide Button

In the advanced settings of the 360 form template, select at least one role for the option Enable Add New Participants after 360 Evaluation starts for. This allows the selected role to add participants after the evaluation has begun.

Enable adding a Participant

Form Titles Editable in 360 Reviews

It is now possible for users to edit titles of 360 Reviews forms received in their Performance Inbox folder. Already available in 360 Reviews v11, it is now available in the SAP Fiori Version as well.

In the advanced settings of the 360 form template, select the option Enable form title editability in Form info page (V10) or Enable form title editability in the Form (V10), depending on where you want to change titles.

Process Owners Able to See Participants on Anonymous Forms

Process owners now can see the participants who have given evaluation feedback even on anonymous 360 Reviews forms.  This provides participant information such as employee name, email, division, department, location, manager and category.

The Evaluation Summary will still show “anonymous” for each rater, but the Rater List will show rater names instead of “anonymous”.

Rater List with Names

In order to use this feature of a Multi-rater form, some set up is needed.

  • The 360 template to be used should have Anonymous 360 configured in Provisioning >Form Template Administration.
Anonymous 360 Form Attributes
  • Within Form Template Settings for the form, on Show Participants in Status Summary (Applicable to Anonymous 360’s only) needs to be enabled.
Enable Show Participants in Status Summary

Improved Reminders Buttons

The Reminder icon in the Evaluation Summary section has been transformed into a button. Previously the Actions column contain a reminder icon as seen below.

Recall icon

This has been replaced with a Recall button in the Actions column. Users can now send reminders to those who have not given feedback yet; to a one or multiple participants. There is a new Send Reminder to All button will send a reminder to any rater that has not given feedback yet (a status of Pending). The user will also receive a confirmation of this action before reminders are sent.

Send Reminder Buttons

Add “First Matrix Manager” and “All Matrix Managers” as Default Rater Categories 360 Reviews v11 and 360 Reviews – SAP Fiori Version

Within the Manage Templates tool or by editing the XML form template, First matrix manager and All matrix managers are now options as default rater categories in both 360 Reviews v11 and 360 Reviews – SAP Fiori Version.  When selected, the employee’s first matrix manager or all matrix managers will then show on the rater list by default when a 360 Review form is launched.

All Matrix Managers Role

The feature saves users from manually adding a first matrix manager or all matrix managers as raters after the form is launched.

Enforce Start Date in Route Map

A feature currently available for PM forms is now available for 360 forms.

Within the route map associated with the 360 template, select the Enforce start date option and then enter the start date for the step. This may be done for any step in the Modify and Evaluation stages on the route map.

Before the step start date, forms are read-only, but participants can open the forms to check the details.

Support for Learning Activities in Development Goal Section in 360

It is now possible to use Learning activities in the Development Goal section of a 360 Review form. A user may view details of a learning activity, add LMS learning activities, and delete LMS learning activities or Transcript-enabled custom learning activities.

In Provisioning>Company Settings make sure to select the option: Transcript — requires “Version 11 UI framework (ULTRA)”.

Show Behavior Descriptions When Not Rating by Behavior

If competencies have behaviors associated with them, behavior descriptions may be included in the Competency section of a 360 multi-rater form, even if the behaviors are not being rated.

Competency Behaviors

When including behaviors, the behavior name displays but descriptions are hidden by default. Clicking the arrow button will show the behavior’s description.

In order to use behaviors on the form, the XML form template needs to have behavior-mode-opt in the competency-sect set to a non-zero value (1, 2, 4 or 5) and use-behavior should be false.

General Availability – Admin Opt-Ins

Hide the Nonremovable Checkbox in 360 Reviews – SAP Fiori Version

You can now hide the Nonremovable for Raters checkbox on a 360 Reviews form if it’s not needed.

Nonremovable by Raters Checkbox

In the advanced settings of the 360 form template, enable the Hide the Nonremovable checkbox on a form in the Modify stage.

Previously, the checkbox always appeared on a form, even if a rater was not permitted to use it for editing linked skills.

Deprecation of 360 Reviews v11 Version

November 18, 2022 is the end of maintenance for 360 Reviews v11 and will be deleted on May 20, 2023.

360 Reviews – SAP Fiori Version has been Generally Available and now includes the majority of features and functions that were available in 360 Reviews v11.

It is recommended if you’re using 360 Reviews v11 Version to migrate to 360 Reviews – SAP Fiori Version.

Goal Management

General Availability – Universal Updates

There are no universal updates for Goal Management.

General Availability – Admin Opt-Ins

Create and Edit Goals in Non-Goal Management Modules

When the latest Goal Management is enabled, you can try out the latest Goal Management to create and edit goals through an embedded dialog.

When you create or edit a goal in the following modules, you’ll be prompted with a dialog with brand new UIs offered by the latest Goal Management:

  • Career Development
  • Continuous Performance Management
  • 360- Multi-Rater
  • People Profile
  • Performance Management
  • Succession
Goal Creation

Calibration

General Availability – Universal Updates

There are several universal updates for a calibration session.

Manager Template Permission for Creating Calibration Sessions

It is now possible to identify which calibration templates managers can access when they create calibration sessions.  The new permission, Manager Template Permission for Creating Sessions, is added under User Permissions >Calibration for a permission role.

Permission for Manager Calibration Sessions

Total of Expected Number of Subjects Equals Actual Number of Subjects

Logic has been enhanced for subject distribution in scenarios where the guidelines are defined with rating groups or when not all ratings have a distribution guideline.

When the guidelines are defined with rating groups or only part of the ratings have distribution guideline, but these are not met:

  • Ratings are included once in the guidelines
  • All guidelines are defined with “=” operator
  • Total of distribution guidelines is 100%

The system sums up the decimal parts and distributes the whole numbers to the ratings if there are decimal parts in the calculated results. This is done to ensure the total number of expected subjects for all ratings is equal to the actual number of subjects in the session.

Enhancement to Guidelines Enforcement

Distribution guidelines have been enhanced to support more guideline scenarios. Finalizing sessions individually, enforcement is now supported in three more guideline scenarios.

Distribution Guidelines are set in the Data tab of Manage Calibration Templates.

The enhancement only applies to finalizing sessions individually.

  • Guideline is defined in a rating group when there is one more than one rating
  • Guideline is defined with a rating range with an operator other than “=”
  • Not all ratings have a guideline

When the distribution of subjects doesn’t meet the guidelines for any these scenarios, the session cannot be finalized.

More User Information of Calibration Subject Available in Story Reports

You can now include the name and external user ID of a session subject in a Story report. The first and last names and external user ID are supported in the auto-joins for calibration subjects. This makes it easier to get calibration subject information.

Subject Name Columns

General Availability – Admin Opt-Ins

Qualtrics Feedback Opportunity for Calibration Session Finalization

Manage Qualtrics Integrations in the Admin Center now includes the Calibration Session Finalization option in the Event Name field’s drop-down list for Talent.

Calibration Session Finalization

Intelligent Services events can be used to send employee information to Qualtrics so when an employee finalizes a calibration session, a Qualtrics feedback survey may be sent via email.

Calibration, Intelligent Services and Integration Center must be enabled and a Qualtrics Employee Experience license for Lifecycle projects is required.

