For your convenience, we’ve summarized the highlights of what’s new for 2H 2022 Succession and Career Development below.
On the Succession side of the house, the Succession Org Chart and position tiles received a functional enhancement to now be able to show the Job Title, Job Level, and Department in the header of the position tile. The options to turn these on is in the Org Chart Configuration screen in admin tools.
Enhancements to Calibration
There have been multiple enhancements to calibration sessions that impact Performance as well as Succession and Development. Specifically, you can now remove subjects from all calibration sessions where before you could only remove from inactive or setup statuses.
Additionally, there’s been enhancements to the enforcement of distribution guidelines so that more guidelines enforcement scenarios are supported when more than one session is finalized at a time. Specifically, you can now include more than one rating in the guideline, you can use operators other than “=”, and not all ratings may have a guideline. Before, these were only supported when you finalized sessions individually.
Multiple new options are available in reporting on the Succession and development modules as well. The Career Worksheet is now available in Story Reports.
Mentoring data is also available now for Story Reports and Cross Domain Table Reports. This can be helpful for example if you wanted to cross domains of employee profile with mentoring to see which departments have mentors and mentees and which do not.
SAP continues to catch up the old features of the old development module with the new look and feel.
For example, you can now copy goals from an old plan again. The comments feature is also now available in the latest goal management on the goal details page. In addition to Development Goals, this feature is also available for performance and 360 forms. To use this, you must add the comments field in the XML.
Career Worksheet and Career Explorer
The Career Worksheet now visually shows the gaps between target and actual competency levels for a role.
The career explorer is also generally available now with AI powered recommendations. It provides a hierarchy career path that allows for recommendations the employee may not have thought of pursuing based on career moves of people similar to them and/or roles from outside their hierarchy. The feature can also be a data source for the new opportunity marketplace.
You can also see why the system made such recommendations:
You can now add Country/Region as a matching category criteria for mentors and mentees. This option comes available so long as you have the country/region standard field setup in your data model.
We have now covered the highlights of the Succession and Career Development related updates for 2H 2022.
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 2022 Performance Management below.
Latest Goal Management
The updates are for the latest Goal Management are admin opt-ins. The new features are described below. These features are also now available in iOS and Android mobile apps.
General Availability – Admin Opt-Ins
Copy Goals from Goal Plans using the latest Goal Management
Users can now copy personal goals from their own goal plans as a new option to create goals.
Requirements to use this feature include:
The TGM/CDP Goal Transfer Wizard feature is enabled
The create permission is granted in XML configurations
The write permission for goal fields is granted
Leave Comments on Goals when using the latest Goal Management
Users can now add, edit, or delete comments on their own goals or those of their direct reports. In legacy Goal Management, comments are shown in the goal list or on the goal editing page.
In the latest Goal Management, the updated comment feature is supported and comments are shown on the goal details page.
Comments can also be managed in Performance Management forms, 360 Reviews forms, and Career Development.
Team Goals Now Available when using the latest Goal Management
Users can now create, manage, and be assigned team goals in the latest Goal Management.
Create, edit, or delete team goals
Access team goals from their own goal plan
Assign/unassign team goals to people from their team or people found via search
Share/unshare team goal ownership with others
If configured, users can manage team goals assigned to them in Continuous Performance Management.
Users can also manage team goals assigned to them in Performance Management forms, 360 Reviews forms, and Continuous Performance Management.
Group Goals are no longer supported.
These new features are available in iOS and Android Mobile Apps as well.
The majority of the performance management updates involve Multi-Rater 360 forms and Calibration. However there are a few goal and performance related updates that we will begin with.
General Availability – Universal Updates
SMART Goal Wizard not available when using the latest Goal Management
It will not be possible to use the SMART Goal Wizard when adding a goal to a performance form. This feature currently is not supported. Even if you enable the SMART Goal Wizard setting in Form Template Settings this option will not appear when adding a goal.
Enhanced OData Entities for Querying Development Goal Sections on Forms
You can now use APIs to query development goal sections and goal items on Performance Management forms. The FormContent, FormPMReviewContentDetail, FormObjective, FormObjectiveDetails, and FormObjectiveSection APIs. Previously these APIs were used to query performance goal sections and goal items only
General Availability – Admin Opt-In
Confirmation prior to Sending Forms
When users send a form, a message popup appears and allows them to confirm the action.
In the advanced settings for the template, there will be a new option to enable the new experience as seen below.
A pop-up will appear for a user that is sending a form back or forward a step to allows the user to confirm the action. It is also applicable when signing a form, rejecting form or sending a copy of a completed form.
In the route map on the form, clicking Actions in the current step, will display a dropdown list.
Selecting the action will cause a pop-up to display.
Continuous Performance Management
General Availability – Universal
Updated Character Count for Continuous Feedback Topic Field
In the previous version, when users chose the “send” button on a form, a confirmation page appeared.
