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 Sessionsadmin 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.
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.
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:
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.
For tips on how to manage a release, check out our blog here.
The SAP SuccessFactors 2H 2025 release focuses on enhancing the user experience and leveraging AI. For your convenience, we’ve summarized the highlights of what’s new for the second half of 2025 release for Performance Management below.
Performance Management
Replacement of Legacy Performance Management Form Experience with Latest Experience
The latest experience of Performance Management forms is replacing the legacy one, which will reach end of development on November 14, 2025 and will be deleted on November 20, 2026.
The latest experience was automatically enabled in the Preview environment for customers using the latest Goal Management in the 1H 2025 release. This is not the case in the Production environment, the latest experience wasn’t enabled by default.
The latest experience has the key features in the legacy version with an enhanced user experience, a more flexible layout, more business rule scenarios, and generative AI features if the AI user license is purchased.
Enhancements to Latest Experience of Performance Management Forms
Some of the new features now available:
EZ rater
Goal comments and learning activities available when printing form
Forms can be printed in custom layout
“Print” button available for form snapshot
Additional fields are available on side panel: unofficial rating, expected rating, rating gap
Goal status colors display in form (if configured)
Help text added for rating field for competency with behaviors
Warning message to appear if proxy user does not have access to missing form content
Read only forms will not show action buttons
Mass Route Ungrouped Forms to a Specific Step
Using the “Route Form” action, forms may be mass routed to a specific step when they are using the same template and route map. In the past, only a group of forms from the same launch could be mass routed, not forms across launches for the same template.
Within the “Route Form” action, search for the forms by specifying the template or uploading form IDs. In the search results, select the forms you wish to move
“Route Forms” action
Once the forms are selected, they can be mass routed using the Move the form to a specific step option in the “Select An Action” step of the routing process.
Move ungrouped forms to a specific step
Enhanced AI-Assisted Writing in Performance Management
With the purchase of the AI units license, the AI-assisted writing actions, Generate Comments and Improve My Feedback are now available for goals, as well as skills, competencies, and behaviors.
When a goal is assigned a rating, users can access the two actions in the comment box for that goal, from the context menu of the AI-assisted writing tool.
New Business Rules
There are some new business rules that may be configured when using the latest experience for Performance Management:
Conditional Field Visibility, Editability, Required/Optional
Create business rules to set specific form fields to visible or hidden, editable or read-only, and required or optional, when certain conditions are met
Creating conditional rules provide flexibility to show form fields differently based on user input. For example, a manager giving a certain rating would require a comment
Add Review Steps upon Form Routing
Business rules may be configured to add steps to the Modify stage of the form based on meeting certain conditions. For example, a certain rating by a manager can trigger an additional step to add another reviewer to the process.
These steps are pre-configured in route maps and marked as Hidden Until Rule Execution. When the conditions defined in the rule are met, and the form with a hidden step is being routed forward, the rule is executed, making the step visible on the form.
All step types are supported
New Business Rules
Add link to People Profile Card View from Performance form
Links can be configured to the latest People Profile cards in the form template when the full profile of the latest People Profile is enabled.
In the Manage Templates admin tool, you can use the new configuration “[[CARDLINK|<cardId>|<displayName>]]” in the description section of a field to a add card link to a form template.
Add card link to a section within the performance template
This allows the ability to link to a card in the latest People Profile when working within an employee’s form where they can view and edit the profile.
Access to Manage Templates to update, download and edit XML templates
A great new feature allows templates to be downloaded, viewed, edited and added via “Manage Templates”. This removes the need to use Provisioning to update the form template XML.
This permission is applicable to performance form templates, 360 form templates, goal plan templates, and development goal plan templates. You can download templates and view template revisions without any configurations.
This does require an update to a role’s role-based permission to a upload new templates and update existing ones. Care should be given to users that will receive this access.
Manage Templates Role Based Permission for Upload and Update XML Templates
Once the role has permission to upload and update XML templates, the user can upload new templates, update existing templates, view historical XML and download the templates via Manage Templates.