Continuous Performance Management (CPM)

The legacy version of Continuous Performance Management (CPM) will reach End of Maintenance on May 20, 2022 and will be retired as of May 19, 2023.

The latest version of CPM, initially released in 2H 2020 is available in the Upgrade Center. If no action is taken, your company will be automatically upgraded to the latest version after the retirement date.

In Conclusion

We have now covered the highlights of the PM related updates for 1H 2022. See our blog for 1H 2022 Career Development release features.

Do you need help managing your SuccessFactors Release cycles?  Download our support services brochure or email info@worklogix.com to see how we can help!

What’s New in the 1H 2021 SAP SuccessFactors Performance Management Release

As of April 9, 2021, SAP has released their documentation for the H1 2021 release. 

Preview release will be April 16 and production will be released May 21st.  You can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog here

For tips on how to manage a release, check out our blog here

For your convenience, we’ve summarized the highlights of what’s new for 2021 Performance Management below.

The updates for Performance Management are primarily targeted for 360 Reviews so we will start with those. The PM form updates will be discussed after these features have been reviewed. Calibration updates can be found in our separate blog here.

What’s New for 360 Forms – Fiori Version

Here are the 10 universal updates made for the Fiori version of 360 forms to provide the same features that are available 360 Reviews v11.

Add Approvers in 360 Reviews

Approvers may now be added in the Modify stage.

Development Goal Section Available in 360 Reviews

A development goal section may be added to a 360 Review form template. These enables employees the opportunity to add and edit development goals.

Display a Data Table for a Chart

Within a 360 Executive Review and Detailed 360 Report, a user may select the table icon on a chart to see a data table. This provides text equivalents for non-text content.

Display External Users in Search Results When Adding Participants

It is now possible to add external users as participants without having to disable the system setting Hide External Users from search results.

EZ Rater Available in 360 Reviews

When enabled, the EZ Rater option provides a more condensed list view for rating goal and competencies.

Form History Available in 360 Reviews

Prior performance and 360 forms are now available within a 360 Review. The History button will display options to view either form type if available.

More Form Actions Available in 360 Reviews

Additional action options are now available for 360 forms. Information about the form may be viewed and the form may be deleted.

Print Preview Available in 360 Reviews

When the user clicks the Print button, a popup displays a preview of the form. This provides the user the opportunity to select the entire form or selected sections to print.

Stack Ranker Available in 360 Reviews

Stack Ranker can be enabled which allows side by side ranking of employee competencies. Ratings may be modified and comments added.

Section Descriptions Fully Displayed by Default

Now section descriptions are fully displayed by default and can be collapsed. Clicking Show Less to hide content. Previously sections were collapsed and the user had to click Show More to see the content.

What’s New for PM Forms

There are 5 universal updates for PM forms.

Customized Weighted Rating Supported in Import Overall Scores

Previously it was only possible to import overall scores into the Objective Competency Summary, and Performance Potential Summary, and Summary sections. The new release enables you to update overall scores for the Customized Weighted Rating section.

On the import file, use <PERFORMANCE> rating in the CSV file. The rating field is also used to update the Summary and Performance Potential section overall rating. If there is more than one PERFORMANCE rating, there is a priority for updating. The section order for uploading from high to low is:

  • Customized Weighted Rating
  • Performance Potential Summary
  • Summary

Deep Link to Performance Management Forms

There is now a deeplink available to access a performance form: /sf/openFormByDocId

New OData V2 API Entity FormCustomizedWeightedRatingSection

There is a new OData V2 API Entity: FormCustomizedWeightedRatingSection. It can be used to get the Customized Weighted Rating section details of a performance form in order to update the manual ratings section of the performance form.

Target Population in Role-Based Permissions for Import Overall Scores

This update pertains to the Customized Weighting Rating import that we just covered. Role based permissions may now be used to restrict users to importing scores for only their target population.

Select a role in Manage Permission Roles. Go to Permission>Administrator Permissions>Manage Document and select “Import Overall Scores Only for Target Population” and “Include All Employees” which allows granted users to update manual overall scores for all employees.

Live Profile Section Deleted

A Live Profile section can no longer be added to PM forms. Information in the existing section is no longer available. A link to People Profile can be used on the form instead.

What’s New in Continuous Performance Management (CPM)

There are some new early adapter features for the latest version of Continuous Performance Management (CPM). They are admin opt-in or opt-out features. We won’t cover these here since the latest version is not widely enabled. When the latest version of CPM is enabled, these email reminder notifications will become obsolete: Conduct 1:1 Meeting, Update Status, along with Activity and Achievement reminder notifications.

The latest version will handle notifications differently since multiple roles can be used and meeting channels can be created. Requests and meeting notifications can be created for anyone in the user’s meeting channel.

We have now covered the highlights of the PM related updates for H1 2021. See our blog for Calibration release features.

Do you need help managing your SuccessFactors Release cycles?  Download our support services brochure or email info@worklogix.com to see how we can help!

SAP SuccessFactors 2H 2021 What’s New in Performance Management

SAP has announced the 2H 2021 SuccessFactors release information.

Preview release is on October 15 and production will be released November 19.  You can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog here

For tips on how to manage a release, check out our blog here

Highlights are identified by module and the type of change.

Universal- for modules enabled, universal means no steps are required to have access to the new functionality. These features are automatically made available.

Admin Opt-In – the admin must enable the new feature, usually in Admin Tools

Admin Opt-Out – the admin must disable the new feature, usually in Admin Tools

Provisioning Opt-In and Opt-Out require a Partner or Product Support request

For your convenience, we’ve summarized the highlights of what’s new for 2H 2021 Performance Management below.

Performance Management

There is not much in the way of new functionality, just one universal update.

General Availability – Universal Updates

Configuration Center Support For Performance Management Form Templates

You can now view, download, and transport Performance Management form templates across tenants using Configuration Center. Prior to this release, only Feature Configuration was available under General Configuration for Performance Management. Now System Configuration and Manage Templates are available.

New PM Configuration In Configuration Center

General Availability – Admin Opt-Ins

The admin opt-ins require the latest version of the home page.

PM Related Updates “For You Today” Section of the Latest Home Page

When the latest home page is used, a “For You Today’ card will appear for PM tasks.

You can enable to-do tasks on the latest home page in the Upgrade Center.

The tasks are:

  • “Review Employee Performance” task available for managers
  • “Review Employee Performance” task available for employees

To give managers a view of the form that need their review, cards are grouped into Direct Reports, Matrix Reports, and Other on the stack view. An example is shown below.

For You Today Performance Tasks

Users can go directly to the performance review forms from this card to complete the tasks.

Goal Management

There is one universal update for Goal Management. The majority of the new functionality is for the latest version of Goal Management. With each release more and more features become available.

General Availability – Universal Updates

View, download, and transport Goal Management configurations using Configuration Center.

It is now possible to use Configuration Center for Goal Management to view configurations, download configurations, and transport configurations across tenants. Configuration Center permission is required.

The view feature enables the admin to view configuration as well as see the username who made changes with a date and timestamp.

The download feature is useful to take a backup of your application’s configurations as well as for troubleshooting by an Implementation Partner or Customer Support.

The export feature can be used to export configuration in order to copy from the preview system to production.

