H2 2020 SAP SuccessFactors – Employee Central New Features and Enhancements.

SAP SuccessFactors has some exciting new features for your Employee Central. They can be found in detail here (S-User ID required).  Filter on Solutions for Employee Central to review all of the latest changes. Under the Description for each, you can click on ‘See More’ to see screenshots and detailed information.

Highlighting some of the interesting points on the new features and the Enhancements released in H2 2020 Employee Central.

Lets drill down based on the configurational type Universal, Admin opt-in and Admin opt-out.

New Features added with the configuration Type: Universal

  1. Using any mobile browser, Enrolments and claim employee benefits can be done.
  2. Using changeWfRequestApprover, you can change the approver of a workflow step through API, apart from the Manage Workflow Requests tool.
  3. The duration to pull the data from the Employee Central CompoundEmployee API fields last_modified_on or snapshot_date is limited to a maximum of 3 months.
  4. Moving all the hire-related permission settings into one category “Manage Hires” is more efficient while granting access to HR admins and managers.3
  5. Delete assignments/ Edit dates within a temporary work schedule assignment is now available with regular work schedule pattern.
  6. To trigger the workflow, new business scenario: Trigger Workflows option is available under the Employee Central Core category on the Configure Business Rules page.
  7. New Day View includes cross-midnight absences and planned working times for Team Absence Calendar. Employees/ managers can view absences and planned working times. 45

    New Features added with the configuration Type: Admin Opt-in

    • Qualtrics surveys with Benefits to get feedback from your employees when they add a benefit during a cart-based enrollment action, such as for New Hires, Rehires, or the Company Open Enrollment process.
    • Simplified process for sending a survey in an email.
      • Intelligent Services events to send employee information to Qualtrics, so that you can send a Qualtrics survey via email to them when they are assigned to concurrent employment.
      • Intelligent Services events to send employee information to Qualtrics, so that you can send a Qualtrics survey via email to them when their manager changes.
      • Intelligent Services events to send employee information to Qualtrics, so that you can send a Qualtrics survey via email to them to find out why they’re leaving the organization.
    • Customized Configuration of New Hire:

    You can create templates where you specify only the blocks needed for the type of employment you are hiring for, meaning that you can add, remove, and rearrange the order  of the blocks as well as add standard and custom MDF objects to the configuration.


    • New Job option ‘ Create or Update Benefit Enrollments for Employee Master Data Changes’ is available to process the records of the employees who have changes in their master data.  Existing ‘Benefits Auto Enrollment Job’ processes runs for all the employees even when there are no changes as per the eligibility rule.

    Rules must be configured for the master data objects maintained in the benefit eligibility.

      • Create Benefit Tracker for Employment Info Changes ()
      • Create Benefit Tracker for Employment Info Changes with Effective Date ()
      • Create Benefit Tracker for Personal Info Changes ()
      • Create Benefit Tracker for Personal Info Changes with Effective Date ()
    • Custom data block ” Live Profile User Information” can be added to your People Profile to display and manage additional information about contingent workers. Not required to import data using Employee Central Imports or OData APIs to modify information that’s not available on the contingent worker’s profile.
    • Address Validation: Added validation mapping for all address fields for Brazil and Belgium. Legal entities in Brazil and Belgium are required to store the addresses of employees and their dependents in a way that is legally compliant.
    • Local Version of Ghana and Suriname includes National ID, Personal Document Types, Personal Information, Job Information, Disability Information, Dependents Information, Home Address and Corporate Address.
    • Added a new option to allow the data replication when employees are flagged for a payroll correction run (Matchcode W).


    • Now, configure the Internal Job History block in the People Profile as a read-only to view a summarized version of an employee’s job history at the company. Based on the rule scenario configured, job history for an employee will be displayed and only visible to the HR Admin.


    • Accruals Transfer date can be adjusted automatically in the following scenarios:
      • Unauthorized leave
      • Leave without pay


    New Features added with the configuration Type: Admin Opt-Out

    Work Permit Importing on Centralized Services – Now validation is based on the business keys to ensure their uniqueness, adopt the Full Purge mode, and import data based on user ID, instead of person ID. The shift from the legacy approach to this new one to importing work permits improves data quality and reduces maintenance costs.


