Worklogix Blog

Category: SAP Successfactors 2H 2025

  • SAP SuccessFactors Compensation 1H/2H 2025: Key Enhancements Explained

    Introduction

    SAP SuccessFactors brings updates twice a year, and the 2025 releases include several improvements across different modules, including Compensation. If your organization uses the Compensation module, you’ll notice changes in areas like worksheets, statements, and integrations. In this blog, I’ll explain the key updates from the 1H 2025 release and what we know so far about the 2H updates.

    • The 1H 2025 release – April 2025 includes the first set of changes. 
    • The 2H 2025 release – October/November builds on that.

    Here are the significant enhancements for the Compensation module identified in the 1H 2025 release.

    Publish Compensation Data to Employee Central without PCNR

    Previously: If you wanted to publish compensation plan data into SAP SuccessFactors Employee Central (EC), you needed the HRIS element payComponentNonRecurring enabled in your configuration. 

    New: You can now publish compensation data to Employee Central without enabling the payComponentNonRecurring HRIS element. This simplifies configuration and gives more flexibility on your side. 

    Why it matters: If you enable that HRIS element (for example, due to complexity or control reasons), this change reduces a barrier and broadens options for integration.

    New Guideline Fields for Adjustment, Extra, Promotion Columns

    Previously: Compensation worksheets had guideline fields for standard columns like Merit or Lump Sum, but not all columns had guideline-support.

    New: The update introduces additional standard guideline fields for columns such as Extra, Extra2, and Promo (via new field IDs: extraGuideline, extra2Guideline, promoGuidelie).

    Why it matters: It gives planners more visibility and control. For example, you can set guidelines around “Promotion” adjustments the same way you had for merit increases, and surface warnings or rules when planners exceed or ignore those guideline values.

    Configurable Automatic Recall of Reward Statements

    Previously: If you completed a compensation worksheet and generated corresponding reward statements, and then later moved the worksheet back to “In Progress”, the system would automatically recall those reward statements.

    New: You now have a setting that allows preventing automatic recall of reward statements when worksheets are moved back to In Progress status. 

    Why it matters: In some use-cases you want to preserve the generated statements (for audit/tracking) even if the worksheet is reopened. This change adds flexibility around your workflow.

    Template Validation & PDF Preview for Reward Statements

    Previously: When importing custom XSL templates for reward statements, the system had limited validation. Also you didn’t always have a full preview of what the generated PDF-statement would look like before production generation.

    New: The system now validates the XSL file when importing templates. You can now preview sample PDFs of statement templates before generating them for employees (via a “Download Sample PDF” / “Preview Sample HTML” action). 

    Why it matters: Improves the quality of end-user statements, reduces surprises or formatting issues, and supports smoother rollout of statement templates.

    1H 2025 Changes You Can Disable

    Change You Can DisableShort Description of Change
    Automatic Recall of Compensation Statements Now ConfigurableSometimes, your company must move completed compensation
    worksheets back to in progress status. In the previous version, if you had generated the
    reward statements already, the system automatically recalls the statements. You can now
    set up your system to prevent this automatic recall of the statements when the
    worksheets are moved back to in progress.
    Enforce User Account Upgrade for Consistent Login ExperienceIf you have users with employment-based logins, SAP SuccessFactors upgrades them to
    account-based logins. Additionally, profiles show login names instead of user
    names.
    Latest Experience of Performance Management FormsWe redesigned the user interface of the Performance Management
    form, introducing a streamlined, flexible layout along with many other user experience
    enhancements.

    Advanced Filters on Worksheets

    Previously: You see the legacy filter functionality in case you don’t enable the advanced filters on the worksheet where you’re only able to filter based on certain pre-selected criteria.

    New: On a worksheet, select the Filter button to access the Create Filter button. Once Create Filter is selected, you see the dialog for creating filter open up. On the popup, you’re able to set conditions and criteria for your filters. Also, you can select if you want All (and) or Any (or) operators to be applied to the conditions when applying the filters.

    Why it matters: We now support advanced filtering capabilities on worksheets for compensation, variable pay, and total compensation plans. To enable advanced filters on worksheets, go to Compensation Home Actions for all Plans Company Settings  Manage Company Settings and enable the Enable advanced filters on worksheets checkbox. You can have up to 30 criteria per filter spread across one or multiple conditions. The advanced filtering capabilities on the executive review are now extended to the worksheets.

    Custom Field Visibility on the Compensation Profile

    Previously: Earlier you could hide a column entirely. You didn’t have the options to show a field on the profile or the worksheet selectively.

    New: Additional options to configure visibility of custom fields for the Compensation Profile and the worksheet in the Design Worksheet tool when configuring columns for a worksheet. These options apply to the Compensation module for the worksheets and the executive review.

    Why it matters:  You now have additional options to configure visibility of custom fields for the Compensation Profile and the worksheet in the Design Worksheet tool when configuring columns for a worksheet. These options apply to the Compensation module for the worksheets and the executive review.

