SAP SuccessFactors H1 2021 Employee Central Release Updates

Interested in what’s new for Employee Central for H1 2021? There’s quite a few enhancements! In this quick blog we run through the major release updates that caught our attention the most.

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

Qualtrics Integration

Increasing the integration between Qualtrics and SuccessFactors has been a priority for SAP – we’ve seen multiple integrations across modules and now there’s a few more for EC. SAP has added 4 email survey integrations based on intelligent services to trigger in the below events:

  • Employee Rehire
  • First Time Manager
  • Transition from Individual Contributor to Manager
  • Transition from Manager to Individual Contributor

These surveys can be very insightful to find out if employees are comfortable in their new roles and identify where they might need help!

BizX Talent Integration / Succession Data Model

Integration with the BizX Talent side of SuccessFactors has also been improved. In particular, SAP has made it possible to run a full HRIS sync (that pushes data from EC to BizX) based on individual user ids.

In addition, they’ve made it easier to view what the HRIS mapping looks like in the Manage Business Configuration Screen with an overview screen of all of the mappings in one location. Previously you had to dig through all of the fields individually to find this information! Check out the screenshot below:

Overview of HRIS Sync Mappings

Admins can also now export the Succession Data Model and Country/Region_specific Succession Data models from Admin Center (previously only partners could do this in provisioning). Simply give the new permission “Export Succession Data Model or Export Country-Specific Succession Data Model” permission and you’ll get access to the screen shown below:

New Export Succession Data Model Screen

These enhancements help make the integration between employee central and the talent modules more clear cut.

Business Rule Scenarios

Multiple new business rule scenarios are now available that allow you to:

  • Configure cross-entity rules triggered from a source entity with changes executed on the target entity
  • Calculate Full Time Equivalent for a user
  • Create business validations / raise alert messages for HRIS elements

These enhancements contribute to the ongoing effort to increase the flexibility and robustness of business rules.

SAP Integration

If you sync your HRIS data with SAP, you’ll be happy to know there are 10 enhancements to this integration including:

  • A comparison tool that compares configuration between EC instances
  • An enhancement considering the purging status of ERP communication data while replicating employee communication data from EC
  • The ability to select specific foundation objects by object ID ad choose log or list view when viewing the Foundation Object Transfer Report
  • In Define Employee Data Settings for EC instance, the field names have been changes to “Standard Mapping (PERNR)” and “Standard Mapping (CP)” for clarity
  • The Enhanced Work Schedule Rule Transfer Report was updated with a new BAdi to maintain the external code of work schedule rules
  • Better data replication that considers purged data
  • Replication of inactive employees that were terminated in EC before the full transmission start date
  • Sample contract elements (IT0016) content
  • Replication of OM data infotypes even when relationship data (IT1001) can’t be replicated
  • Organizational assignment data that was marked as status “Failed” will change to “Outdated” once the next replication job runs

These enhancements help to make the interface more robust and reliable for customers wishing to replicate employee data to on-premise SAP.

Global Benefits

Enhancements and automations came to the global benefits functionality as well. Let’s take a quick look at these:

  • When an employee has a job change that affects their benefits eligibility, this can now trigger an intelligent service event to create or update benefit enrollments
  • When benefit master data changes, a new automatic enrollment job now exists to handle creating and updating enrollments
  • A new pension / retirement savings plan type has been introduced called “Workplace” that offers additional contribution options

Once again, we see how the system continues to provide helpful automations and features to make this functionality more simple and robust to use.

Reporting

Custom fields are now allowed in story reports. The fields can be seen within the query designer.

Conclusion

The SAP SuccessFactors Employee Central product continues to grow and become increasingly more robust! This does not represent all of the enhancements in the H1 2021 release – only the highlights we found most compelling. Check out the What’s New Viewer here for the complete list of enhancements.

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

Contact info@worklogix.com for any assistance supporting and implementing your SAP SuccessFactors Modules, or download our support services brochure.

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!