Upload and Update Templates in Manage Templates
Goal Management
Here are some of the highlights of updates for Goal Management.
Purge Goals by Goal ID
The admin tool, Data Retention Management, has been used for data purge requests. For goal management, it has been used to purge performance and development goals by selecting the goal plan template in the purge request. This meant the process purged goal data for a specific user’s goal plan, and not just purging a single goal on the plan.
Create Purge Request
Now there is greater flexibility in purging user performance and development goals. In the latest version, the “Purge method” lists two options for purging goals: Purge by goal plan template and the new Purge by goal ID.
Purge by Goal ID or Goal Template
To purge specific goals, use the “Purge by goal ID” purge method. You can download the sample CSV file to get the proper file columns.
Purge by goal ID
You will need to populate a CSV file with the goal ids. Goal IDs can be found by creating a goal management ad hoc report that lists the goal plan template goal name, goal owner and the goal ID.
Sample Purge file by Goal ID
Once the goals to be purged are identified, add the goal IDs to the CSV file and upload to the purge request.
The existing method, to purge by goal plan template will purge all data associated with the template.
Import Goals for Target Population
Within a role based permission role, in the Administrator Permissions section>Manage Goals, there is now an option to specify a target population to import goals for.
Import Goal by Target Population
Previously, a role having permission to import goals would be able to import goals for any active users.
Now if attempting to import goals for users outside their target population, there would be an error message in the goal import email notification.
Minor Goal Management Enhancements
There are some minor goal management enhancements in this release which streamline the goal management experience for users.
For the confirmation message and button label in the confirmation dialog for Edit Performance Goal, Create Performance Goal, Edit Team Goal, Create Team Goal, Edit Development Goal, and Create Development Goal pages. the confirmation dialog was “Are you sure you want to discard the changes?”, and the corresponding button label was “Keep Going”.
This has now changed to “If you’ve made any changes, they won’t be saved. Are you sure you want to discard them?” and the “Keep Going” label is changed to “Cancel”.
Updated Cancellation Confirmation Message
On the Goals landing page, the warning messages for goal number and weight limits are now displayed as message strips. This highlights to users the defined limits of goal number and total goal weight.
Goal Warning Messages
On the Goalslanding page, the goal filter component no longer uses status colors
Goal Status Without Colors
Assigning Team Goals – users can select all loaded goals during the goal selection step in the Assign Team Goal and Cascade Goal dialogs. The number of goals is now increased to 100 from 20, and the checkbox is renamed “Select All Loaded Goals”
Update to Sharing, Unsharing Team Goals – users with the Share Team Goals permission can now share and unshare team goals with anyone in the organization
A more user friendly error message displays when saving goal plan template, it shows the cause of the error and provides a solution
Goal Plan Save Error
Consistency in use of “More”: on the Goals landing page and Manage Team Goals page, the button label “More” is changed to “Show More “
“Show More” replaces “More”
360 Reviews
Here are some notable updates for 360 Reviews.
Add Link to Detailed 360 Report in Email Notifications
A link can be added to the Detailed 360 Report in the “360 Document Complete Notification” email template by using a new tag [[PM360_DETAILED_REPORT_URL]].
When this tag is added to the 360 Document Complete Notification email template, users have immediate access to Detailed 360 Reports from their email.
New Token for 360 Document Complete Notification
How the tag is rendered depends on whether the option Enable HTML email notifications is selected in Company System and Logo Settings:
If selected, the tag appears as a clickable phrase: Detailed 360 Report for {subject user’s full name}.
If not selected, it’s resolved as a clickable URL, preceded by an introductory text: For an overview of raters’ feedback, view {URL}.
New switch to hide Radar Charts on 360 Detailed Reports
In the Advanced Settings for a 360 template in Manage Templates, there is a new option to hide radar charts on the Detailed 360 Report. The switch “Hide Radar Charts on Detailed 360 Report” is turned off by default.
