There are five universal updates related to Mentoring and one for Development Goals. Let’s take a look!
The mentoring features are related to the mentor program sign up process and are designed to improve the user experience.
Key Questions Indicated
In the sign up sheet, required entries are noted by a red asterisk. This ensures the mentees complete these fields prior to looking at the recommended mentors. Answering the key questions will improve the recommended mentors match.
Answers to questions will be saved but preferred mentors are not saved.
Save Sign Up Program to Complete Later
There may be times when an employee starts to enroll in a mentoring program but is not ready to commit. Maybe they need to consider their mentoring preferences further or need to check in with their manager first. The employee may start to fill out the sign up form, save it and come back to it later to make any updates prior to signing up.
There will be a “Save for Later” button that will display within the program sign up page.
Once saved, the program will appear on either the Invitations or Open Enrollment tab, whichever is applicable.
The program visible on the tab and can be easily be identified with an icon and “Saved for later” text.
Identify Mentor Requests
While filling out the sign up form, mentors that are selected from the recommended list will display a green check mark on the mentor cards.
Confirm Sign up
A mentee will see a confirmation popup when they are completing a program sign up. This gives the mentee the opportunity to confirm signing up for a mentor program. By clicking the “Complete Signup” button, the mentee is enrolled and mentor requests are submitted.
Your Mentor Requests
The Mentoring Page will contain a new section that tracks any mentor requests that a mentee has made. The “Your Mentor Requests” section allows a mentee to see the status of their mentor requests. Pending requests will appear as well as any declined requests and reasons. This feature is only applicable to open enrollment and unsupervised programs. Supervised programs rely on a matching program instead.
Mentees may also cancel any pending mentor requests.
Admin Opt-Ins for Mentoring
There is one admin opt-in available to for Mentoring.
Qualtrics Surveys for End of Mentoring Relationships
Qualtrics Surveys may now be used with Mentoring. The survey can be used when a mentor program participant opts to end the mentoring relationship. Based on how the program was configured, either the mentor or the mentee may cancel the mentoring relationship. A survey will pop up after a participant ends the mentoring relationship.
An email survey is sent to the other participant in the mentor relationship.
The feedback provided in the survey results are seen by the program owner and may be helpful when designing new mentoring programs.
In order to take advantage of this feature, Manage Qualtrics Integrations from the SAP SuccessFactors Admin Center needs to be set up.
Learning OData V4 Service
There is a new Learning OData V4 service. When using transcript or legacy learning activities, learning activities may be created and updated in mass to be associated with development goals and competencies.
With so many jobs lost, we all need to hunker down and concentrate on keeping our current jobs until things get better right? Nothing could be further from the truth!
Realizing the Need
Just last week, I had a call with a customer who wanted to re-examine their Succession Management process. They had the system set up. They didn’t really use it. Then COVID hit. Like many companies, the organization underwent a lot of changes and left a lot of resource gaps. Now they are realizing they could have been better prepared and are looking to quickly ramp back up their succession process. They are not alone.
Throughout this year, I’ve had the pleasure of serving on HR.com‘s advisory board for Internal Mobility, Succession, and Career Development. The organization just recently published the results of the cross-industry study we board members helped create. From what I see, the survey results are consistent with what I am seeing in the example I described above. Let’s take a closer look at the facts!
First off, most organizations recognize they don’t have an effective succession management and/or planning process in place. In addition to only 40% of companies agreeing or strongly agreeing that their process is effective as shown below, another survey question revealed that only 26% have a succession management system in place.
Furthermore, the survey also found that only about 1 in 5 companies have considerable job mobility within the organization.
At the same time, companies realize that business continuity (e.g. keeping the lights on!) is the most important reason to promote succession management and internal mobility.
Recognizing The Gap
So let’s get this straight, companies recognize that Succession and Internal Mobility are important, but they don’t currently have good systems and processes in place to support them. So why don’t more companies get their Succession Management systems and processes up and running? The problem is, most organizations don’t consider Succession Management important to the organization.
The gap here is that the process really is important for the reasons these companies have already realize and just not acted up (remember what we said about keeping the lights on?). And many companies right now are starting to realize this the hard way during COVID as employees leave both voluntarily and involuntarily and large resource gaps are being felt because of this process gap. I can only attribute this trend to “perception” since the facts point to a real need here. I think it is time to end this perception!
Is It Worth The Investment?
If I invest in a Succession and Development Management strategy, is it really going to work? The answer is “Yes!” The survey found overwhelmingly that those organizations who are internal mobility leaders, it is easier for employees to move to new positions. Making it easy for employees to move from one position to another makes it easier to fill critical roles with people your organization already knows and trusts rather than going through the expense and risk of recruiting externally (which many companies are still unable to do at all at the moment with some still experiencing hiring freezes).
OK, I get it, I need Succession and Internal Mobility! How do I get started?
There’s a ton of ways! We’ve talked a lot about Succession Management – which involves tagging which roles are critical to the organization and identifying how to fill those roles. This can help you define who to develop and what they need to develop. But of course, that means investing in employee development itself! Not surprisingly, the survey found a similar trend here. Almost half of companies reported they did not have a development process or program!
What’s more frightening, is that during the Pandemic, when the concentration should be on developing the fewer employees many companies are trying to make more effective, the opposite seems to be happening. 47% of companies saw decreases in employee development.