With this release, after selecting the Talent configuration area, Goal Management is visible. The admin can then select the features to download.

Goal Management in Configuration Center

After selection, the admin goes to the “Transport Mode” tab to initiate the download process.

Upon completion, the configuration bundles is downloaded in ZIP format. Configuration types are available as separate files.

Latest Goal Management

With each release, the latest version of Goal Management has functionality added that is already available in the current version,

Now supported in the latest version of Goal Management:

  • Beta Goal Import
  • Changing goal plan states in Goals
  • User search
  • Matrix relationships

Now available in the latest version of Goal Management:

  • Spell Check
  • Legal Scan
  • Advanced user search by criteria


We will look at the new supported functions that are available for those using the latest Goal Management. We will start with the universal updates.

Early Adopters – Universal Updates

Mass Import Personal Goals in Latest Goal Management

It is now possible to use the “Import Performance Goals” for the latest version of Goal Management.

Change Goal Plan States in Latest Goal Management

It is now possible to update the goal plan state in the latest version of Goal Management. The ability to lock and unlock goal plans will be available and provides visibility of the goal plan state using the latest version of GM.

Goal plan states are used to control the action and field permissions before and after a goal plan is approved. Users with the “change-state” permission in the goal plan XML can now change the goal plan state in a more straightforward manner.

An example using goal plan states in the latest version of a goal plan is shown below. The current state has a dropdown list.

Latest Goal Management Goal Plan Current State

In addition, employees will be able to receive email notifications when their goal plan state changes. The notifications will include who changed the goal plan state and what the current goal plan state is.

Enhanced People Selector in Latest Goal Management

When using the latest version of goals management, the people selector will include matrix manager and matrix reports. If these matrix roles have permission, they will have access to view goal plans.

An example of the people selector in a goal plan is shown below.

People Selector with Matrix Manager and Reports

If these matrix roles have permission, they will have access to view goal plans.

360 Reviews

General Availability – Universal Updates

View, download, and transport 360 Reviews configurations using Configuration Center

Similar to the Goal Management being available in Configuration Center, it is now possible to use Configuration Center for 360 Reviews to view configurations, download configurations, and transport configurations across tenants. Configuration Center permission is required cross tenants.

Before this release, 360 was not available in Configuration Center Now when selecting the Talent configuration area, 360 is visible. The admin can then select the features to download fro the Transport Mode tab.

360 in Configuration Center

Add External Participants When Users Have No Search Permissions

Users without permission to search for external users may now add them as form participants by email address. Users can enter the email address of an external user in the “Add a New External Participant” dialog box.

If the external user already exists in the system, the First Name and Last Name fields are automatically filled and users can select “Add” to add the external user as a participant.

An example is shown below.

Add External Participant

General Availability – Admin Opt-Ins

360 Reviews Tasks on the Latest Home Page

When the latest home page is used, a “For You Today’ card will appear for 360 Review tasks:

  • “Complete 360 Evaluation task” available for managers
  • “Complete Your 360 Evaluation task” available for employees

Found on the latest Home Page, for any 360 forms for an employee, manager or raters, there is a card to prompt the user to review and complete the 360 Reviews form in the Performance inbox.

For You Today Card for 360

Users can go directly to the 360 review form from this card.

Calibration

General Availability – Universal Updates

There is a universal update for a calibration session.

Set max rating change span

In “Manage Calibration Templates”, if your data source is “Performance”, it is now possible to set a maximum rating change span. This setting can be found on the “Advanced” tab.

Once the span is set, if you make rating changes in the session, the following rules apply:

  • If the rating change made doesn’t exceed the maximum rating change span, the rating will be changed
  • If the rating change exceeds the maximum rating change span, an error message displays and the rating reverts to the original rating.

Shown below is the Calibration Template “Advanced Settings” tab.

Set Maximum Rating Change Span

Continuous Performance Management (CPM)

There are only admin opt-ins for this release of Continuous Performance Management.

General Availability – Admin Opt-Ins

New Qualtrics Survey for Continuous Performance Management

It is possible to integrate Qualtrics surveys with Continuous Performance Management. This integration allows you to collect feedback from employees after 1:1 sessions with their managers.

To use this feature:

  • CPM must be enabled
  • Qualtrics license for website and app feedback projects required
  • “Manage Qualtrics Integrations” feature is enabled in Upgrade Center

The Qualtrics account is used to create the survey and view survey feedback.

An employee will be prompted to complete the survey. An example is shown below.

Start Survey within CPM

The user will see questions to answer.

Survey Questions

Once completed, the admin may view the survey feedback.

Early Adopter – Admin Add -Ins

Enhanced Achievement Experience for Continuous Performance Management

This feature is only available if the latest version of CPM is used.

Achievements can be the default view on the CPM landing page, which enables quick access to achievements. The admin would have to select “Achievements view” as the default on the “Continuous Performance Management Configuration” page. An example is shown below.

Set Default View

When a user accesses CPM, the default view will now be the Achievements tab.

Achievements tab default view

Feedback Integration with Microsoft Outlook

Continuous feedback may be enabled from a Microsoft Outlook add-in to make giving feedback easier.

In order to use this feature:

  • Latest version of CPM must be enabled
  • SAP SuccessFactors user attributes are mapped to Microsoft Active Directory
  • Continuous Feedback outlook integration is enabled and the manifest file downloaded
  • SAP SuccessFactors user attributes mapped to Microsoft Active Directory.

The employee will see an option to give feedback.

CPM Feedback within Outlook
Start Giving Feedback

The feedback questions display and enable the employee to provide feedback.

Feedback Questions

Upon submission, a confirmation message displays. An example is shown below.

Completion of Providing Feedback

Depreciation

Deprecation of 360 Reviews v11 Version

November 18, 2022 is the end of maintenance for 360 Reviews v11 and will be deleted on May 20, 2023.

We have now covered the highlights of the PM related updates for 2H 2021. See our blog for 2H 2021 Career Development release features.

Do you need help managing your SuccessFactors Release cycles?  Download our support services brochure or email info@worklogix.com to see how we can help!

SAP SuccessFactors 2H 2021 What’s New in Career Development

SAP has announced the latest updates and changes for SuccessFactors for the second half of 2021.

Preview release will be October 15 and production will be released November 19.  You can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog here

For tips on how to manage a release, check out our blog here

There are not a lot of new features for Career Development in this release. There are some updates for Mentoring and for early adopters, the latest version of Goal Management and Career Explorer have new functionality.

For your convenience, we’ve summarized the highlights of what’s new for 2H 2021 Career Development below.

Mentoring

General Availability – Universal Updates

The universal updates for Mentoring relate to mentoring email notifications.

Improved Email Notifications

With the new release, there are changes to some of the mentoring email notifications. Some links have been added or removed and some of the messages have been made more concise.

The mentor invitation email notification has been updated. Now there is a link that goes directly to the mentoring program to accept the invitation to participate. An example is shown below.

Mentor Invitation to Participate

The program link has been removed from the email notification that goes out to pending mentees when their requested mentor becomes unavailable. Here is an example of the new email notification.

Mentor Unavailable Notification

Stop Email Notifications to Matched Mentees About Mentor Availability

Currently any mentee that is linked to a mentor will received an email notification when the mentor becomes unavailable as a recommended mentor for new mentees.

