Tag: SAP SuccessFactors

SAP SuccessFactors: Prepping for the New Performance Review Cycle
Find out ways for an admin to prepare for the launch of yearly performance forms to make it a more meaningful experience for everyone.

The biggest piece of advice; advanced planning is key! Make sure you include the right people in the decision making process early on to improve your performance review process.

You will need to understand the specific performance management needs of your organization. It is imperative to align with the business processes in order to have a successful performance evaluation cycle.

Preparation for the New Plan Year
- Set the timeline for the Performance Cycle
  - Decide on the date range that performance is being evaluated on. Is it based on calendar year, fiscal year, hire date anniversary, or role-based schedule?
  - Who gets a form? All employees, new hires before a certain date, specific groups of employees?
  - Include prep time to review last year’s form and make adjustments based on employee and manager feedback
  - Determine the form launch date
    
    Is there an annual launch for all forms or is launch based on the individual?
    
    Based on the launch date, determined how much time is allotted for each step in the form
- Configure the performance template, making sure the form aligns with your organization’s performance cycle, timelines, and evaluation criteria
  - Start by identifying rules for the form
    
    Can forms be routed back to the prior step?
    
    Do the route map steps have due dates? if so, are forms auto routed to the next step based on step due date?
    
    Can forms be sent to others for feedback?
    
    Can completed forms be sent to others?
  - Are the instructions clear on the form? Do certain sections need introductory text to guide the employee so they understand what they need to do?
  - Are there any changes to what is being rated, the rating scale?
  - Are there new sections to be added to the form?
  - Any changes to the workflow, any changes to the permissions on which roles can do what and in which step?
  - Data Tracking and Reporting: Make sure the performance forms are set up to collect data for future reporting and analytics. Use the data for insights into employee performance trends, team dynamics, and organizational development.
Update/Prep the System
- Make sure your data is current
  - Update any reporting relationships so that the forms will flow to the correct employees’ managers. If any managers are on leave, make sure their direct reports have a new reporting relationship.
  - Make sure any job changes and pending actions are completed so the forms will reflect current titles and reporting relationships.
- Test your form in a controlled environment to ensure it works as expected.
Communicate, Communicate, Communicate

Provide communication on the process to managers and employees. Use multiple means of communication. Make sure they are aware of the time frame and what is expected of them each step of the way.

Training
- Create training guides for employees and managers alike. Tip sheets, quick reference guides or more detailed references are helpful, especially if you are rolling out a new review process
- Conduct manager training sessions. Include how to navigate the system and level set expectations for how to rate employees. Also stress the need to track notes throughout the year in order to be prepared to provide detailed feedback during the process.
Ready for Launch

Review the performance review template one final time and make sure everything is ready to go.
- If the template is copied from the prior year, ensure that the correct goal plan is linked to the template and any references to the prior plan year are updated to the new plan year
- Make sure the correct route map and rating scale are linked
- Make sure the route map has any prior year dates and verbiage updated
- Verify step due dates on route map are correct, if using
- Make sure the advanced settings reflect the current year
- Verify launch date and group of employees that the forms are being launched for
- Verify email notifications are enabled and the text contained in the emails is correct and instructional
- If forms will auto route to the next step based on the step due date, ensure that the nightly auto route job is set up to run
During the Review Process
- Track timely completion of reviews. You can create an ad hoc report to check what steps forms are in. If a step due date is approaching and forms are not moving, it can be a signal to send out communication to remind users to work on their forms.
- Provide guidance. Questions will arise and in order to make the process run more smoothly, be prepared to answer questions, route forms and troubleshoot as needed.
Post-Review Follow-up

Once the review cycle is completed, it is time to reflect and prepare for the next cycle.
- Gather Analytics on the Review Process
  - You can track completion rates, ratings distribution, and other key metrics. Use these insights to monitor the success of the performance management process.
  - Set up custom reports to analyze performance trends across the organization. SuccessFactors provides pre-built reports for evaluating employee performance, ratings, and competencies. This enables you to summarize key findings to leadership.
  - Customize dashboards and analytics to review performance ratings, goal progress, and development plans at a department or company level.
- Collect Feedback on the Review Process
  - Ask around, what worked and what didn’t? Discover what employees and managers felt bout the form’s usability and effectiveness. Use this feedback to refine your configuration for future cycles.
- Prepare for Next Review Cycle
  - Note updates to make for next year’s template using feedback and changes in the business, employee development needs, or industry best practices.
  - Regularly assess whether the PM form and process are meeting organizational needs. Be prepared to make adjustments or add new sections based on feedback from users.
  - Plan for new business needs: As your company evolves, the form may need to adapt, such as adding new competencies, revising goals, or adding new development sections.
By following this checklist, admins can ensure that the year-end performance review process is thorough, efficient, and effective, benefiting both employees and the organization.