    Enhancements in H2 2020 Release:

    1. Filter option has been enhanced on the OData Entities: Custom string fields’ custom-string1, custom-string2, and custom-string3 can be included in the filter while querying the Employee Central OData APIs PerPerson and EmpEmployment.
    2. Integration of Position Management with SAP Fieldglass: No manual effort of creating and attaching a business rule to map fields. When you create an  Fieldglass requisition from position organization chart, the entire position object is now passed to SAP Fieldglass.
    3. Enhancements to the Deduction Start Date: Options in the Deduction Start Date field is changed across benefit types. The options available for the Deduction Start Date field are 
      1. As of Enrollment Effective Date
      2. Always Next Pay Period
      3. Next Pay Period Based on Pay Check Issue Date.
    4. Event Reason drop down field is introduced while Hiring or Rehiring Contingent Workers.
    5. ‘onChange Rules’ can be executed across blocks when an employee is transferred within your organization using the Manage Pending Hires tool. You can also trigger changes based on rules set for fields across blocks. For example, when there’s a transfer leading to a change in the company code, the pay group is changed based on ‘onChange’ rules in your instance.
    6. Scheduled job belonging to Off Cycle Event Batch and Employee Data Imports are cancelled if there are at least 100 failures reported within a span of 90 days.
    7. The rules ‘check_Bank_Uniqueness,  validateMainPaymentMethod_PaymentInfo and proposeIBAN_PaymentInfoDetails’ are being removed from the pre-delivered content for Payment Information. 
    8. To have more accurate address data for customers in Thailand, new fields are added and existing fields are modified.
    9. Administrators can configure a rule function to split advance leave payment across fiscal years.
    10. NAF Office Number Home Address information is removed due to a requirement change in Norway. Removed the <Region> field from the Home and Corporate Address content because this is not required in address content for Norway.

    See this great article for useful information on how to prepare for a SAP SuccessFactors Regular Release.

    Also, check out this interesting article about the Job Profile Builder. 

    Do you need help implementing or supporting your SAP SuccessFactors Modules?  Contact info@worklogix.com for assistance, download our support services brochure, or visit https://www.worklogix.com/implementation.html for additional information.


    Job Profile Builder: An Introduction

    Photo by mentatdgt from Pexels

    Lately, in a variety of customer engagements for various SAP SuccessFactors modules, I’ve had to bring up the topic of the Job Profile Builder. As a relatively new feature that touches every module, it’s really no wonder! But there’s still a lot of customers who aren’t quite familiar with it. This blog should give you an understanding of what the Job Profile builder is, why you would want to use it, and an overview of what it takes to go about setting it up.

    What is the Job Profile Builder?

    The Job Profile Builder is an important SuccessFactors Platform feature that enables customers to build and organize a catalog of well-formed jobs. So what exactly is a “job”? If you are familiar with position management in HRIS systems, you’ll know to traditionally think of positions as a seat. One person sites in one seat (I know there’s some exceptions, but let’t not get complicated here). Jobs are an abstraction above positions. So where there might be a Maintenance Tech I position who services a building in San Francisco, there’s also a Maintenance Tech I position in Seattle that does the same thing but is a unique instantiation of a position from the San Francisco position. The job describes the common tasks, required skills, education, & competencies, etc. for these positions. If you’d like an idea of what kinds of information companies associate with a job regardless of the system they use, Mercer has a great article here.

    What Benefit Does it Provide?