    Update Compensation Forms for Template Now in the Job Scheduler

    Previously: In the previous version, you opened a support ticket to configure and schedule the job in Provisioning. You could and can still run the job in Compensation Home <Template Name> Manage Worksheets Update all worksheets right away. However, if you must run the job later or on a schedule, you can now configure the job on your own in Job Scheduler. Parameters for the job are the same as those for Update all worksheets.

    New: You can configure and monitor the job in the Job Scheduler and Job Monitor for compensation worksheets. The parameters for the job are the same as those parameters for the Update all worksheets tool.

    Why it matters: In the current version, if you must run the job later or on a schedule, you can now configure the Update Compensation Forms for Template job yourself in Job Scheduler.

    Integration changes

    The 2H 2025 release mentions updated integration-capabilities for the suite, which will impact Compensation where data flows to/from other modules.

    Known issues tracker

    There is a published “Known Issues” list for 2H 2025 for the Compensation module (among others) — it’s advisable your team monitors this to identify any regression or hot-fixes required.

    Planning tip

    Because features introduced in 1H may wave into 2H (or require follow-on steps), ensure your roadmap includes review of the 2H enhancements and impacted processes.

    Here are some steps and considerations for Compensation teams as you approach or implement the 2025 delta release updates:

    Review your current configuration

    • Take inventory of what modules/configurations you currently use in Compensation (worksheets, statements, integrations to EC, guideline fields, statement templates).
    • Identify which of the 1H 2025 features apply to you (e.g., are you publishing compensation data to EC? Do you use extra/extra2/promo guideline fields? Do you generate reward statements with custom templates?).
    • For any upcoming 2H updates, map whether your integration architecture or processes will need review.

    Activate and test selectively

    • Features like “Publish to EC without PCNR” may simplify your configuration, but still test in a non-prod instance before moving to production.
    • For new guideline fields (extraGuideline etc), update your worksheet template and test planner experience: how does the warning/goal behave? Does the UI display as expected?
    • For statement template validation and PDF preview: have your template-owners/import team test custom templates, validate XSL import, preview PDFs, and confirm the end-user experience.
    • For automatic recall setting: review your workflow. Do you want the old behaviour (automatic recall) or the new flexibility? Ensure stakeholders agree and you test the setting.

    Change management & communication

    • For planners and managers: inform them of new guideline fields and any changed worksheet behaviour (e.g., warnings/out-of-guideline alerts).
    • For reward statements: communicate to recipients that the statement format may change slightly (because of improved templates/preview).
    • For HR/Comp Ops team: update your release checklist and regression test plans to include the new features. Also monitor the 2H 2025 Known Issues list for Compensation to catch any issues early.

    Roadmap your 2H 2025 actions

    • Even if you don’t immediately activate all features, include in your roadmap: review the integration changes, check whether any features become auto-on (i.e., you cannot opt-out), and plan workload around testing.
    • Use the “What’s New” viewer or release documentation at SAP or the SAP SuccessFactors Community to capture all release items and filter for Compensation.
    • Prioritize features by business impact, implementation effort, and configuration complexity.

    Summary

    In short, the 2025 delta releases for the Compensation module in SAP SuccessFactors provide meaningful enhancements especially around integration for Employee Central publishing, advanced filters, worksheet guideline flexibility, statement template improvements for validation & preview, and automatic recall setting. These changes enhance configurability, user experience and governance around compensation planning cycles.

    If you’re planning your next compensation cycle (worksheet rollout, statement generation, integration to EC), now is a good time to evaluate these updates, adjust your configuration or roadmap, and ensure you’re leveraging the new capabilities rather than being surprised by them.

  • SAP SuccessFactors Employee Central – 2H 2025 Delta Release

    SAP SuccessFactors released its 2H 2025 Delta Update with the introduction of a fresh wave of innovations and improvements across Employee Central.
    This release has focused majorly on data quality, workflow flexibility, localization expansion, position management clarity, and document generation enhancements—in order to strengthen HR operations and elevate the experience for employees, managers, and HR administrators.

    In this blog, we run through the most impactful enhancements from the Employee Central (EC) 2H 2025 Delta Release.

    🔍 1. Position Management Enhancements

    Position Management remains as one of the most enhanced area in the 2H 2025 release, with several new ability that improve accuracy in workforce planning.

    ⭐ Key Highlights

    ✔ Expanded fields in the “To Be Hired” status change use case

    The following fields are now supported when changing a position to “To Be Hired”:

    • multipleIncumbentsAllowed
    • standardHours
    • incumbent
    • company
    • targetFTE

    This gives admins more precise control and ensures alignment between job, position, and hiring processes.

    ✔ Improved synchronization between Position and Job Info

    Data consistency is strengthened through better propagation and validation rules.

    ✔ Cleaner audit trails

    Event tracking for position changes is more transparent, improving governance.