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.
December 17, 2025
SAP SuccessFactors: Performance Form Design Flaws and How to Avoid Them
Learn the pitfalls to avoid in order to create a performance form that is impactful and provides clarity, evidence, balance, and has a future focus.

Here are some of the ways forms measure the wrong things and here are some tips to improve the performance review process.

What Not to Do #1

Measure behavior not results. Typically attendance, compliance, and soft competencies are scored. Responses are vague and do not provide guidance on what to continue to do and what to work on to improve.

What to Do Instead #1

Connect measures to business outcomes. Do not rate just easily observable behaviors. Include rating for strategic impact, customer value deliverance, growth in role.

What Not to Do #2

Use vague ratings.

Ratings of Does Not Meet Expectations, Meets Expectations and Exceeds Expectations are vague and subjective at best. Two managers could rate an employee completely different using this rating scale.

What to Do Instead #2

Create a scoring system that is well defined with examples for each score. Also provide calibration rules. Tie ratings to business impact and not on personal opinion.

What Not to Do #3

One Size Fits All Form

An organization with sales, marketing, research, and manufacturing cannot rate the varied roles using the same form. Each drives values in a different way. Customize role-specific scorecards based on the work that produces value.

What to Do Instead #3

Use a shared framework that stresses company-wide values, and standards. Have one form style but use different measures per job family.

What Not to Do #4

Make form too long and have too many steps

Some forms ask too many questions and have crazy workflows. This causes employees and managers to feel pressure to complete the forms under tight deadlines which leads to rushed and low quality responses.

What to Do Instead #4

Ask fewer and better questions. Use evidence-based assessment using metrics and outcomes, anything to remove ambiguity. If a question adds no decision making value, it doesn’t belong on the form.

What Not to Do #5

Use of Generic Competency Frameworks

While competencies such as “embraces change”, or “drives innovation” are aspirational, they are hard to rate objectively.

What to Do Instead #5

Competencies should be observable, job-relevant, linked to business outcomes and have defined behaviors for each level.

What Not to Do #6

Have Forms Built for HR

Forms that allow box checking, reporting, and legal defense are great for HR but are not tailored to the manager and employee.

What to Do Instead #6

Optimize form with clear feedback, meaningful coaching conversation and have to have better performance in the next go round with no surprises.

What Not to Do #7

Have Unusable Output

Weak performance forms don’t tie into development plans, pay decisions, drive staffing decisions or shape promotion paths. Don’t heavily lean towards rating subjective skills.

What to Do Instead #7

A well-designed form is operational, in that leaders use the output to allocate talent, managers use it to coach and employees use it to grow.

Overall Tips for a Better From

Make the form operational:
- Provide clear, concise feedback
- Have a balanced discussion: talk about strengths, but don’t neglect areas that are opportunities for growth
- Create a path forward which identifies clear expectations, of view of what success looks like and how it is measured
- Be fair and consistent in the assessment; avoid bias, assumptions, and judgments
- Have a two way dialog with opportunity to ask questions, discuss challenges, invite reflection
You should now be on your way to crafting a well created performance form. Just remember that it should be comprehensive in that it assess an employee’s performance, encourages their growth, and support the organization’s mission.

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.
December 9, 2025
2H 2025 SAP SuccessFactors Learning Management System Updates

Major updates are as follows:

Bulk Delete Unused iContent Files

A new iContent Management page allows admins to identify and bulk delete unused files from iContent servers.
You can schedule deletion jobs, view usage, and manage associated courses efficiently.
Only one deletion job can be scheduled at a time and must be planned 30 days in advance.
This helps optimize storage and maintain cleaner repositories while ensuring admins can revise or reactivate impacted courses as needed.

