H1 2021 SAP SuccessFactors Compensation Features

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

As a reminder, preview release was April 16th and production will be released May 21st.  

After reviewing all the changes, I narrowed the list down to the Highlights for H1 2021 Compensation:

1. Ability to Configure Force Comments on Compensation Worksheets

  • Previously configuring forcing comments had to occur within the XML, now it can be done within Comp Admin Tools.
  • You can navigate to Design Worksheet – Define Standard Validation Rules to configure this functionality. The Force Comments feature is optional. When configured, you control whether users must enter comments under the following conditions:
    • An employee doesn’t receive a raise. Managers didn’t enter a value in a field configured to force comments.
    • An employee receives a raise. Managers entered a value in a field configured to force comment.
    • An employee receives a raise that is outside guidelines. Managers entered a value that doesn’t comply with guidelines in a field configured with force comments
Force Comments rules can now be configured via Admin Tools

2. Salary Validation Rules Added to Compensation Worksheets

  • Previously configuring Salary Validation Rules had to occur within the XML, now it can be done within Comp Admin Tools.
    • You define rules to compare amounts using either compa-ratio or range penetration benchmarks. Configure what action the system takes when amounts exceed threshold percentages for lump sum amounts or fall below or exceed threshold percentages for merit amounts.
Salary rules can now be configured via Admin Tools

3. Compensation Worksheets Support Five Custom Validations

  • With this release, you can define up to five custom validations for fields in Compensation templates and configure how the system responds when validations fail, with either a warning or an error. The system processes the worksheet only after the error is corrected.
    • Previously, the maximum number of validations per template was three. This is especially helpful if you have complex calculations or are using 1 form for multiple plans.
Example of custom validation. Now users can define up to 5 custom validations.

4. Current and Final Pay Ranges Configurable Through the Compensation Column Designer

  • You can now configure minimum, midpoint, and maximum values for current and final pay ranges through Compensation template’s column designer.
    • Previously, these fields weren’t available in the template configuration. There were two fields (Current Pay Range and Final Pay Range) in the min-mid-max format.
    • With this release, minimum, midpoint, and maximum are available as independent fields.
Separate columns exist now for Salary Range fields

5. Update Lookup Table Formulas and References When Cloning Compensation Templates

  • Now when cloning Compensation templates, you can update lookup tables and references at the same time. A new section has been added to the Copy Plan Templates page, enabling you to view and edit the custom formulas and references from lookup tables on the original template.
    • Previously, you had to manually search through the original template’s XML file, looking for all lookup tables associated with it.
Cloning compensation templates allows for updating lookup tables and references

6. Administrative Permissions for Individual Compensation Templates

  • A new Role-based Permission has been added to assign administrative permissions on a template level.
    • Previously, access had to be granted to all or no templates.
Template access can be granted per individual template

7. Filter Enhancements Added to Compensation Executive Reviews

  • Enhanced filtering was added to Executive Review, new filters include:
    • Filter based on standard or custom reportable columns
    • Filter on compa-ratio and range penetration
    • Filter on Compensation planners
    • Filter based on entry in Comments fields
    • Filter based on promotions
  • To enable enhanced filtering, you must select the Enable Advanced Executive Review Filters option on the Actions for all Plans – Company Settings page.
Enhanced Filter capabilities now exist in Executive Review

8. Compensation and Variable Pay Reports are now available for download in Report Center

  • You can now download the reports from the My Jobs page within View Schedules in Report Center.
    • Previously, report outputs (i.e. Executive Review exports) were available for download on the Scheduled Reports page in classic view. This caused confusion for users on how to get to their reports by having to direct them to Switch to Classic View.
    • You can review my other blog post for more changes to Reporting for this release.
Executive Review export can now be accessed via My Jobs

9. Application of Eligibility Rules for Individual Compensation Worksheets After Launching

  • You can now reapply eligibility rules to a specific Compensation worksheet that you have already launched.
    • In previous releases, you could only reapply eligibility rules to all worksheets.
Eligibility can now be applied to individual worksheet updates

10. Publish Compensation Employees to Employee Central by Import Using CSV File

  • The Publish Selected Employees in Employee Central page has a new option, Import Employees. This allows publishing by importing them from a CSV file
    • Previously, you could publish multiple employees, but you needed to search and select them individually.
Publishing can now be done based on an imported file

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.