    👤 2. Employee Data & Employment Information Improvements

    The 2H 2025 release intensify HR data reliability with several backend and UI upgrades.

    ⭐ What’s New

    • More accurate validation frameworks across Personal & Global Information sections
    • Enhancements in Employment Information to support changing labour regulations
    • Refined error-handling messages to minimise admin rework
    • Smarter country-specific rules for identifiers, addresses, and eligibility fields

    Together, these updates improves global HR master data accuracy.

    ⏱️ 3. Time Management Enhancements

    Time Management continues to progress with performance improvements and richer rule-based automation.

    ⭐ Key Enhancements

    • Improved absence request validations across multiple countries
    • Faster loading of daily, weekly, and monthly timesheet views
    • Strengthened calculation logic for overtime, breaks, and premiums
    • Better work schedule and public holiday configuration capabilities

    These changes improve payroll readiness and simplify the daily experience for time-dependent roles.

    🌏 4. Localization & Compliance Updates

    Localization continues to be a core pillar of SuccessFactors strategy, and the 2H 2025 release extends this further.

    ⭐ Updates Include

    • New statutory fields across multiple countries
    • Country-specific data formats, regulation updates, and identification rules
    • Localization improvements in hire, termination, and job event workflows
    • Improved document templates for certain regions

    This makes sure global companies stay compliant without relying on custom development.

    📄 5. Document Generation Enhancements

    Document Generation receives remarkable upgrades in this release and is one of the most prominent improvements.

    ⭐ New Capabilities

    • Support for expanded dynamic placeholders
    • Enhanced stability and formatting control
    • Greater compatibility with multilingual templates
    • Optimized merge performance for large document batches

    This is specifically useful for generating contracts, letters, onboarding packs, and compliance forms at scale.

    🔗 6. API, Integration & Event Handling Improvements

    The 2H 2025 release sharpens EC’s integration framework, ensuring ideal connectivity across SAP and non-SAP systems.

    ⭐ Improvements Include

    • More resilient OData APIs
    • Enhanced support for future-dated events
    • Better coordination with SAP HCM Payroll and SAP ERP
    • More descriptive integration error messages

    The improved event-handling logic makes downstream systems more consistent and reduces integration failures.

    🎨 7. User Experience (UX) Enhancements

    A modern UI remains central to SuccessFactors’ roadmap. This release introduces indefinite but impactful improvements.

    ⭐ UX Refinements

    • Clearer field grouping and section headers
    • Streamlined workflows with simplified approval screens
    • Better mobile responsiveness
    • Faster portlet rendering performance

    These improvements provide a cleaner, more available experience for all users.

    📌 Summary – Why the 2H 2025 Release Matters

    The SAP SuccessFactors Employee Central 2H 2025 Delta Release is designed to help organizations:

    ✔ Intensify data quality and governance
    ✔ Enhance hiring alignment with enhanced Position Management
    ✔ Elevate efficiency through Time Management improvements
    ✔ Stay globally pilable with localization updates
    ✔ Deliver documents faster and with greater precision
    ✔ Achieve seemless system integrations
    ✔ Improve employee and HR admin experience

    This release is not just an incremental update—it’s a strategic step toward a more rationalized and future-ready HR core system.

  • Highlights of SAP Successfactors 2H 2025 Release Updates for Platform

    Highlights of SAP Successfactors 2H 2025 Release Updates for Platform

    Learn what’s new Platform features available with the 2H 2025 SAP SuccessFactors Release. The updates will be in production November 14-16.

    For greater details, you can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog.

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

    Of major note, Profile Preview and Spotlight are now universally available as part of the latest People Profile experience. They are now standard without any opt-ins needed providing the latest People Profile is enabled.

    Keep reading to discover more of what is now available.

    Enhancements to Profile Preview and Spotlight of the Latest People Profile

    Updates to the Home Page Experience

    The Home Page has been enhanced with better use of space, less scrolling, with a consolidated list of tasks. There are new options, such as banner cards,analytic cards and personalization settings. There is improved design of custom content.

    New Home Page

    Profile Header Updated

    The category list has been updated and the profile header automatically collapses as you scrolled down the categories

    Header Collapsed and Pinned

    Only the employee’s photo, display name, login name, and job title remain visible at the top of the page when the categories are collapsed,

    Three Additional Fields May be Added to the Profile Header

    It is now possible to add 3 fields in the header of the full profile, such as gender pronouns, or alternate name. These additional fields will be read-only. The fields to select from are the same as those available for the Employee Information card in Full Profile.

    Additional Fields Added to Profile Header

    Quick Access to Profile Preview

    To easily get to the Profile Preview from the Full Profile page or any card’s details page, click the “Show employee details” icon next to the user name.

    Access to Profile Preview using Icon

    Upload Background Images

    Employees may upload their own background images, not just from the image library.

    Analytic Cards on the Home Page

    There are now 2 analytic cards available that may be displayed on the Home Page: Upcoming Absences and Time Sheet Status. These display charts may be enabled and would appear in the Explore More section on the latest home page.