Similarly, when the mentor becomes available again, the mentees already in a relationship with a mentor would be notified. An example is shown below.

Emails to Current Mentees regarding Mentor Availability

Sending a notification to existing mentees when their mentor becomes unavailable caused confusion. It was not clear to existing mentees that their mentor was still available to them.

Mentees already accepted by a mentor will no longer be notified when the mentor becomes available or unavailable as a recommended mentor to others joining the program. The existing mentees will still have the mentor relationship but any employees searching for a mentor will not see the unavailable mentor to select from.

General Availability – Admin Opt-Ins

If you are using the latest Home Page, managers will be able to approve or decline employee requests to be a mentor. A new approval card will show on the home page which identifies when the request was submitted and identifies the mentoring program. The manager can approve or reject the request directly from this card.

An example is shown below.

Mentor Approval Card

Latest Version Development Goal Plan

Early Adopter – Universal Updates

For early adopters using the latest version of Goal Management there a few new features that we will discuss briefly.

Mass Import Personal Goals

For early adopters using the Latest Goal Management, it is now possible to mass import personal goals into development plan through Admin Center. This functionality was not available previously for the latest version of goal management.

Improved People Selector

Users with the appropriate role based permissions will be able to search for people by name and access their goal plans.

People Selector will now include additional hierarchical relationships: a user’s matrix manager and matrix reports.

Improved People Selector

Career Explorer

Early Adopter – Universal Updates

Career Explorer is only available for customers in an Early Adopter Care (EAC) program.

Exclude Job Roles from Data Sync

With the new release, there is a universal feature that allows job roles to be excluded from data sync between your system and the People Connection. This means those job roles will not be recommended to employees in Career Explorer.

Accessed from Admin Center, go to “Manage People Connection Integration”. Select “Manage Job Roles for Data Sync”.

The new “Manage Job Roles for Data Sync” screen is seen below.

Select Job Roles to Exclude

Display Long Job Role Names in Recommended Role Card

Currently, long job role names will truncate in the recommended role card as seen below.

Truncate Job Role Names

With the new release, longer names of job roles can be displayed in full using two lines as seen below.

Complete Job Role Names

We have now covered the highlights of the Career Development related updates for 2H 2021. See our blog for 2H 2021 PM release features.

Do you need help managing your SuccessFactors Release cycles?  Download our support services brochure or email info@worklogix.com to see how we can help!

What’s New in the 1H 2021 SAP SuccessFactors Career Development Release

Want to learn what is coming soon in SAP SuccessFactors Career Development? The latest updates for H1 2021 have been announced.

As of April 9, 2021, SAP has released their documentation for the H1 2021 release.  You can view the full set of documentation in the What’s New Viewer here.  As a reminder, preview release will be April 16 and production will be released May 21st.  For full details on the release cycle, check out the SAP SuccessFactors official product updates blog here.  For tips on how to manage a release, check out our blog here.  For your convenience, we’ve summarized the highlights of what’s new for 2021 Career Development below.

There are five universal updates related to Mentoring and one for Development Goals. Let’s take a look!

Mentoring

The mentoring features are related to the mentor program sign up process and are designed to improve the user experience.

Key Questions Indicated

In the sign up sheet, required entries are noted by a red asterisk. This ensures the mentees complete these fields prior to looking at the recommended mentors. Answering the key questions will improve the recommended mentors match.

Answers to questions will be saved but preferred mentors are not saved.

Save Sign Up Program to Complete Later

There may be times when an employee starts to enroll in a mentoring program but is not ready to commit. Maybe they need to consider their mentoring preferences further or need to check in with their manager first. The employee may start to fill out the sign up form, save it and come back to it later to make any updates prior to signing up.

There will be a “Save for Later” button that will display within the program sign up page.

Once saved, the program will appear on either the Invitations or Open Enrollment tab, whichever is applicable.

The program visible on the tab and can be easily be identified with an icon and “Saved for later” text.

Identify Mentor Requests

While filling out the sign up form, mentors that are selected from the recommended list will display a green check mark on the mentor cards.

Confirm Sign up

A mentee will see a confirmation popup when they are completing a program sign up. This gives the mentee the opportunity to confirm signing up for a mentor program. By clicking the “Complete Signup” button, the mentee is enrolled and mentor requests are submitted.

Your Mentor Requests

The Mentoring Page will contain a new section that tracks any mentor requests that a mentee has made. The “Your Mentor Requests” section allows a mentee to see the status of their mentor requests. Pending requests will appear as well as any declined requests and reasons. This feature is only applicable to open enrollment and unsupervised programs. Supervised programs rely on a matching program instead.

Mentees may also cancel any pending mentor requests.

Admin Opt-Ins for Mentoring

There is one admin opt-in available to for Mentoring.

Qualtrics Surveys for End of Mentoring Relationships

Qualtrics Surveys may now be used with Mentoring. The survey can be used when a mentor program participant opts to end the mentoring relationship. Based on how the program was configured, either the mentor or the mentee may cancel the mentoring relationship. A survey will pop up after a participant ends the mentoring relationship.

An email survey is sent to the other participant in the mentor relationship.

The feedback provided in the survey results are seen by the program owner and may be helpful when designing new mentoring programs.

In order to take advantage of this feature, Manage Qualtrics Integrations from the SAP SuccessFactors Admin Center needs to be set up.

Development Goals

Learning OData V4 Service

There is a new Learning OData V4 service. When using transcript or legacy learning activities, learning activities may be created and updated in mass to be associated with development goals and competencies.

Do you need help managing your SuccessFactors Release cycles?  Download our support services brochure or email info@worklogix.com to see how we can help!

What’s New in the 1H 2021 SAP SuccessFactors Calibration Release

What’s New in Calibration?

As of April 9, 2021, SAP has released their documentation for the H1 2021 release.  You can view the full set of documentation in the What’s New Viewer here.  As a reminder, preview release will be April 16 and production will be released May 21st.  For full details on the release cycle, check out the SAP SuccessFactors official product updates blog here.  For tips on how to manage a release, check out our blog here

For your convenience, we’ve summarized the highlights of the 7 new universal features for 2021 Calibration along with the an admin opt-in. Let’s start with the universal features.

Universal

Distribution Range and Group of Ratings in Guidelines

When defining your Calibration template and Performance was selected as the data source on the Data tab, previously an individual percentage could be set for each rating with one rating in a guideline.

It is now possible to create a distribution range for ratings including a group of ratings in a guideline.

In addition to an individual rating, a group of ratings can be used when creating a guideline. As an added bonus, more operators besides “=” can be used:

  • <
  • <=
  • >
  • >=
  • is between

This allows you to set a distribution range for ratings and also include a group of ratings in a guideline with different operators.

Group Ratings and Distribution Ranges in Bin View

Here is a feature that works with the new distribution ranges and groups of ratings in guidelines. When a guideline includes an individual rating with a distribution range, in Bin View, you can see the number of subjects in a range that can be added or removed from the bin to meet the guidelines. A warning message will display above the bins if a guideline includes a group of ratings.

You may modify the total number of subjects for groups of ratings to meet the guidelines. You may also adjust the number of subjects displayed as a range within a bin.