H1 2021 SAP SuccessFactors Analytics/Reporting Features

Photo by PhotoMIX Company from Pexels

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

As a reminder, preview release will be April 16th and production will be released May 21st.  For full details on the release cycle, check out the SAP SuccessFactors official product updates blog here.  New to the release process? For tips on how to manage a release, check out our blog here

After reviewing all the changes, we narrowed the list down to the Highlights for H1 202SAP SuccessFactors Analytics/Reporting Features:

  1. Calibration, Succession, and Compensation and Variable Pay Reports Now Available for Download in Report Center
    • Previously, the reports were available for download on the Scheduled Reports page in classic view. This caused confusion for users on how to get to their reports by having to direct them to Switch to Classic View.
    • You can now download the reports from the My Jobs page within View Schedules in Report Center.
Reports can now be accessed via My Jobs

2. All User Info Fields Are Now Available in Story Reports

  • You no longer need to set a User Info field as Reportable to make it available in Story reports.
  • All the User Info fields are now automatically available for reporting using Stories in People Analytics.

3. Stories in People Analytics for SAP SuccessFactors Learning

  • You can now create, access, and share Learning stories in People Analytics for generating custom Learning reports.
  • You can also have the data of SAP SuccessFactors Learning and other modules side-by-side in the same story and link them to apply common filters on them.
Stories in People Analytics for SAP SuccessFactors Learning

4. Increase in Number of Columns Supported in Queries of Story Reports

  • The number of columns that you can select while creating a query has been increased from 30 to 120.
  • You can now create complex or detailed queries that involve more than 30 columns.

5. UI Enhancements for Stories in People Analytics

  • The UI enhancements on the viewer mode include:
    • An updated Display menu, which now has the Tab Bar, and the Comment Mode options. By default, the page dropdown view appears. The multiple pages in tab view now appear when you select the Tab Bar option.
    • Separate File and Edit menus.
    • Removal of the Data menu. The refresh option has moved into the Edit menu and the edit prompt option has moved into the Tools menu.
Enhancements to UI to improve usability

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.

What’s New in Onboarding H1 2021

It’s that time of year! As of April 9, 2021, SAP has released the documentation for the H1 2021 release.  The preview release will be April 16 and the move to production will be May 21st.  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 here.  New to the release process? For tips on how to manage a release, check out our blog here

In the SAP SuccessFactors Onboarding H1 2021 release, we’ve mainly seen updates to compliance forms and processes as well as some user experience enhancements and security Features. Let’s take a look at what’s new in the Onboarding module below!

Compliance Forms & Processes

As expected, SAP continues to expand the number of compliance forms supported. In this release SAP has included these forms:

In addition, reporting information is also now available for I-9 and E-Verify data so that you can create Stories in in People Analytics using the information.

Also important on the compliance front: Russian Personally Identifiable Information (PII) data will also now be stored in the Russian data center from Day 1. For more details, take a look at the help guide here: https://help.sap.com/viewer/c94ed5fcb5fe4e0281f396556743812c/2105/en-US/d9e6b7923a9049a6a742f13d05b28d5a.html

User Experience

In addition to compliance features, there’s some nice enhancements to user experience. Of all the modules, I think onboarding is one of the more confusing to navigate as an admin user and these enhancements help address this issue. Let’s take a look!

First, users can now navigate directly to the onboarding dashboard from the global navigation (early adoption feature). I personally liked this one because when I first started with Onboarding, I was used to the main page of every module being accessible through the navigation menu – onboarding was the only one where you had to click on a home page tile instead. I think this will provide some nice consistency for users.

In addition to easier navigation to the dashboard, its features have also been enhanced. Here’s a list of the new feaures:

  • New Hire Search – allows onboarding users to type a name to search through new hires
  • Checklist Task – can now be viewed under “New Hire Tasks”, items can be added for a specific user using the “Delegated” drop down (delegates can also be notified via email when the task is assigned to them), and under “View Details” users can edit the checklist tasks,
  • I-9 – corrections to section 1 can now be initiated from the “New Hire Details” action menu
  • E-Verify – view details from the “E-Verify Case Details” link on the “New Hire Details” screen
User Search
Correct I-9 from the Action Menu

Its great to see the dashboard getting some new features to make transitioning between screens easier!

Next, the locale for external users of Onboarding will now be updated automatically based on their recruiting settings. This is a common sense win. Locale can also be set when manually adding users via the “Add New Hire to Onboarding” screen. If no value is specified in either scenario, the locale will default to the default language set in provisioning.

Security Features

In addition to compliance enhancements and improvements to usability, there’s a few cool security features worth mentioning.

First, the target population for the external user target population can now be based on the division, department, and location of the user. This allows organizations to have multiple admins specific to division, department, and/or location rather than just admins who can see the whole new user population.

Next, on the new hire side, the external user visibility tool lets you make objects visible to new hires. This gives a level of flexibility to administrators they previously had to contact SAP to modify. For a full list of objects and how to configure, check out this link: https://help.sap.com/viewer/c94ed5fcb5fe4e0281f396556743812c/2105/en-US/5df8a72caabf4848a145b74f0516cff8.html

Last, read access audit logs for onboarding have been enhanced to show context and reason why sensitive fields were accessed (e.g. through the UI, or APIs, or a downloaded document). This is designed to give auditors better understanding of why data was accessed.