SAP SuccessFactors H1 2021 Release Updates for Succession

Photo by Sigmund on Unsplash

It’s finally here! 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 this release, we saw a wide range of enhancements across the Talent modules – some specific to Succession and others that lay across the modules but help out succession planners. Let’s take a look at what’s new in the Succession module below!

Succession Management Specific Changes

Let’s start with what’s new just for Succession Management before we take a look at some general talent improvements that are relevant to Succession.

Nomination History

The main new feature exclusive to Succession Management is the ability to view nomination history in the talent card and in the people profile. Users will with Succession Planning permission can click a history icon on these screens to see a list of positions for which the employee has been nominated and information about the nomination history for each including the date, nominator, readiness level, status, change type, and notes. The information includes deleted nominations as well.

Nomination History View

Hide Pending Nominations for Talent Pools

Succession configurators have had the ability to hide pending nominations from succession planners for some time now, but the ability was only extended to position nominations. Now, this feature works for talent pool nominations as well. This configuration setting remains in the same in Admin Center -> Nomination Setup.

Form-Based Nomination Deleted

Another update specific to succession with this release is that form-based succession nomination will be completely deleted as of May 21,2021. This was a legacy method of approving nominations – if you never used it, then don’t worry because no action is required. If you are still using forms to approve nominations, you have little time left to switch to the newer permission-based method!

General Talent Management Updates Relevant to Succession

There are also numerous updates across the talent modules in general that affect not only Succession, but also Performance, Goals, Development, and/or Calibration. Let’s take a look at these briefly below.

Editing Talent Info Directly on a Talent Card

It seems like every customer for whom I’ve implemented Succession has asked why they need to switch between the employee profile view and other views to edit talent information. Why can’t customers just change the information right on the talent card that shows up across the different views that contain the talent card? This way data like impact of loss or risk of loss can be updated when the user has the contextual information they need to make the decision. Well now, customers can!

Users can now click the icon shown below to open a popup that allows these fields to be changed.

Editing Information on a Talent Card

My Jobs Downloads

Previously Succession (and other talent reports) could be downloaded from the Scheduled Reports page in Classic View. Reports may now be downloaded from My Jobs page within Report Center. This eliminates the need to switch to Classic View prior to downloading.

A report with multiple files can be downloaded in a compressed .zip file or downloaded individually.

Numerous Calibration Session Improvements

There are a variety of calibration session feature that have been added/updated as well. For example specifying default facilitators or allowing managers to more easily create calibration sessions for their teams. For more information on these improvements, check out our blog on What’s in in H1 2021 SAP SuccessFactors Calibration Release.

That’s a Wrap!

That’s all of the updates for H1 2021! We hope you found this blog informative!

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!

What’s New in the 1H 2021 SAP SuccessFactors Performance Management Release

As of April 9, 2021, SAP has released their documentation for the H1 2021 release. 

Preview release will be April 16 and production will be released 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

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

For your convenience, we’ve summarized the highlights of what’s new for 2021 Performance Management below.

The updates for Performance Management are primarily targeted for 360 Reviews so we will start with those. The PM form updates will be discussed after these features have been reviewed. Calibration updates can be found in our separate blog here.

What’s New for 360 Forms – Fiori Version

Here are the 10 universal updates made for the Fiori version of 360 forms to provide the same features that are available 360 Reviews v11.

Add Approvers in 360 Reviews

Approvers may now be added in the Modify stage.

Development Goal Section Available in 360 Reviews

A development goal section may be added to a 360 Review form template. These enables employees the opportunity to add and edit development goals.

Display a Data Table for a Chart

Within a 360 Executive Review and Detailed 360 Report, a user may select the table icon on a chart to see a data table. This provides text equivalents for non-text content.

Display External Users in Search Results When Adding Participants

It is now possible to add external users as participants without having to disable the system setting Hide External Users from search results.

EZ Rater Available in 360 Reviews

When enabled, the EZ Rater option provides a more condensed list view for rating goal and competencies.