Dashboard and Executive Review Bar Charts

Working in tandem with the new distribution range and groups of ratings that can be configured in guidelines, there is a new UI for bar charts for the Dashboard view and the Executive Review view. The bar charts identify actual distribution for each rating from the rating scale. Blue and orange bars are used to identify the distribution that matches or does not match the guideline.

Hover over the chart to see target vs. actual distribution if any of these conditions are met:

  • A rating appears more than once in multiple guidelines.
  • Not all ratings are configured in all guidelines.
  • There is more than one rating in a guideline.
  • There is more than “equal” configured in a guideline.

When none of these conditions are met, the bar charts will still display the actual distribution and the guideline.

Filters in Manage Calibration Settings

Within Manage Calibration Settings, the “Search Results Fields” tab has been relabeled as “Search and Filter Fields”.

On this tab, the existing columns has been relabeled:

  • “Include Field” is now “Include Search Results Fields”
  • “Make Default” is now “Default Search Results Fields”

There is a new column, “Filter Fields”, applies to all views of a calibration session and allows you to identify the default filters.

There are also new filter fields: Name, First Name, Middle Name, Last Name, Title, Username, Email, Gender, Level, and Status.

Manager Created Calibration Sessions

It is now easier for a manager to create his team calibration session. Previously a manager could identify the template, session name and number of reporting levels when creating the session. Now the manager has more options. Session co-facilitators may be chosen, the default co-facilitators changed and the direct reports may also be participants rather than just subjects. The default co-facilitators option will only appear if the admin opt-in on Manage Calibration Settings is used. It will be explained in the admin opt-in section at the end of this blog.

Deep Links to Performance Management

Within a calibration session view, it is now possible to use a deep link to view a performance form:

/sf/viewPMFormFromCAL

Also to use a deep link to edit a performance form:

/sf/editPMFormFromCAL

Appending the deep link to the application server address will go to a Performance Management form in calibration views as well.

My Jobs Downloads

Previously Calibration reports could be downloaded from the Scheduled Reports page in Classic View. Reports may now be downloaded from My Jobs page within Report Center. This eliminates the need to switch to Classic View prior to downloading.

A report with multiple files can be downloaded in a compressed .zip file or downloaded individually.

Admin Opt-In

There is one admin opt-in for Calibration which we touched upon when looking at manager created calibration sessions.

Specify Default Facilitators for Manager-Initiated Calibration Sessions

A manager initiated calibration session can now have default facilitators. To set this up, a user who has access to Manage Calibration Settings would go to the Global tab and use the setting: Choose one or more users as default facilitators for a new manager calibration session to identify active users to default as facilitators.

This can be useful to specify an HR manager to act as a co-facilitator in order to access a manager initiated session.

When creating a session, the New Session dialog window will display the default facilitators but can be edited by the manager.

We have now reviewed what is coming soon for Calibration.

Do you need help managing your SuccessFactors Release cycles?  Download our support services brochure or email info@worklogix.com to see how we can help!

SAP SuccessFactors Job Profile Builder Talent Management Integration

SAP SuccessFactors Job Profile Builder (JPB) is a tool used to create and maintain job profiles associated to job roles. Job profile content can be used when creating job requisitions but it can be used for much more. JPB is integrated with many HCM modules and the key that ties all of these modules to Job Profile Builder is job roles.

The job profile components can be used in many modules. These components are useful in many areas of SuccessFactors including:

  • Performance Management
  • Career Development
  • Succession
  • Employee Profile

First, let’s look at a job profile. Job Profiles are tied to job roles within a job family. The profile can include education, skills and competencies to associate with a job role. This information can get pulled into a req and the position associated with a job will inherit its properties.

An example of a job profile is shown below.

Job Profile

Competencies are a very critical component of a job role. The competencies are selected from a competency library, most notably the SuccessFactors 2.1 Competency Library. Once the job roles are created, competencies are selected to map to roles. Positions associated with a job will then have these competences that can included as requirements on a job req or a way for an employee to track progress on goals.

As you see below, for a role, a competency library is selected and then competencies can be added.

Mapping Competencies to a Job Role

Job codes, skills, competencies and talent pools can be mapped to a job role. Job codes associated with the roles will inherit the skills and competencies. An example is shown below.

The job role below has a job code, 8 competencies, 4 skills and a talent pool mapped to it.

Job Role with Mappings

This means that all positions associated with a job code will then have the associate skills and competencies.

Performance Management
Any job related competencies can be included on performance form template. This allows an employee to be rated on their job specific competencies.

When a form is generated, all competencies associated with the employee’s role will be pulled in when a performance form is generated.

Role Competencies on PM Form

Development Goal Plans

Development goals can have have competencies added. This is especially useful when using Career Worksheet which we will look at next,

Competencies on Development Goal

Career Worksheet
The Career Worksheet is a component of Career Development and is used by an employee to discover development opportunities based on roles that may wish to grow in to. The Career Worksheet is also dependent on job roles and their job role definitions, mapped competencies and expected competency proficiency ratings.

Job profiles will appear throughout the career worksheet, when browsing roles, viewing suggested roles, viewing career paths to name a few.

The employee selects future or targeted roles to view along with the job role’s associated competencies. The worksheet identifies competency gaps which highlight development areas that the employee needs to work on.   The worksheet also illustrates how ready an employee is for the targeted role based on their competency proficiency. The worksheet may also be used to view career paths and suggested future roles.

Competency mappings to roles are the sole source of competencies listed on the career worksheet. Only ratings from completed forms are displayed in the career worksheet.

A job role will require a number of competencies and each competency should have an expected proficiency level rating. An employee’s readiness for the role depends on whether the employee’s proficiency rating for the competencies meets the expected ratings.

The system uses the Career Worksheet readiness cal­culation to compute a competency match score which compares the em­ployee’s competency rating with the ex­pected rating for the role.

An employee can browse career paths and suggested roles from their Career Worksheet. Employees can proactively prepare for that next step. By discovering the competencies and skills needed to exceed in a job role, the employee can create development goals that align with a targeted role. This gives employees a sense of empowerment to develop skills, behaviors and competencies to prepare for future roles.

Suggested Roles

Suggested roles can be based on career paths or through an algorithm based on a set of criteria. The suggested roles can be a combination of competencies, targeted roles, career path and roles selected by peer. Clicking within any role will will display the job profile, Selecting a role will add it to the employee’s career worksheet in order gauge their readiness for the role.

Suggested Roles

Clicking the plus sign will add the role the employee’s career worksheet.

The employee can view job roles based on job family. Selecting any will add the role to career worksheet.

View

Career Path

Once a target role is selected, the career path for the role can be viewed. This gives the employee a chance to see the job role progression. Job profiles for the roles in the path may be viewed as well.

On the Career Worksheet, the job profile of a targeted role may be viewed.

Career Path for Target Role

All of the job roles that have been configured for a career path will display. The targeted role will be highlighted. Clicking on the information icon give the employee a view of the job profile which can be used to help them decide if that is a job they may like to grow into.

Job Profile

Role Readiness Form

The Role Readiness form is launched from the Career Worksheet by the employee and is used to rate how proficient they are in the competencies needed for any future roles that they selected.   The form is used to help employees plan their career development and identify areas of  development needed for the future roles. 