Advanced Settings – Option to Hide Radar Charts on Detailed 360 Report
Minor 360 Review Enhancements
There are new visual and functional enhancements in this release.
The spacing of Competency and Objective sections have been improved
When adding back deleted participants during the Evaluation stage, participant’s original category information is retained and pre-filled in the Add Participants dialog
The Suggestions for Improvement section in Assisted 360 Reviews Insights now includes links to generate development goals
Error messages now explain the issue and provide troubleshooting.when users open, send, save, or perform other actions on a form
Information about behaviors (names, descriptions, ratings) is now used as input for generating comments
Multiple Review Reminders for Upcoming 360 Review Steps
You can now schedule several reminder notifications to prompt participants before a 360 review step is due.
In Manage Templates, in the Advanced Settings for a 360 template, there is a new option, “Series Due Notification Dates (days before due date)“. Using this option enables you to schedule multiple reminders when using step due notifications for the template.
You may set a series of reminders before a step due date. Simply enter the number of days prior to the step due date to define how many days in advance reminders are sent. Separate each number of days with a comma.
New Series Due Notification Dates
Using this option overrides any settings for the existing option Default Due Notification Date (in days), which supports only a single reminder.
To learn more, see the full set of documentation in the What’s New Viewer here.
Please note: the opinions and comments expressed below are solely my own and do not reflect the views of SAP, SAP SuccessFactors, or the SAP Confidant Program.
In a few weeks, many colleagues and I within the HR Tech industry will attend SAP SuccessFactors’ annual conference, SuccessConnect 2025 in Las Vegas. This year will prove to be a good one, as there are several recent events that will shape the portfolio for years to come.
Selfie during this year’s SAPPHRIE conference in Orlando
I have listed some of my top curiosities below. Please feel free to add comments to indicate some of your own questions or expand on any of my thoughts.
Strategic direction of Talent Acquisition The acquisition of SmartRecruiters was recently closed, so how will this shape Talent Acquisition in the years to come for SuccessFactors customers? For those customers currently implementing SuccessFactors Recruiting or those who were looking to do so in the months to come, what will the guidance be from SAP? Certainly integrations will become a main discussion item, as pre-delivered integrations will need to be created and maintained in order for these two systems to sync. It will be interesting how these two solutions will co-exist within the SAP HCM eco-system… I feel like we are back 30 years ago, revisiting ‘best of breed’ vs ‘best-of-suite’, especially with all the recent acquisition news between SAP and Workday.
Talent Intelligence Hub (TIH) Over the last year, I have been fortunate to work with several customers on TIH scoping, visioning, and implementation. Still in its (relative) infancy, this framework is extremely important to support Talent processes across the SAP SuccessFactors suite. Since TIH stores/maintains the skill and competency catalogs for the organization, it’s critical to get TIH design correct from the start (e.g. ensuring that you choose your rating scale since it’s irreversible!). A few important holes remain in the solution including:
When will advanced permissions be added to make rolling out to employee self service and manager self service viable? I’ve seen 1H 2026 from community blogs but let’s hope we hear officially from Product Management soon. We need this improvement in order to make permissions more specific to a particular set of competencies / skills. Could we expect permissions to use the Tag as the way to discern? Let’s wait to see what Product comes up with.
When will custom attribute types (not just the standard ones, i.e., skills and competencies) be available throughout all functionalities in Talent (e.g. career worksheet). Custom attributes are already integrated into the Job Profile Builder (JPB) but only integrate to the Growth Portfolio and not many of the legacy features yet.
Onboarding 2.0 “Oh ONB 2.0, where shall I begin with thee?” This is a special module. Special kudos to the SAP Product Management team for delivering constant improvements in the recent years. This module has been a challenge to implement but features are slowly catching up with the ONB 1.0 offering.
Many are interested to see what’s in store over the next few releases, particularly in the US Compliance area (e.g. Form I-9, E-Verify WTPA for NY and CA).