Form History Available in 360 Reviews

Prior performance and 360 forms are now available within a 360 Review. The History button will display options to view either form type if available.

More Form Actions Available in 360 Reviews

With a 360 form, additional action options are now available. Information about the form may be viewed and the form may be deleted.

Print Preview Available in 360 Reviews

When the user clicks the Print button, a popup displays a preview of the form. This provides the user the opportunity to select the entire form or selected sections to print.

Stack Ranker Available in 360 Reviews

Stack Ranker can be enabled which allows side by side ranking of employee competencies. Ratings may be modified and comments added.

Section Descriptions Fully Displayed by Default

Now section descriptions are fully displayed by default and can be collapsed. Clicking Show Less to hide content. Previously sections were collapsed and the user had to click Show More to see the content.

What’s New for PM Forms

There are 5 universal updates for PM forms.

Customized Weighted Rating Supported in Import Overall Scores

Previously it was only possible to import overall scores into the Objective Competency Summary, and Performance Potential Summary, and Summary sections. The new release enables you to update overall scores for the Customized Weighted Rating section.

On the import file, use <PERFORMANCE> rating in the CSV file. The rating field is also used to update the Summary and Performance Potential section overall rating. If there is more than one PERFORMANCE rating, there is a priority for updating. The section order for uploading from high to low is:

  • Customized Weighted Rating
  • Performance Potential Summary
  • Summary

Deep Link to Performance Management Forms

There is now a deeplink available to access a performance form: /sf/openFormByDocId

New OData V2 API Entity FormCustomizedWeightedRatingSection

There is a new OData V2 API Entity: FormCustomizedWeightedRatingSection. It can be used to get the Customized Weighted Rating section details of a performance form in order to update the manual ratings section of the performance form.

Target Population in Role-Based Permissions for Import Overall Scores

This update pertains to the Customized Weighting Rating import that we just covered. Role based permissions may now be used to restrict users to importing scores for only their target population.

Select a role in Manage Permission Roles. Go to Permission>Administrator Permissions>Manage Document and select “Import Overall Scores Only for Target Population” and “Include All Employees” which allows granted users to update manual overall scores for all employees.

Live Profile Section Deleted

A Live Profile section can no longer be added to PM forms. Information in the existing section is no longer available. A link to People Profile can be used on the form instead.

What’s New in Continuous Performance Management (CPM)

There are some new early adapter features for the latest version of Continuous Performance Management (CPM). They are admin opt-in or opt-out features. We won’t cover these here since the latest version is not widely enabled. When the latest version of CPM is enabled, these email reminder notifications will become obsolete: Conduct 1:1 Meeting, Update Status, along with Activity and Achievement reminder notifications.

The latest version will handle notifications differently since multiple roles can be used and meeting channels can be created. Requests and meeting notifications can be created for anyone in the user’s meeting channel.

We have now covered the highlights of the PM related updates for H1 2021. See our blog for Calibration release features.

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!

What’s New in the 1H 2021 SAP SuccessFactors Career Development Release

Want to learn what is coming soon in SAP SuccessFactors Career Development? The latest updates for H1 2021 have been announced.

As of April 9, 2021, SAP has released their documentation for the H1 2021 release.  You can view the full set of documentation in the What’s New Viewer here.  As a reminder, preview release will be April 16 and production will be released May 21st.  For full details on the release cycle, check out the SAP SuccessFactors official product updates blog here.  For tips on how to manage a release, check out our blog here.  For your convenience, we’ve summarized the highlights of what’s new for 2021 Career Development below.

There are five universal updates related to Mentoring and one for Development Goals. Let’s take a look!

Mentoring

The mentoring features are related to the mentor program sign up process and are designed to improve the user experience.

Key Questions Indicated

In the sign up sheet, required entries are noted by a red asterisk. This ensures the mentees complete these fields prior to looking at the recommended mentors. Answering the key questions will improve the recommended mentors match.

Answers to questions will be saved but preferred mentors are not saved.