The character count for the Continuous Feedback topic field to 200 characters.
Replacement of Continuous Performance Management Legacy Version with the Continuous Performance Management Latest Version
The legacy version of Continuous Performance Management (CPM) will reach End of Maintenance on May 20, 2022 and will be retired as of May 24, 2024. The replacement is the latest version of CPM, initially released in 2H 2020, that is currently available in the Upgrade Center. If no action is taken, your company will be automatically upgraded to the latest version after the retirement date.
General Availability – Admin Opt-Ins
New Quick Action to Give Feedback on the Latest Home Page
Employees can now choose to Give Feedback from the Quick Actions section on the latest home page.When the Give Feedback is selected, the user can search and select one person, input a topic, and provide feedback to the other user.
Once selected, the user may select the person, feedback topic, and questions.
OData v4 API Continuous Feedback for the Latest Version of Continuous Performance Management
You can now use the Continuous Feedback OData v4 API with the latest version of Continuous Performance Management.
The OData v4 API for Continuous Feedback has been added to support third-party integrations and extensions for the latest version of Continuous Performance Management (CPM).
General Availability – Universal
Remove Subjects from Calibration Sessions
There is a new admin tool, Remove Subjects from Calibration Sessions, used to search for the sessions where an employee has been included as a calibration subject.
When the employee is included in many sessions, you narrow down the search results by selecting a calibration template name. Then, only the sessions created with the specified template are listed.
General Availability – Admin Opt-In
More Gender Values in Calibration Views
Male and Female were supported for visualization in Calibration Views. Now there are the other three standard values: Unknown, Undeclared, and Others.
The gender icon is displayed next to the employee’s name. When the gender of an employee hasn’t been specified in the system yet, it will be indicated as No Selection.
The gender bars in the matrix grid view are now rendered in different colors:
Unknown: Dark Blue
No Selection: Grey
Enhancement to Guidelines Enforcement During Mass Finalization
There are more guidelines enforcement scenarios that are supported when you finalize multiple sessions at one time.
More than one rating is included in a guideline defined with a rating group
An operator other than “=” is configured in a guideline defined with a rating range
Not all ratings have a guideline
No longer are guidelines enforced only when finalizing an individual calibration session. With the latest release, multiple sessions can be finalized as long the distribution of subjects doesn’t meet one of the above-mentioned definitions. Distributions would need to be adjusted in order to finalize all of the sessions.
Previously, these guidelines were enforced only when you finalized individual sessions.
There are several updates for 360 Reviews. Highlights are described below.
General Availability – Universal
Hide Route Map on 360 Reviews Forms
Similar to PM forms, a route map may be collapsed on the form.
This is done through the advanced settings of the 360 Review template by selecting “Hide Route Map on the Form”. Once enabled, when viewing the form, clicking on Hide Route Map will hide the route map from view on the form.
Clicking on Hide Route Map will collapse the route map from view on the form.
Click Show Route Map
Required Fields Marked on 360 Reviews Forms
Fields defined as required are now identified with red asterisks on forms in the Evaluation stage. This now matches how required fields display in PM forms.
Updated Messages for Users Approving or Routing Forms Using Unsupported Tools
In the Approve Form or Route Signature Stage Form tool, once users enter document IDs and chose the buttons to approve or route forms, they weren’t informed that these tools don’t work for 360 Reviews forms.
Now if a user tries to approve or route 360 Reviews forms using unsupported tools in Admin Center, a message will display reminding them that these tools aren’t supported and are shown the correct tool to use.
“competency-filter” Attribute Supported in 360 Reviews Forms
The competency-filter attribute can be used to control what competencies users from different participant categories can view and rate on 360 Reviews.
Within the meta-cat element in the meta section of the form XML, define different participant categories in order to:
After the form is launched, in the Show Assignments dialog, participants belonging to the categories allowed to rate a competency are automatically selected for that competency. However, users can still select any competencies for a participant that weren’t initially included in the competency-filter defined for the participant’s category.
If a participant’s category is changed in the Modify stage, the participant’s competency assignment will be automatically updated to comply with the new category’s competency-filter.
If a participant is added in the Evaluation stage, the participant’s competency assignment will follow the competency-filter defined for the participant’s category.
If a competency is added to the form, filters including or not including this competency will apply to related competency assignments.
Disable Page Setup When Printing 360 Reviews Forms
It is now possible to prevent a user from specifying to print the Summary View or 360 Executive Review form. Instead the form will be printed in its entirety.
In Form Template Settings there is a new option – Disable Page Setup. When enabled, users aren’t allowed to specify the sections to print and the entire form will print.
Show Behaviors in Summary Section by Enabling Rate-by-Behavior
When behaviors are associated with competencies, it is now possible to show behavior names and ratings in the Summary section.