User experience continues to be a challenge with this product but I understand improvements are on the way so we shall see!
How will SmartOnboard play into the onboarding space? Will be interesting, as ONB 2.0 is extremely tethered to Employee Central.
Report Stories continue to be a challenge for customers to adopt. Between issues with IAS syncing and overall end user experience, customers have been struggling to adopt. SAP has been offering training which I recommend for customers still needing assistance. FYI, People Intelligence in SAP Business Data Cloud (BDC) is not replacing Report Stories (or ad hoc, for that matter). We know Ad Hoc was resurrected but we can eventually expect a new date. I am interested to hear more about People Intelligence and BDC during the conference.
Can AI within SAP SuccessFactors gain traction in 2026? So far, AI use cases (for my implementations at least) have been discussed but not implemented. I believe 2026 will be the year where customers finally start moving the needle to use AI in SuccessFactors Talent Management. Currently, most customers are still trying to grapple with the foundational aspects of Talent with TIH, Opportunity Marketplace, and the rest of CTD (Career and Talent Development) and AI is mostly considered a “phase 2 item”. Let’s see if that changes in 2026.
Please let me know if you’ll be attending SAP Connect 2025 in person, send me an email info@worklogix.com and let me know!
Do you need help implementing or supporting your SAP SuccessFactors system? Contact info@worklogix.com for assistance, download our support services brochure, or visit our website for additional information.
For tips on how to manage a release, check out our blog here.
Hide “Create from Scratch” Option for Goal Creation
When creating on goal on a goal plan using the latest Goal Management, it is possible to create a performance goal from scratch, copy a goal from another goal plan or create a goal from a goal library. The options are shown below.
Create Goal Options
The Create from Scratch goal option for performance goals may be hidden. To hide this option, there is a switch to set in the goal plan template XML:
Once the switch is set to turn off this button, the option to create goals from scratch will no longer appear.
Copy Goals on Behalf of Others
In the latest Goal Management, managers can now go to a user’s goal plan and copy personal goals on the user’s behalf. The Copy from Goal Plan option is available only for the latest goal plan.
Configuration Requirements
Using the latest Goal Management
The TGM/CDP Goal Transfer Wizard feature is enabled
Users are assigned more than one goal plans
The create permission for goals is granted in the goal plan template XML
Goal Modification Email Notification Jobs in Admin Center
You can now create a job request for the goal modification email in Scheduled Job Manager. It no longer has to be set up in Provisioning.
Create Goal Modification Notification
The date range displayed in Admin Center aligns with your browser’s time zone, but the job synced to Provisioning remains in the UTC+0 time zone.
Link and Unalign Goals
In the latest Goal Management, It is now possible for users to link their performance goals with another user’s goals or unalign goals In their own goal plan:
Choose the Link Goal option on a goal card and follow the on-screen instructions.
Go to another user’s goal plan, choose the Link with Mine option on a goal card, and complete the linking steps.
Goal Plan Template Cascade/Align Permissions
In the goal plan template XML:
Grant cascade-align permission for roles to link goals
Grant unalign-parent or unalign-child permission for roles to unalign goals
Minor Enhancements for latest Goal Management
Some enhancements for the latest Goal Management have been added to make it easier to use.
Weights for Team Goals on Goal Cards
Weights are now displayed for team goals on goal cards.
Weights on Team Goals
Comments on PDF
Users can now include comments in the PDF output for goals.
Print Comments
Inactive Users in People Search for Goal Plans
Inactive users may now be included in search results in People Selector and their goals may be edited.
Search for inactive users
Goal Details Page Updates
There are enhancements to the goal details page.
The left-hand sections of the goal details page can be collapsed.
Collapse Goal Sections
Audit history is now a new section on the right side of the page instead of a button to click to view the audit history.
Audit History in Right Panel
All milestone fields are visible and the milestone table can be scrolled horizontally.