Change Assignment Due Dates from Team View

Managers can now change due dates for manager-assigned learning items directly from the Team View page—individually or in bulk.
The new Change Due Dates dialog provides a quick way to update deadlines with real‑time status updates.
This improvement streamlines manager oversight and supports better learner compliance.

Class Withdrawal from Team View

Managers can withdraw learners from classes seamlessly via Team View.
Using the More Actions menu or directly on the Class Details page, managers can execute withdrawals without relying on bulk tools, improving flexibility and speed.

Employments Tab Visibility with System Default Role

The Employments tab is now visible on the User page when using system default roles that include the new View User Employment permission.
This supports upcoming person‑centric experience enhancements. (Note: System default roles are for testing only.)

Integer & Decimal Custom Fields for User Entity

Admins can now create integer and decimal custom fields for the User entity, expanding options beyond string fields.
These new types support assignment profiles, user search conditions, filters, and reporting—enabling more precise data management and dynamic rule configurations.

Universal Rollout of New Learning Home Page

The modern Learning home page is now mandatory for all customers.
The legacy UI and toggle switch are fully retired, ensuring a unified, streamlined experience across all learners.
vSaaS customers are excluded in this release and may continue using the toggle when enabled.

Upcoming Classes in Enhanced Search

Learners can now view and expand upcoming classes directly in enhanced search results.
The list shows up to five classes sorted by date, updated dynamically when filters like Facility are applied.
This replaces the old calendar view and allows quick comparison of class schedules and locations.

To Learn More

The 2H 2025 release for SAP SuccessFactors Learning includes 18 total enhancements, and this blog highlights only the most impactful updates.
To explore the full list of changes—including technical notes, configuration details, and feature nuances—please visit the official release documentation using the link below:

What’s New Viewer here.

Do you need help managing your SuccessFactors Release cycles? Email info@worklogix.com or download our support services brochure to see how we can help!

November 24, 2025

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

Introduction

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

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

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

Publish Compensation Data to Employee Central without PCNR

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

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

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

New Guideline Fields for Adjustment, Extra, Promotion Columns

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

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

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

Configurable Automatic Recall of Reward Statements

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

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

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

Template Validation & PDF Preview for Reward Statements

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

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

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

1H 2025 Changes You Can Disable

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

Advanced Filters on Worksheets

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

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

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

Custom Field Visibility on the Compensation Profile

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

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

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

Update Compensation Forms for Template Now in the Job Scheduler

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

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

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

Integration changes

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

Known issues tracker

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

Planning tip

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

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

Review your current configuration

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

Activate and test selectively

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

Change management & communication

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

Roadmap your 2H 2025 actions

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

Summary

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

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

November 21, 2025

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

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

🔍 1. Position Management Enhancements

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

⭐ Key Highlights

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

The following fields are now supported when changing a position to “To Be Hired”:
- multipleIncumbentsAllowed
- standardHours
- incumbent
- company
- targetFTE
This gives admins more precise control and ensures alignment between job, position, and hiring processes.

✔ Improved synchronization between Position and Job Info

Data consistency is strengthened through better propagation and validation rules.

✔ Cleaner audit trails

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

👤 2. Employee Data & Employment Information Improvements

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

⭐ What’s New
- More accurate validation frameworks across Personal & Global Information sections
- Enhancements in Employment Information to support changing labour regulations
- Refined error-handling messages to minimise admin rework
- Smarter country-specific rules for identifiers, addresses, and eligibility fields
Together, these updates improves global HR master data accuracy.

⏱️ 3. Time Management Enhancements

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

⭐ Key Enhancements
- Improved absence request validations across multiple countries
- Faster loading of daily, weekly, and monthly timesheet views
- Strengthened calculation logic for overtime, breaks, and premiums
- Better work schedule and public holiday configuration capabilities
These changes improve payroll readiness and simplify the daily experience for time-dependent roles.

🌏 4. Localization & Compliance Updates

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

⭐ Updates Include
- New statutory fields across multiple countries
- Country-specific data formats, regulation updates, and identification rules
- Localization improvements in hire, termination, and job event workflows
- Improved document templates for certain regions
This makes sure global companies stay compliant without relying on custom development.

📄 5. Document Generation Enhancements

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

⭐ New Capabilities
- Support for expanded dynamic placeholders
- Enhanced stability and formatting control
- Greater compatibility with multilingual templates
- Optimized merge performance for large document batches
This is specifically useful for generating contracts, letters, onboarding packs, and compliance forms at scale.