    Analytic Cards on the Home Page

    Manager’s Full Profile Contains Direct Report Count and Team Size

    Direct reports view include photos, names and titles.

    Manager’s Full Profile View with Direct Reports and Team Size

    Advanced People Search

    Enhanced People Search features now apply to the global header and Directory Search. The experience includes facets, filters and more searchable fields.

    The Global Header People Search uses the enhanced Autocomplete Search.

    Directory Search incorporates the enhanced Advanced Search, allowing users to search for employees with specific criteria.

    Directory Search

    On the search criteria page, users can search for employees using keywords like name, assignment ID, job title, and location. Alternatively, they can use the search widget for more advanced search criteria.

    User Search

    Option to Delete Scheduled Job on My Jobs Page

    Scheduled jobs for all report types, except Canvas reports, can be deleted directly from the My Jobs page. Simply choose the ellipses button under the “Action” column and then select “Delete”.

    Delete Scheduled Job

    Visual Changes Across the Platform

    Throughout the system there are text, icon and label changes. Here are just a few of the updates.

    • More clear label for admin Settings page to identify when using system email notifications
    System Email Notifications
    • Team Members can be displayed for Active or Inactive employees
    Team Member Selection
    • Creating a Refresh RBP Model job request now has helpful information that this job will refresh all RBP permissions
    Job Request Information
    • Using the Instance Refresh Tool, the instance refresh can now only be scheduled 3 months in advance, down from 6 months
    System Refresh 3 Months in Advance
    • When viewing the Org Chart, the gear icon pop up now is labeled “Display Settings“. Previously it was labeled “Display Options“
    New Label for Gear Icon

    Scheduled Job Manager Supports Time Zones

    A time zone may be selected when creating a job request in the Scheduled Job Manager admin tool. A new field, Time Zone, has been added to the Job Occurrence section on the Create Job Request page.

    Time Zone Selection when Scheduling Job

    New Deeplink Parameters for Full Profile Navigation

    There are more parameters in deep links to directly access the Full Profile cards.

    • cardId=<card Id>: link to go directly to a card’s detail page
    • mdfObjectType=<custom MDF object type, to access a custom MDF object card
    • backgroundElementId=<custom Background Element Id>to go to a Background Information card’s details page

    Delegation Request Card on Home Page

    When using the latest home page experience, delegatees can now manage delegation requests directly from the Home Page with a new to-do card feature.

    Delegation Requests on Home Page

    The Delegation Request card contains details of the delegation request, including the delegator’s profile picture, the name of the performance form, the valid period of the task, and the employee’s name whose form needs review. A request can be accepted or rejected directly from the card.

    To learn more and get more details about the updates, see the full set of documentation in the What’s New Viewer here.

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

  • Highlights of SAP Successfactors 2H 2025 Release Updates for Career Development

    Learn what’s currently available for Career Development with the 2H 2025 SAP SuccessFactors Release.

    For greater details, you can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog.

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

    Check out what’s new for Career Development.

    Enhancements to the Employee View in the latest Career Worksheet

    Employees will see more information on the Role Details page when using the latest Career Worksheet.

    Highlights include:

    • The titles for the Skills and Attributes to Improve and Skills and Attributes You Have sections now include counts
    • The explanation of how role readiness is calculated displays when selecting the role readiness of a target role
    Employee View of Role Readiness

    Enhancements to Manager View in Latest Career Worksheet

    Managers can also enjoy an enhanced experience when using the latest Career Worksheet.

    On the Summary tab of the Team View page in Growth Portfolio, managers have better visibility into employees’ career development, including:

    • View employees’ unrated skills and attributes
    Unrated Skills and Attributes
    • View employees’ development activities linked to specific skills and attributes
    Development Activities linked to Skills and Attributes
    • View their team’s target roles when granted the private-access permission in the Career Worksheet template.

    Option to Disable Legacy Career Worksheet

    Once the latest Career Worksheet is enabled, the legacy version may be disabled. Please note, when the legacy version is disabled, the Career Worksheet tab isn’t available in the Development module. If you aren’t using Career Path, Career Explorer or Mentoring, the Development module will not be available in the main navigation menu.

    View Development Goals in Latest Career Worksheet

    Development goals now appear on a role’s details page in the latest Career Worksheet. However, only development goals from the default development goal plan that have skills or attributes associated with the selected role will be displayed.

    The Goal name, associated skills or attributes, and status for each development goal display.

    Development Goals on Role Details page

    View In-Progress Opportunities in Latest Career Worksheet

    Actions and progress that users have made in developing their current or target roles will be viewable.

    These in-progress opportunities with skills or attributes associated with the selected role appear in the Opportunities in Progress section. Once an opportunity card is selected, the user is directed to its details page.