Milestone Fields
For milestones, the Show more button expands to display all of the content of the milestone fields that are configured as textarea type. This eliminates the need to click the Manage Milestones button to see all the text.
Show more for Milestones
Users can now search for assignees on the Team Goal Details page.
Assignee Search on Team Goals Page
On the Goal Alignment pop up, headers have been updated to show Aligned With with a count and the aligned on date.
Goal Alignment Headers
On the landing page, the tab names for Performance goals and Development goals now use the plural form.
Goal Tab Names
There is no limit to the number of goals that can be displayed in the personal and team goal list views.
When creating reports for master team goals, there is a new Co-owner Username column. This is available in both Story reports and Table reports.
New Column for Reporting
In audit history, “Shared” and “Unshared” are now supported as new action types for team goals.
New Action Types for Team Goals
Roll-up Calculation for Cascaded and Linked Goals
Roll-up calculations can now be used for cascaded and linked goals in the latest Goal Management.
Bizx-actual, bizx-target, and bizx-pos fields can be set to average or sum using the rollup-calc-type attribute.The sum or average values for these fields are automatically calculated across cascaded and linked goals based on your configuration. These values are then reflected in source goal details.
When a parent goal is cascaded or linked, two audit records are generated for it, one record indicates the action type (“Cascaded” or “Linked,”) while the other record shows “Modified” due to changes in the roll-up fields.
AI-Assisted Goal Creation Enhancements
If you have purchased the AI units license, have enabled the latest Goal Management, and have assisted goal creation is enabled and properly configured, you will experience a more engaging AI-assisted goal creation experience.
Updates include:
Updated AI tag: On the goal creation page, the tag for fields with content generated by AI is now “AI-generated content”, replacing the previous “AI-enhanced content”.
Improved content comparison: the Compare Generated Content page has been eliminated. It is replaced by the AI-assisted writing tool to enhance content at the field level.
Enhanced prompt template: The prompt template automatically applies goal plan configurations, such as start, due, and maxlength, to AI-generated goals.
Custom fields: Custom fields of text and textarea types are now supported for performance goals. You specify the context by providing meaningful text for <field-description>. This allow AI to generate more better suggestions for your goals.
For tips on how to manage a release, check out our blog here.
Delegation Available for Performance Reviews
Managers can now delegate their performance review tasks to others for a specific time period. It also allows administrators to create delegations on behalf of managers.
From Settings, go to the Delegation tab, this will display a Delegation page where a user can:
Create a delegation request for themselves
View and manage the delegations they created and those created by administrators on their behalf
Accept or decline the delegation requests they received
Go to the delegated task they accepted
Delegation will not display on the side panel if the user does not have the permission to use it.
A Sent and Received tab will be visible.
Delegations Page
On the view for the delegatee, they can see any delegation requests and accept or decline requests.
Delegation Requests Received
On the Admin Center Delegation Management page, an administrator can:
Create a delegation request for users
View and manage the delegations they created on others’ behalf
Admin Features
Delegation Steps
Create Delegation – a request to delegate is initiated by a manager or an admin. The validity period and form template must be identified in the request.
Respond to Delegation – the delegatee receives a notification to act as a delegate. Within Settings, clicking the Delegation tab, details about the request are shown and they may choose to accept or decline the request. The requestor is notified of their decision.
Perform Delegated Task – a Go to Task button is visible on the Delegation page during the validity period. The delegatee can perform the action on the form. The original manager sees the form in their inbox as read-only.
Edit or Cancel Delegation – The delegator may edit the validity period of the delegation or cancel the request.
Complete Delegated Task – The delegatee completes the task and the form moves to the next step in the route map.
Delegation Related Email Notifications
Email notifications are automatically generated in the following steps of the delegation process:
Delegation Created/Pending Action notification goes to the delegatee
Delegation Accepted or Declined notification goes to the delegator and delegatee
Delegation Canceled Manually notification goes to the delegator and delegatee
Delegation Request Auto-Canceled due to Inactivity notification goes to the delegator and delegatee
Delegation Expired notification goes to the delegator and delegatee
Requirements for Delegation
Delegation must be enabled within Company System and Logo Settings. A number of days to automatically cancel a delegation request if no action is taken by the delegatee must be set as well.
