Worklogix Blog

Tag: SuccessFactors

  • SAP SuccessFactors Performance Management Form Audit Trail

    SAP SuccessFactors Performance Management Form Audit Trail

    The SuccessFactors performance form has an audit trail on the Form Information page which shows the chronological log of actions, users, and comments as a form moves through the workflow steps.

    The audit trail provides benefits to the organization, the manager and the employee. It provides transparency by showing history of actions taken on the form, acts as legal evidence in disputes and grievance, is useful in error tracking and facilitates internal and external audits by providing traceable documentation.

    Let’s look at what the audit trail delivers.

    There are 2 ways to see the audit trail.

    • The Blue Information icon displays in a user’s inbox in the Actions column.
    Info icon to access the audit trail for a form
    • Within the form, go to Actions at the top of the page and select “Info about this form”.
    View Audit Trail of Form

    The Form Information view displays. The Route Map, Properties and Approval sections display.

    Form Information Page

    The Properties section shows the information present at the time the form was created and includes the user who generated the form, the form subject, type, form title and template and status.

    Form Properties

    The Approval Chain section is comprised of the Routing Map and Audit Trail information for the form.

    Audit Trail for Performance Form

    The Routing Map  section displays the Step Type, Stage, Employee, Step, Status for the form.

    The Audit Trail shows a chronological log of users within the workflow and the actions taken.

    The Audit Trail section entries are created when a form moves from one step to the next and will show you the following information: Currently With, Employee, Action, Comments, Status, Act By. 

    Iterative and Collaborative steps are not shown.

    Entries in the audit trail are only created when a form moves from one step and shows the routing history of the form.

    In the Action column, you can find the changes employees made to a form. Click the link in a step to open a form and view what the form at that step. Employees cannot drill into steps which they do not have permission to.

    Access to the step link is affected by the following two options from Admin Center > Company System and Logo Settings:

    • Everyone can access the revision history of the document. Allows users to access the revision history of each document for which they were on the approval chain. When you select this option, your users can go to the Documents Information page and view a read-only snapshot of the document as it was in each stage of the workflow.
    • Manager can access the revision history of the document. When you select this option, the manager can go to the Documents Information page and view a read-only snapshot of the document as it was in each stage of the workflow.

    However, there is no option to determine whether users have opened the form.

    The Comment column includes the system comments and the e-mail notification comments entered by the sender when sending the form to the next step.

    Email notification and system comments

    If you do not want the sender’s comments to be stored and displayed in the Audit Trail section, go to Admin Center > Company System and Logo Settings, and select “Do not store sender’s comment on workflow action”.

    Advanced Settings of Performance Template

    Reporting

    Reporting can be done on the audit trail records of the form completed steps by using the Audit Trail table in the Performance Management schema in Story reports.

    Reportable fields include step owner, step action, date time when a step was completed, and system and user comments.

    You can also join the Audit Trail table with the Next Route Step and Previous Route Step tables in the Route Entry schema to report on step information.

    In Closing

    The most successful SuccessFactors implementations aren’t defined by how much functionality is turned on—but by how intentionally it’s designed.

    At Worklogix, we help organizations make these decisions with adoption, scalability, and business impact in mind—so talent processes don’t just exist in the system, but actually work in practice. Do you need help implementing or supporting your SAP SuccessFactors system?  Contact info@worklogix.com for assistance.



  • Performance, Talent, and Skills: Designing a Smarter SAP SuccessFactors Experience

    Performance, Talent, and Skills: Designing a Smarter SAP SuccessFactors Experience

    When organizations implement SAP SuccessFactors, the technology is rarely the hard part. The real challenge is making thoughtful design decisions that balance structure, adoption, and long-term value.

    Below are some of the most important considerations we guide clients through when designing Performance & Goal Management, Dynamic Teams, Talent Development, and Talent Intelligence Hub (Skills/Competencies)—based on real-world implementations and leading practices.

    Performance & Goal Management: Structure with Purpose

    One of the earliest decisions organizations face is whether performance reviews will include ratings.