Wrap up

I hope you’ve enjoyed this quick review of the latest Onboarding features available in the H1 2021 release! Do you need help managing your SuccessFactors Release cycles?  Download our support services brochure or email info@worklogix.com to see how we can help!

COVID-19 Threatening your Business Continuity? Try Succession and Development to Promote Internal Mobility.

opened brown door
Photo by Matthew T Rader on Unsplash

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.

Source: HR.com’s Internal Mobility Webinar Nov 5, 2020

Furthermore, the survey also found that only about 1 in 5 companies have considerable job mobility within the organization.

Source: HR.com’s Internal Mobility Webinar Nov 5, 2020

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.

Source: HR.com’s Internal Mobility Webinar Nov 5, 2020

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.

Source: HR.com’s Internal Mobility Webinar Nov 5, 2020

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).

Source: HR.com’s Internal Mobility Webinar Nov 5, 2020

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!

Source: HR.com’s Internal Mobility Webinar Nov 5, 2020

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.

Source: HR.com’s Internal Mobility Webinar Nov 5, 2020

At the same time, employee demand for development opportunities has increased! 75% of companies saw that employees are looking for development opportunities!

Source: HR.com’s Internal Mobility Webinar Nov 5, 2020

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 info@worklogix.com to talk more about your strategy!

H2 2020 SAP SuccessFactors – Compensation and Variable Pay Features

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

As a reminder, preview release will be October 16 and production will be released November 20th.  

After reviewing all the changes, we narrowed the list down to the Highlights for H2 2020 Compensation & Variable Pay & Reward and Recognition:

1. New Layouts for Statement Templates

  • Additional flexibility has been added for standard compensation statements
    • The new layouts are available for Compensation, Variable Pay, and Combined statement templates to support right-to-left (RTL) compliance. Previously, Compensation fields were always displayed to the right of text section in statements. This will allow for a more custom look and feel to better suit your needs.
    • The new statement template layout increases usability and improves user experience with Compensation statements. See my earlier blog post for other tips on optimizing standard statements.
After selecting template from SuccessStore, you will now you have the flexibility to display Compensation fields to the right, left, or below the text section of statements.

2. Promotion Planning and Job Selector Within Compensation Template

  • You can now enable promotion planning and job selector functionality at the compensation template level.
    • When you select Enable Promotion Planning, the system displays three parameters related to job selector functionality: Enable Promotion Planning, Editable Job Family, Editable Job Role, and Reloadable Final Job Fields.
End users can Enable Promotion Planning directly in the template instead of the XML

3. Configuration of Calculated Pay Range on the Basis of Post-Promotion Information

  • A new setting has been added to allow you to directly maintain the post promotion fields to be used when calculating the final pay range for a promoted employee. In most cases, the final pay range is based on post-promotion information.
    • Previously this was done only in the XML.
    • Check out this demo SAP provided.
Post Promotion attribute to be used to determine final pay range can be defined in Settings

4. Promotion Data Available in Compensation Report

  • New functionality was created to allow users to create worksheet reports containing promotion-based information for employees. The system exports data from Employee Central for EC-enabled templates and from job selector fields within compensation for worksheets that aren’t EC-enabled.
    • Previously you would have to manually go employee-by-employee through your worksheets to review promotion information, which can be time consuming for large groups of employees.
    • Click here for details on the Role-Based Permissions that are needed for this report.
Promotion report can be found under Admin Center –> Compensation –> select template –> Manage Worksheets

5. Role-Based Permission to Control Import of Executive Review Information

  • You can now use Role-Based Permissions (RBP) to control who can import data into Executive Review. You can allow access to every template or specify individual templates to which the RBP applies.
    • Previously when you enabled compensation excel offline edit, all users with Executive Review access would have seen the Import button.
You can now control who has access to Import into Executive Review and which templates they can do this for

6. Currency Views Availability Field Added to Compensation Plans

  • Users can now select which currency views are available per template.
    • This functionality was previously only available for Variable Pay plans and Total Compensation plans.
Currency Views allow users to toggle between Functional, Planner, or User (Local) Currency

7. Configure Compensation Worksheets to Display Multiple Columns for Collapsed Groups

  • Users can now configure the system to display multiple columns for a collapsed group on a compensation worksheet.
    • This allows greater flexibility when setting up the worksheet and can allow for better look and feel for end users while saving real estate.
In the example above, several columns appear in the collapsed groups instead of just one

8. Compensation Provisioning Settings Available on Company Settings Page

  • You can now configure fields on the Display Settings and Settings pages that you previously needed to set by modifying through the XML file.
    • Enable YouCalc widget on compensation form
    • Enable Compensation Profile
    • Enable Form View in Executive Review
    • Enable Decentralized Administration
Additional company settings added for compensation administrators to access