Enable Delegation in Company System and Logo Settings
Permissions for Delegating Performance Review Tasks
To allow all managers to delegate, permissions need to be added to their role. If you wish to allow administrators to delegate on manager’s behalf, the admin role will need additional permissions as well.
First let’s review the various roles in a delegation scenario.
Initiators: managers and administrators
Delegators: managers
Delegatees: managers’ peers and those directly above them
Employees: managers’ direct reports
Based on the roles, we will need to add delegation permissions to the various permission roles.
User Permissions >Delegation>Create Delegation Based on Form Templates
Delegators Role:
User Permissions >Delegation>Delegator-Delegatee Relationship, defines who can be selected as the delegatees of a delegator during the delegation creation process.
User Permissions >Delegation>Delegator-Employee Relationship, defines who can be selected as the delegatees of a delegator during the delegation creation process.
Create Performance Reviewer (Delegation) Role
A permission role needs to be created as well, this allows users can access the Performance Management forms delegated to them from the Delegation page. Do not assign the role. It’s expected to be inactive.
Required to allow access of forms from the delegation page:
User Permissions>General User Permission>User Login
User Permissions>Performance>Performance Management Access
Optional
To add, edit or delete goals on the PM form: User Permissions>Goals>Goal Plan Permissions
To view People Profile blocks through links on the form: User Permissions>Employee Data>View (identify the elements to view)
To restrict access to inactive users’ forms: User Permissions>Performance>Restrict Data Access of Inactive Users’ Forms
Delegation Role with Required Permissions
When the delegatee goes to their delegated form, the system automatically grants them the role’s permissions, with the form subject (employee) being the target population.
Enhancement to the Latest My Forms Page for PM Forms
If you are using the latest My Forms Page, there are some improvements for the user’s experience. The My Forms page has updates to form creation, form lists and filters.
Form Creation
The Create Form button is now only visible for users that have permission to create at least one PM or 360 form.
The dropdown list of forms is now grouped by under 360 Reviews and Performance Management. Each heading lists the number of forms available for the category.
Create Form Templates
Form Lists
The number of forms is included in the forms list title.
Form List View with Number of Forms
Filters
Standard and custom filter visibility can be controlled by role. All filters display by default but can be hidden using role based permissions. Enable Use RBP to control visibility of filters on the latest My Forms page in Performance Management Feature Settings.
Performance Management Feature Settings
Then, grant users the User Permissions Performance Form Filters permission to show all or certain filters to them.
Form Filter Permissions
A All or Reports Only filter is available for users with direct reports, matrix reports or HR reports
The Template filter is now dynamic and changes based on templates of forms in a folder, previously all templates were listed
There is a reset button to clear filters
Filters
Performance Management Text Changes
If you aren’t using Talent Intelligence Hub, the filters have been renamed from Attributes to Competencies and Tags to Categories.
For tips on how to manage a release, check out our blog here.
Easier Experience of Nominating Talent Pool Members to a Position
Succession planners can now add successors directly from the talent pool sections on the position card in the Succession Org Chart or in the Position Tile view. This applies to positions associated with talent pools.
Before the latest release, the user had to navigate to the employee’s talent card to begin the nomination process, including searching for the position. Now when the user selects the “Add as successor” button for a member of a talent pool, the Named Successors section expands to view more details before nominating the employee to the position.
Add a Successor from a Talent Card
Succession Text Changes
There are some minor visual changes for Succession. Previously the search box in Talent Search didn’t have a label. Now the search box is labeled Keywords: and the placeholder text has been changed to Enter your keywords.
Updated Talent Search
On the details page of a talent pool, the field to filter the talent pool nominees did not have a label and was in the same line as other filters. Now it is labeled Nominee with Search for nominee in the placeholder text.