    In-progress opportunities on role detail page

    View Recommended Assignments and Learning Opportunities for Development Goals

    The assignments and learning opportunities that match skills and attributes selected for a user’s development goals are now viewable. Users can also link assignments of interest to their development goals.

    This feature is available on a user’s own goal details page.

    Users can view learning activities not linked to development goals. These activities and learning opportunities can be be added/linked through the Linked Learning section on the goal details page. Assignments then appear in the Linked Assignments section.

    Users can bookmark recommended assignments and learning opportunities.

    Linked Assignments

    Features Now Available with AI units license

    With the purchase of the AI units license, there are some additional features available.

    AI-Assisted Career Insights for Current Role

    Previously available for target roles only, now employees can gain insights into development actions that help them progress in their current role.

    There is a new Unlock your potential with AI-powered insights! section on a current role’s details page which includes:

    • Role name and description
    • Skills and attributes associated with the role
    • Current and expected proficiency levels for these skills and attributes
    • Skills and attributes added to the employee’s Growth Portfolio
    AI Career Insights

    The insights are grouped into sections:

    • Summary which is a high-level overview of the employee’s current role
    • Suggestions for Improvement which identifies two growth areas for upskilling and career development with achievable suggestions for skills and attributes in the category, learning courses keywords, ideal mentor’s position, suggested development goal
    • Career Directions which are tailored career paths with a link to view recommended job roles

    AI-Assisted Writing Available in Custom Learning Activities

    Text and Textarea fields for custom learning activities now have AI-assisted writing available.

    AI-Assisted Writing

    Create Development Goals with AI Based on Roles and Interests

    Using AI, users can create personalized goals aligning with specific career roles or skill interests. With the AI-assisted goal creation feature enabled, AI can be used to create development goals based on a current role, target role, or skills and attributes.

    • Create goals from roles
    • Create goals from interests
    New personalized goal creation options using AI

    Data Referenced Section Available in AI-Assisted Career Insights

    Using AI, can view information being considered on the Data Referenced section on a target role’s details page in the latest Career Worksheet.

    Data Referenced section of target role’s detail page

    To learn more and get more details, see the full set of documentation in the What’s New Viewer here.

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

  • Highlights of SAP Successfactors Succession for 2H 2025

    Learn what’s currently available for Succession with the 2H 2025 SAP SuccessFactors Release. The updates will be in production November 14-16.

    For greater details, you can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog.

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

    Here are some of the highlights of the release for Succession.

    Show Person-Based Nominations on Talent Card and People Profile

    An employee’s nominations from all their employments, including nominations to positions and talent pool nominations will be available on the Succession talent card. For this view, Global Assignment or Concurrent Employment must be enabled and in Nominations Setup, select “Show person-based nominations for employees with global assignments or concurrent employments”.

    Then users with proper permissions can view all nomination records of an employee.This will provide a extensive view of nominations across multiple employments for an employee.

    Succession Card Nominations for Multiple Employment

    Nominations will also display on the legacy and latest People Profile.

    Nominations in People Profile

    Access Inactive Employees in Talent Pools Based On Target Population

    There is a new setting which enables access to inactive nominees in an user’s target population for talent pool nominations permissions. In Nominations Setup, enable “Include inactive users in target population of talent pool nominations permissions”.

    This enables inactive employees to be visible in talent pools while applying target population.

    When the setting is enabled, Inactive employees in the target population appear in:

    • Talent pools
    • Position card in the Talent Pools section
    • Talent card in the Talent Pool Nominations section
    • Latest People Profile in the Talent Pool Nominations card or in the legacy People Profile in the Current Nominations block
    • Talent search results for talent pools

    Admin Tool Matrix Grid Rating Scales Universally Available

    The Matrix Grid Rating Scales admin tool is now available in all systems. Before the update, it was available only when the Matrix Grid Reports feature was enabled in Provisioning. Removing the restriction, the tool is now available for matrix grids on the Performance Management form and those in the Trend Information and Overview blocks in the legacy People Profile.

    Enhanced Suggested Successors Feature

    The Suggested Successors feature now supports using the skills and competency proficiency levels from Growth Portfolio. Users may also view a role readiness explanation for each suggested successor.

    Role Readiness Explanation

    The attributes required by the position’s role are grouped into two sections: “matched” and “unmatched”. The grouping is ased on whether the suggested successor’s current ratings meet the expected ratings of these attributes.

    Filter Position Tile View with Foundation Objects

    Foundation Objects can be used to filter position tiles displayed in the the Position Tile view.

    This requires the setting to include Foundation Objects in filters and adding Foundation Object fields as searchable fields to the Position object. Then Foundation Objects will show up as available filters in the Position Tile view.

    Adding Foundation Type Filters for Position Tiles

    In Succession Settings, enable “Include Generic Objects and Foundation Objects in filters in the Position Tile view”.

    Separate Permission Control for Viewing Nomination History

    Role-based permissions can now be used to control whether users who can nominate successors or view talent pool nominees are allowed to access the history of successor or talent pool nominations. This provides more specific access control over nomination history data.