At the same time, employee demand for development opportunities has increased! 75% of companies saw that employees are looking for development opportunities!
Once again, there is a huge disconnect which helps explain further why many company strategies are out of alignment with the needs. Only once employees are able to develop their skills and competencies in order to meet the needs of critical roles will they will be ready to start filling those critical roles.
There are a lot of specific strategies companies are using the promote internal mobility and fill their succession management strategies. To find out more information about the different approaches companies are taking to implement their Succession and Development Strategies, you can download the full survey at HR.com or contact firstname.lastname@example.org to talk more about your strategy!
Writing Assistant and Coaching Advisor for Job Profile Builder
The biggest news for these modules we’ve seen is that the Job Profile builder now supports the Writing Assistant and Coaching Advisor (see below). This was a big gap that is finally being closed. We had some customers who wanted to use both the Job profile builder and the Writing Assistant and Coaching Advisor. This required creating all of the content for the Coaching Advisor and Writing Assistant in the legacy competency library config screens and then switching on the Job Profile builder and hoping everything got converted OK. If there was a mistake somewhere or something you wanted to add to the Coaching Advisor or Writing assistant…well then there wasn’t a way to fix it without turning off the Job Profile builder. Now this gap is closed and a profile job profile builder compatible maintenance screen for the Writing Assistant and Coaching Advisor exists. Woohoo!
Another significant enhancement we’ve seen is to the talent search. Now at the top of the screen there’s a checkbox to toggle between AND/OR logic when searching for background information (see below). We are wondering how this compliments / replaces the “Make All Criteria Optional” button that already existed under the settings menu. You can also add up to 6 criteria within each background element. There’s also a new competency picker in the talent search. The export feature was also enhanced to allow you to reorder and choose which fields can be exported. More fields can also be exported now under Advanced Information and Ratings & Competencies.
Calibration sessions got a neat enhancement where you can now view comments from other calibration sessions so long as they use the same template (see below)! We can see this becoming very useful to organizations that manage multiple sessions across large organizations. This was also enhanced in the Odata API where a new object, “CaibrationSubjectComment”, is available so that these comments are exposed for interfacing.
In addition, you can also use autocomplete when searching for people in calibration. Also, if you are attempting to purge a user who happens to be the only facilitator for a session you can now replace the user with an active user and then continue with the purge.
Career Worksheets and Career Explorer
Within Career Worksheets and the Career explorer we’ve seen some nice usability improvements. For example, the ability to remove recommended roles in the career explorer. Users can now remove a recommendation if they no longer wish to see it. This is a nice feature that can help encourage employees to keep looking for other roles instead of just constantly throwing something irrelevant at them. Aside from this, the career worksheet also got a security enhancement where the worksheet is only viewable if the employee is in the user’s target population. The progress bar also swapped colors as shown below. The bars will also show up now for not applicable / too new to rate competencies (they were hidden before).
But that’s not all!
Development templates and Continuous Performance Management also got another integration point. Now when a user
Matrix views (9-box) also got visual /usability updates. For example, you can now remove the “Too New to Rate” option. You can also view the people cards for employees even when you are zoomed out of their box. You can also select reporting levels in the Matrix Grid Report.
You can now also hide contingent workers in the Succession Org Chart. The “Add Successor” icon also appears now even when there is no successor exists.
Talent pool nominations can also now be approved or rejected. Nomination history for talent pools is also available via the Odata API and People Analytics Stories.
All in all, there’s over 25 items being changed/enhanced in this release and we didn’t cover every detail here. For more information, check out the What’s New Viewer here.
The SuccessFactors Career Worksheet, part of the Development module, may be configured to use Career Paths. Career Paths provide an employee with a graphical route of what their current or other roles may lead to. Career Paths aid an employee in planning how to develop their skills and competencies to advance into roles that interest them. Career Paths show a progression of roles that an employee may grow into.
How to Access Career Path
On the Career Worksheet, an employee may view the career path of any targeted roles on the My Job Roles tab, Job Roles I’m Considering sub-tab.
An employee may also see the career path for their current role on the My Current Roles sub-tab on the My Job Roles tab of the Career Worksheet.
If an employee clicks the link, the career path for the role will display.
An employee may access Career Paths from the Suggested Roles tab as well.
Based on configuration, the administrator may restrict employee access to Career Paths based on criteria such as role, department, or division.
Configuration in Provisioning
Career Paths can be tailored to an organization’s specific needs. Set up includes which roles can edit and also view the Career Paths. Before an a system or HR administrator can configure the paths in the instance, there are some settings to be enabled in Provisioning.
Provisioning Settings for Career Path
Career Path V2 needs to be enabled in Provisioning.
In addition to enabling the Development Plan V12 and the Career Worksheet V12v in Provisioning, enable Career Path V2. Be sure that Version 12 UI Framework, Enable Generic Objects and Enable the Attachment Manager are set as well.
Role Based Permissions for Managing Career Paths
Once the Provisioning set up is complete, there are some role based permissions within the instance that are required.
In order for the Career Path feature to work for the Career Worksheet, access to Manage Career Path is needed for any roles that can create or view the career path set up screen. Access to configure what shows up in the career path node is required as well.
Under Manage Career Development, grant access to Manage Career Path. This allows the admin role access to define and manage the Career Path. In addition, Configure Career Path Node enables access to define the Career Path node details. This allows the admin to configure the Career Path and to identify which elements to display or hide on role nodes in the career path.