    Leading practice is yes—most organizations use a 5-point scale. While SuccessFactors allows flexibility (3-point, 5-point, or even custom scales), odd-numbered scales tend to drive clearer differentiation. Rating labels can be fully text-based for managers and employees, while numeric values still operate behind the scenes to support analytics and downstream processes.

    If an organization chooses to go ratingless, it’s important to pause and ask:
    How will performance inform compensation, succession, and talent decisions?
    Ratingless models require stronger narrative rigor and often more mature processes to remain effective.

    Continuous Performance Management

    SuccessFactors offers two complementary capabilities:

    • Continuous Feedback – A leading-practice recommendation to enable from day one. It encourages real-time recognition and coaching without adding administrative burden.
    • Continuous Performance (Activities & Achievements) – Best positioned as a longer-term goal (in our opinion). While powerful, many organizations find it overwhelming at launch when layered on top of formal goal-setting and year-end reviews.

    The key is adoption: more functionality doesn’t always mean better outcomes.

    AI in Performance & Goals

    AI-assisted capabilities can enhance goal writing, feedback quality, and review consistency. While additional licensing may be required, these tools are increasingly part of forward-looking performance strategies and worth evaluating early.

    Dynamic Teams & OKRs: Flexibility for Modern Work

    Dynamic Teams enable organizations to form teams outside traditional hierarchies and manage work using Objectives and Key Results (OKRs).

    This functionality can be incredibly valuable for project-based or matrixed organizations—but it’s also newer within SuccessFactors. For some clients, it makes sense to adopt immediately; for others, it’s a strong candidate for a future phase, as SAP continues to expand its capabilities.

    The guiding question we recommend asking is simple:
    Will this add clarity and alignment—or complexity?

    Typically, this is not a Day 1 feature turned on at our customers.

    Career & Talent Development: Turning Data into Decisions

    The 9-Box Grid

    The standard 9-box within Succession Management remains a cornerstone of talent reviews. Leading practice uses:

    • 3 sustained performance ratings
    • 3 potential ratings

    If performance ratings are based on a 5-point scale, organizations must define how those ratings translate into the 3-point performance dimension of the 9-box (hence, our key addition of “sustained” performance).

    Ownership matters too. Mature organizations typically empower managers to place employees into the grid, while others may rely on executives or HR Business Partners until readiness increases.

    Talent Reviews & Presentations

    The most effective talent reviews integrate the 9-box directly into structured discussions, often using SuccessFactors Presentations to support consistency and executive visibility.

    Successor Readiness

    Leading practice readiness definitions include:

    • Ready now
    • Ready in 1–2 years
    • Ready in 3–5 years

    SuccessFactors also supports Emergency Replacement, identifying immediate successors in the event of an unexpected vacancy—an increasingly important capability for critical roles.

    Learning & Development Integration

    Day-one value comes from allowing employees to link learning activities directly to development goals.
    More advanced organizations later expand this by associating competencies with learning, enabling targeted searches and more personalized development paths.

    Calibration: Aligning Decisions Across the Organization

    Calibration ensures fairness and consistency. Leading practice is to use both:

    • Performance Calibration – Focused on performance ratings
    • Succession Calibration – Focused on 9-box placement

    When used, calibration steps should be intentionally embedded in the route map, not treated as an afterthought.

    Opportunity Marketplace: Making Talent More Visible

    Opportunity Marketplace connects employees to:

    • Learning activities
    • Mentoring
    • Projects
    • Internal job opportunities

    When integrated with Learning, Talent Development, and Recruiting, it becomes a powerful tool for mobility and engagement. AI-driven opportunity recommendations can further enhance adoption, though licensing considerations may apply.

    Talent Intelligence Hub: Building the Skills Foundation

    Skills & Competencies

    A successful Talent Intelligence Hub implementation starts with clarity:

    • What skills matter?
    • What competencies define success?
    • Are there existing catalogs—or do they need to be rationalized?

    Leading practice is to focus initially on skills and competencies only, deferring additional attributes (traits, behaviors) until integration maturity improves across the suite.