Role Readiness Form

Readiness Meter

Once the form has been completed, the readiness meter on the career worksheet will show how ready the employee is for the targeted role.

Readiness Meter

Gap Graphs

There is a gap graph for each competency comparing the last competency rating of record for the employee with the expected rating for that role. All job roles mapped to a competency will be included.  The graph shows the actual competency rating from the latest rating form against the expected rating for the competency.

For any large gaps for the competencies, the employee may decide to add a development goal to help them become more proficient. This will add the development goal to their development plan. The development goal will also show the linked competencies.

Succession

Job roles can be tied to talent pools. When a talent pool is mapped to a job role, all positions tied to the job code will then become members of the talent pool. Talent pools associated with a position display in the position card when accessed from the Succession Org Chart or Position Tile view.

An employee’s talent card will also show the talent pools their position is associated with as seen below.

Talent Pool on Talent Card

The Position card will also show talent pool successors.

Position and role information may be viewed as well. Within the Succession Org Chart, when viewing a position, the associated job role details may be viewed. Clicking ‘View Role Details’ will open the job profile associated with the role.

Role Details

Employee Profile

The skill profile is linked to JPB.

Employees can add skills whick can be used for employee development and succession planning,

Skill Profile

Conclusion

I hope you can see that Job Profile Builder can be used beyond Recruitment. The job profiles created can be extremely useful in developing the people within your organization and not just for finding new talent.

For more information on the Job Profile Builder and Talent Management Integrations, check out our book here!

SAP SuccessFactors Calibration Part III – Create Calibration Sessions

In the previous two calibration related blogs, we learned how to configure the Calibration module in Provisioning, and we reviewed how to set up role-based permission, created a calibration template and defined the calibration settings.

Here we will explore the various ways to create a calibration session.  We will see how an admin may create one or more calibration sessions using the “Manage Calibration Sessions” tool.  We will also learn how an admin may create multiple sessions using the “Mass Create Calibration Sessions” tool. We will also review the methods a manager may use to create their own calibration session.

What is a Calibration Session?

Before we begin, let’s have a quick refresher. A calibration session is a forum where managers convene to discuss the performance of their employees to achieve agreement on fair, objective performance ratings. The session is used to compare performance ratings for those being calibrated, make changes to ratings, add comments, and review the outcomes of a given calibration cycle.

Manage Calibration Sessions

We will begin by looking at the options found within “Manage Calibration Sessions”. This role-based permission is granted to the admin role and to any role that will be responsible for creating or editing calibration sessions. An example of the overview screen is shown below.  Here new calibration sessions may be created, and existing sessions may be edited, cloned, deleted, or exported.

Manage Calibration Session Overview

For existing sessions, the name of each session displays with its associated calibration template, the session status, the number of subjects and participants and name of the facilitator. The session statuses include the following:

  • Set up – session has been created and validated but it has not been activated yet.
  • In Progress – session is activated, session is open and not finalized yet.
  • Approving  – phase between In Progress and Approved. Finalize button has been clicked but finalization has not completed yet.
  • Approved  – session is finalized, ratings are approved and session is complete.
  • Deactivated – an In Progress session that has been stopped.  Deactivating a session allows for changes to be made.  Sessions must be reactivated to return to In Progress status.  

It may be helpful to understand what validating and activating mean as well. After a session is created, it must be validated. The validation process checks to make sure subjects have performance forms and the forms are in the calibration step. If validation is successful, the session may be activated. Activating a session makes it ready for the facilitators, owners and participants to access the session to begin the calibration process.

There are also export, filter and search options. One or multiple sessions may be exported to an Excel workbook. There is a record for each subject which contains basic information about the session. The filter option is helpful to find a specific session when an organization has a large number of calibration sessions. Sessions can be filtered by name, status, facilitator or number of subjects or participants. There is also a search option, the admin can quickly find a session by typing a part of a calibration session name in the search box.

Create a Calibration Session

During the session creation process, you will identify the time-frame the session is applicable to and identify the calibration template being used.  You will also designate users to:

  • Run the session (Facilitator)
  • Act as back-up (Co-facilitator)
  • Own the session (Owner)
  • Provide input  (Participant)
  • Be calibrated (Subject)
  • Have access to all session data for a calibration template (Executive Reviewer)

The creation process involves three tabs:   Basic Info, People and Validation.

A new session may be created by clicking on the Create New button or cloning an existing session.  Cloning a session will create a copy of an existing session that you may use as a starting point to rename and make updates to.

Basic Info Tab

The Basic Info tab is shown in the example below.

Create Calibration Session – Basic Info

The Basic Info tab is used to name the session, identify the calibration template to associate the session with and to select the session owners and facilitators. Required fields are the session name, associated calibration template, and session owner(s).   

A session owner would be a manager with more than two levels reporting to them. A session may have multiple owners. The default setting is Select subjects and participants automatically according to the owners.”  When designating an owner, the direct reports of the owner automatically become the participants of the calibration session. Additionally, the direct reports to the participants become the subjects of the calibration session.

This setting will add the participants and subjects to the People list in the second tab.  Participants would be all users one level down from the owner. Subjects would include all users two levels down from the owner. 

The admin’s username defaults as the facilitator but this may be changed.  A second name added becomes the co-facilitator although a co-facilitator is not required.

It is possible to upload one attachment which would be visible in the calibration session.  Rating descriptions or distribution guidelines are examples of attachments that could be used.  

Planned activation date is the date that the session is activated and ready for use.  Session date is the start date of the calibration session and location is the where the session will take place.  These three fields are optional.  Save the tab with your entries and then go to the People tab.

People Tab

The People tab is used to add or edit participants and subjects for the session.  The People tab is divided into three sections: User Search, Search Results and Session Members as seen in the example below.  If the “Select subjects and participants automatically according to the owners” option was checked on the Basic Info tab, the session members will be populated in the far-right panel as seen in the example below.

People Tab

However, any of these names may be removed or additional ones added.  To add additional session subjects or participants, you may find names using a search by filter, group or org chart.

Search by Filter is the default search. The standard filters are Division, Department, Location, Name, Username and Job Code. The custom calibration filters added to the data model will be available as filter fields as well.   The search results display in the middle section of the tab.

Any employee that displays in the search results can be added as a participant of the session. The role-based permission for the user that is creating the session may only add subjects that are in the role’s target population. An example of the People tab is shown below.

Based on the selections that had been made on the Search Results Fields tab on “Manage Calibration Settings”, the search results section may have additional display fields available by clicking on the wheel icon.  The fields selected will then display as additional columns. Any of the default return fields may be deselected as well.

Display Options

Select a user in the search results section and click the “Actions” dropdown listing to add the name to the participants or subjects. This will populate the session members list in the far-right panel of the tab. An example is shown below.

Add Subjects or Participants

The session member panel displays the owners, participants and subjects. You may select one, many or all to names to remove from the session. An example is shown below.

Owners, Participants and Subjects

There is also a Send E-mail button on the People tab. Clicking this button will display a screen to create an e-mail.  The owners and participant names default into the “send to” address but the entries may be modified. There is also a subject and message area.

Validation Tab

After entering the session info on the Basic Info tab, selecting who will be part of the calibration session on the People tab and saving the session, the session must be validated.  This takes place on the third tab called Validation. This step must be completed in order to make the session ready for calibration.