If Manage Career Path is not seen in the Manage Career Development permission, the Career Worksheet has not been enabled in Provisioning and/or Attachment Manager or Generic Objects has not enabled.
There are additional permissions needed for the admin to view and edit the Career Path. Under User Permissions>Miscellaneous Permissions, the admin will need Visibility and Actions permissions for Career Path.
View permission should be granted along with edit and import/export action permissions.
It is also possible to set field level overrides. The Field Level Overrides option grants the right to specify which information to display or hide for a career path. This can be used to identify fields on the career path definition that can only be viewed by a role or to be hidden.
Restricting access to specific career paths is done based on code, business unit, department, division or a custom view.
The permission for the selected field limits if the field is hidden (No Access) or visible but not editable (Read Only).
By default, roles with View and Edit access have access to all career paths in the system. However, administrators can restrict their access to specific career paths based on code, business unit, division, department, or a custom view.
To restrict access, scroll down to the Grant this role to… section and click Edit Granting.
Go to Specify the target population for the other objects and scroll down to find Career Path.
To limit the access to specific career paths, the role may have a target population specified. You may restrict the target population for Career Path by specifying the restrictions in the drop down menu.
After Career Path administration access has been granted, the admin would see an additional tab within the Development module. It is here where the Career Paths are configured for the instance.
To recap, to create and manage career paths, the Career Path v2 feature must be enabled in Provisioning and the admin role should be granted Edit access for Career Paths.
Employee Permissions for Career Path Access
Now that the admin role has access to configure Career Paths, the employee role permissions should be set up. Under the User Permissions, the Career Development Planning section, the employee role should already have Career Development Plan (CDP) Access Permission and Career Worksheet Access Permission. In addition, this role will need Career Worksheet Suggested Roles Access Permission.
To grant access to View Career Path for a future role or current role on the Career Worksheet, the employee role needs Miscellaneous Permission>Career Path>Visibility>View.
Without this permission, the employee will not be able to view any career paths on the Career Worksheet.
Viewing, Editing and Creating Career Paths
Now that the permissions are set up for the admin and employee roles, here are just things to keep in mind about career paths.
If a role does not have a career path, there will not be a View Career Path link for a future role or the current role on the Career Worksheet.
Multiple career paths may be created and it is possible to associate them with a specific role and also limit employee’s access to the career paths based on pre-determined criteria.
Career Path Set Up
Once permisssioned, the admin would see an additional tab within Development called Career Path. It is here where the paths are managed.
There are two tabs within the Career Path page: Career Paths and Job Roles.
The Career Paths and Job Roles tabs are not permissionable. A role with permission to access the Career Path page has access to both tabs and cannot hide one or the other.
Career Paths Tab
The functions on the Career Paths tab include the following:
Configure a career path node
Create a career path
Edit an existing career path
Search for a career path
Edit career path basic info
Delete a career path
Next we will look at each of the career path functions in detail.
Configure Career Path Node
A career path node is a role within a career path. There are six components that may be displayed for career path node. The Node Preview image shows the components that may be included on a node. Deselect any elements to omit from the career path node.
Career Path Node Icons
Let’s look at the icons within the node that can be displayed. The icons provide the admin with useful information about the role.
Number of competencies for job role
Number of skills need for the job role
Number of people holding this role
In addition, the node may contain:
Number of talent pools that the role appears in
Role’s job family
Role’s job code
Click anywhere within the node to see the job role details. This is actually a view of the job profile.
Create a Career Path
Once the admin determines what details should be included for the nodes within a Career Path, the Career Path creation may begin.
On the Career Paths tab, click Create New Career Path to provide basic information about the path.
When creating a career path, a code and path name are required. Business unit, division and department can be selected to restrict access to the career path to the employees within those areas.
In other words, the admin may limit which career paths will be visible to an employee.
Save the path once it is defined.
After saving the path’s basic information, an edit page will display with a box to select a role. It is here where you will begin to create the career path.
Creating first node
Now you may build the career path by selecting a role. The role will be the first node of the path. Click Select a role in order for the role selection screen to display.
There are two views available to aid in finding a job role. List view is the default.
Job roles may also be viewed by family hierarchy.
Another way to find a role is via search.
Select a role to use as the starting point of the career path. Once selected, the role is the first node of the career path.
You will see that the node contains all of the icons and details that were configured on the Configure Career Path Node page.
Career Node Actions
Now we can build the career path. Click on the down arrow to see the options available.
The following actions may be performed:
Add a lead-from role
Add a lead-to role
Add a peer role
Replace node with a new role
Cascade delete roles
Add Lead-from Role
This action adds a proceeding role to the current role. Creates a “Select a role” box and role list pop up.
Upon selection of a role, it will place the node before the current role.
Add Lead-to Role
This action adds a new node after the current role.
This would create the next node in the path.
Add Peer Role
This action adds a lateral role above the current role.
There is a maximum of 2 lateral roles for a node.
This action moves the selected node and allows selection of a replacement node.
Upon selection of new role, replaces the node.
Cascade Delete Roles
This action removes the current role and any roles that follow in the path.
After selecting this action, confirm the deletion.
All subsequent node are deleted including peer roles.
This action removes the selected role and connects lead-from role to the lead-to role.
After selecting “Delete Role”, confirm deletion.
