Worklogix Blog

Tag: Talent Management

  • 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 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 Continuous Performance Management

    See what’s new for the latest Continuous Performance Management with the 2H 2025 SAP SuccessFactors Release.

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

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

    Continuous Performance Management

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

    All Responses shown on Feedback Given tab

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

    Search for an activity and link to feedback

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

    In addition, several field lengths have been extended:

    • 4000 characters: Activity Name, Activity Comment, Achievement Name, Meeting Discussion Topic Name, Channel Invitation Note, Feedback Answer
    • 2000 characters: Meeting Note
    • 500 characters: Feedback Topic
    • 250 characters: Feedback Question

    Users can request and review feedback on their activities in any channels where they are the participant

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

    Share Activities Across Channels on Continuous Performance Page

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

    Only the channel participant, who is responsible for completing the activities within a channel, can share them with other channels in two ways. They can also control whether the target channel owners can view and add comments on each activity. This setting is pre-selected as the default.

    • On My Activities with <channel owner’s name> page, select Share Activities button and choose activities that they want to share with another channel in the pop-up dialog.
    Share Activity with Another Channel
    • On the Activity Details page, users may choose channels that they want to share an activity with.
    Share Activity within Activity Details
    • Channel owners can track the source and destination channels of a shared activity through the Channels link in the Shared With: field on the Activity Details page. However, the field and link are only available for activities shared across channels. On the activities overview page, channel owners and participants can see the “shared across channels” icon on the card of activities that have been shared, to distinguish them from those haven’t.
    Share Icon Visible for Shared Activities

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

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

    AI Assistance for Writing Tasks

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

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

  • 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.

  • Highlights of SAP SuccessFactors Performance Management for 2H 2024

    Learn what’s currently available for Performance 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. 

    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.

    Admin Role:

    • Administrator Permissions>Manage Delegation>Delegation Management
    • 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.

    Relabeled Filters

    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 Career Development for 2H 2024

    Learn what’s currently available for Career Development 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. 

    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
    AI Powered Insights

    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 Calibration for 2H 2024

    Learn what’s currently available for Calibration 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. 

    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 Operators
    Numerical 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.

    Latest View of Talent Cards

    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 360 Reviews for 2H 2024

    Learn what’s currently available for 360 Reviews 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. 

    Enhancements to the latest My Forms Page for 360 Reviews

    There are some improvements for the user’s experience when using the latest My Forms page. The My Forms page has updates to form creation, form lists and filters which is also applicable to PM forms.

    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 template dropdown list of forms is now grouped by two categories: 360 Reviews and Performance Management. Each heading lists the number of forms available for the category.

    Create Form Template List

    Form Lists

    The number of forms is included in the forms list title.

    Number of Forms

    Filters

    There are a few changes to the filters available on the My Forms page.

    Limit Filter Visibility by Role

    The standard and custom filters that are seen can be limited based on the user’s role. By default all the filters are shown but can be role based permissions can limit their visibility. To do this , enable Use RBP to control visibility of filters on the latest My Forms page in Performance Management Feature Settings.

    Setting to Control Filters

    Then by role, grant User Permissions>Performance>Form Filters permission to show all or specific filters.

    Permission for Filters

    All or Reports Only filter

    This filter is only available for users with direct reports, matrix reports or HR reports.

    The Template filter is now dynamic

    Options for the Template filter are based on templates of forms in a folder.

    Reset button to clear filters

    The user can reset filters at any time.

    These new features are shown below.

    Filter Options

    Custom Learning in 360 Review Forms

    In conjunction with the latest Goal Management, custom learning activities can now be added, edited, or deleted on 360 Reviews forms.

    Add custom learning activity

    You must ensure that a development goal plan is linked to the form and the plan contains a learning activity template with custom learning activities.

    Enhanced AI-Assisted Writing in 360 Reviews

    There is a AI-assisted writing tool to help generate comments and improve feedback. Both use the context menu of the tool.

    To use this the following requirements must be met:

    • AI-Units license has been purchased
    • AI Services Administration  Assisted Writing with Text Analyzer has been enabled in Admin Center
    • Consent given for the AI Usage Acknowledgment Statement

    Improve My Feedback

    When comments are entered, feedback can be provided in a more concise manner and is related to a competency rating or skill. The user can go through multiple iterations of the updated feedback to find the comments with the best fit.

    Generate Comments

    When there are no comments entered for a competency or skill, six topics are dynamically generated. The user can select one of the topics and have detailed competency or skill related comments created.

    Improve My Feedback

    AI-Assisted Insights into Detailed 360 Reports

    An additional feature when using AI is related to the Detailed 360 reports. A new Overall Insights for 360 Report section has been created. Here you will find a Generate Insights button. The insights relate to the overall form feedback as well as comments for specific competencies or skills.

    Overall Insights

    The overall insights contain the following:

    • Employee Summary which provides a high-level overview of the employee’s performance
    • Key Points to identify strengths and weaknesses of the employee
    • Suggestions for Improvement
    Overall Insights

    Analysis of Skills or Competencies

    There is a View All Comments link which provides a summarized analysis for a skill or competency.

    Sections include:

    • Key Topics
    • Growth Area Suggestions
    • Summary of performance based on ratings and comments
    Skill or Competency Insight

    This view provides more detail about a specific skill or competency and provides guidance for areas of growth.

    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.