9. XML Attributes for Compensation Added to Display Settings Page

  • You can now configure fields on the Company Settings page that you previously needed to set by modifying through Provisioning.
    • Default Sorting
    • Employees Per Page (now up to 100 employees per page)
    • Display Format and Color Bar (Compa-Ratio)
Additional settings added for compensation administrators to access

10. Multi-Select Filtering Supported Within Compensation When Publishing Employees in Employee Central

  • You can select multiple filtering reportable fields when using the Publishing Selected Employees in Employee Central functionality.
    • This allows for increases flexibility when publishing data back to EC.
Multiple fields can now be selected to publish by

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

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

Job Profile Builder: An Introduction

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

What is the Job Profile Builder?

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

What Benefit Does it Provide?

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

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

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

Example Job Profile Integration with Recruiting

How does Job Profile Builder work?

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

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

Editing a Job Profile Template

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

Managing Job Profile Content

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

Setting up Job Roles

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

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

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

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

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

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

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

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

Screenshot of Job Profile Builder Edits Triggering Workflow

Conclusion

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

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

H1 2020 SAP SuccessFactors – Compensation and Variable Pay Features

Starting in 2020, SAP changed the release schedule to every 6 months. All of the latest enhancements can be found here (S-User ID required). Scroll down to the What’s New Viewer to review the changes.

Click on the What’s New Viewer to review the latest changes

Filter on Solutions for Compensation, Variable Pay, and Reward and Recognition to review all the latest changes. Under Description, you can click on ‘See More’ to see screenshots and detailed information.

After reviewing all the changes, we narrowed the list down to the Highlights for H1 2020 Compensation & Variable Pay & Reward and Recognition:

1. Import and Export non-EC Eligibility Rules

  • Administrators now have the ability to Export and Import Eligibility rules
    • Admins can export the rules as a .csv file and then import the file as needed into other templates
    • This process will save time and improve accuracy during configuration
Import and Export buttons now appear for Eligibility Rules

2. Enhanced Display Criteria for Bulk Download Icon

  • Users can now view the icon for bulk download only if a statement was generated for an employee from the recently filtered list of Executive Review
    • Previously, the icon was displayed even if statements weren’t generated from the filtered list which caused confusion
    • Enable the Display Bulk Print Statement Icon on Executive Review Page option
Bulk download icon only displays if statements are generated for filtered list

3. View a List of Employees Excluded from Statement Download

  • Using log files, users can now identify employees who are excluded during the bulk download process from Executive Review
    • Log file will show a list containing the username and user ID of all excluded employees
Log file shows list of employees excluded during the bulk download process

4. Publish by User for Variable Pay and Total Compensation Plan Templates

  • Administrators can now publish specific employees or groups of employees to Employee Central in Variable Pay and Total Compensation Plan templates
    • Prior to this release, this feature was only available for compensation templates
Publish by Employee is now available for Variable Pay and Total Compensation Plans

5. Use Bonus Payout Summary Reports Offline

  • Users can now modify editable fields in the exported file while offline from Executive Review. The modified exported file can then be reimported to update the fields with new changes.
    • Permissions must be set to allow for edit and export access to Executive Review
    • Enable the setting for Offline Edit Access for variable pay worksheets
Import functionality now exists for Bonus Payout Summary

6. Expanded Pay Range Matching for Promoted Employees

  • Users can now define a new finalAttribute field that the system uses when calculating the final pay range.
    • This will avoid the issue of miscalculated post-promotion pay ranges in EC-enabled compensation templates caused when the system continues to incorrectly use pre-promotion classification and pay grade information
    • In previous versions, the system incorrectly calculated pay range on the basis of pre-promotion information
finalAttribute field can be defined for proper calculation of pay ranges

7. Hierarchy and Date Validations for Check Tool

  • Check Tool now has two new validations:
    • Review the Manager ID of each head of hierarchy in the compensation plan
    • Ensure that all date fields within UDF are formatted correctly
Additional useful validations added to Check Tool

8. Default Currency View in Compensation, Variable Pay, and Total Compensation Plans

  • Users can now set the currency that the system uses as default when compensation, variable pay, and total compensation plans are launched.
    • In previous versions, this was handled in the XML
Users can set Default Currency under Currency Settings

9. Expanded Flexibility in Total Compensation Plans

  • While creating total compensation plans by copying existing templates, users now have the option to create a plan by selecting an existing Compensation template without also selecting a Variable Pay plan template.
    • This is useful as not all customers are using variable pay
Total Compensation Plans can be created without having to select variable pay template

10. Delete Awards

  • Users can now delete awards, irrespective of their status using the award IDs.
    • Awards that are no longer used can be permanently deleted from the system
Users now have the ability to delete awards

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

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

What’s New in SAP SuccessFactors Calibration

Starting in 2020, SAP SuccessFactors has changed its release schedule from every quarter to biannually. With this change, the releases will be larger with an additional preview week. Here we will focus on what’s new and what has changed in Calibration.

