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
With a 360 form, additional action options are now available. 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
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.
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.
As year-end approaches, it is common for many companies to take a second look at their employee performance and goal setting processes. In the past few weeks, I’ve been helping multiple companies revamp their employee performance processes. While some are just tweaking current forms and processes, others are considering including a new and often enlightening process – 360 evaluations.
What is a 360 evaluation?
The idea behind a 360 evaluation is to get a picture of how others view your performance from all angles. This means that in addition to getting feedback from your manager (top down), you also get feedback from your own direct reports (bottom-up), peers (side), and even external sources (vendors, business partners, customers, etc.).
Why do companies implement 360 evaluations?
Receiving feedback from a variety of sources helps create a more complete picture of how an employee is performing and/or perceived to be performing from different angles. 360 evaluations can help uncover trends and gaps in these different angles. For example, a manager may consider an employee a top performer, but when feedback is asked from peers or external sources on an anonymous basis, the employee might get different feedback (“He’s always on top of his own tasks, but sometimes at the expense of the team as a whole when we need his support”). Similarly, an employee may not be considered a top performer by a manager, but feedback from others could reveal a lot of solid performance feedback into which the manager never previously had sight (E.g. “She’s been so helpful in getting my career on the right path and helping me with work tasks at the expense of her own!”). Allowing this feedback to come to light can help employees and managers work to truly improve employee performance. We’ll take a look in a moment at how SAP SuccessFactors 360 evaluations aid in attaining this kind of feedback.
Walk-through of a 360 form in SAP SuccessFactors
360 forms are launched just like performance forms are. However, it is important to note that 360 forms use a separate screen for launching (don’t worry, this screen pretty much works the same as the other launch forms screen you are used to. After picking a target population, the admin can launch just like a normal performance form.
360 forms will also show up in the performance inbox like other performance forms, but with a different icon. It is important to recognize that 360 forms use a template type than regular performance forms and get treated slightly differently in these respects.
Once the first person in the route map gets the form (in this case the employee), they need to choose who will be involved in the evaluation. The system can be configured to default in people for categories like direct reports, manager, and peers.
Users also have the option to add external participants as shown below by simply providing a first name, last name, and email and then choosing in what category the person should be included.
Once the user is finished adding participants, there is usually an approval step prior to the evaluations being sent out. Evaluations can be designed using sections similar to those you are used to seeing in a standard performance review form. There are sections for objectives, competencies, as well as an introduction and a section for the subject’s information. Unlike regular performance forms that can be configured heavily on the online editor in “Manage Templates”, 360 forms can only be fully setup by partners or SAP (though much of the config is done in the online editor).
For internal participants, the evaluation is sent to the user’s performance inbox like the typical performance reviews where they can then open the form as shown below.
In the case of external participants, after approval of the evaluators, an email is sent with a link that allows external users to access the form. This can be a security consideration for some organizations since the link is only as secure as the receiving email system.
After all evaluations have been completed, the form is put in the completed status and the employee / manger / etc can view the results depending on permission settings. You can see an example completed performance form below.
One key advantage of the 360 form in SuccessFactors over the typical annual performance review is that the 360 feedback comments and ratings can be made anonymous. Obviously the user would know who their manager is, or they might be able to derive who the other evaluators are based on category if there are only one or two – so the forms allow you to configure minimum counts in each category as well as rollups to combine categories to help keep anonymity. The user can click on the link for each reviewer to see the details of each review and create an HTML or PDF printout of the details as shown below.
The form also has a nice detailed report showing the combined feedback comments and overall ratings by category. This can help the employee and manager understand where any gaps between self and manager evaluation ratings may exist along with other types of ratings from other categories. For examplem we can see below there is a large gap between the manager’s perception and the employee and other’s perception of “Prioritizing and Organizing Work”. Perhaps the manager is getting too much priority and the employee needs to focus on the work the team as a whole needs completed!
After this quick walkthrough, hopefully you can now see the advantage of 360 forms as an insightful tool to get employee performance feedback from a variety of sources and understand what a typical end-to-end 360 process looks like.
Do you need help implementing or changing your 360 form or other performance and goals processes? Contact us at email@example.com.
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.
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.
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.
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.
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:
Unsupported Goal Plan Field Types
Additionally, there are some goal plan field types that are not supported:
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.
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:
Quick Actions. For frequent or quick actions.
For You Today. Dynamically generated user content. Displays any recently added goals and CPM activities.
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.
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.
There are new universal and admin opt-in features in the H2 2020 Performance Management release along with a large number of universal features. We will start with what’s new. There are two admin opt-in updates and two universal 360 related updates.
New Admin Opt-ins
There are two new admin opt-ins available and we will look at them both.