Save Sign Up Program to Complete Later

There may be times when an employee starts to enroll in a mentoring program but is not ready to commit. Maybe they need to consider their mentoring preferences further or need to check in with their manager first. The employee may start to fill out the sign up form, save it and come back to it later to make any updates prior to signing up.

There will be a “Save for Later” button that will display within the program sign up page.

Once saved, the program will appear on either the Invitations or Open Enrollment tab, whichever is applicable.

The program visible on the tab and can be easily be identified with an icon and “Saved for later” text.

Identify Mentor Requests

While filling out the sign up form, mentors that are selected from the recommended list will display a green check mark on the mentor cards.

Confirm Sign up

A mentee will see a confirmation popup when they are completing a program sign up. This gives the mentee the opportunity to confirm signing up for a mentor program. By clicking the “Complete Signup” button, the mentee is enrolled and mentor requests are submitted.

Your Mentor Requests

The Mentoring Page will contain a new section that tracks any mentor requests that a mentee has made. The “Your Mentor Requests” section allows a mentee to see the status of their mentor requests. Pending requests will appear as well as any declined requests and reasons. This feature is only applicable to open enrollment and unsupervised programs. Supervised programs rely on a matching program instead.

Mentees may also cancel any pending mentor requests.

Admin Opt-Ins for Mentoring

There is one admin opt-in available to for Mentoring.

Qualtrics Surveys for End of Mentoring Relationships

Qualtrics Surveys may now be used with Mentoring. The survey can be used when a mentor program participant opts to end the mentoring relationship. Based on how the program was configured, either the mentor or the mentee may cancel the mentoring relationship. A survey will pop up after a participant ends the mentoring relationship.

An email survey is sent to the other participant in the mentor relationship.

The feedback provided in the survey results are seen by the program owner and may be helpful when designing new mentoring programs.

In order to take advantage of this feature, Manage Qualtrics Integrations from the SAP SuccessFactors Admin Center needs to be set up.

Development Goals

Learning OData V4 Service

There is a new Learning OData V4 service. When using transcript or legacy learning activities, learning activities may be created and updated in mass to be associated with development goals and competencies.

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!

Cataloging Skills in the Job Profile Builder

Photo by cottonbro from Pexels

Introduction

The Job Profile Builder is a valuable tool that helps companies categorize their positions into groups of jobs. Each job profile contains descriptions of what functions that job performs, qualifications needed to perform the job, etc. For more information on the Job Profile Builder in general, see our article Job Profile Builder: An Introduction.

In this article, we go into further detail on how to catalog skills within job profiles. As a company explores what jobs to create and how to catalog their jobs, one of the most important distinguishing characteristics to identify those jobs are the skills and qualifications needed for the job.

Adding Skills in Manage Job Profile Content

The list of available skills for jobs in SAP SuccessFactors are defined in the “Manage Job Profile Content” screen (just type “Manage Job Profile Content” in the search bar and if you have admin access and the screen name will come up for you to select). You can see in the screenshot below the list of available types of content SAP allows you to create slot populate on a job profile.

Types of Job Profile Content

You can edit the list of available items within each of the categories shown above. Some of these categories are pretty obvious on how to populate with options. For example “Education – Degree” and “Education – Major” would pretty obviously contain lists of degrees and majors that are relevant to the company. The same can be said for certifications and interview questions. Interview questions you create here will show to recruiters. Certifications is where you would list of the certifications relevant to your company’s industry. However, some of these other items can be a little more difficult to understand. A prime examples is “Skill”. This is a very broad term. So how do we go about creating a list of available skills?

If you click “Skill” from the drop down shown above, you will see a list of the skills currently cataloged in your system as shown below.

Job Profile Content Skills View

Now, we will take a look at how to add a skill from the library as a demonstration of what makes for a good skill in the SAP SuccessFactors Job Profile Builder. From the screen shown above, we can click the “Add Skills from SuccessStore” link. The screen will update as shown below.