There is one new feature for Calibration along with four enhancements. Let’s start with what’s new!

Customized Weighted Ratings now used in Calibration

There is a new universal feature that allows ratings from the Customized Weighted Rating summary section of performance form template to be used in Calibration. Prior releases of Calibration could only use ratings from the Overall Performance, Overall Potential, Overall Objective and Overall Competency sections of a performance form templates as rating sources.

This option is helpful if you wish to calibrate the overall form rating based on the ratings given by different roles in different steps instead of using the final overall rating from one role. The customized weighted rating is calculated based on the ratings and weights from the steps and roles that were defined in a business rule. Another rule defines the trigger step used to calculate the overall weighted rating.

The Customized Weighted Rating section of a performance form template is displayed below.

Customized Weighted Rating Section of PM Template

When using ratings from the Customized Weighted Rating section, make sure the calibration step is after the step where the calculation of the weighted rating is triggered in the PM form. Just remember, when the manual rating is enabled in this template section, the calculated rating would not be available in the Bin view of a calibration session.

The Customized Weighted Rating section of a PM form is shown below.

Customized Weighted Rating section of a PM Form

In the example below, you can see the customized weighted rating appearing in a calibration session. It appears in the “Overall Form Rating” column because a manual rating overrides the calculated rating.

Overall Rating in Calibration Session

Continuing with this example, the rating is updated from “Meets Expectation” to “Extraordinary” in the calibration session as shown below.

Updated Rating in Calibration Session

After the calibration session has been finalized, the updated rating appears in the performance form as seen below.

PM Form Reflects Updated Rating

In the Customized Weighted Rating section of the form, the overall rating reflects the updated rating of “Extraordinary” from the calibration session. The overall score pod at the top of the form reflects this updated rating as well.

Now let’s see what existing functionality has been improved in the latest release.

There are four universal enhancements for Calibration.

Subjects List Page Enhancement

In prior releases, when drilling down into one of the standard charts in Executive Review, printing the Subjects List page was not supported. In addition, any list display modifications were not saved. Now it is possible to print out the list of subjects and retain any adjustments made to the page display after refreshing the page. More details are shown below.

Now when a data point is drilled into a chart, the print option is now available as seen below.

Subjects List with Print Capability

Within this list, the Executive Reviewer may customize the display. Columns may be reordered by dragging and dropping, column widths may be adjusted, the sort mode may be set for columns and display options may be changed. The printed list will reflect the display changes. Notice there is no “save” button, the adjustments are saved automatically. The changes are preserved after the Subjects List page is refreshed as well.

When the Executive Reviewer drills down into another cell in the chart, the updated display has been retained. This enhancement prevents the user from having the update the display each time the Subjects List page is viewed.

Enhanced Comment Details

This next enhancement is applicable when comments are required when a rating is changed in a calibration session. When viewing comments made on a subject, the name of the calibration participant who entered the comment is listed along with the date the comment was made. An example is shown below.

Comments with Name and Date

When the rater is required to enter the user name associated with a rating change, your calibration template will have “Authorized By” enabled as shown below.

Calibration Template with Authorized By Enforced on Rating Change

Now when viewing a comment with “authorized by” enabled, the comment detail will include the authorizer as well as the comment creator and date as seen in the example below.

Comments with “Authorized By” Field

Next we will see an update for matrix views within a calibration session.

Full Screen Mode Matrix View

During a calibration session, matrix views will now have the toolbar available in full screen mode. Previously the toolbar was not visible in this mode. From the standard view, the user clicks on the “Open Full Screen” icon as seen below.

Matrix View with Full Screen Icon

When switching to the full screen view, the toolbar is available and enables users to take the same actions in the full screen mode as they would in the normal mode.

Matrix View in Full Screen Mode with Toolbar

New Reporting Columns

The final Calibration enhancement involves ad hoc and SAC reporting. There are new fields available to report on when generating a report for a finalized session. The session approval date along with the name of the last user to modify the session are now available. Most likely the last user to modify the session was the approver. The last modified user fields include “Modified By User Name”, “Last Modified by First Name”, and “Last Modified by Last Name”.

“Session Approved Date” Field
“Last Modified User” Fields

The new fields are available when reporting for all three calibration domains. A sample report is shown below.

Sample Calibration Report with New Fields

Wrap up

We have now explored what’s new and what features have been enhanced in Calibration. While the updates are minimal, hopefully these features will make your calibration sessions more user friendly. Check out my other blogs on what’s new in Succession and Career Development.

Do you need help with your calibration implementation? Contact us at: info@worklogix.com

Highlights of the 1H 2020 SAP SuccessFactors Release for Succession

What’s New in Succession?