To enable rate-by-behavior, set use-behavior to true and behavior-mode-opt to 0. In the Summary section, add the show-behaviors-in-summary element.
Purge Data of External Users in 360 Reviews
There is a new purge request, DRTM 360 Reviews – External User Purge used to delete data of external users no longer needed in 360 Reviews forms.
The External User Purge for 360 Reviews can be defined by the following purge rules.
A specified number of days have passed since the user declined a form
A specified number of days have passed since the user submitted a form
A specified number of days have passed and the user hasn’t responded to a form
A specified number of days have passed since the user who has never been involved in any form was added to the system
To successfully purge a user’s data who has multiple 360 Reviews forms, each form must satisfy one of the first three criteria.
Deprecation of 360 Reviews v11 Version
The 360 Reviews v11 version will reach the end of maintenance on May 19, 2023 and will be deleted on November 17, 2023.
360 Reviews v11 Version is being depreciated because 360 Reviews – SAP Fiori Version is generally available and includes the majority of features and functions that were available in 360 Reviews v11. In addition the SAP Fiori version has an enhanced user experience and updated visualizations.
If you’re using 360 Reviews v11 Version, please migrate to 360 Reviews – SAP Fiori Version.
There are a few universal updates for Career Development that are reviewed below.
Career Worksheet – General Availability – Universal
Enhanced Competency Gap Graph in Career Worksheet
Previously, the gap graph was shown only when a competency had both a last rating and expected rating. With the latest release, if a competency has either a last rating or expected rating, a horizontal bar graph for ratings is shown below the competency.
In the example below, the competency has an expected rating shown in blue with no last rating.
In the previous version, no horizontal bar graph was available if both ratings were not available.
Career Worksheet – General Availability – Admin Opt-Ins
Career Explorer Now Generally Available
Previously, Career Explorer was only available for customers in an Early Adopter Care (EAC) program. It is now generally available.
Career Explorer recommends career opportunities to employees based on the career paths of people who are similar to them in the organization. It provides a means for employees to find relevant opportunities in their organization outside their hierarchy, career moves of people who are similar and paths that they may not have considered.
For a recommended role, an employee can expand the card to see a career path in a lineage chart and view job profiles and recommendation reasons. The role may be added to Career Worksheet to do gap analysis for personal skills, or dislike the role to further personalize subsequent recommendations.
Recommended roles are refreshed every two weeks or when there are enough delta changes to the data. This allows employees to visit the Career Explorer page regularly to explore new recommendations.
Mentoring – General Availability – Universal
Country/Region Picklist Available for Mentoring Matching Questions
A “Country/Region” picklist is now available in the question category to use for automatic matching. Matching rules can be created to allow mentees to define their preferred country/region when signing up for a program, and mentors’ country/region information is pulled from their profile data.
Mentoring Program Available in Cross Domain Table Reports
Mentoring Program is now available as a domain in Cross Domain reports in Table reports. This can be used with Performance Management, Goal Management and Employee Profile domains to gather mentoring program related data.
We have now covered the highlights of the PM related updates for 2H 2022.
For your convenience, we’ve summarized the highlights of what’s new for 1H 2022 Succession and Career Development below.
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.
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.
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.
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.
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.
With the latest release, it is now possible to differentiate between “N/A” and 0% 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:
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.
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.
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.
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:
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
Display Long Job Role Names in Recommended Role Card
Currently, long job role names will truncate in the recommended role card as seen below.
With the new release, longer names of job roles can be displayed in full using two lines as seen below.
We have now covered the highlights of the Career Development related updates for 2H 2021. See our blog for 2H 2021 PM release features.
There are five universal updates related to Mentoring and one for Development Goals. Let’s take a look!
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.
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.
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:
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.
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.
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.
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.
Development Goal Plans
Development goals can have have competencies added. This is especially useful when using Career Worksheet which we will look at next,
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 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.
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.
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.
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.
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.
Once the form has been completed, the readiness meter on the career worksheet will show how ready the employee is for the targeted role.
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.
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.
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.
The skill profile is linked to JPB.
Employees can add skills whick can be used for employee development and succession planning,
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.
With so many jobs lost, we all need to hunker down and concentrate on keeping our current jobs until things get better right? Nothing could be further from the truth!
Realizing the Need
Just last week, I had a call with a customer who wanted to re-examine their Succession Management process. They had the system set up. They didn’t really use it. Then COVID hit. Like many companies, the organization underwent a lot of changes and left a lot of resource gaps. Now they are realizing they could have been better prepared and are looking to quickly ramp back up their succession process. They are not alone.
Throughout this year, I’ve had the pleasure of serving on HR.com‘s advisory board for Internal Mobility, Succession, and Career Development. The organization just recently published the results of the cross-industry study we board members helped create. From what I see, the survey results are consistent with what I am seeing in the example I described above. Let’s take a closer look at the facts!