🔗 6. API, Integration & Event Handling Improvements

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

⭐ Improvements Include
- More resilient OData APIs
- Enhanced support for future-dated events
- Better coordination with SAP HCM Payroll and SAP ERP
- More descriptive integration error messages
The improved event-handling logic makes downstream systems more consistent and reduces integration failures.

🎨 7. User Experience (UX) Enhancements

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

⭐ UX Refinements
- Clearer field grouping and section headers
- Streamlined workflows with simplified approval screens
- Better mobile responsiveness
- Faster portlet rendering performance
These improvements provide a cleaner, more available experience for all users.

📌 Summary – Why the 2H 2025 Release Matters

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

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

This release is not just an incremental update—it’s a strategic step toward a more rationalized and future-ready HR core system.
November 21, 2025
Highlights of SAP Successfactors 2H 2025 Release Updates for Platform
Learn what’s new Platform features available with the 2H 2025 SAP SuccessFactors Release. The updates will be in production November 14-16.

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

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

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

Keep reading to discover more of what is now available.

Enhancements to Profile Preview and Spotlight of the Latest People Profile

Updates to the Home Page Experience

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

New Home Page

Profile Header Updated

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

Header Collapsed and Pinned

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

Three Additional Fields May be Added to the Profile Header

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

Additional Fields Added to Profile Header

Quick Access to Profile Preview

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

Access to Profile Preview using Icon

Upload Background Images

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

Analytic Cards on the Home Page

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

Analytic Cards on the Home Page

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

Direct reports view include photos, names and titles.

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

Advanced People Search

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

The Global Header People Search uses the enhanced Autocomplete Search.

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

Directory Search

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

User Search

Option to Delete Scheduled Job on My Jobs Page

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

Delete Scheduled Job

Visual Changes Across the Platform

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

Scheduled Job Manager Supports Time Zones

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

Time Zone Selection when Scheduling Job

New Deeplink Parameters for Full Profile Navigation

There are more parameters in deep links to directly access the Full Profile cards.
- cardId=<card Id>: link to go directly to a card’s detail page
- mdfObjectType=<custom MDF object type, to access a custom MDF object card
- backgroundElementId=<custom Background Element Id>to go to a Background Information card’s details page
Delegation Request Card on Home Page

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

Delegation Requests on Home Page

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

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

Do you need help implementing or supporting your SAP SuccessFactors system? Contact info@worklogix.com for assistance, download our support services brochure, or visit https://www.worklogix.com/implementation.html for additional information.
November 12, 2025
Highlights of SAP Successfactors 2H 2025 Release Updates for Career Development
Learn what’s currently available for Career Development with the 2H 2025 SAP SuccessFactors Release.

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

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

Check out what’s new for Career Development.

Enhancements to the Employee View in the latest Career Worksheet

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

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

Enhancements to Manager View in Latest Career Worksheet

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

On the Summary tab of the Team View page in Growth Portfolio, managers have better visibility into employees’ career development, including:
- View employees’ unrated skills and attributes
Unrated Skills and Attributes
- View employees’ development activities linked to specific skills and attributes
Development Activities linked to Skills and Attributes
- View their team’s target roles when granted the private-access permission in the Career Worksheet template.
Option to Disable Legacy Career Worksheet

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

View Development Goals in Latest Career Worksheet

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

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

Development Goals on Role Details page

View In-Progress Opportunities in Latest Career Worksheet

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

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

In-progress opportunities on role detail page

View Recommended Assignments and Learning Opportunities for Development Goals

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

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

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

Users can bookmark recommended assignments and learning opportunities.