Talent Pool Nominees Filter
Now, this field is labeled as Nominee and has placeholder text and it is now placed above other filters.
Succession Notification Card Available in Microsoft Teams
If you are using the integration of SAP SuccessFactors and Microsoft 365, there is a new notification card available for users to review and approve pending nominations to a talent pool.
For tips on how to manage a release, check out our blog here.
Enhancement to latest Development Goals
Users can now view audit history for custom learning activities linked to development goals. Certificates may be uploaded to custom learning activities as well.
Adding or editing a custom learning activity generates an audit history record. The learning activity history shows the type of change, the date of the change, the before and after values of any changed fields, and who made the change. However, a custom learning activity linked to a development goal is not logged in the learning activity’s audit history.
Linked Learning Activity History
Users can upload certificates to a completed custom learning activity, providing the Certifications field is configured in the learning activity template.
View and Upload Certificates
Prevent Removal of Learning Activities from completed Development Goals
In the latest version of Development Goals, it is now possible to prevent users from removing learning activities after their development goals are completed.
In the General Settings of the development goal plan templates in Manage Templates, you will now see an option to prevent the removal of learning activities from completed development goals.
Prevent Learning Activity Removal in Manage Templates
Updates for Career Worksheet
Allow More Roles to Launch Role Readiness Forms in Career Worksheet
If you are still using the legacy version of Career Worksheet, the template can now be configured to allow more roles to launch the Role Readiness form. Up until now, only an employee could launch the form for themselves.
Launching Role Readiness Form
The <permission for=”launch-assessment-form”> setting has to be added in the Career Worksheet template with the roles identified that can launch the Role Readiness form.
Minor Visual Changes for Career Explorer
There are some visual updates made for Career Explorer that are shown below.
The messages on the page description has been enhanced.
Page Description Messages
The Remove Role button is now labeled Not Interested and is now located in the more actions list on the role card.
If there is no job role linked to a job code, the info icon on the role card has been changed to a warning icon, and the tooltip has been changed to There’s no job role linked to this recommended job code, so you can’t view job profile or add it as a target role.
If there is no job profile defined for a job role, the message is: No job profile is available for this job role. However, users can still add the role as a target role in the View Job Profile dialog.
Text Changes for Career Explorer
Explore Recommended Roles in latest Career Worksheet
Users can now see recommended roles in both card and chart views.
In Growth Portfolio, select Explore Career Options which opens a page of recommendations.
Career Explorer
The page has four sections which are shown below.
Top Matches – the systems suggests matches based on:
Skill and attribute ratings
Skills and attributes that are associated with a core or critical tag in Growth Portfolio or marked as Passionate
Next Career Move – displays the next role in the Career Path
Trending Roles – suggests roles with open positions
Roles of People Like You – suggests roles from Career Explorer, if enabled
View More Role Information in latest Career Worksheet
In the latest Career Worksheet, employees have greater visibility into their current, target and recommended roles. Information about job family, incumbents, and organizational career paths are now available.
On the Growth Portfolio page, there is a Roles and Aspirations section where job family information is displayed.
Roles and Aspirations section of Growth Portfolio
On the Role Details page, this information is also available. Here they can also view the number of current employees in the About This Role section. A list of employees in this role displays when the user clicks on the [Number] Employees in This Role. If there are more than 20 employees, users can choose A View All option that appears and the entire list is shown on the Directory Search page.
Role Details page
Similar to the legacy Career Worksheet, the latest version now also allows the user to choose a career path, select a role card and see the details page of the selected role. A role’s peer roles can also be seen through the role card.
Roles Cards in a Career Path
Navigate Career Path
A chart view of recommended roles can be seen by selecting Navigate Career Paths on the Explore Career Options page.
Navigate Career Paths
The employee’s current role is the starting point. Recommended roles include organizational path roles from organizational career paths and personalized path roles that are tightly match with the employee.