First off, most organizations recognize they don’t have an effective succession management and/or planning process in place. In addition to only 40% of companies agreeing or strongly agreeing that their process is effective as shown below, another survey question revealed that only 26% have a succession management system in place.
Furthermore, the survey also found that only about 1 in 5 companies have considerable job mobility within the organization.
At the same time, companies realize that business continuity (e.g. keeping the lights on!) is the most important reason to promote succession management and internal mobility.
Recognizing The Gap
So let’s get this straight, companies recognize that Succession and Internal Mobility are important, but they don’t currently have good systems and processes in place to support them. So why don’t more companies get their Succession Management systems and processes up and running? The problem is, most organizations don’t consider Succession Management important to the organization.
The gap here is that the process really is important for the reasons these companies have already realize and just not acted up (remember what we said about keeping the lights on?). And many companies right now are starting to realize this the hard way during COVID as employees leave both voluntarily and involuntarily and large resource gaps are being felt because of this process gap. I can only attribute this trend to “perception” since the facts point to a real need here. I think it is time to end this perception!
Is It Worth The Investment?
If I invest in a Succession and Development Management strategy, is it really going to work? The answer is “Yes!” The survey found overwhelmingly that those organizations who are internal mobility leaders, it is easier for employees to move to new positions. Making it easy for employees to move from one position to another makes it easier to fill critical roles with people your organization already knows and trusts rather than going through the expense and risk of recruiting externally (which many companies are still unable to do at all at the moment with some still experiencing hiring freezes).
OK, I get it, I need Succession and Internal Mobility! How do I get started?
There’s a ton of ways! We’ve talked a lot about Succession Management – which involves tagging which roles are critical to the organization and identifying how to fill those roles. This can help you define who to develop and what they need to develop. But of course, that means investing in employee development itself! Not surprisingly, the survey found a similar trend here. Almost half of companies reported they did not have a development process or program!
What’s more frightening, is that during the Pandemic, when the concentration should be on developing the fewer employees many companies are trying to make more effective, the opposite seems to be happening. 47% of companies saw decreases in employee development.
At the same time, employee demand for development opportunities has increased! 75% of companies saw that employees are looking for development opportunities!
Once again, there is a huge disconnect which helps explain further why many company strategies are out of alignment with the needs. Only once employees are able to develop their skills and competencies in order to meet the needs of critical roles will they will be ready to start filling those critical roles.
There are a lot of specific strategies companies are using the promote internal mobility and fill their succession management strategies. To find out more information about the different approaches companies are taking to implement their Succession and Development Strategies, you can download the full survey at HR.com or contact firstname.lastname@example.org to talk more about your strategy!
For more information about Succession Management and other talent management modules in SAP SuccessFactors, check out our book here!
Writing Assistant and Coaching Advisor for Job Profile Builder
The biggest news for these modules we’ve seen is that the Job Profile builder now supports the Writing Assistant and Coaching Advisor (see below). This was a big gap that is finally being closed. We had some customers who wanted to use both the Job profile builder and the Writing Assistant and Coaching Advisor. This required creating all of the content for the Coaching Advisor and Writing Assistant in the legacy competency library config screens and then switching on the Job Profile builder and hoping everything got converted OK. If there was a mistake somewhere or something you wanted to add to the Coaching Advisor or Writing assistant…well then there wasn’t a way to fix it without turning off the Job Profile builder. Now this gap is closed and a profile job profile builder compatible maintenance screen for the Writing Assistant and Coaching Advisor exists. Woohoo!
Another significant enhancement we’ve seen is to the talent search. Now at the top of the screen there’s a checkbox to toggle between AND/OR logic when searching for background information (see below). We are wondering how this compliments / replaces the “Make All Criteria Optional” button that already existed under the settings menu. You can also add up to 6 criteria within each background element. There’s also a new competency picker in the talent search. The export feature was also enhanced to allow you to reorder and choose which fields can be exported. More fields can also be exported now under Advanced Information and Ratings & Competencies.
Calibration sessions got a neat enhancement where you can now view comments from other calibration sessions so long as they use the same template (see below)! We can see this becoming very useful to organizations that manage multiple sessions across large organizations. This was also enhanced in the Odata API where a new object, “CaibrationSubjectComment”, is available so that these comments are exposed for interfacing.
In addition, you can also use autocomplete when searching for people in calibration. Also, if you are attempting to purge a user who happens to be the only facilitator for a session you can now replace the user with an active user and then continue with the purge.
Career Worksheets and Career Explorer
Within Career Worksheets and the Career explorer we’ve seen some nice usability improvements. For example, the ability to remove recommended roles in the career explorer. Users can now remove a recommendation if they no longer wish to see it. This is a nice feature that can help encourage employees to keep looking for other roles instead of just constantly throwing something irrelevant at them. Aside from this, the career worksheet also got a security enhancement where the worksheet is only viewable if the employee is in the user’s target population. The progress bar also swapped colors as shown below. The bars will also show up now for not applicable / too new to rate competencies (they were hidden before).