Linked Assignments

Features Now Available with AI units license

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

AI-Assisted Career Insights for Current Role

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

There is a new Unlock your potential with AI-powered insights! section on a current role’s details page which includes:
- Role name and description
- Skills and attributes associated with the role
- Current and expected proficiency levels for these skills and attributes
- Skills and attributes added to the employee’s Growth Portfolio
AI Career Insights

The insights are grouped into sections:
- Summary which is a high-level overview of the employee’s current role
- Suggestions for Improvement which identifies two growth areas for upskilling and career development with achievable suggestions for skills and attributes in the category, learning courses keywords, ideal mentor’s position, suggested development goal
- Career Directions which are tailored career paths with a link to view recommended job roles
AI-Assisted Writing Available in Custom Learning Activities

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

AI-Assisted Writing

Create Development Goals with AI Based on Roles and Interests

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

Data Referenced Section Available in AI-Assisted Career Insights

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

Data Referenced section of target role’s detail page

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

Do you need help implementing or supporting your SAP SuccessFactors system? Contact info@worklogix.com for assistance, download our support services brochure, or visit https://www.worklogix.com/implementation.html for additional information.
November 12, 2025
Highlights of SAP Successfactors 2H 2025 Release Updates for Calibration
See what’s currently available for Calibration within Performance Management with the 2H 2025 SAP SuccessFactors Release.

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

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

Calibration

Auto Activate Calibration Sessions

You may now create job requests to automatically activate Calibration sessions. There is a new setting to enable in Admin Center>>Manage Calibration Templates on the Advanced tab.

A new setting, “Enforce session activation“, has been added under “Auto-activate sessions”. When enabled, if validation errors are found for certain subjects, those subjects will be removed from the corresponding session, allowing the sessions to be activated.

Previously, sessions could not be activated if errors were found for subjects during validation.

Once the Auto-activate sessions option for a template is enabled, set your desired activation date. Next, create the job request at Admin Center>Scheduled Job Manager to auto-activate sessions that use this template. A new job type, Auto-Activate Calibration Sessions on Planned Date, is now available.

Sessions can be auto-activated at the template or session level. If you set an activation date only in the template and do not specify a different date for individual sessions, the sessions will be auto-activated on the date defined in the template.

If you assign a different activation date to individual sessions, that date will take priority. If no activation date is set for either the template or the sessions, the sessions based on the template will not be auto-activated, even if the option is enabled.

When the auto-activation job is completed, you will receive email notifications detailing the results of the activation process. However, if the job runs but finds no sessions to activate, no email notifications will be sent.

Comments from Other Calibration Sessions

In the subject list of a calibration session, the comment icon next to each subject now shows a total count of comments from the current session and other sessions that are based on the same template. When you viewing the comment dialog box,there are separate counts and comments on the From This Session and From Other Sessions tabs.

The counts update automatically when comments are added or deleted from any session.

Comments from this session and other sessions

In order to see this, using Manage Calibration Templates, go the to Advanced tab and select “Enable Roll up comments from the other sessions based on the same template“.

Remove Inactive Subjects from Calibration Sessions

Inactive subjects may now be removed from all calibration sessions using the Remove Subjects from Calibration Sessions admin tool. Previously, only active users could be searched for and removed.

Inactive Subjects Removal from Calibration Session

Display Extra Fields in Bin and Matrix Views

The setting “Add an extra field to people card shown in 9-box view” has been updated to “Display extra field for subjects in Bin and Matrix view“. Found under Admin Center>>Manage Calibration Settings >>Global Settings, you can now enable this option and select an extra field to display for subjects in both Bin and Matrix views. Any field that was previously selected for display in the Matrix view will now automatically be visible in the Bin view.

Impact of Using Extra Fields for Views

Track Rating Changes in Calibration Sessions

Rating changes can now be tracked within a calibration session. The update makes it easier to track the rating changes and maintain a record of all adjustments made.

There is a new Rating Change History icon in the upper-right corner of a calibration session. Clicking the icon opens a Rating Change History page.

Here all rating modifications made to subjects within that session are listed. The Old Rating and New Rating columns display the rating label and also includes the corresponding rating value. The user who made the change as well as the modify date/time are noted as well.

View Rating Change History

Bin width adjustments automatically saved

In the Bin view of a calibration session, any adjustments made to the width of each bin are now saved automatically. When accessing the Bin view the next time, the saved widths will be applied. In the past, bin width changes were not saved, and each bin would revert to its default width upon reopening the view.

Changes Auto Saved

Exclude Contingent Workers when Creating Calibration Sessions

Contingent workers can now be automatically removed when you create calibration sessions.

A new setting, Exclude Contingent Workers from Session Creation, is available under Admin Center>Manage Calibration Settings>Global Settings.