There are organizational path and personal path role cards. The organizational path role cards show details on peer roles. The personalized path cards show why certain roles were recommended for them. Recommendation reasons can include same job family, popular role, progression role or open position.
The view also allows switching between current roles. For employees with more than one current role, they may select any of those roles to see the recommendations for that role.
Updates for Mentoring
There are some new features for Mentoring as well.
Manage Administrator Permissions for Mentoring Programs
It is now possible to limit which administrators can manage specific mentoring programs. Go to Manage Mentoring Programs. Within the Administrator Permission Configuration, select a mentoring program and the identify the target administrators who can manage it.
Mentoring Program Admin Permissions
Change Participants in In-Progress Mentoring Programs
Program participants for in-progress open enrollment and unsupervised programs may now be added or removed by the mentoring admin or mentoring program owner.
Remove mentors from mentoring program
Mentors and mentees may also be added to in-progress unsupervised programs.
Mentoring Matched Date Now Available in Reporting
It is now possible to report on the matched date for mentors and mentees in mentoring programs in Table and Story reports. This is helpful to report on the duration of mentoring relationships.
Mentoring Notification Cards Available in Microsoft Teams
If you are using the integration of SAP SuccessFactors and Microsoft 365, there are two new Mentoring notification card available for users.
Mentors are notified to approve or decline employee requests to be a mentor. Mentoring requests from a mentee can also received by a potential mentor.
Mentoring Notification Cards
Updates for AI
AI-Assisted Career Highlights
With the latest Development Goal and AI enabled, employees can see development actions they can take towards their target role.
Using the Generate button on the Boost your career with AI-powered insights! section of a target role’s details page you will see:
Summary which gives an overview of the employee’s current role and target role
Suggestions for Improvement which identifies three growth areas for skills and career development with suggestions for:
Skills and attributes in the category
Keywords of learning courses
Ideal mentor’s position
Suggested development goal with the ability to create a development goal
For tips on how to manage a release, check out our blog here.
Export Calibration Sessions to an XLSX File
Before the latest release, a calibration sessions could only be exported to an XLS file with 256 columns. Now a session can be exported to a XLSX file which supports up to 16,384 columns.
Set Numerical Distribution for Calibration Templates
Previously, distribution guidelines for ratings were percentage-based only. Now numerical distribution rating guidelines can also be set up in Calibration templates. A target number of subjects may be specified for each rating.
Numerical and percentage distribution guidelines in the Data tab of the calibration template under Admin Center >Manage Calibration Templates.
Setting Distribution Guidelines
Things to note about numerical guidelines:
Numerical and percentage-based guidelines can be set for the same rating with the numerical guideline taking priority.
Several numerical distribution guidelines can be set for a rating, but for the same total number of subjects, you can have only one guideline.
In each numeric guideline, a range may be set or the “equal” operator may be used
Numerical Distribution OperatorsNumerical Distribution Guidelines
When templates have identical rating types and scales, the configured distribution guidelines can be retained during template switching.
New Setting for Configuring Autosave
There is a new setting in the Manage Calibration Settings admin tool called Enable Autosave.
Enable Autosave
Changes made in a Calibration session are automatically saved after 30 seconds of inactivity. If this feature is disabled, users need to manually save any unsaved changes.
Turn Off Email Notification for Rating Changes during Session Finalization
It is now possible to turn off an the email notification Notify Calibration Rating Changes during Session Finalization.
When disabled, managers will no longer receive emails about changes to their employees’ ratings after sessions are finalized.
This setting is found under Admin Center>Email Notification Templates Settings.
Disable Rating Change Notification
Background Information Displayed for Concurrent Employment in Talent Card
Previously in a calibration session when viewing the talent card for employees with concurrent employments, only background information related to the corresponding user ID was shown. The background information was displayed based on persons for global assignment, but based on users for concurrent employment.
Now the background information is displayed based on persons for both concurrent employment and global assignment. The talent card now displays all records of background information about a person under each employment.
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