But that’s not all!
Development templates and Continuous Performance Management also got another integration point. Now when a user
Matrix views (9-box) also got visual /usability updates. For example, you can now remove the “Too New to Rate” option. You can also view the people cards for employees even when you are zoomed out of their box. You can also select reporting levels in the Matrix Grid Report.
You can now also hide contingent workers in the Succession Org Chart. The “Add Successor” icon also appears now even when there is no successor exists.
Talent pool nominations can also now be approved or rejected. Nomination history for talent pools is also available via the Odata API and People Analytics Stories.
All in all, there’s over 25 items being changed/enhanced in this release and we didn’t cover every detail here. For more information, check out the What’s New Viewer here.
Calibration is a process used to appraise employee performance in a fair and consistent manner. Managers meet in calibration sessions to discuss employee performance and achieve agreement on performance ratings. At the onset of a calibration session, the definition of each performance rating can be agreed upon to enable a common language to use when discussing and evaluating performance. The intent is to help eliminate any potential manager bias when discussing employee performance and finalizing ratings.
SAP SuccessFactors Calibration provides a framework to objectively evaluate employee performance. This tool provides HR and senior managers the means to impartially review and adjust performance ratings across teams, departments and the organization. A calibration session provides a visual presentation of employee data from multiple sources in multiple views. Evaluating ratings in several formats with different filters may help to find areas of bias.
Calibration may be a standalone process or part of a performance review process, a talent review process, or a compensation review process.
Information used within Calibration may be sourced from Performance Management, People Profile, Compensation, or Succession data. Within Performance Management, overall performance, potential, competency, and goal ratings may be calibrated. The Succession related metrics that may be calibrated are Risk of Loss,Impact of Loss and Reason for Leaving. Compensation ratios may be evaluated using the salary, bonus, stock and variable pay components of a compensation template. Overall potential, performance, competency, objective and two custom ratings may be calibrated from the talent profile section of People Profile. Upon completion of a calibration session, ratings are updated in the original source.
We will focus on calibration based on ratings from a performance form template.
Basic Configuration of Calibration
There are several steps to perform before we are ready to run a calibration session:
Enable Calibration in Provisioning
Configure Succession Data Model
Set role-based permission for Calibration access
Configure data source template
Enable calibration related e-mail notifications
Configure Calibration Template
Configure Calibration Settings
Assign users to Executive Review role
Configure Calibration History Portlet in People Profile
In this blog we will cover the steps to configure Calibration in Provisioning. The steps to configure Calibration in your instance will be covered in the next blog, “Configuring SAP SuccessFactors Calibration Part II – Instance Set Up”.
Enable Calibration in Provisioning
First we must enable Calibration in Provisioning. Within Company Settings, search for “Calibration” to find the section called Enable Calibration. Once found, click the checkbox as seen below.
Additional settings under Enable Calibration may be enabled here. If you plan on using Executive Review, which summarizes calibration activity across sessions, enable this feature here. We will need this feature enabled when creating the calibration template.
If you are going to permit managers to create their own calibration session, click the checkbox for “Enable Manager Calibration Session”. We will need this feature when configuring the calibration settings.
The other features may be set in the instance directly via Manage Calibration Settings and will then reflect as enabled in Provisioning. We will be discussing these features in the next blog, so we can leave the rest unchecked here.
There is also a radio button within Enable Calibration used to identify the permission model used. The default permission model is legacy permissions but you should be using Role-Based Permissions (RBP). Make sure “Use role based permission model”is selected.
Save the settings in this section of Company Settings before moving on to the next set of features to enable.
Calibration Reporting Permission
There are no standard reports or dashboards for calibration. Any calibration reporting will need to be done using ad hoc reports. If you wish to make calibration data available for reporting, go to the Analytics and Dashboard Tabs & Misc Reporting section of Company Settings.
“Additional Adhoc Sub domain Schemas Configuration” and “Enable INCLUDE STARTING FROM USER in people pill” will need to have the following enabled:
Calibration Org Chart Coverage
After saving the settings, back out of Company Settings and we will continue with additional configuration set up.
Configuring Calibration in the Succession Data Model
There are elements in the Succession Data Model that can be used for calibration. We will need to update the data model to ensure these elements are configured. Export the data model in order to make updates.
Open the file using an XML editor. Here we will be updating the following:
Calibration History Portlet
We will look at each of these.
The ratings that can be calibrated are based on the available ratings configured in your system. While setting up Calibration in your instance, you identify the data source of the ratings. Earlier we had mentioned that ratings may come from performance form templates. You may calibrate ratings from an existing performance form template or you may decide to create a new performance form template in order to utilize additional rating types such as overall competency, overall goal and overall potential.