    Job Profile Builder

    If possible, jobs in Employee Central should map 1:1 to job roles in Talent. Skills and competencies are mapped at the job level (within Job Profile Builder)—not the job level hierarchy itself—an important distinction for accurate modeling.

    Growth Portfolio

    Growth Portfolio defines how skills live at the employee level. For initial releases, leading practice is:

    • View-only access for employees and managers
    • No self-selection of skills without approval workflows

    More advanced edit and approval models can be introduced later, once governance and definitions are well established.

    Final Thought

    The most successful SuccessFactors implementations aren’t defined by how much functionality is turned on—but by how intentionally it’s designed.

    At Worklogix, we help organizations make these decisions with adoption, scalability, and business impact in mind—so talent processes don’t just exist in the system, but actually work in practice. Do you need help implementing or supporting your SAP SuccessFactors system?  Contact info@worklogix.com for assistance

  • SAP SuccessFactors: Prepping for the New Performance Review Cycle

    SAP SuccessFactors: Prepping for the New Performance Review Cycle

    Find out ways for an admin to prepare for the launch of yearly performance forms to make it a more meaningful experience for everyone.

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

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

    Preparation for the New Plan Year

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

    Update/Prep the System

    • Make sure your data is current
      • Update any reporting relationships so that the forms will flow to the correct employees’ managers. If any managers are on leave, make sure their direct reports have a new reporting relationship.
      • Make sure any job changes and pending actions are completed so the forms will reflect current titles and reporting relationships.
    • Test your form in a controlled environment to ensure it works as expected.

    Communicate, Communicate, Communicate

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

    Training

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

    Ready for Launch

    Review the performance review template one final time and make sure everything is ready to go.

    • If the template is copied from the prior year, ensure that the correct goal plan is linked to the template and any references to the prior plan year are updated to the new plan year
    • Make sure the correct route map and rating scale are linked
    • Make sure the route map has any prior year dates and verbiage updated
    • Verify step due dates on route map are correct, if using
    • Make sure the advanced settings reflect the current year
    • Verify launch date and group of employees that the forms are being launched for
    • Verify email notifications are enabled and the text contained in the emails is correct and instructional
    • If forms will auto route to the next step based on the step due date, ensure that the nightly auto route job is set up to run

    During the Review Process

    • Track timely completion of reviews. You can create an ad hoc report to check what steps forms are in. If a step due date is approaching and forms are not moving, it can be a signal to send out communication to remind users to work on their forms.
    • Provide guidance. Questions will arise and in order to make the process run more smoothly, be prepared to answer questions, route forms and troubleshoot as needed.

    Post-Review Follow-up

    Once the review cycle is completed, it is time to reflect and prepare for the next cycle.

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

    By following this checklist, admins can ensure that the year-end performance review process is thorough, efficient, and effective, benefiting both employees and the organization.

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

  • SAP SuccessFactors: Performance Form Design Flaws and How to Avoid Them

    SAP SuccessFactors: Performance Form Design Flaws and How to Avoid Them

    Learn the pitfalls to avoid in order to create a performance form that is impactful and provides clarity, evidence, balance, and has a future focus.

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

    What Not to Do #1

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

    What to Do Instead #1

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

    What Not to Do #2

    Use vague ratings.

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

    What to Do Instead #2

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

    What Not to Do #3

    One Size Fits All Form

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

    What to Do Instead #3

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

    What Not to Do #4

    Make form too long and have too many steps

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

    What to Do Instead #4

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

    What Not to Do #5

    Use of Generic Competency Frameworks

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

    What to Do Instead #5

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

    What Not to Do #6

    Have Forms Built for HR

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

    What to Do Instead #6

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

    What Not to Do #7

    Have Unusable Output

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

    What to Do Instead #7

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

    Overall Tips for a Better From

    Make the form operational:

    • Provide clear, concise feedback
    • Have a balanced discussion: talk about strengths, but don’t neglect areas that are opportunities for growth
    • Create a path forward which identifies clear expectations, of view of what success looks like and how it is measured
    • Be fair and consistent in the assessment; avoid bias, assumptions, and judgments
    • Have a two way dialog with opportunity to ask questions, discuss challenges, invite reflection

    You should now be on your way to crafting a well created performance form. Just remember that it should be comprehensive in that it assess an employee’s performance, encourages their growth, and support the organization’s mission.