Adding a SuccessStore skill based on job family and role

There are two ways to browse through the catalog of skills. The first way shown above is through families and roles. This method associates the skills to a particular role within the standard SuccessStore catalog. You can learn more about job families and roles in Job Profile Builder: An Introduction. We recommend that if you want to add skills for a standard role within the catalog, that you add them from the “Set up Families and Roles” screen instead as shown below. This will actually add the role and family itself along with the skills instead of just the skill with no role.

Adding all mapped skills when adding a Job Role

The second way to add skills is shown below is to browse through skills that are not assigned to a particular job role but are organized through categories and groups by choosing “Unassigned Skills Browsed by Category” in the drop down in the upper left corner of the screen. You can simply think of categories and groups as two levels of organization to catalog your skills: categories being the highest level which contain groups and groups containing the individual skills. To choose a skill, click a category and then a group, and then click the name of skill(s) you want to add and click “add” as shown below. It might seem a little confusing as to why SAP created both a role taxonomy and a skill category taxonomy to search through skills, but when you consider that not everyone uses the standard roles library from the SuccessStore it makes sense to have another way to categorize skills.

Adding a SuccessStore skill based on Category and Group

When you return to the main screen as shown below, you will see the skill added to your local catalog of skills. You can then click the gear icon and choose “Edit” to look at the specific contents of the skill.

Selecting a skill in your library to edit

Here in the “Edit: Skill” screen shown below you can see all the predefined content for the skill from the SuccessStore. SAP SuccessFactors skills consist of a skill name, a library name, a category, and a group to help organize the skill into a taxonomy. Getting into the detail of the specific skill, we see the definition and then 5 different proficiency levels (1 being the most basic and 5 being the most advanced – this scale is pre-set and cannot be changed). Looking at the fields and values on this screen, you can start to get an idea of how skills can be useful to define exactly what skills are required and at what specific level and what criteria define that level when interviewing someone for a job posting or guiding someone towards promotion or working with someone to remediate job performance. Now that you have a good understanding of what a skill looks like, you can continue to add or edit skills in the screen shown above. To add a skill from scratch, click the “Create Skill” link in the upper right corner of the screen. This will also take you to the screen shown below but with all the fields blank.

Creating and editing skills

Adding Skills to Job Profiles

Once we have a list of skills defined, we can start to add them to our individual job profiles (or if you downloaded the predefined skills when you downloaded the SuccessStore job family and role, the skill will already be there when you create the profile). For info on how to create a job profile see Job Profile Builder: An Introduction. You can see in the screenshot below, when we look at an existing job profile or create a new one in the “Manage Job Profiles” screen, the skills show up in the area specified for Skills in the job profile template. You can mouse over the skills section to add or edit skills. For each skill added you will also need to specify the proficiency level expected for the job. So for example we have added the “Account Manager” role and all associated skills to our library in one of our earlier screenshots. When we create a new profile for the role, the skill “Account Management” is automatically added at level 3 proficiency, “Building and Managing Teams” at level 3, etc.

Skill assignments within a job profile

Conclusion

By now you should have a good understanding of what Job Profile Builder Skills are and how to create them on your own, pull standard skills from the SuccessStore library, and add them to a profile. With some good examples shown here and available on the SuccessStore, you should be able to start building your own library of skills specific to your company needs and associate them to your job profiles and roles. Adding these skills can be valuable for recruiters looking for guidance on what to look for in a candidate, or for employees looking to develop themselves for their next role.

Do you need help setting up your Job Profile Builder? Contact us at info@worklogix.com.

An Introduction to 360 Evaluations in SAP SuccessFactors

As year-end approaches, it is common for many companies to take a second look at their employee performance and goal setting processes. In the past few weeks, I’ve been helping multiple companies revamp their employee performance processes. While some are just tweaking current forms and processes, others are considering including a new and often enlightening process – 360 evaluations.

What is a 360 evaluation?

The idea behind a 360 evaluation is to get a picture of how others view your performance from all angles. This means that in addition to getting feedback from your manager (top down), you also get feedback from your own direct reports (bottom-up), peers (side), and even external sources (vendors, business partners, customers, etc.).