With the SAP SuccessFactors First Half 2020 release there are six updates in Succession. There are four new features and two enhancements. Let’s start with Talent Pools.

Talent Pools

There are two new features and some minor enhancements for Talent Pools.

The two new features are:

  1. View Nomination History for Talent Pools
  2. View Talent Pool Nominations in People Profile and Talent Cards without Talent Pool Object Level Permission

The Talent Pool enhancements involve filter fields and the Nomination Table.

Now let’s look closer at each starting with what’s new for Talent Pools.

View Nomination History for Talent Pools

This new universal feature permits those with Talent Pool permission to see nomination changes for nominees within a Talent Pool.

In prior releases, there was no nomination history available to view within a talent pool.  Now users with Talent Pool role-based permissions with assigned target populations may see the nomination history for employees in a talent pool.

Within a talent pool, there is new icon used to view nomination history for each nominee. The example shown below identifies the icon which displays on the top right side of the talent pool table.

View Nomination History Icon

Talent pool nominees that have nomination change history for this pool will display in the “Nominees” section that displays on the left side of the page.   Click on any nominee name from this column and their nomination change history for this talent pool will display.

An example is displayed below.

Talent Pool Nominees with Nomination Changes

The name of the user that made the change will display along with the change date. The readiness, status, nomination source and notes for each change are displayed as well.

Approved and Removed nominees will display their nomination history.  You must click the checkbox for “Show Removed” in the nominees section to see any employees removed from the talent pool. Both Approved and Removed nominees will display as seen below. The default view is approved nominees.

Approved and Removed Nominees with Nomination Change History

To see the nominee’s talent pool history for another date range, click the “Date Range” calendar icon that is available on this screen. An example is shown below.

Modify Date Range for Nomination History

The default date range is one year from the current date. The date range may be modified and then the nomination history will display for the new date range

We will now look at the other new feature for Talent Pools.

View Talent Pool Nominations in People Profile and Talent Cards without Talent Pool Object Level Permission

It is now possible to enable users without Talent Pool object level permission to view Talent Pool nominations of employees in People Profile and Talent Card.

This new feature may be used to enable managers to see this information for their direct reports in  People Profile and Talent Card.

This is a provisioning opt-in.  The setting to enable is “View Talent Pool nominations in People Profile and Talent Card without having the Talent Pool object level permission“.

Provisioning Opt-In

When enabled, users without Talent Pool object level permission may view Talent Pool nominations for employees within:

  • Nomination Block in People Profile
  • Nominations section of Talent Card

In addition to these two new features, there is also an enhancement for Talent Pools that we will look at next.

Talent Pool Enhancements

There are a few enhancements to talent pools. Let’s open a talent pool to see what’s changed.

Talent Pool Nomination Table View

First, there are more lines available in a talent pool nomination table view as seen below. This update also includes making the line width consistent with tables in other modules.

Updated Nomination Table for a Talent Pool

Notes Column Placement

There is an additional display field option as well. Users may modify the position of the Notes column. Let’s see how it’s done.

Within the talent pool, click on the “Define Column Properties” icon as noted below.

Define Column Properties Icon

A pop up displays the available fields that may be included in the talent pool view. When the cursor is place on “Notes“, the upward and downward arrows may be used to change placement of this field. 

Define Talent Pool Column Properties

Clicking “OK” and the nominations in the Talent Pool will now reflect the changed column order as seen in the figure below.

Nomination Table with Updated Notes Column Placement

The final enhancement to Talent Pools involves selected filters.

Talent Pool Filters

First, the selected filters can now be automatically cleared after all nominees are deleted from a Talent Pool. Looking at the example below, the filters were defined by clicking “Adapt Filters“.

Select Fields to Appear on Filter Bar

Here is where the filters are defined. The fields to use as filters are selected and will appear on the filter bar within a talent pool.

In the example shown below, there is a filter to display nominees with a readiness of 1 to 2 years.

Talent Pool Before Nominee Deletion

After the final nominee is deleted from the talent pool, the readiness filter is cleared as seen below.

We have now seen all of the updates for Talent Pools. Let’s see what else is new in Succession.

Exclude Nominees from Seeing Themselves within a Succession Plan

This is an admin opt-in setting that when enabled, prevents users nominated as successors to see themselves in a succession plan. This will also prevent them from nominating themselves. This means that users with permission to do Succession Planning for certain positions won’t see themselves within the succession plans of those positions.

Let’s see how to enable this feature. Go to “Nominations Set Up”. Scroll to the very bottom of the screen and enable “Exclude nominees from seeing themselves within a succession plan”. The “Nomination Set Up” page is shown below.