On the Validation tab, the system completes a series of checks that includes verifying that every subject has a performance form and that each form is in the calibration step. Any errors are displayed and must be resolved before activating the session. Warning messages will not prevent validation. If validation fails because forms have not been routed to the calibration step yet, there will be a button that displays to move the forms to the calibration step. Once the forms have been routed and there are no other issues, “Validation finished.  No problems found.” message will display and the Activate button will be active as seen in the example below.

Validation Tab

Activating a session makes it available for the calibration session to begin. After clicking the Activate button, a confirmation popup displays to verify activation.  Once activated, an e-mail may be sent to the facilitator, owner and session participants.  The recipients, the pre-populated e-mail subject and message may be modified prior to sending.  The session status is now “In Progress”. The session is now available to all of the participants for review.  The facilitator would be able to start the calibration session as well.

This method of creating and activating calibration sessions is manageable when there are only a small number of sessions to create.  We will look at another tool that the admin may use to create, validate and activate calibration sessions in bulk.

Mass Create Calibration Sessions

There is a function that enables the admin to create multiple calibration sessions at once.  In addition, these multiple sessions may be validated and activated in mass.  The “Mass Create Calibration Sessions” tool is used. Using this feature assumes that the calibration settings have already been configured and the calibration template created. An example is shown below.

Mass Create Calibration Sessions

There are four steps to perform on this screen:  validate the import file, create sessions, validate sessions and activate sessions. The admin will receive an email after each step with with any errors or warnings. If there are any errors, they must be corrected before moving on the next step.

Step 1: Validate Import File

To start, the calibration file template must be downloaded. The template provides the file layout used to create the calibration sessions. Click “file template” seen in the introductory text at the top of the screen and open the CSV file. An example of the file is shown below.

Template to Upload Sessions

The file columns represent the same fields that are used when creating a calibration session manually via Manage Calibration Session. Create a row on the file for each calibration session that you wish to create. Similar to creating the calibration session manually, the same fields are required: session name, the calibration template associated with the session, and the session owner.

There are some fields that are worth mentioning.

If the Facilitator field is left blank, the system defaults the facilitator to the person who uploaded the file. If you wish to list a facilitator and co-facilitator, list each username in the same row separated by the bar delimiter “|”. 

The Session Owner field contains the username of the session owner.  If there are multiple owners, list each in the same cell separated by the bar delimiter.

If populating the date fields, the date format is based on the localized format of the user uploading the file. The file needs to use CVS format when uploading.

There is a checkbox option, “Select subjects and participants automatically according to the owners.” This is the same option available when creating a session manually. By enabling this option, all of the managers reporting to the owner identified on the file become participants in the session. Individual contributors reporting to the participants become the subjects. Enabling this option eliminates the need to individually identify the participants and subjects to include in a session.  Therefore, no entries are added in the participants and subjects columns.

The file may also contain rows for sessions that are not based on the owner’s org hierarchy. In this case, the participants and subjects must be entered on the file in the appropriate columns.

For each session, enter all of the participants in one cell separated by the bar delimiter. Similarly, enter all of the subjects in one cell separated by the bar delimiter. Continue to add rows to the file for each unique calibration session you wish to create. You may create sessions that use different calibration templates. An example of a file to load is shown below.

Sample Import File

Once the file is populated and saved, it must be uploaded and validated. The file needs to use CSV format when uploading. The validation checks for formatting issues or missing fields. An example of importing the file is shown below.

Import Mass Create Sessions File

After the file is validated, the admin will receive an e-mail with the status of the import.  For issues, the e-mail will contain validation errors. If there were any errors, the file must be corrected, saved, uploaded and validated again.

Step 2: Create Sessions

Once the file is validated successfully, the sessions may be created. The admin will need to return to the Mass Create Calibration Sessions tool to create the sessions. Make sure the file name is listed and click on the step 2 button, Create Sessions. The admin will receive an e-mail upon completion. If there are no errors, the sessions have been created and the status of each calibration session is now “Setup”. In the e-mail, the session ID for each session is listed and will need to be referenced when validating the sessions in step 3. An example is shown below.

Mass Create Job Status E-mail

If there are errors, make the corrections, save the file and repeat the step until it is successful.

Step 3: Validation Sessions

The admin will need to return to the Mass Create Calibration Sessions tool to validate the sessions. Make sure the file name is listed along with the session IDs from the e-mail from step 2. Click on the step 3 button, Validate Sessions. An example is shown below.

Validate Mass Sessions

The validation that occurs after the sessions are created checks the permissions, ensures that the subjects have forms, the forms are at the calibration step, and there are no inactive users. The admin will receive an e-mail with the status of the sessions.  If there are no errors, the session is ready to be activated. Only Setup or Deactivated status sessions may be validated.

Step 4: Activate Sessions

The admin will need to return to the Mass Create Calibration Sessions tool to activate the sessions. Make sure the file name is listed and click on the step 4 button, Activate Sessions. The admin will receive an email that shows if activation was successful. If so, the status for the sessions is “In Progress” and calibration sessions may begin.

Mass Delete Calibration Sessions

In a situation where calibration sessions need to be recreated, the existing sessions must first be deleted.  It is possible to delete the sessions in bulk. Facilitators and co-facilitators may delete sessions as long as these calibration roles have the delete permissions.  The permissions to delete In Progress sessions and Approved sessions was set on the Permissions tab in Manage Calibration Settings. Multiple sessions may be deleted at once by using the path Home menu and selecting Calibration.  All the sessions that the facilitator has permission will display. An example is shown below.

Delete Sessions

To mass delete sessions, the facilitator may select any or all sessions and click the trash can icon on the top right side of the screen.  Any sessions that cannot be deleted due to permissions will be listed in the confirmation popup. Any of the other sessions may be deleted, upon confirmation, the sessions are deleted and removed from the session list.

The facilitator may also use Manage Calibration Sessions to delete multiple sessions as shown below. However, each session must be selected and deleted individually. Sessions in any status may be deleted.

Delete Session using Manage Calibration Sessions

Manager Create Session

There is an option to permit managers to create calibration sessions for their own teams. “Enable Manager Calibration Session” would have to be enabled on the Global Settings tab of “Manage Calibration Settings” in order for this to work.

The manager would navigate to the Calibration page from the home menu.  As seen in the example below, the manager would see a “Create New” button to start a session directly on the Calibration sessions screen. 

Manager Create Session from Calibration

The manager would have to select the calibration template that is linked to the performance form to be calibrated, name the session and identify the number of levels to include. If the user is a high level manger, he will be prompted on how many levels to include in the session. For a manager with direct reports only, the only level option will be “Direct Reports“. An example is shown below.

Create Session

In order for a session to be created, all of the subjects must have the performance form associated with calibration template launched and each form must be in the calibration step. Otherwise an error message will popup. Using this method relies upon an admin creating the forms associated with the calibration template and routed the forms to the calibration step if necessary. If the forms are created and in the calibration step, the manager will go directly into the calibration session.

The manager will also have the ability to delete their session by going back to the Sessions tab in Calibration.

Manger Create from Team Overview

There is an additional feature that permits managers to create calibration sessions in the Team Overview page of Performance Management.  This feature only permits sessions to be created for a manager’s direct reports.