After deletion, node is removed.
After saving, the path is updated.
Collapsing Node Details
When viewing the career path in edit mode, it is possible to collapse the path to omit the details.
Click on the Collapse icon to change the view.
The collapsed view of the career path hides the career path node details and only displays the role names.
Edit Career Path
From the Career Paths tab it is possible to select any existing career path and make it editable.
Upon selecting a path, the path is ready for updates. From here any node can be added, moved, deleted or updated.
The basic information about the path may be edited as well by clicking on Basic Edit Information found on the upper right corner of the page. After creating a career path you may decide to restrict access to it.
Search for a Career Path
On the Career Paths tab, there is also a search optionI. f your organization has a large number of career paths, you can avoid scrolling through pages by doing a search by path name.
All paths that meet search criteria will display.
Edit career path basic info
Within any career path, it is possible to update the path’s basic information.To update the Career Path’s name or details, click Edit Basic Information.
The path details may be modified to change its name or any of the filters.
Delete a Career Path
From the Career Paths tab, any path may be deleted via the Action column.
Prior to the deletion of the path, a confirmation screen will display.
Job Roles Tab
Now that we have reviewed the Career Paths tab, let’s look at the Job Roles tab.
The Job Roles tab lists each role, its associated family and the number of career paths the role is part of.
Select a role on the Job Roles tab and the career path opens. If the role is contained in multiple career paths, you may select which path to view when the selected Job Role page opens.
This view is used to see all the roles within a Career Path. Clicking on a node will display the role details.
No edits can be made to the career path on this page. In order to edit the career path, click Edit Career Path.
Now the action arrows are available on each node so updates may be made. The option to update basic node information is enabled as well.
Job Roles Search
Job role search may be done by name.
A job role search option is available. Enter a job role name to see all paths the roles is associated with.
Enter a role name. If the job role is contained in more than one career path, a dropdown menu appears that enables yoy to choose the career path to display.
Import and Export Career Path
Career Paths may be imported and existing Career Paths may be exported using the Import and Export Data function. The limitation is that only the basic career path details are contained on the file.
Download the Career Path template.
Open the file to see its contents. The CSV file contains two rows of fields that make up the career path names.
In order to create a new career path via a file, you would need to enter the same fields that you would using Career Paths tab.
The file would mimic the fields populated when you name the career path. Below is an example of the exported career paths file.
The values in Column C match the Career Path names found on the Career Paths tab.
When updating a career path or adding a new career path, the Import and Export Data screen is used for the import as well.
This does not build the Career Path, it simply sets up the path in order to build the nodes. You can download the template for the Career Path details but the values include system generated GUIDs. So it would be difficult to do an import with the nodes.
The Career Worksheet also contains a Suggested Roles tab.
This is visible as long as the employee role has the Suggested Role Access.
Suggested roles can be based on Career Paths created by the system admin or through an algorithm based on a set of criteria. This is done via Configure Suggested Roles. The weightings that are set will determine how suggested roles appear on the career worksheet’s Suggested Roles page.
The list of suggested roles is determined based on the factors selected and their weighting.
The system calculates a score (0-1) for the role based on proximity in Career Path, Competency, Job Family, Open Positions and Popularity within team.
Proximity in Career Path: the further the role is on the career path from the employee’s current role, the lower its assigned score.
Competency: 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.
Job Family: the score for Job Family is determined according to whether a role belongs to the same job family of the employee’s current role.
Open positions within role: only used for Legacy positions in the Succession module.
Popularity within Team: the score is based on how popular a role is for employees sharing the same manager.
The factors are multiplied with set weights to calculate a final score for each of the considered roles. The roles are then ranked from highest score to lowest and displayed on the Suggested Roles tab.
Filters on Suggested Roles
Enabling the competencies, job families or relevant industries filters allow the user to see only roles that met that the filtered criteria. However, filtering for relevant industries is only available when Job Profile Builder is used.
This filter will cause the suggested roles to display only the roles that contain the selected competency.
Career Paths are now set up and an employee may use this feature to help identify roles they may aspire to. Check out the Career Worksheet and the Role Readiness Assessment blogs to learn more.
Do you need help with setting up Career Paths or your SuccessFactors Development Implemetation? Contact us at: email@example.com
An employee is empowered to manage their career through the use of the SuccessFactors Career Worksheet. The Career Worksheet, a component of the Career Development module, allows an employee to view details about job roles that interest them, see the role’s associated competencies and select a targeted or future role. Once selected, a role readiness assessment form can be initiated to measure how ready an employee is for the potential future role.
The Role Readiness Assessment form, accessed from the Career Worksheet will identify competency gaps for the target role and help an employee plan development steps to prepare for the role. The employee’s proficiency for each of the role’s competencies is rated and an overall role readiness rating is calculated based on the employee’s actual competency ratings against the expected competency ratings for the role.
Before we look what is required to set up the Role Readiness Assessment form, let’s confirm that you are using development goals with competencies, Job Profile Builder (JPB), and the Career Worksheet. The remainder of this post is based on these assumptions.
Career Development Planning Settings in Provisioning
Before outlining the permissions needed for the Role Readiness Assessment form, let’s review the settings that are required for Career Development Planning.
To get started, you will need Provisioning access. Within Company Settings in the Goal Frameworks section, Goal Management Suite (Total Goal Management) and My Goals Tab should be enabled.