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

  • Highlights of SAP Successfactors 2H 2025 Release Updates for Platform

    Highlights of SAP Successfactors 2H 2025 Release Updates for Platform

    Learn what’s new Platform features available with the 2H 2025 SAP SuccessFactors Release. The updates will be in production November 14-16.

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

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

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

    Keep reading to discover more of what is now available.

    Enhancements to Profile Preview and Spotlight of the Latest People Profile

    Updates to the Home Page Experience

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

    New Home Page

    Profile Header Updated

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

    Header Collapsed and Pinned

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

    Three Additional Fields May be Added to the Profile Header

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

    Additional Fields Added to Profile Header

    Quick Access to Profile Preview

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

    Access to Profile Preview using Icon

    Upload Background Images

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

    Analytic Cards on the Home Page

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

    Analytic Cards on the Home Page

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

    Direct reports view include photos, names and titles.

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

    Advanced People Search

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

    The Global Header People Search uses the enhanced Autocomplete Search.

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

    Directory Search

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

    User Search

    Option to Delete Scheduled Job on My Jobs Page

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

    Delete Scheduled Job

    Visual Changes Across the Platform

    Throughout the system there are text, icon and label changes. Here are just a few of the updates.

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

    Scheduled Job Manager Supports Time Zones

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

    Time Zone Selection when Scheduling Job

    New Deeplink Parameters for Full Profile Navigation

    There are more parameters in deep links to directly access the Full Profile cards.

    • cardId=<card Id>: link to go directly to a card’s detail page
    • mdfObjectType=<custom MDF object type, to access a custom MDF object card
    • backgroundElementId=<custom Background Element Id>to go to a Background Information card’s details page

    Delegation Request Card on Home Page

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

    Delegation Requests on Home Page

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

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

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

  • Highlights of SAP Successfactors 2H 2025 Release Updates for Career Development

    Learn what’s currently available for Career Development with the 2H 2025 SAP SuccessFactors Release.

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

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

    Check out what’s new for Career Development.

    Enhancements to the Employee View in the latest Career Worksheet

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

    Highlights include:

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

    Enhancements to Manager View in Latest Career Worksheet

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

    On the Summary tab of the Team View page in Growth Portfolio, managers have better visibility into employees’ career development, including:

    • View employees’ unrated skills and attributes
    Unrated Skills and Attributes
    • View employees’ development activities linked to specific skills and attributes
    Development Activities linked to Skills and Attributes
    • View their team’s target roles when granted the private-access permission in the Career Worksheet template.

    Option to Disable Legacy Career Worksheet

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

    View Development Goals in Latest Career Worksheet

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

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

    Development Goals on Role Details page

    View In-Progress Opportunities in Latest Career Worksheet

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

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

    In-progress opportunities on role detail page

    View Recommended Assignments and Learning Opportunities for Development Goals

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

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

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

    Users can bookmark recommended assignments and learning opportunities.

    Linked Assignments

    Features Now Available with AI units license

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

    AI-Assisted Career Insights for Current Role

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

    There is a new Unlock your potential with AI-powered insights! section on a current role’s details page which includes:

    • Role name and description
    • Skills and attributes associated with the role
    • Current and expected proficiency levels for these skills and attributes
    • Skills and attributes added to the employee’s Growth Portfolio
    AI Career Insights

    The insights are grouped into sections:

    • Summary which is a high-level overview of the employee’s current role
    • Suggestions for Improvement which identifies two growth areas for upskilling and career development with achievable suggestions for skills and attributes in the category, learning courses keywords, ideal mentor’s position, suggested development goal
    • Career Directions which are tailored career paths with a link to view recommended job roles

    AI-Assisted Writing Available in Custom Learning Activities

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

    AI-Assisted Writing

    Create Development Goals with AI Based on Roles and Interests

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

    • Create goals from roles
    • Create goals from interests
    New personalized goal creation options using AI

    Data Referenced Section Available in AI-Assisted Career Insights

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

    Data Referenced section of target role’s detail page

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

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

  • Highlights of SAP Successfactors 2H 2025 Release Updates for Calibration

    See what’s currently available for Calibration within Performance Management with the 2H 2025 SAP SuccessFactors Release.