    Quite a few benefits are to be had with a well maintained job catalog. From a business process perspective, it will help you categorize and regulate your positions. For example, standardizing pay bands, required competency levels, government classifications, etc. On the Successfactors side, the Job Profile Builder integrates across all modules and can greatly reduce redundant data entry while helping facilitate the business process benefits. The following integrations are available with the job profile builder:

    • Employee Central: Direct association with positions in Position Management
    • Performance Management: Automatic Assignment of Competencies
    • Succession Management: Successor suggestions based on competency assessments
    • Compensation: Derive compa-ratio based on link with job grade
    • Recruiting: Automatic population of job posting description from job profile
    • Career Development: Competencies pulled into Career Worksheet and Career Paths showing job progression
    • Workforce Analytics: Planning based on required job Competencies
    • LMS: Assigning learning content based on job

    In the example screenshot below, we can see how the recruiting integration automatically pulls the job description from the job profile for internal and external requisition postings. This can save your recruiters a great amount of time having to re-type job descriptions for each posting.

    Example Job Profile Integration with Recruiting

    How does Job Profile Builder work?

    There are 3 major components and corresponding configuration screens of the Job Profile builder:

    Job Profile Templates: define what types of content go on a profile and where and how they are presented.  E.g. you might have physical requirements for some types of roles but not for others. It is basically the layout of what the profile will look like. An example is shown below.  For more info see the link here: https://help.sap.com/viewer/70097a1a469d47a0ae08809e4a240f98/2005/en-US/0ac7427e15cc467eb9a50178c06b53ed.html

    Editing a Job Profile Template

    Job Profile Content: Define the options (e.g. drop-downs) that show on the profile.  For example what skills or competencies or education types will exist in the system that can be placed on a profile. An example of configuring what degree types will exist for selection in creating a job profile in the system is shown below. There’s also a lot of helpful pre-built content from SAP available for download from the SuccessStore that pops up as you build your content.  For more info, see the link here: https://help.sap.com/viewer/70097a1a469d47a0ae08809e4a240f98/2005/en-US/99856fa2c4944001ab5991e92c9454eb.html

    Managing Job Profile Content

    Job Roles: Roles are what you build the profile around.  They represent a specific set of skills, competencies, description, etc.  Roles can be associated with job codes which in turn associate to positions. Job roles can also be grouped into similar categories called Job Families.  You setup the Job roles within the Job Profile Content screen. See the example below. For more info, see the link here: https://help.sap.com/viewer/70097a1a469d47a0ae08809e4a240f98/2005/en-US/aa2d3d5b1027403bbcffa8b29f70196d.html

    Setting up Job Roles

    This still doesn’t tell us what the Job profile is….well, when you create a Job Profile you are associating it to a specific Job Role and filling in a specific template with the specific content relevant for that role. So to answer the question of what is a Job Profile?–It is the marriage of these 3 components. You can see in the screenshot below where a specific template is being filled in with the content we have setup in the system to define a particular role.

    The Manage Job Profile Screen: Editing the Content on Your Specific Job Profile

    How does the Job Profile Integrate with Employee Central Position Management?

    You will notice when you start creating a Job Profile, there’s a screen asking you to associate the profile with a Job Role:

    Example screenshot showing organization of Job Families to Roles and Positions when creating a Job Profile

    When you edit roles, the system will ask you to map Job Codes. Those Job codes sit between the job Role and the Positions. Thus while there’s a 1:1 relationship between the Profile and the Role, there can be many codes associated to a role. Since there’s many codes across many positions, thus there are many positions that can be associated to one job role and profile.

    This provides us with many benefits! For example, whenever you create a requisition from a position with an associated Job Profile, the requisition will automatically pull in the Job Profile as well and activate this integration seamlessly!

    Furthermore, the Job Profile builder can utilize Employee Central workflows as well! This can be beneficial as you manage you job catalog as a variety of resources all using the profiles across the modules may want to make edits. In the screenshot below we can see when one of these interested parties modifies the Job Profile it will trigger a workflow.

    Screenshot of Job Profile Builder Edits Triggering Workflow


    Hopefully you now have a good understanding of the Job Profile Builder and are excited to start using it! Setting up a job catalog can be a tremendous undertaking, but hopefully now that you understand how the tool works, it can make the task a little easier. If you have an existing job catalog you’d like to import, there are also import screens available for you. As I mentioned before, there’s also a lot of helpful pre-built content available from the SuccessStore.

    Do you need help with integrating or setting up the Job Profile Builder? Contact us at: info@worklogix.com