Under Career & Development Planning in the Goal Frameworks section, enable CDP Full (Development Plan) which also enables Development Plan V12. Enable Career Worksheet which also enables Career Worksheet V12. Enable Career Path V2 as well so that Career Paths may be created and used by employees with the Career Worksheet.
After enabling the Goal Frameworks settings, make sure Verions 12 UI framework (Revolution), Enable Generic Objects, and Enable the Attachment Manager are set as well.
Provisioning Settings for Job Profile Builder
The Role Readiness Assessment form relies on competencies linked to job roles. Competencies should be mapped to job roles using Job Profile Builder. There are some additional settings needed in Company Settings in order to use Job Profile Builder in the instance.
JDM v2.0 /Skills Management should be enabled.
In order to use Job Profile Builder, the Competency Library Management Suite should not be enabled.
A competency library which contains all of the competencies used for your organization is required. This is critical for the Role Readiness Assessment form to work. The form rates competencies linked to a role, therefore job roles must be linked to competencies in a competency library. Make sure there is a competency library in use. The SuccessFactors Competency Library 2.1 has the expanded list of competencies or you may create a custom competency library.
Career Development Templates in Provisioning
Three of the four templates used within the Career Development module may be found in Provisioning under Managing Plan Template: Development Plan, Learning Activities, and Career Worksheet.
The fourth template, used for the Role Readiness Assessment form is found under Form Template Administration.
Click on the link to see all of the existing templates. Scroll through the listing of form templates to find the standard Role Readiness Assessment template.
Career Worksheet V12 must be enabled and there should be a Career Worksheet template in order to see the standard Role Readiness Assessment template.
Role Based Permissions for the Admin Role
There are some role based permissions in the instance that must be set up for the system or HR administrator and employee roles. The admin role will need to manage and configure various features for Career Development Planning. In the instance, go to Manage Permission Roles. For the admin role, select Manage Career Development under the Administrator Permissions section.
To manage the Career Worksheet, Development Admin and Manage Career Path permissions are needed. Admin Career Development Plan Export Data permission is optional.
The admin role requires Job Profile Builder access in order to configure job profiles and map job roles and competencies to the profiles.
Access is also needed for components of Career Development Planning: development plan, Career Worksheet and suggested roles for the worksheet.
Under User Permissions>Goals, the admin role will also need access to the Career Development Plan and the Career Worksheet.
Role Based Permissions for the Employee Role
The employee role needs to have permissions set up to be able to access the Role Readiness Assessment form. A link within the Career Worksheet will open the role readiness assessment form, bypassing the usual form creation steps.
There are some role based permissions that need to be set up for the employee role for this link to work.
Grant “Permission to Create Forms” for the Role Readiness Assessment template
The employee role will need Performance Management Access under Performance User Permissions.
The employee role will also need Permission to Create Forms which is found in the General User Permission section. Select the Others radio button and select the Role Readiness Assessment form.
This permission is in addition to CDP permissions that should be set for access to development plans, the Career Worksheet and Career Paths.
The employee role will need access to view the Career Path. This permission will allow the user to browse career paths from the Career Worksheet.
Under User Permissions>Goals, the employee role will also need access to the Career Development Plan and the Career Worksheet.
Competency Expected Ratings Set Up
Now that the employee role permissions are set, we will look at the competencies for a job role and how they are rated on the form. The goal of the Role Readiness Assessment form is to rate the employee’s mastery of the competencies needed for the targeted role.
It is within Job Profile Content where roles should be linked to competencies from the competency library.
When mapping the competencies to a role, you will see the competency library to select from.
The system uses a calculation to compute a competency score which will demonstrate how ready an employee is for the targeted role. The role readiness calculation relies on an expected rating for each competency for a role. The readiness score is based on a comparison between the employee’s actual competency rating with the expected competency rating. Rating the roles’ competencies also identify areas of development that are needed in order to succeed in a future role.
The expected rating is configured within Job Profile Builder on the job role’s mapped competencies. The admin defines the expected competency ratings for each job role.
Assigning Expected Ratings to Role Competencies
In order to set the expected ratings for each competency on a job profile (a job role is attached to a profile), go to Manage Job Profile Content>Set Up Families and Roles.
A job role is associated with a job profile. Select a role to update by clicking on the role name. The content of the role will now be editable.
The screen will have tabs for mapped job codes, mapped skills, mapped competencies and mapped talent pools. Each tab will include a count for the mappings.
Go to the Mapped Competencies tab. Any competencies that are mapped to the job role will display. Competencies must be mapped to a role in order for the Role Readiness Assessment to work. If a role does not have competencies and it is selected as a target role, the Role Readiness Assessment form will not have any competencies to rate. So be sure to map competencies to each role.
The Rating column that is needs populated for each competency mapped to a role. The rating column is used to add the expected ratings and % weight for each competency. To create the expecting rating for a competency, click on the calculator icon in the Rating column.
Scores are entered on the pop up to determine the expected rating % for the competency.
Based on the rating scale used on the Role Readiness Assessment form, enter the lowest and highest scores in the rating range along with the expected proficiency rating. In this example, the readiness scale has scores 1 to 5 with 1 being the lowest score and 5 being the highest score.
Assign an expected score. This would represent proficiency needed to succeed in this competency. The Compute button becomes active once the 3 scores are populated. Click on the Compute button and the calculated expected rating % is computed. Click the Apply button to finalize the calculation.