Nomination Set Up Feature to Enable

This exclusion prevents nominees from nominating themselves. Additionally, the nominees would not see themselves in Succession Org Chart, Position Tiles, Lineage Chart, Talent card, People Profile, Presentation and Nomination History from position card.  A Talent Search would not display them or a list that they are a part of.

There is one additional feature that we will now explore.

New OData API Function Imports for Succession

There are two new OData API Function Imports for Succession:

  • approveSuccessors
  • rejectSuccessors

These function imports may be used to approve or reject nominees that are in a pending status.

In prior releases, third-party applications could only read the Succession nominations in Pending Approval status.

The two new function imports allows third-party applications to write the approval steps of the nomination workflow.

The role-based permissions needed for both function imports is: Succession Planners>Succession Approval Permission.

Approve Nominees in Pending Status

Pending status for approvals are:

  • Change Pending
  • Pending
  • Approval Pending

Parameters for approval and rejection are nomineeIds (mandatory) and comment (optional).

NomineeIds use semicolon between multiple ids.

example: https://<API-Server>odata/v2/approveSuccessors?nomineeIds=’101;102;103’&comment=’testapproval&#8217;

Rejecting Nominees in Pending Status

Pending status for rejecting successors are: 

  • Change Pending
  • Pending
  • Deletion Pending

example: https:///odata/v2/rejectSuccessors?nomineeIds=’100;101;102’&comment=’test&#8217;

Now we have seen what’s new in Succession, let’s see the final enhancement.

Picklist Label Enhancements for Matrix Grid Report and Talent Pools Overview Page

In previous releases, picklists used for filter fields in the Matrix Grid Reports and Talent Pool Nominations overview page showed option IDs rather than labels.

Matrix grid reports support custom filters and these filters may be associated with a picklist. If this is the case, the picklist labels will be displayed in the customizable fields. Picklists that are used for filter fields of the Matrix Grid Reports and Talent Pools nominations overview page will now show labels instead of option IDs. A custom picklist with values for a talent pool filter is shown below.

Talent Pool Filter with Values

These fields also remember the picklist labels that were chosen the last time.

Wrap Up

We have now seen the new features and functionality for the Succession module. Check out my blogs on Highlight of 1H 2020 Release Updates for Calibration and Career Development too.

Do you need help supporting or implementing your SAP SuccessFactors Succession module? Contact us at: info@worklogix.com or download our support services brochure.

Optimizing SuccessFactors Standard Compensation Statements

Photo by Oleg Magni from Pexels

Compensation Statements may be the most critical aspect to a successful Compensation implementation. Statements are typically the only visibility employees have to the Compensation module and are important in not only communicating final payments to employees but also in letting them know of any other company directives and overall business results.

Working in Compensation for over 15 years, I have configured a lot of compensation statements. Sure, custom statements in XSL can be created to meet all of the customer’s wildest dreams, but this may not always be needed or possible as customers might be restrained by budget, time, or expertise in maintaining year over year. Standard delivered statements can be used for compensation, templates, variable pay templates, or a combination.

Admin Center –> Compensation –> Actions for All Plans –> Manage Statement Templates –> Add Template –> from SuccessStore –> choose template type

My Top 10 List on how to optimize standard compensation statements:

1. Gather statement requirements early

Statements are often thought of as an end of the process final product. While they are just that, you will find that if you include statements as part of the early requirements discussion along with the design of the compensation plans, you will end up with a better final product.

In order to pull fields of information into the statements, they must be a field in the plan template(s) you are referencing. You can include extra indicative data or calculated fields (such as Merit Percent) or fields that show final values rounded (such as New Annual Salary) in case your customer wants to show nice rounded numbers to the employees. These fields do not need to be made visible during planning, but can be hidden so they are available for display in the statement.

Example of a custom field marked hidden during planning but that can be pulled into the statement

2. Take advantage of statement suppression

In 2019, SuccessFactors enhanced the compensation module to allow for statement suppression. Gone are the days of having to generate and recall statements for employees that you wouldn’t need to communicate awards to.

To start, create a custom column in your template to control the suppression based on the customer’s desired logic. For example, to suppress a statement because of a low rating the custom column could include the formula if(pmRating<2, “FALSE”, “TRUE”). Employees with the value “TRUE” will have statements generated, those with a value of “FALSE” will be suppressed.

Enable the setting from Plan Setup –> Settings. Select the box for Enable Statement Suppression and use the drop down to select the custom column you have created with your statement suppression logic. When statements are generated, the job status report will list the names whose statements have been suppressed.

Admin Center –> Compensation –> select template –> Plan Setup –> Settings –> Statement Generation Settings

3. Make use of sections and conditional formatting for the right side data fields

Group fields of data under Sections to consolidate Performance, Merit, Bonus, and Equity fields depending on the templates used in the statement. Conditional formatting can be added to suppress these groups for instance if the customer wishes to suppress the merit section if the employee had zero for their merit award. Conditional formatting can also be done on the field level in cases where customers wish to show the merit section for example to show salary information but not show the merit award field if amount = 0. This also allows for fields such as promotion or lump sum to only show if applicable to the employee.