    Succession Planners permissions to view nomination history is now separate from Succession Planning Permission and View Talent Pool Nominations permissions.

    Child permissions have been added:

    • View Nomination History, which allows users who nominate successors ability to view the nomination history on the position card, Succession talent card and in the People Profile
    • View Talent Pool Nomination History, which allows users who view talent pool nominees to also view the nomination history in the talent pool details page and the People Profile
    Permissions Needed

    If a user already has Succession Planning Permission or View Talent Pool Nominations parent permission, the corresponding nomination history permission is automatically granted.

    Sort Succession Org Chart by Position or Employee Title

    Additional sorting options are now available for same-level nodes in the Succession Org Chart. In addition to the incumbent’s username, can be sorting can also be done alphabetically by position title or employee title.

    Succession Org Chart Sorted by Position Title

    The title-based sorting is helpful when comparing succession plans for similar positions or roles. The order remains the same when incumbents change.

    To enable this sorting:

    MDF or legacy position-based nomination method

    In the Org Chart Configuration>Succession Org Chart, “Sort Succession Org Chart by position title” is selected

    For the role-person nomination method

    In the Org Chart Configuration>Succession Org Chart, “Sort Succession Org Chart by employee title” is selected

    AI-Assisted Successor Recommendation

    If you have purchased AI units license, are using Talent Intelligence Hub and enabled Growth Potential, succession planners can use the power of AI generative capabilities to view a list of recommended successors based on their skills, competencies, and work experience.

    With the Suggested Successor setting enabled, weights can be configured for skills and competencies and work experience.

    Successor Recommendations Settings

    When settings for both are set, generative AI uses the following data to recommend successors:

    • Position-related job families, roles and profile in Job Profile Builder
    • Skills and competencies in the Growth Portfolio
    • Job information and external work experience in People Profile

    In the Suggested Successors list, hover over an employee and use the Add button to nominate them as a successor. Once the employee is nominated, they are removed from this suggested list. Users can also choose the information icon to view why the employee is suggested in a popover dialog. The dialog contains up to four sections:

    Detailed Successor Recommendations

    For greater details, you can view the full set of documentation in the What’s New Viewer here.

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

  • Highlights of SAP Successfactors 2H 2025 Release Updates for Continuous Performance Management

    See what’s new for the latest Continuous Performance Management with the 2H 2025 SAP SuccessFactors Release.

    For greater details, you can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog.

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

    Continuous Performance Management

    There are no major updates for Continuous Performance Management, they are generally available and require no additional updates. Here are a few notable updates.

    All Responses shown on Feedback Given tab

    The Feedback Given tab for Continuous Feedback page now shows all feedback given, both unsolicited feedback and responses to feedback requests, not just feedback response for the target population for their permission role.

    Search for an activity and link to feedback

    The word count for Continuous Performance fields is now based on characters instead of bytes.

    In addition, several field lengths have been extended:

    • 4000 characters: Activity Name, Activity Comment, Achievement Name, Meeting Discussion Topic Name, Channel Invitation Note, Feedback Answer
    • 2000 characters: Meeting Note
    • 500 characters: Feedback Topic
    • 250 characters: Feedback Question

    Users can request and review feedback on their activities in any channels where they are the participant

    When a user is the participant in a channel, they can request and view feedback on all their activities. Previously, the feedback functionality was only available for activities recorded in channels between managers and direct reports.

    Share Activities Across Channels on Continuous Performance Page

    Users are now able to share their activities across channels where they participate, giving relevant users the ability to view and edit these activities for seamless collaboration. These activity sharing records are reportable with Story reports.

    Only the channel participant, who is responsible for completing the activities within a channel, can share them with other channels in two ways. They can also control whether the target channel owners can view and add comments on each activity. This setting is pre-selected as the default.

    • On My Activities with <channel owner’s name> page, select Share Activities button and choose activities that they want to share with another channel in the pop-up dialog.
    Share Activity with Another Channel
    • On the Activity Details page, users may choose channels that they want to share an activity with.
    Share Activity within Activity Details
    • Channel owners can track the source and destination channels of a shared activity through the Channels link in the Shared With: field on the Activity Details page. However, the field and link are only available for activities shared across channels. On the activities overview page, channel owners and participants can see the “shared across channels” icon on the card of activities that have been shared, to distinguish them from those haven’t.
    Share Icon Visible for Shared Activities

    AI-assisted writing is now available in more text areas on Continuous Performance and Continuous Feedback pages

    When the AI units license has been purchased, AI-assisted writing now includes feedback topics and feedback questions for Continuous Performance. All free text areas now support AI assistance. Text areas also include activity names, activity updates, achievement names, meeting notes, discussion topics, and channel invitation notes.

    AI Assistance for Writing Tasks

    To learn more and get more details, see the full set of documentation in the What’s New Viewer here.