Why do companies implement 360 evaluations?

Receiving feedback from a variety of sources helps create a more complete picture of how an employee is performing and/or perceived to be performing from different angles. 360 evaluations can help uncover trends and gaps in these different angles. For example, a manager may consider an employee a top performer, but when feedback is asked from peers or external sources on an anonymous basis, the employee might get different feedback (“He’s always on top of his own tasks, but sometimes at the expense of the team as a whole when we need his support”). Similarly, an employee may not be considered a top performer by a manager, but feedback from others could reveal a lot of solid performance feedback into which the manager never previously had sight (E.g. “She’s been so helpful in getting my career on the right path and helping me with work tasks at the expense of her own!”). Allowing this feedback to come to light can help employees and managers work to truly improve employee performance. We’ll take a look in a moment at how SAP SuccessFactors 360 evaluations aid in attaining this kind of feedback.

Walk-through of a 360 form in SAP SuccessFactors

360 forms are launched just like performance forms are. However, it is important to note that 360 forms use a separate screen for launching (don’t worry, this screen pretty much works the same as the other launch forms screen you are used to. After picking a target population, the admin can launch just like a normal performance form.

Search bar showing separate launch screen for 360 forms

360 forms will also show up in the performance inbox like other performance forms, but with a different icon. It is important to recognize that 360 forms use a template type than regular performance forms and get treated slightly differently in these respects.

View of Performance Inbox with both 360 and regular performance reviews

Once the first person in the route map gets the form (in this case the employee), they need to choose who will be involved in the evaluation. The system can be configured to default in people for categories like direct reports, manager, and peers.

Employee nominates raters step of 360 review

Users also have the option to add external participants as shown below by simply providing a first name, last name, and email and then choosing in what category the person should be included.

Adding an external participant

Once the user is finished adding participants, there is usually an approval step prior to the evaluations being sent out. Evaluations can be designed using sections similar to those you are used to seeing in a standard performance review form. There are sections for objectives, competencies, as well as an introduction and a section for the subject’s information. Unlike regular performance forms that can be configured heavily on the online editor in “Manage Templates”, 360 forms can only be fully setup by partners or SAP (though much of the config is done in the online editor).

For internal participants, the evaluation is sent to the user’s performance inbox like the typical performance reviews where they can then open the form as shown below.

360 Review Form Sent to Evaluator

In the case of external participants, after approval of the evaluators, an email is sent with a link that allows external users to access the form. This can be a security consideration for some organizations since the link is only as secure as the receiving email system.

After all evaluations have been completed, the form is put in the completed status and the employee / manger / etc can view the results depending on permission settings. You can see an example completed performance form below.

Completed Review showing Anonymous ratings

One key advantage of the 360 form in SuccessFactors over the typical annual performance review is that the 360 feedback comments and ratings can be made anonymous. Obviously the user would know who their manager is, or they might be able to derive who the other evaluators are based on category if there are only one or two – so the forms allow you to configure minimum counts in each category as well as rollups to combine categories to help keep anonymity. The user can click on the link for each reviewer to see the details of each review and create an HTML or PDF printout of the details as shown below.

Printed Detail of Individual Review Feedback

The form also has a nice detailed report showing the combined feedback comments and overall ratings by category. This can help the employee and manager understand where any gaps between self and manager evaluation ratings may exist along with other types of ratings from other categories. For examplem we can see below there is a large gap between the manager’s perception and the employee and other’s perception of “Prioritizing and Organizing Work”. Perhaps the manager is getting too much priority and the employee needs to focus on the work the team as a whole needs completed!

Wrap Up

After this quick walkthrough, hopefully you can now see the advantage of 360 forms as an insightful tool to get employee performance feedback from a variety of sources and understand what a typical end-to-end 360 process looks like.

Do you need help implementing or changing your 360 form or other performance and goals processes? Contact us at info@worklogix.com.