In either case, the data model must contain the rating elements that you wish to calibrate. Most likely these already are already in the data model but you will need to verify this. The rating elements are:
A code segment seen below displays an example of the overall performance rating background element.
Make sure all of the rating types that you wish to calibrate are included in your data model.
Additional Elements to Calibrate
There are three standard elements that may display in some of the views in a calibration session. If you are using SAP SuccessFactors Succession, these most likely are in used for Talent Flags and Matrix Grid reports.
A code sample of the flags is shown below:
Calibration sessions can display data in many views. In Part II of this series, you will learn how to create these views. There is a display option feature that is particularly useful for the List view tab. Here the data is displayed in a table with a row for each employee being calibrated. If there are several columns for this table, there could be a lot of back and forth scrolling. With the display option feature, some columns may be hidden. There is an icon for display options that enables users to add or remove certain columns from the view. Some are hardcoded and will always show up as display options in a calibration session:
Quickcard (if enabled in the calibration template)
The Quick Card display option may be enabled when configuring the Calibration template which we will discuss in Part II.
When clicking on the display options icon within the calibration session, any of these fields may be deselected and those columns will no longer display on the view.
There are some icons that may be added as a display option fields. Any display option fields defined for Succession in the Matrix Grid Classifier tool in Provisioning or the flags be set in Matrix Grid Report Icon Reconfiguration may also be used as display options in a calibration session. In the list view, any of these icons selected would appear in a new column called “Attributes”. Bin and matrix views the icons appear underneath an employee’s name. Having these icons readily visible for each employee may be useful when comparing employees.
Filter Options are used in a calibration session to narrow the list of the employees that display. If there are a large number of subjects, this is a way to view a smaller group that meet the filter criteria. It may be more manageable to view subsets of employees during the session.
Within a calibration session, the standard fields that are available as filter options are:
These will always appear as filter fields for a calibration session. If Risk of Loss, Impact of Loss and Reason for Leaving are also in your data model, these fields will also be filter fields. The 15 custom fields that may be defined in the data model may also be added as filter options. To set this up, the custom fields must be part of the default filter in the data model as shown below in the code segment sample.
These custom fields may also be used in as filters in calibration. Module specific filters are defined within <custom-filters>. Identify the calibration module filters by adding this tag:
Include the custom elements that you wish to use as calibration filters. This should be placed after the default filter as shown below:
There is one additional calibration specific element that may be added to the data model. We will look at this next.
Calibration History Portlet
Calibration data may appear in People Profile when the Calibration History Portlet is configured. This portlet provides a snapshot of calibration session data along with ratings. The background element for the portlet must be added to the data model. A code segment sample is shown below.
<background-element id="calibrationHistoryPortlet" type-id="138"> <label>Calibration History Portlet</label></background-element>
If you also wish to use the portlet in the Employee Scorecard, the portlet must be added under the view-template “employeeScorecard”. A code segment sample is shown below.
After making the data model updates, save and import the data model.
Congratulations! Calibration is now enabled and you are ready to set up Calibration in your instance. Coming soon will be my blog, Configuring SAP SuccessFactors Calibration Part II – Instance Set Up to learn how.
For more information about Calibration and other talent management modules in SAP SuccessFactors, check out our book here!
Do you need help setting up your Calibration implementation? Contact us at: email@example.com
Want to know what’s changed from the first Half (1H) 2020 SAP SuccessFactors release for Career Development? Let’s take a look!
There are two new universal features within Career Development and three universal enhancements in Mentoring. We will wrap up by seeing the new Career Explorer tool that is only available in an Early Adopter Care (EAC) program at this time.
We will begin with the new universal feature in Career Worksheet.
Creating a Deep Link to “My Current Roles” in Career Worksheet
It is now possible for an employee to use a deep link to go directly to the “My Current Roles” tab in Career Worksheet.
So what exactly is a deep link? For our purposes, it is a hyperlink that links to a specific page in the SAP SuccessFactors application. For example, a custom tile on the home page may contain a deep link. This acts as a shortcut to reduce the number of clicks to move to another page in SuccessFactors.
In prior releases, it would take several clicks for an employee to get to their current role on Career Worksheet. From the home page the path would be Development>Career Worksheet>My Current Roles tab.
With the latest release, an employee can open a deep link to go directly the Career Worksheet “My Current Roles” tab by using the new URL “sf/careerworksheet?currentrole=true“.
In order to take advantage of this new feature, a little set up is needed. For our example, we will add a link to the “Quick Links” tile on the Home page.
First let’s set up the URL so it will be ready when we need to reference it. To use the deep link, add it to the base URL of your SuccessFactors instance. To find your base URL, look at the URL for your login page. An example is shown below.