Once enabled, contingent workers are automatically removed from the list of participants and subjects when you create sessions using:
- Manage Calibration Sessions tool. After searching for users through the org chart or advanced search and then adding the selected users as participants and subjects, a warning message will appear if any contingent workers are included. Message will include which contingent workers been removed
- Manager created sessions on the Calibration landing page
- Sessions created via a CSV file
For learn more, you can view the full set of documentation in the What’s New Viewer here.

Do you need help implementing or supporting your SAP SuccessFactors system? Contact info@worklogix.com for assistance, download our support services brochure, or visit https://www.worklogix.com/implementation.html for additional information.
November 7, 2025
Highlights of SAP Successfactors Succession for 2H 2025
Learn what’s currently available for Succession with the 2H 2025 SAP SuccessFactors Release. The updates will be in production November 14-16.

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

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

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

Show Person-Based Nominations on Talent Card and People Profile

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

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

Succession Card Nominations for Multiple Employment

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

Nominations in People Profile

Access Inactive Employees in Talent Pools Based On Target Population

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

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

When the setting is enabled, Inactive employees in the target population appear in:
- Talent pools
- Position card in the Talent Pools section
- Talent card in the Talent Pool Nominations section
- Latest People Profile in the Talent Pool Nominations card or in the legacy People Profile in the Current Nominations block
- Talent search results for talent pools
Admin Tool Matrix Grid Rating Scales Universally Available

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

Enhanced Suggested Successors Feature

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

Role Readiness Explanation

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

Filter Position Tile View with Foundation Objects

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

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

Adding Foundation Type Filters for Position Tiles

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

Separate Permission Control for Viewing Nomination History

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

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

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

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

Sort Succession Org Chart by Position or Employee Title

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

Succession Org Chart Sorted by Position Title

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

To enable this sorting:

MDF or legacy position-based nomination method

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

For the role-person nomination method

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

AI-Assisted Successor Recommendation

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

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

Successor Recommendations Settings

When settings for both are set, generative AI uses the following data to recommend successors:
- Position-related job families, roles and profile in Job Profile Builder
- Skills and competencies in the Growth Portfolio
- Job information and external work experience in People Profile
In the Suggested Successors list, hover over an employee and use the Add button to nominate them as a successor. Once the employee is nominated, they are removed from this suggested list. Users can also choose the information icon to view why the employee is suggested in a popover dialog. The dialog contains up to four sections:

Detailed Successor Recommendations

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

Do you need help implementing or supporting your SAP SuccessFactors system? Contact info@worklogix.com for assistance, download our support services brochure, or visit https://www.worklogix.com/implementation.html for additional information.
November 7, 2025
Highlights of SAP Successfactors 2H 2025 Release Updates for Continuous Performance Management
See what’s new for the latest Continuous Performance Management with the 2H 2025 SAP SuccessFactors Release.

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

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

Continuous Performance Management

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

All Responses shown on Feedback Given tab

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

Search for an activity and link to feedback

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

In addition, several field lengths have been extended:
- 4000 characters: Activity Name, Activity Comment, Achievement Name, Meeting Discussion Topic Name, Channel Invitation Note, Feedback Answer
- 2000 characters: Meeting Note
- 500 characters: Feedback Topic
- 250 characters: Feedback Question
Users can request and review feedback on their activities in any channels where they are the participant

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

Share Activities Across Channels on Continuous Performance Page

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

Only the channel participant, who is responsible for completing the activities within a channel, can share them with other channels in two ways. They can also control whether the target channel owners can view and add comments on each activity. This setting is pre-selected as the default.
- On My Activities with <channel owner’s name> page, select Share Activities button and choose activities that they want to share with another channel in the pop-up dialog.
Share Activity with Another Channel
- On the Activity Details page, users may choose channels that they want to share an activity with.
Share Activity within Activity Details
- Channel owners can track the source and destination channels of a shared activity through the Channels link in the Shared With: field on the Activity Details page. However, the field and link are only available for activities shared across channels. On the activities overview page, channel owners and participants can see the “shared across channels” icon on the card of activities that have been shared, to distinguish them from those haven’t.
Share Icon Visible for Shared Activities

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

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

AI Assistance for Writing Tasks

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

Do you need help implementing or supporting your SAP SuccessFactors system? Contact info@worklogix.com for assistance, download our support services brochure, or visit https://www.worklogix.com/implementation.html for additional information.
November 7, 2025