Latest Version of Goal Management
The latest version of Goal Management provides users with an upgraded user interface with a comprehensive view of goals and development goals. This streamlined tool also enables access to the latest version of Continuous Performance Management (CPM) to create and view linked activities.
A notable change is combining performance goals and development goals within the navigation menu. Development goals now appear as a tab within Goal Management. An example is shown below.
For both plans, the view is cleaner and more visually appealing. Goals are more prominently displayed and may be viewed by status as well. You can see what the new goal plan looks like below.
Linked achievements for the latest version of Continuous Performance Management (CPM) may be 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.
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. An example the manager’s goal plan view is seen below.
Job Profile Builder Support for Writing Assistant and Coaching Advisor
The other new admin opt-in feature pertains to competencies when Job Profile Builder (JPB) is used. Previously, to use Writing Assistant and Coaching Advisor for competencies in a performance form, the Teasers and Tunings were added to a competency library via an import file in Provisioning.
Now this task may be accomplished in the UI with the tool “Manage Writing Assistant and Coaching Advisor“. This update fills a gap between JPB and Job Description Manager. Within this tool, a competency library overview page will display. After selecting the library and finding the competency to update, teasers and tunings can be added to the performance details. An example is shown below.
This new feature enables users without Provisioning access to create and modify the writing assistant and coaching advice content.
New Universal Updates
There are two new universal updates for H2 2020 both for 360 Reviews.
Advanced Search of Universal People Search Available in 360 Reviews – SAP Fiori Version
Advanced Search of Universal People Search is now available for 360 reviews. When searching for employees, when the “Find Employee” dialog box appears, there will be advanced search options. This search can be used in the “Add Participants” dialog box, in the “Send a Copy” dialog box and in the “360 Executive Review” page. The updated search screen is displayed below.
Detailed 360 Report in 360 Reviews – SAP Fiori Version
There is a revised version of the Detailed 360 Report. It has cleaner and easier to read layout. An example is shown below.
The settings are now housed at the top of the report and fonts are bigger and brighter for the gap values. Comments are more visible and appear beside ratings.
There is a radarchart to display competencies and ratings on the Graphical Summary tab. The print set up dialog box now offers an option to print specific views.
Admin Opt-in Updates
There are three admin opt-in updates available: New Competency Picker in Forms, Qualtrics Surveys for Steps in Performance Reviews and Customized Labels for Calculated Rating and Manual Rating in Customized Weighted Rating Section. Since there are sever
New Competency Picker in Forms
This opt-in is available when Job Profile Builder (JPB) is enabled and is used when adding competencies to a performance form. The new competency picker is used on PM forms to find competencies to add. Competencies can be found using a hierarchy structure and a search option. Competences can be selected by competency library or job roles and using keywords search. An example is shown below.
Qualtrics Surveys for Steps in Performance Reviews
If you are using Qualtrics surveys in your performance process, the current version only allows the survey to appear after the employee signature step. In the new version, you may select which steps and for which roles the survey should display. The survey can be used for single role, iterative, and collaboration steps.
Customized Labels for Calculated Rating and Manual Rating in Customized Weighted Rating Section
The labels for the calculated rating and the manual rating in the Customized Weighted Rating section can now be customized using an XML file. In the previous version, the labels for the calculated rating and the manual rating were hardcoded as Calculated Form Rating and Overall Form Rating.
There are several universal updates for Performance Management. Many revolve around the Customized Weighted Rating Section of a performance form. We will look at these but first we will look at the other universal updates.
Message to Remind Users Before Removing Signers
In a performance form that allows for a signer to be removed, there is now a reminder in the Remove Signer confirmation pop-up. The message is to remind users that by removing a singer, the form automatically routes to the next step. If that is not the user’s intent, they need to add a new signer before removing the current signer. An example of the new reminder is shown below.
New Feedback Data in Goal Plans
Feedback from Continuous Performance Management (CPM) is now available to display in performance and development goals plans. The CPM achievements column for a goal currently shows the count of achievements tied to a goal. With the latest version of CPM, achievement related feedback will also display. In the CPM achievements column, clicking on the count will now display the feedback topic title along the topic title and three sets of questions/answers from the Achievements tab.
New Feedback Data in Performance Management Forms
The CPM achievements column in the performance and development goal sections of a PM form currently shows the count of achievements tied to a goal. With the latest version of CPM, achievement related feedback will also display. In the CPM achievements column for a goal, clicking on the count will now display the feedback topic title along with the three related feedback question/answers.
If any achievements or feedback is deleted in CPM, the data is also deleted from PM forms, including completed forms.
You can check out my blog on the H2 2020 CPM Release Updates to see what else is new.
The remaining universal updates that we will discuss pertain to a very specific summary section of a performance form: Customized Weighted Rating.
Removal of Enable Customized Rating Calculation from Form Template Settings
“Enable Customized Rating Calculation” no longer appears in Form Template Settings as seen in the example below.