The following are required to use this feature:

  • Enable Team Overview Access Permission” is enabled in “Performance Management Feature Settings”.
  • Manager role has permission for Team Overview Access.
  • “Launch Calibration From PMv12 Team Overview” is enabled on the Global Settings tab of “Manage Calibration Settings”.
  • Manager Template” tab of “Manage Calibration Settings” identified the calibration template to use in PMv12 Team Overview page.
  • PM form being calibrated is associated with the calibration template in the Data tab of “Manage Calibration Templates”.

Performance forms have to be in the calibration step which is identical to the process for a manager creating a session directly in “Calibration”.  The manager would go to Performance>Team Overview.  The Calibration button will appear on the top right side of the screen as shown in the example below.

Create Calibration Sessions via Team Overview

Clicking the “Calibration” button  will open the calibration session. If forms are not yet in the calibration step, an error message will display. The manager would need to go back into the performance forms to complete the review step and submit them before the calibration session may be created. This could also be accomplished in Team Overview.

Wrap Up

We have now seen the methods to create and delete calibration sessions by both an admin and a manager.   In the next blog in the Calibration series, we will walk through the steps of a calibration session.  

H2 2020 SAP SuccessFactors Release Latest Goal Management Features and Integration

SAP SuccessFactors H2 2020 release updates finds us with several admin-opt “latest” versions including Home page, Goal Management and Continuous Performance Management (CPM). Here we will focus on the latest version of Goal Management and discuss how it fits into the new home page and how it integrates with CPM. See my earlier blog post for more information on performance management updates and my blog post for what’s new in CPM.

There is a new admin opt-in for the latest version of Goal Management. The latest version of Goal Management provides users with a streamlined view of goals to make it easier to access and manage. Performance Goals and Development Goals are now housed within Goal Management and have improved integration with CPM. Access to Goal Management contains both plans with a tab for each as seen in the example below.

New Goal Management View with Both Goal Plans

For managers, the new look is especially helpful. It is easy to navigate to direct report’s plans or any other users in their target population. They can swap between between their reports and within the two plans. An example the manager’s goal plan view is seen below.

Manager View of Goal Plans

Latest Goal Plan Features

The latest version of Goal Management still allows for the following existing functionality:

  • Creation of personal goals.
  • Development goals can have competencies and learning activities added.
  • Receipt of goal notifications.
  • Edit, view, and delete all goals except group goals v1.
  • Access to other’s goal plans with proper role-based permission.
  • Existing integration with other modules.

New functionality includes:

  • Personal goals not yet at the completed stage and approaching or past due date can appear on the latest home page.
  • Linked achievements for the latest version of CPM may be created and viewed here rather than having to go out of the goal plan and navigating to CPM.
  • Activities can be added directly to goals and linked activities may also display. An example of activities tied to a goal is shown below.
Add Activity to Goal

However, only the latest version of Goal Management may be used with the latest version of CPM.

Latest Goal Management Limitations

Since this is a new version for Goal Management, there is some goal plan functionality not yet available including:

  • Mass import of goals.
  • Ability to cascade and assign goals.
  • Use of Group and Team Goals.
  • Changing goal plan states within goal plan.
  • Use of metric lookup tables.
  • Use of Coaching Advisor for development goals.
  • Assigning custom learning activities to development goals.
  • OData APIs.
  • Some mobile features which will be identified shortly.

Attributes that may be Configured

Listed below are the the goal plan XML attributes that may be configured in the latest Goal Management:

  • max-goals
  • max-weight
  • max-weight-per-obj
  • min-goals
  • min-weight
  • min-weight-per-obj
  • new-obj-share-status-public
  • show-total-goalscore

Unsupported Goal Plan Field Types

Additionally, there are some goal plan field types that are not supported:

  • Bool
  • Checkbox
  • Comment
  • Link
  • Table
  • Text when used for achievement text, actual achievement text, object plan field 1, go to url

Changes to Goal Plan Fields with Latest Version of Goal Management

  • Name field is required with a maximum length of 500 characters.
  • Description and metric fields have a maximum 1000 character limit.
  • State. For use on the latest version of the home page, set the final enum value of the state field to “complete” in order to trigger the change of the goal state which enables incomplete goals to appear on the latest home page.
  • When using weight, if min-weight-per-obj and max-weight-per-obj attribute values are not met, goal creation is not possible.
  • For development goals, competencies can only be used in conjunction with Job Profile Builder.
  • Cannot select a single competency to link to a development goal in the UI.

You may convert existing goal plan templates but the goal plan field types that are not supported will not appear in converted goal plans.

After the upgrade, goal plan templates will need to be converted. Convert a template only once and and one at a time. Only convert the goal plans in use. Goal plans not converted will be read-only. Once converted, the goal plan templates may be used in the latest version of Goal Management.

Mobile Apps Limitations

There are some limitations using the latest version of Goal Management in mobile apps. For Performance and Development goals:

  • Cannot delete a goal from the goal card.
  • Cannot enter a negative number in the number field type.
  • Cannot revert back to the legacy view to see unsupported fields.

For Development goals:

  • Unable to search for a specific competency.
  • Unable to display the number of competencies on the goal card.
  • Unable to add competencies by library or category.
  • No integration with Learning.

Latest Goal Plan on latest Home Page

The latest Goal Management may be used in the latest version of the home page. There is a new admin opt-in for the redesigned home page. It is available for early adopters in both Preview and Production. Any existing legacy home page custom tiles or permissions are not impacted by the new page. An example of the new Home page is shown below.

Latest Home Page

The view is less cluttered with customized user and organization content. Tiles are replaced with cards and are system generated and more interactive. The page is divided into three sections:

  1. Quick Actions. For frequent or quick actions.
  2. For You Today. Dynamically generated user content. Displays any recently added goals and CPM activities.
  3. Organization Updates. Contains custom organization content.

The new Home page shows content from Goal Management, Continuous Performance Management, and Continuous Feedback. On the latest home page, you can view personal goals when the state of these goals is not yet complete and these goals are approaching their due dates or already overdue.

The latest version of the home page handles only personal goals in the following manner:

  • Updates of goals on the home page appear on for those manually created, modified or deleted.
  • Goals from an import are not reflected on the home page.
  • Performance goals appear based on status, if not yet complete and 15 days before due date.
  • Development goals appear based on status, if not yet complete and 30 days before due date.
  • Overdue Performance and Development goals will display.
Goals in “For You Today” section

Performance and development goals disappear from the new home page when:

  • Goals are completed.
  • Goals are deleted.
  • Goal due dates are past the due dates configured on the goal plan template.

To-do items list can be opened and acted upon in a side panel on any page. You can take action on each to-do directly from the side panel.Overdue to-do items are indicated in red.

Is the upgrade right for you?

After upgrading to the latest version of Goal Management, you cannot reverse the update, so be sure to fully understand what features you will be gaining and losing. It is wise to fully test in a preview instance before committing to an upgrade to production.

Because there are some substantial limitations to the latest version, it may be premature to upgrade but it is at least worthwhile to anticipate how Goal Management is changing and to gain an better understanding of how modules continue to be more tightly integrated with each release.

Do you need help with your H2 2020 release? Download our support services brochure or email us at info@worklogix.com to see how we can help!