After computing, the calculated expected rating % is populated for the competency. In this example, using a rating scale of 1-5, the expected rating is 50% of the highest score.
After applying the calculation, back on the Edit: Role screen, the rating % is populated.
Continue to create the expected rating for each competency for the role. Once all of the ratings are populated, save the role.
You may also fill in the weight column to identify how much weight each competency holds. If left blank, the competencies are weighted equally in the overall readiness calculation.
You will need to identify the competencies mapped to every role and setting the expected rating for each.
Targeted Job Roles without Mapped Competencies
As mentioned earlier, Job profiles (with associated role) need to have mapped competencies in order for the Role Readiness Assessment form to work properly.
To better explain why this is critical, here are 2 examples.
Example #1: Role without competencies.
Within Manage Job Profile Content>Set Up Families and Roles, here is a job role that has no mapped competencies.
When this role is selected in the Career Worksheet, there are no competencies listed.
And when the employee selects the target role to evaluate their readiness, the form will have no competencies to rate.
If the role does not have competencies, it is impossible to evaluate an employee’s readiness for the role. The readiness meter will not calculate readiness for the role and there will be no gap graphs since there are no competencies.
Targeted Roles with Mapped Competencies but no Expected Ratings
Example #2: Job role has mapped competencies but no expected ratings
If a job role does have mapped competencies but the expected ratings are not set, there will be issues as well.
Here is a job role with mapped competencies. However, the role does not have any expected ratings set for the competencies; the rating column for each competency is blank.
If an employee selects this role to evaluate in the Career Worksheet, the three competencies are listed for the role.
So this part works correctly; the competencies display for the target role.
And the employee can go into the Role Readiness Assessment form and is able to rate on each of the competencies.
The issue occurs back on the Career Worksheet upon form completion. The Readiness Meter for the role has not calculated the readiness percentage. The calculation needs expected ratings and without them there is no readiness. So “Role is not ready” will display instead of a readiness percentage.
In addition, the gap graph for each competency only shows the actual rating and not the expected rating.
Without expected ratings for each competency, the gap graph will only display the actual competency rating.
Hopefully these examples point out the pitfalls of not having mapped competencies for roles as well as roles having mapped competencies but no expected competency ratings.
Other things to consider
If any of the roles being considered have mutual competencies, the readiness meter will populate for all of them after a role assessment is completed. In other words, if an employee has selected a few targeted roles that share a competency, when a role readiness assessment form is completed for one of the roles, the readiness meter will calculate readiness for any other targeted role that has the competency. Since expected ratings can vary by role, the same competency might display different gap values for different roles.
The form should be configured to auto-populate all of the competencies for the role. The form template should show that the competencies are job specific.
This can be set in the template in the instance by selecting Job Specific.
Role readiness may be calculated in one of two ways:
Summing up the number of competencies for the role
Averaging out the competency readiness
Role readiness can be calculated as the percentage ratio between employees’ ready competencies and the total of required competencies for the role. Each expected rating met is worth a full point and each rating not met is worth zero.
The calculation would look like this:
(number of competencies the employee is ready for)/(total number of required competencies) * 100%.
To be “ready” for a competency, the system checks the employee’s current rating and the expected rating. If the current rating is equal to or greater than the expected rating, the employee is considered ready for this competency. The competency is then assigned a value of 1.
The system will then count up all the “ready” competencies to use in the calculation.
Here is an example. The targeted role has 5 competencies, each with an expected rating of 4. The employee has competency ratings below the expected ratings for 3 of the 5 competencies. The equation would be: (2/5) * 100%. The readiness for the role would be 40%. This percentage would appear on the readiness meter for the role on the Career Worksheet once the form is completed.
A new option introduced in 2018 is a proportional calculation in which each competency rating is weighted as a percentage of the expected rating. A readiness score calculated proportionally may be more accurate in showing how close an employee is to full role readiness.
In this method, the readiness for each competency is determined and then an average is calculated for the role readiness percentage.
The system identifies readiness for each competency:
100% for any current rating that meets or exceeds the expected rating.
0% for no current rating for competency
0 for no expected competency rating
when current rating is less than the expected rating, readiness is determined by calculation: (current rating – lowest rating in scale)/(expected rating – lowest rating in scale) * 100%
Once a percent readiness is determined for the role, the percentages are tallied. The sum is then divided by the total of competencies for the role.
To use the average calculation method, the Career Worksheet XML must contain the following switch:
If no switch configuration is added, the default calculation for role readiness is summing.
Display Targeted Role Name in Title of Role Readiness Assessment form
The title of the self-assessment form contains the targeted role name.
This occurs when the Company System and Logo Settings have “All documents will display their form template name at the time the document was created.” enabled. This option does not support translations of the document name.
If “All documents will display their current form template name as configured in the Form Administration settings. This option supports translations of the document name.” is enabled, the form will not contain the target role name.
When form is run with this setting, the targeted title is omitted.
Troubleshooting: Evaluate your readiness link not appearing on Career Worksheet
After setting up the Role Readiness Assessment template the Evaluate your readiness link is not visible on the Career Worksheet. Here are some possible reasons for not seeing the link:
The Role Readiness Assessment form has not been configured in the Career Worksheet template (it needs to be configured for each locale). In order for the link from the Career Worksheet to the Role Readiness Assessment to work, the readiness form template ID must be identified in the Career Worksheet XML.