Now we can set up our deep link. Go to “Manage Home Page” and find the “Quick Links” tile as seen below.
Click on “Manage Links” in order to add the URL. Click the plus sign seen in the top right corner of the page. You will then be able to add a new entry. Provide a name for the link label, turn the link on by default, enter the newly created URL and save. An example is seen below.
Now go to your home page. The new deep link will now be available in the “Quick Links” tile as seen in the example below.
Clicking on this tile, the user will see all of the quick links available to them. In the example seen below, the user has added this link to their favorites.
Clinking the link will take the user to the “My Current Role” tab on Career Worksheet as seen below.
That wraps up what is new for Career Worksheet. Next we will move on to the Development Plan.
The final “what’s new” for Career Development Planning is the availability of the Buddhist calendar in Development Plans. This enhancement is specific to customers in Thailand. The Buddhist calendar will now display in:
Development Plan – add and edit learning activity
Development Plan – add and edit goals
Learning Activity within Development Plan – create and edit new learning activity
Learning Activity Group within Development Plan – group definition, edit assigned learning activities for groups
We have now seen the new features for Career Worksheet and Development Plan. Now let’s see the enhancements for Mentoring.
There are no new features in Mentoring but there are a few universal updates to existing functionality:
Enhanced Matching Rules
Reduced number of recommended mentors
Email notifications for changes in mentor availability
We will look at each one.
Enhanced Matching Rules
When an admin creates a mentoring program, the program signup form is configured. The admin creates a series of questions that mentors and mentees must answer when joining a mentoring program. Now matching rules are defined for each question. The system determines the best match for a mentor and mentee based on the responses and the matching rules for each question.
When creating the signup form in prior releases, there were only four columns to complete as seen below.
The fields to complete were: “Answer Type“, “Selection Values“, “Questions to Mentor” and “Questions to Mentee“.
The admin would create questions for the mentors and mentees. Each question would need to have the answer type defined: free text or a picklist. If the answer would come from a picklist, the picklist would be identified in the “Selection Values” column.
The latest version of Mentoring has a much more robust method for matching program participants.
The new signup form is displayed below.
Like the previous releases, a matching rule is created for each question that appears on the signup sheet. Now there are additional criteria defined in order to find the best match:
Matching Based On
The “Answer Type” and “Selection Values” columns from previous releases have been combined into the “Question Category”. An example of the selections for this field is shown below.
If the question may be answered by a picklist, the picklist is identified in this field otherwise the question category value would be “Free Text”.
In order for mentors to be matched to mentees, all of the questions cannot be free text.
Just a few things to keep in mind about picklists.
The picklists that may be used for each question are: competency, department, division, location, gender, job family, job role, job code, job level, job title and skill. You may also use custom picklists. The picklists need to be defined in the data model and permissions must be granted.
The same picklist (standard and custom) may be used in multiple questions.
Custom picklists may only be used when matching is based on preference, not with mentee or mentor preference or profiles.
New is the “Matching Based On” column. For each question, matching may be based on:
Preferences. Mentors and mentees are matched based on their answer to the question.
Mentee’s Preference. Using this match type, there is only a question for the mentee. The mentor will not get the question on their signup form. Matching is based on the mentee’s answers and the mentor’s employee profile.
Mentor’s Preference. Using this match type, the question is only for the mentor. The mentee will not get the question on their signup form. Matching is based on the mentor’s answers and the mentee’s employee profile.
Profiles. This match type does not use a question. Matching is done based on the picklist value for the question on the mentor and mentee employee profiles.
Also new is “Key Question”. When a question is identified as “key”, and the mentee and mentor don’t satisfy the matching criteria for the question, they won’t match. Key questions cannot be weighted.
Matching type. Options are “Matched” or “Not Matched“. Matching depends on the answers or the profile to determine if they are a match on each question. If the answer is defined as “Not Matched”, the answer to the question by the mentor and mentee cannot be the same in order to match on the question.
Weight. If used, the sum of the weights must equal 100. If this column is left blank, equal weight will be given to each question. If you wish to omit a question from matching, you may leave its weight blank but have the weight for the remaining questions to add up to 100. Responses to key questions and free text questions cannot be weighted.
The table shown below identifies which fields are available for each “question category”/”matching based on” combinations. The fields that the admin will be able to enter for each question on the signup form will differ based on the matching options.
Matching Based On
Question to Mentor
Question to Mentee
Field Availability Based on Question Category/Matching Based On
For example, if you are using employee profile as the matching type, there will be no questions for the mentee or mentor because matching is based on the picklist value on the mentor and mentee employee profiles. For all cases where a question is identified as “key”, the weight field will not be active.
The matching between mentors and mentees is based on the rules set up for the signup form questions. Matching rules determine the recommended matches. The system compares data from the mentee to the mentor.