“Enable Customized Rating Calculation” was a prerequisite to enable the calculation.
In the new version, simply adding the Customized Weighted Rating section to a form template acts as the prerequisite to enable the calculation of the overall customized weighted rating.
The business rules that trigger the calculation must also be configured.
Rating Scale for Customized Weighted Rating Section
In the previous version, the rating scale for the Customized Weighted Rating section used the same rating scale as the other rating section. In the new version, the Customized Weighted Rating section has its own rating scale.
“Unrated” and “Too New to Rate” in Previous Ratings of Customized Weighted Rating Section
In the previous version, “Unrated” and “Too New to Rate” were not in the Previous Ratings table of the Customized Weighted Rating section of a PM form and just displayed as 0. In the new version, “Unrated” and “Too New to Rate” are displayed in the Previous Ratings table of the Customized Weighted Rating section and both are ignored in the calculation of the overall customized weighted rating.
Allow Override of Unrated Manual Rating for Customized Weighted Rating Section
In the Customized Weighted Rating section of a form template, there is now the option to override the unrated manual rating. The option, Allow Override of Unrated Manual Rating has been added so this summary section can work like the others as seen in the example below.
In the previous version, the unrated manual rating displayed as Unrated. In the new version, the unrated manual rating can be overridden by the calculated rating.
Too New to Rate in Customized Weighted Rating Section
Like the other summary sections, there is now the option to provide a label to explain why an employee is not rated. An example using the current summary section is displayed below.
The summary section example above shows the Unable to Rate field will be available as an option in the Customized Weighted Rating section of a form template.
Calculated Rating from Customized Weighted Rating Section in Ad Hoc Reports
If you are using the calculated rating in the Customized Weighted Rating section of a form template, ad hoc reports use the unadjusted calculated rating from the performance template summary section instead. An example of creating an ad hoc and selecting rating columns is shown below.
In the new release, when creating an ad hoc report, when this same field is selected, the Unadjusted Calculated Overall Performance Rating from the Customized Weighted Rating section is used. This means reporting will accurately reflect the ratings in the performance forms. This is especially important when the template has both the Summary section and the Customized Weighted Rating section. The calculated rating from the Customized Weighted Rating section overrides the unadjusted calculated rating from the Summary section.
Customized Weighted Rating Section and Ratings Displayed in En Route Folder
In the prior version, when a form with the Customized Weighted Rating section was in the En Route folder, this section’s ratings were not in sync with the in-progress form. In the new version, the Customized Weighted Rating section section of a form will display in the En Route folder and will be synced with the in-progress form. The Previous Ratings table of the section will contain the ratings from the previous steps for the login role and by other roles.
Calculated Rating from Customized Weighted Rating Section in Bin View
There is a another feature available when a calibration template is based on a performance form template that contains a Customized Weighted Rating section. Currently, when the data source for a calibration template is a performance form template with this summary section, either the manual or the calculated rating can be calibrated. However, the calculated rating cannot be displayed in the Bin view of a calibration session.
With the latest release, the calculated rating from the Customized Weighted Rating section may display in the Bin view if this calculated rating comes form a PM form and the “Show calculated rating in addition to manual rating (only applicable to Bin view)” setting is enabled. An example is displayed below.
Label for Rating Scale Scores in Previous Ratings of Customized Weighted Rating Section
In order to get a clear picture of what the numeric rating means, labels are now visible. In the previous version, the ratings in the Previous Ratings table in the Customized Weighted Rating section were displayed only as numeric values.
An example is shown below.
In the new version, the ratings in the Previous Ratings table of the Customized Weighted Rating section are displayed as numeric values with corresponding text labels. If rating numeric values are mapped to labels in the manual rating scale, the label display next to the rating’s numeric value. If no labels were mapped, the rating will continue to just display its numeric value.
And example is shown below.
There is a checkbox in the form template for this section: “Hide numeric rating values (only show text labels)” similar to other summary sections.
If a rating’s numeric value is mapped to a certain label for the manual rating’s rating scale scores, the corresponding label can be displayed next to the rating’s numeric value in the Previous Ratings table. Otherwise, the rating is displayed as its numeric value.
There is an added checkbox for this form section in ” Manage Templates“. There is the option to hide numeric rating values and only show text labels.
Customized Weighted Rating Section in Print and Save as PDF
In prior versions, the section calculated rating details were not displayed in the printed or saved performance form. Now the calculated rating details of the Customized Weighted Rating section of a performance form will be included in the printed or PDF version of the form.
To Learn More
All in all, there are over 20 items being changed or enhanced in this release for Performance Management and we didn’t cover every detail here. For more information, check out the What’s New Viewer here.
Do you need help managing your SuccessFactors Release cycles? Email firstname.lastname@example.org to see how we can help!