Employee role does not have the “Performance Management Access” permission in RBP and/or does not have “Permission to Create Forms” for the assessment template that was configured.
Proxying as the employee and trying to launch the Role Readiness Assessment form. This is a self-assessment function and the action is not supported by proxy feature. So, the “Evaluate your Readiness” link will only appear to the logged-in user directly (it will not appear if you are proxying as the user).
When the form is used in multiple languages, there needs to be one entry for each.
Troubleshooting: Role Readiness Percentages Not Appearing on Career Worksheet
Once the Role Readiness Assessment is complete, the role readiness percentages should appear for each targeted role. If the percentages do not appear, make sure the same rating scale is used for the Role Readiness Assessment and the Career Worksheet.
Make sure the rating scale referenced in the career worksheet XML is the same as the role readiness template rating scale. Otherwise, once role readiness form is done, the percentages will not display.
Launching Role Readiness Assessment for Current Role
The Career Worksheet XML can be configured to allow employees to launch the Role Readiness Assessment form for their current role. This is accomplished with the following switch added to the Career Worksheet XML.
Employees are empowered to manage their career through the use of the SuccessFactors Career Worksheet. The Career Worksheet is a component of the Career Development module which allows employees to view details about job roles that interest them, see the role’s associated competencies and select any as targeted or future roles.
When Job Profile Builder (JPB) is enabled and job profiles are defined, a switch may be set so that the Career Worksheet syncs with JPB. The sync enables role details from JPB to be used in the Career Worksheet.
How does the Career Worksheet work?
Employees may identify roles or career paths they may be interested in. They may the view details about job roles, including the associated competencies. This will enable the employee to gain an understanding of the development effort required to move into these roles.
After the employee selects a job role that they are interested in, there is link on the Career Worksheet to a form that evaluates their readiness for the role. The form measures the readiness by the rating the competencies associated with the target role, not the competencies of the employee’s current role.
The results of the role readiness form help employees plan their career development. By adding roles they are considering to Career Worksheet, they can track and measure their development to prepare themselves for the future roles and responsibilities.
The Career Worksheet also provides a competency gap analysis so the employee can see areas they need to work on in order to be ready to move into the role. This enables them to create development goals to help them attain the needed competencies to progress.
The Career Worksheet may also include a readiness meter based on a readiness calculation which computes a competency match score which compares the employee’s competency rating with the expected ratings for the role. This percentage shows how ready an employee is for a targeted role.
Components of the Career Worksheet
The Career Worksheet contains two tabs: My Job Roles and Suggested Roles.
My Job Roles tab
My Job Roles tab contains two sub-tabs: Job Roles I’m Considering and My Current Roles.
Each sub-tab label includes a job role count.
The Job Roles I’m Considering tab displays a job role count of zero until job roles are selected. This sub-tab will not contain any data or competencies until the employee selects any future targeted role(s).
The My Current Roles sub-tab displays the employee’s current role and the competencies and any development goals associated with each competency.
Job Roles I’m Considering sub-tab
The employee may browse all job roles or the system generated suggested roles.
Click on Browse job roles… to see roles organized by job family. The employee may select multiple roles as target roles.
To select targeted roles from the My Job Roles tab, click on View suggested roles…
The Suggested Roles tab will display.
If filtering is enabled, the employee may select the job family or specific competencies to find roles for.
This filter will cause the suggested roles to display only the roles that contain the selected competency.
The other method to see the suggested roles is to go directly to the Suggested Roles tab on the Career Worksheet. This tab will be discussed later in detail.
My Current Roles sub-tab
The My Current Roles sub-tab displays the employee’s current role and the competencies and any development goals associated with each competency.
The competencies mapped to roles are the only sources of competencies used on the Career Worksheet. This is where the job profile builder comes into play. The components of the job role from Job Profile Builder are pulled into the Career Worksheet. The roles seen on the worksheet are linked to a job code (job classification) where the competencies are mapped.
Any existing development goals linked to the competency are included along with the development goal count. There is also an option to add development goals to the role’s competency.
If the current role has a career path, it may be viewed on the My Current Roles tab. This is a graphical representation of the progressive roles an employee may hold as they grow within the organization.
Any role within the career path may be viewed to see the job profile which contains the role description and competencies for the role.
Suggested Roles tab
The suggested roles are based on configured criteria. The system utilizes an algorithm to produce the list of suggested roles and calculates a score for the role based on proximity in Career Path, Competency, Job Family, Open Positions and Popularity within team.
Add a Targeted Role
Employees may click on a suggested role and add it to their career worksheet as a future targeted role.
Within the Suggested Roles tab, clicking on the plus sign for a role to add it as a target role.
Once selected, a message displays that the role has successfully added as a target role.
A targeted or future role will be seen on the My Job Roles tab, Job Roles I’m Considering sub-tab. The competencies associated with the role are listed as well. If the employee’s current role contains any of the same competencies and they have a development goal linked to a competency the development count will also be listed.
It is also possible to view the career path for any roles under consideration. Within the career path, a role may be selected to add as targeted role.
The career path for the job role displays. The job role in the career path is highlighted and starred.
Any role within the path may be selected as a targeted role.
Once selected, the targeted role appears on the Career Worksheet as a Role I’m Considering sub-tab within the My Job Roles tab.