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

  • Highlights of SAP Successfactors Performance Management for 2H 2025

    Learn what’s currently available for the latest Performance and Goal Management with the 2H 2025 SAP SuccessFactors Release.

    Preview release was on October 13 and production will be released November 14-16.

    For greater details, you can view the full set of documentation in the What’s New Viewer here. For full details on the release cycle, check out the SAP SuccessFactors official product updates blog.

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

    The SAP SuccessFactors 2H 2025 release focuses on enhancing the user experience and leveraging AI.  For your convenience, we’ve summarized the highlights of what’s new for the second half of 2025 release for Performance Management below.

    Performance Management

    Replacement of Legacy Performance Management Form Experience with Latest Experience

    The latest experience of Performance Management forms is replacing the legacy one, which will reach end of development on November 14, 2025 and will be deleted on November 20, 2026.

    The latest experience was automatically enabled in the Preview environment for customers using the latest Goal Management in the 1H 2025 release. This is not the case in the Production environment, the latest experience wasn’t enabled by default.

    The latest experience has the key features in the legacy version with an enhanced user experience, a more flexible layout, more business rule scenarios, and generative AI features if the AI user license is purchased.

    Enhancements to Latest Experience of Performance Management Forms

    Some of the new features now available:

    • EZ rater
    • Goal comments and learning activities available when printing form
    • Forms can be printed in custom layout
    • “Print” button available for form snapshot
    • Additional fields are available on side panel: unofficial rating, expected rating, rating gap
    • Goal status colors display in form (if configured)
    • Help text added for rating field for competency with behaviors
    • Warning message to appear if proxy user does not have access to missing form content
    • Read only forms will not show action buttons

    Mass Route Ungrouped Forms to a Specific Step

    Using the “Route Form” action, forms may be mass routed to a specific step when they are using the same template and route map. In the past, only a group of forms from the same launch could be mass routed, not forms across launches for the same template.

    Within the “Route Form” action, search for the forms by specifying the template or uploading form IDs. In the search results, select the forms you wish to move

    “Route Forms” action

    Once the forms are selected, they can be mass routed using the Move the form to a specific step option in the “Select An Action” step of the routing process.

    Move ungrouped forms to a specific step

    Enhanced AI-Assisted Writing in Performance Management

    With the purchase of the AI units license, the AI-assisted writing actions, Generate Comments and Improve My Feedback are now available for goals, as well as skills, competencies, and behaviors.

    When a goal is assigned a rating, users can access the two actions in the comment box for that goal, from the context menu of the AI-assisted writing tool.

    New Business Rules

    There are some new business rules that may be configured when using the latest experience for Performance Management:

    • Conditional Field Visibility, Editability, Required/Optional
      • Create business rules to set specific form fields to visible or hidden, editable or read-only, and required or optional, when certain conditions are met
      • Creating conditional rules provide flexibility to show form fields differently based on user input. For example, a manager giving a certain rating would require a comment
    • Add Review Steps upon Form Routing
      • Business rules may be configured to add steps to the Modify stage of the form based on meeting certain conditions. For example, a certain rating by a manager can trigger an additional step to add another reviewer to the process.
      • These steps are pre-configured in route maps and marked as Hidden Until Rule Execution. When the conditions defined in the rule are met, and the form with a hidden step is being routed forward, the rule is executed, making the step visible on the form.
      • All step types are supported
    New Business Rules

    Add link to People Profile Card View from Performance form

    Links can be configured to the latest People Profile cards in the form template when the full profile of the latest People Profile is enabled.

    In the Manage Templates admin tool, you can use the new configuration “[[CARDLINK|<cardId>|<displayName>]]” in the description section of a field to a add card link to a form template.

    Add card link to a section within the performance template

    This allows the ability to link to a card in the latest People Profile when working within an employee’s form where they can view and edit the profile.

    Link in form to card within People Profile

    Card links to add include: badges, tags, goals, performance history, nominations, calibration history, trend information.

    Access to Manage Templates to update, download and edit XML templates

    A great new feature allows templates to be downloaded, viewed, edited and added via “Manage Templates”. This removes the need to use Provisioning to update the form template XML.

    This permission is applicable to performance form templates, 360 form templates, goal plan templates, and development goal plan templates. You can download templates and view template revisions without any configurations.

    This does require an update to a role’s role-based permission to a upload new templates and update existing ones. Care should be given to users that will receive this access.

    Manage Templates Role Based Permission for Upload and Update XML Templates

    Once the role has permission to upload and update XML templates, the user can upload new templates, update existing templates, view historical XML and download the templates via Manage Templates.

    Upload and Update Templates in Manage Templates

    Goal Management

    Here are some of the highlights of updates for Goal Management.

    Purge Goals by Goal ID

    The admin tool, Data Retention Management, has been used for data purge requests. For goal management, it has been used to purge performance and development goals by selecting the goal plan template in the purge request. This meant the process purged goal data for a specific user’s goal plan, and not just purging a single goal on the plan.