The matching program looks at the key questions first. If the matching rule is not satisfied for any of the questions, the mentor/mentee are not considered a match. If there is a match based on the rule of a key question, the system keeps matching based on additional question matching rules. For non-key questions, preferences or employee profiles are compared to calculate the mentor’s match score.
Skill and competency questions calculate a match score based (0 to 100) on the number of picklist values matched for a question. The number of mentor’s competencies/skills that match with the mentee is divided by the total number of competencies/skills that the mentee selected in their signup form. This number is then multiplied by 100 to arrive at the match score for this question. So the more competencies/skills that match, the higher the matching score. The match score for any other standard or custom picklist will be 0 or 100. If a question does not have at least one picklist value in common between mentor and mentor, the match score is zero.
After the system calculates the mentor’s match score for each question, the scores are summed. Weights used on a question are also used in the calculation of the final match score. Based on the results, the top ten matches become the recommended mentors for a mentee.
Matching Program for Supervised Mentoring Programs
Supervised mentoring programs use a backend matching program to calculate match scores. This program uses a star system with four matching levels.
Preferred (four stars) match based on preferred mentor selected during sign up
Excellent match (three stars) based on 75% or higher match score
Good match (two stars) based on 50 – 74.99% match score
Average match (one star) based on 49.99% or lower match score
Recommended Mentors Cap
Another enhancement involves reducing the number of recommended mentors. In prior releases, when a mentee completed the questions on their signup form and then saw the recommended mentors, up to 100 recommended matches would display. Now the mentee will only see ten recommended mentors. This limits the mentee’s time scrolling though all matched mentors to make a selection and instead can focus on the ten with the best fit.
We will now look at the final enhancement for Mentoring.
Email Notifications for Unavailable Mentors
The final enhancement involves email notifications for mentor availability status changes.
When the availability status of a mentor changes, their mentees and their pending mentees will receive an email notification. This is very helpful information for mentees to be made aware of so they may select another mentor. In prior releases, only the mentor received notification when their availability status changed.
Going forward, the mentor will only receive a notification if the admin changed their availability. In other words, if the mentor changed his own availability status, he would not be notified. In either case, the mentee will receive the availiabilty change notification.
Let’s look at what happens when the admin goes into a mentoring program and makes a mentor unavailable as seen in the example below.
The mentor will not be available until July 24, 2020 so both the mentor and the mentee will receive an email notification.
The mentor notification is seen below. The email contains the date the mentor will be available again. It also explains that the mentor cannot be selected by a mentee when in this unavailable status.
When the mentor is no longer available, the mentee receives an email notification as well. Any mentee that has a pending mentor request with this person will also get the email. A sample email is shown below.
In the email, the mentor’s availability date is supplied. The mentee also is prompted to select a new mentor.
Now we will see what happens when mentor makes himself unavailable as seen below. The mentor changed his availability and entered the date when their availability date.
In this case, only the mentee will receive the availability notification.
Next, if the admin goes into the program and makes the mentor available again, both the mentee and mentor will be notified.
Here is a sample email notification received by the mentor.
The mentor is made aware that they are available again so the mentor may expect to see some mentoring requests coming his way again. The email also explains that they may go into the program to change the availability or status.
The mentee is notified of the mentor’s availability as well. Shown below is a sample notification.
If mentor makes himself available again, only the mentee receives notification.
We have now seen what’s new and enhanced for Career Development. Now we will take a brief look at the limited release for a new feature.
A new component of Career Development is Career Explorer. It uses a machine learning algorithm to make recommendations for future job roles based on users “like me”. Career Explorer recommends career opportunities based on the career paths of people who are similar to the user in the organization. An employee can see the career path taken by others that used to have the same job role or who have similar skills, previous roles or education. This give the employee some additional future job roles to consider that may not be within their regular career path. This tool provides personalized guidance over the predefined career paths to determine the possible next role.
Career Explorer helps an employee find possible future roles outside of traditional career paths or even discover an unexpected fit for a role. These roles may be set as targets for career development. Based on the recommended roles, the user can also see a future career path in a lineage chart.
A sample view of Career Explorer is shown below.
Competencies, skills and other job profile details may be viewed for each role. The employee may see how well they meet the job role requirements. If the role is added to their Career Worksheet, the employee may identify competency deficiencies and then create development goals and learning activities to help fill those gaps.
Career Explorer is currently available only to those in the Early Adapters Care program (EAC). In order to apply, you must be have a minimum of 1000 employees all associated with job roles. Additional requirement include using:
Job Profile Builder using job code, job classifications and competencies
Career Development Planning, preferably with Career Worksheet enabled
Registration ends November 1, 2020.
We have now seen what’s new and improved within the Career Development module. And we have seen what is coming with the new Career Explorer. Check out my blog on what’s new for SAP SuccessFactors Succession for 1H 2020 as well.