Targeted Roles Icons
Once a target role in selected, on the Job Roles I’m Considering sub-tab, an Information icon will be visible and will provide instruction on how to navigate through the selected roles and add or delete roles.
Each targeted role will have a Readiness meter along with up to 3 icons: Role Details, Make this the default target role and Add New Learning Activity.
Note: if LMS is not used or not linked to the development module, the learning activity icon will not be present.
Click the Role Details icon to see the job profile associated with the role. The contents of the job profile may include the role description, competencies, minimum requirements, education, certifications, and job responsibilities.
Clicking the star icon will make this the default target role.
After choosing any additional job roles, selected targeted roles will display on the Job Roles I’m Considering sub-tab. Until a role readiness form is completed, the readiness meter will show that the role is not ready.
An important component of the Career Worksheet is the Role Readiness Assessment form. The form creates metrics that help employees plan their career development. When the employee adds roles they are considering to the Career Worksheet, they can launch the form. The form enables employees to review the targeted role’s competencies and rate their proficiency to determine their readiness for the role. This allows them to identify the competency gaps for the target position or future role so that know what areas they need to work on. They can track and measure their development to prepare themselves for the future roles and responsibilities.
A few notes about the Role Readiness Assessment form
Only employees can launch the assessment form for their targeted role.
It is not possible to launch the form when proxied as another user.
There is a link within the worksheet that opens the role readiness self-assessment form, bypassing the usual form creation steps.
The form will auto-populate all of the competencies for the role.
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.
Any other targeted roles that contain the same competencies will have the Readiness Meter updated after the form is completed.
Once the form is complete, the updated ratings are used in the Career Worksheet to show the role readiness.
The employee may relaunch the form as many times as they like and each time the readiness will be recalculated.
Launching the form
The form is launched when the employee selects a targeted role from the Job Roles I’m Considering sub-tab on the My Job Roles tab and then clicks on Evaluate your readiness.
The employee will rate themselves on the competencies needed for the future role. These are the competencies that are mapped to the targeted role.
Ratings for each competency will be required with optional comments for each. Upon completion, form goes to their manager for their assessment of the employee’s mastery of the needed competencies.
The Manager will get form in their inbox and will need to rate each competency, add optional comments for each competency and provide comments for areas to focus on. The ratings and comments from the employee will be visible.
After the manager step is complete, the form may go back to the employee to view and submit to completion. NOTE: this is based on the steps from the standard Role Readiness form template.
The completed form will appear in the employee and manager’s completed folder.
When the employee goes back into the Career Worksheet, the readiness meter for the role that the employee is considering will now contain a percentage. This percentage represents how ready they are for the role based on their competency ratings against the expected ratings for the role.
The Career Worksheet calculates employee readiness for a
role by evaluating the employee’s rated competencies for the future role.
The competencies for a role are configured to determine the expected rating. An employee’s readiness for the role depends on the form’s rating of the competencies against the expected ratings.
By default, the system uses the latest rating information in the system. The admin may also configure to specify a form or a couple of forms as the source of the existing ratings.
Role Competency Expected Ratings
Competency mappings to roles are the sole source of competencies listed on the career worksheet. And only ratings from completed forms are displayed in the career worksheet.
Gaps are calculated using the expected rating from Families and Roles. Since expected ratings can vary by role, the same competency might display different gap values for different roles. The admin may define default weights and/or the ratings expected based on the job role.
The form can be generated again whenever Evaluate your readiness displays on the Career Worksheet. It may be relaunched again and again for the same targeted or any other roles under consideration.
Any additional forms that are completed will then recalculate the readiness meter based on the new ratings. It is also possible to add more roles to consider and run the form for the new roles. There will be a date that shows when the role assessment form was last run so you know when the readiness was calculated. The meter always uses the most recent role readiness ratings.
If any of the roles being considered have mutual competencies, the readiness meter will populate for all of them.
On the Career Worksheet, the gap graph shows the rating for each competency based on the form ratings and what the expected rating is. There is a gap analysis for each competency, comparing the last rating of record specified for the employee with the expected rating for that role.
The blue line in the graph represents the form rating score and the green line represents the expected rating. If the form rating matches the expected rating, the competency is considered “met”.
For each of the role’s competencies, there will be a count of the roles that also have this competency linked to it. This can be expanded to see the other roles.
The targeted role competencies that do not meet the expected rating will display first. These are the competencies that that the employee needs to develop in order to be ready for the role. These will have the green line visible in the graph because the form rating is lower than the expected rating.
These are the competency the employee may wish to add development goal to in order to help them prepare for this role.
The targeted role competencies that the employee has met will be displayed after the competency that need work. There will be no gap for these competencies because the form rating matches the expected rating.
Additional Features of the Career Worksheet
The Career Worksheet has a count of the employees in the targeted role. The list of employees in the role may be displayed.
There is an indicator to set so the preferred next role appears on the profile under Preferred Next Move. Enable checkbox to make the targeted role visible in the employee’s profile. There is a link to go to People Profile. The targeted role will display as the preferred next move.
The Career Worksheet puts power into the hands of the employees so they can take charge of their careers and plan for the future. When Job Profile Builder is enabled, the employee has visibility to roles that will enhance their ability to drive their development and guide their career.
More to come…
Look for the next installment to discuss how to set up the Career Worksheet and Role Readiness Assessment form.
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