    Create Purge Request

    Now there is greater flexibility in purging user performance and development goals. In the latest version, the “Purge method” lists two options for purging goals: Purge by goal plan template and the new Purge by goal ID.

    Purge by Goal ID or Goal Template

    To purge specific goals, use the “Purge by goal ID” purge method. You can download the sample CSV file to get the proper file columns.

    Purge by goal ID

    You will need to populate a CSV file with the goal ids. Goal IDs can be found by creating a goal management ad hoc report that lists the goal plan template goal name, goal owner and the goal ID.

    Sample Purge file by Goal ID

    Once the goals to be purged are identified, add the goal IDs to the CSV file and upload to the purge request.

    The existing method, to purge by goal plan template will purge all data associated with the template.

    Import Goals for Target Population

    Within a role based permission role, in the Administrator Permissions section>Manage Goals, there is now an option to specify a target population to import goals for.

    Import Goal by Target Population

    Previously, a role having permission to import goals would be able to import goals for any active users.

    Now if attempting to import goals for users outside their target population, there would be an error message in the goal import email notification.

    Minor Goal Management Enhancements

    There are some minor goal management enhancements in this release which streamline the goal management experience for users.

    • For the confirmation message and button label in the confirmation dialog for Edit Performance Goal, Create Performance Goal, Edit Team Goal, Create Team Goal, Edit Development Goal, and Create Development Goal pages. the confirmation dialog was “Are you sure you want to discard the changes?”, and the corresponding button label was “Keep Going”.
      • This has now changed to “If you’ve made any changes, they won’t be saved. Are you sure you want to discard them?” and the “Keep Going” label is changed to “Cancel”.
    Updated Cancellation Confirmation Message
    • On the Goals landing page, the warning messages for goal number and weight limits are now displayed as message strips. This highlights to users the defined limits of goal number and total goal weight.
    Goal Warning Messages
    • On the Goals landing page, the goal filter component no longer uses status colors
    Goal Status Without Colors
    • Assigning Team Goals – users can select all loaded goals during the goal selection step in the Assign Team Goal and Cascade Goal dialogs. The number of goals is now increased to 100 from 20, and the checkbox is renamed “Select All Loaded Goals”
    • Update to Sharing, Unsharing Team Goals – users with the Share Team Goals permission can now share and unshare team goals with anyone in the organization
    • A more user friendly error message displays when saving goal plan template, it shows the cause of the error and provides a solution
    Goal Plan Save Error
    • Consistency in use of “More”: on the Goals landing page and Manage Team Goals page, the button label “More” is changed to “Show More “
    “Show More” replaces “More”

    360 Reviews

    Here are some notable updates for 360 Reviews.

    Add Link to Detailed 360 Report in Email Notifications

    A link can be added to the Detailed 360 Report in the “360 Document Complete Notification” email template by using a new tag [[PM360_DETAILED_REPORT_URL]].

    When this tag is added to the 360 Document Complete Notification email template, users have immediate access to Detailed 360 Reports from their email.

    New Token for 360 Document Complete Notification

    How the tag is rendered depends on whether the option Enable HTML email notifications is selected in Company System and Logo Settings:

    • If selected, the tag appears as a clickable phrase: Detailed 360 Report for {subject user’s full name}.
    • If not selected, it’s resolved as a clickable URL, preceded by an introductory text: For an overview of raters’ feedback, view {URL}.

    New switch to hide Radar Charts on 360 Detailed Reports

    In the Advanced Settings for a 360 template in Manage Templates, there is a new option to hide radar charts on the Detailed 360 Report. The switch “Hide Radar Charts on Detailed 360 Report” is turned off by default.

    Advanced Settings – Option to Hide Radar Charts on Detailed 360 Report

    Minor 360 Review Enhancements

    There are new visual and functional enhancements in this release.

    • The spacing of Competency and Objective sections have been improved
    • When adding back deleted participants during the Evaluation stage, participant’s original category information is retained and pre-filled in the Add Participants dialog
    • The Suggestions for Improvement section in Assisted 360 Reviews Insights now includes links to generate development goals
    • Error messages now explain the issue and provide troubleshooting.when users open, send, save, or perform other actions on a form
    • Information about behaviors (names, descriptions, ratings) is now used as input for generating comments

    Multiple Review Reminders for Upcoming 360 Review Steps

    You can now schedule several reminder notifications to prompt participants before a 360 review step is due.

    In Manage Templates, in the Advanced Settings for a 360 template, there is a new option, “Series Due Notification Dates (days before due date)“. Using this option enables you to schedule multiple reminders when using step due notifications for the template.

    You may set a series of reminders before a step due date. Simply enter the number of days prior to the step due date to define how many days in advance reminders are sent. Separate each number of days with a comma.

    New Series Due Notification Dates

    Using this option overrides any settings for the existing option Default Due Notification Date (in days), which supports only a single reminder.

    To learn more, see the full set of documentation in the What’s New Viewer here.

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