Example of using sections to group similar compensation fields and adding conditional formatting to a section to suppress if the customer does not wish to show in various scenarios

4. Get the most out of the left side text and logo

Most of the time, the company logo being used throughout the SuccessFactors tool can be used as the logo in the statement as well. If the customer wants a custom logo, plan for this early as it can take time to the custom logo URL setup and to make sure the look and feel is right. Encourage the customer to use their standard logo if possible for a standard compensation statement.

Make use of font sizes and typographical emphasis to draw attention to key elements. Typically I use the small size font throughout for text sections. These text sections can be dragged and dropped depending on the order they should appear.

Conditional formatting can be added here as well to suppress the text section for instance if the customer wishes to only show the section if the amount is greater than 0. The conditional formatting on the left and right side should be configured together so that the logic aligns.

Typically customers can use the left side text to add in text that is applicable to all employees such as overall company results and any disclaimers that are needed around payment dates and rounding rules.

Example of using conditional formatting to only show text sections if conditions apply

5. Keep the statement to 1 page if possible

Keep in mind the more text and fields you add, the longer the statement becomes. Most customers like to see a concise one page statement.

The Signature section is not really needed as you can add this to a text box above if the signature is pretty straightforward. The section itself even with no text configured in it can cause the statement to push to the next page as it shows below the text and data sections, even if it just shows a blank second page. This section cannot be removed, but you can trick the system into shortening it significantly if you simply add a few spaces.

Example of suppressing the signature section by simply adding a few blank spaces

6. Multi-language requirements aren’t necessarily a show stopper

Standard statements do not typically support multi-language requirements. You can however do a workaround and create translated standard statements using the English version as a baseline for the fields and input the required language into the text boxes and field names. If you have a requirement to translate the plan templates, you have a good start to the translations already for the fields. This process can be tedious, so make sure to have a pretty finalized English version before you start creating additional versions in other languages.

Example of a translated standard statement into French

You can then configure statement groups to tie the translated statements to the groups of employees that need the statement in non-English languages.

Actions for all plans –> Group Assignments –> Manage Dynamic Group –> Manage Statement Assignment Groups –> Create New Group using required criteria
Admin Center –> Compensation –> select template –> Complete Compensation Cycle –> Rewards Statements –> Manage Statement Templates –> Add translated statement templates and associated groups

7. Figure out the roles that will be involved in communicating statements

Planners are typically responsible for communicating the awards to their employees. They can download statements in several ways from their Completed worksheets or within the People Profile if permissions have been set. Additionally, check with your customer if they wish for the employees themselves to have access to their own statements. If this is the case, typically this is a task scheduled out a few weeks from the initial conversations with managers to open access to employees.

SuccessFactors recently added the ability to download statements directly from Executive Review. This allows higher level managers as well as HR managers (assuming role based permissions have been granted to allow access to Executive Review) to be able to download their span of control using the Bulk Print Statements button. The icon for bulk download now only appears if the employees have a generated statements based on the filters in Executive Review. In the previous version, the icon was displayed even if statements weren’t generated from recently filtered list.

To activate statement printing from Executive Review, these settings should be established in Company Settings: Disable Hide Personal Compensation Statements in PDF Format & Enable Display Bulk Print Statement Icon on Executive Review

8. Test early and often

In addition to gathering statement requirements early, plan to test the statements early as well. Ideally the statement would be part of the early iteration reviews to gather feedback before the frenzy of planning occurs. Create examples of statements to show all the different variations that are possible with the customer such as merit only, merit and lump sum, lump sum only, etc. If you wait until the planning is occurring in Production, you are no longer able to add or edit fields that customers may request in the statement.

Also test the role based permissions and the process for how and when the various roles would download the statements. This will prevent any headaches down the road when the timing is tight to review and open statement access to HR, managers, and/or employees in Production.

9. Make use of standard Email Notifications

If the employees will be able to access their own statements, there is a standard email notification that can be sent. The email text can be setup in E-Mail Notification Template Settings. This will allow for Compensation Administrators to send specific text to employees or groups of employees letting them know that their statements are available and how to navigate in the system to find them.

Admin Center –> Compensation –> select template –> Complete Compensation Cycle –> Rewards Statements –> Send Email Notification

10. Finalize with a smooth move to Production

Validate any final changes with the customer. Company numbers and final performance may come in just prior to statement generation so an additional validation of the text sections especially is suggested.

You can recreate the statements in each environment, but I suggest to make all changes in the lowest environment and then download and upload them instead. This takes away some flexibility in making last minute changes in Production but keeps the environments consistent and encourages testing to be done in the lower environments before moving to Production.