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

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

    Calibration

    Auto Activate Calibration Sessions

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

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

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

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

    This screenshot shows that you can create job requests at Admin Center > Scheduled Job Manager to auto-activate sessions.

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

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

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

    Comments from Other Calibration Sessions

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

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

    Comments from this session and other sessions

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

    Remove Inactive Subjects from Calibration Sessions

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

    Inactive Subjects Removal from Calibration Session

    Display Extra Fields in Bin and Matrix Views

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

    Impact of Using Extra Fields for Views

    Track Rating Changes in Calibration Sessions

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

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

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

    View Rating Change History

    Bin width adjustments automatically saved

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

    Changes Auto Saved

    Exclude Contingent Workers when Creating Calibration Sessions

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

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

    Once enabled, contingent workers are automatically removed from the list of participants and subjects when you create sessions using:

    • Manage Calibration Sessions tool. After searching for users through the org chart or advanced search and then adding the selected users as participants and subjects, a warning message will appear if any contingent workers are included. Message will include which contingent workers been removed
    • Manager created sessions on the Calibration landing page
    • Sessions created via a CSV file

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

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

  • Highlights of SAP Successfactors Succession for 2H 2025

    Learn what’s currently available for Succession with the 2H 2025 SAP SuccessFactors Release. The updates will be in production November 14-16.

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

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

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

    Show Person-Based Nominations on Talent Card and People Profile

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

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

    Succession Card Nominations for Multiple Employment

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

    Nominations in People Profile

    Access Inactive Employees in Talent Pools Based On Target Population

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

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

    When the setting is enabled, Inactive employees in the target population appear in:

    • Talent pools
    • Position card in the Talent Pools section
    • Talent card in the Talent Pool Nominations section
    • Latest People Profile in the Talent Pool Nominations card or in the legacy People Profile in the Current Nominations block
    • Talent search results for talent pools

    Admin Tool Matrix Grid Rating Scales Universally Available

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

    Enhanced Suggested Successors Feature

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

    Role Readiness Explanation

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

    Filter Position Tile View with Foundation Objects

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

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

    Adding Foundation Type Filters for Position Tiles

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

    Separate Permission Control for Viewing Nomination History

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

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

    Child permissions have been added:

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

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

    Sort Succession Org Chart by Position or Employee Title

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

    Succession Org Chart Sorted by Position Title

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

    To enable this sorting:

    MDF or legacy position-based nomination method

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

    For the role-person nomination method

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

    AI-Assisted Successor Recommendation

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

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

    Successor Recommendations Settings

    When settings for both are set, generative AI uses the following data to recommend successors:

    • Position-related job families, roles and profile in Job Profile Builder
    • Skills and competencies in the Growth Portfolio
    • Job information and external work experience in People Profile

    In the Suggested Successors list, hover over an employee and use the Add button to nominate them as a successor. Once the employee is nominated, they are removed from this suggested list. Users can also choose the information icon to view why the employee is suggested in a popover dialog. The dialog contains up to four sections:

    Detailed Successor Recommendations

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

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

  • My top curiosities going into SuccessConnect 2025

    My top curiosities going into SuccessConnect 2025

    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.

    1. 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.
    2. 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.
    3. 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.
      • Earlier this year, I wrote a blog Top 5 tips when Implementing SAP SuccessFactors Onboarding 2.0 it’s a quick read and could help some out!
    4. 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.
    5. 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.

    Worklogix

  • Highlights of SAP SuccessFactors Latest Goal Management for 2H 2024

    Learn what’s currently available for the latest Goal Management with the 2H 2024 SAP SuccessFactors Release.

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

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

    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:

    <switches>

    <switch for=” turnoff-add-personal-goal-button” value=”on” />

     </switches>

    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.

    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.