PUBLIC

Document Version: 2H 2022 – 2023-03-14

Implementing and Using Diversity and Inclusion

Features in SAP SuccessFactors
© 2023 SAP SE or an SAP affiliate company. All rights reserved.

THE BEST RUN  

Content

1 Change History. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

2 What is Business Beyond Bias? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

3 Core HR Processes and Systems. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10

3.1 Salary. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
HRIS Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
User Permissions Relevant for Employee Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12
Setting Up the Succession Data Model. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27
XML Examples (Person and Employment Objects). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
Foundation Objects for Handling Pay-Related Areas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
Pay Scale Structure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
3.2 Keeping the User Directory and Org Chart Up to Date. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .58

4 Workforce Analytics and Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60

5 Job Analyzer for Recruiting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .61

5.1 Enabling Job Analyzer Using Upgrade Center. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .61
5.2 Feature Details of Job Analyzer Tool. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63
Salary Section in Job Analyzer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64
Gender Bias Section in Job Analyzer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
Recommended Skills Section in Job Analyzer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67
Feedback Data in Job Analyzer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68
Machine Learning Notes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .69

6 Applications and Hiring. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70

6.1 Searching for Jobs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71
6.2 Configuring Search Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72
6.3 Source Reports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .72
6.4 Posting Multi-location Job for Recruiting Marketing. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74
6.5 assessment-scale Element. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74
6.6 Assessment Integration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .75
Job Requisition Template: Hard Stop Field for Assessment Integration. . . . . . . . . . . . . . . . . . . . . . . 77
Supported Vendors (External Partner Codes). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77
Working with Assessment Integration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 80
6.7 Interview Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82
Configuring Interview Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 83
Working with Interview Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 86

Implementing and Using Diversity and Inclusion Features in SAP SuccessFactors

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6.8 Applicant Status. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 91
Configuring the Base Status Set. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 92
Creating an Applicant Status Set. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .93
Configuring a Status in an Applicant Status Set. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 95
Applicants in the Applicant Status Workflow. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 96
Applicant Status Frequently Asked Questions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 99
Integration of Recruiting with Employee Records in Employee Central. . . . . . . . . . . . . . . . . . . . . . . 100

7 Building Job Profiles for Applications and Hiring. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 107

8 What is Job Profile Builder?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 109

9 Comparison of Job Description Manager and Job Profile Builder. . . . . . . . . . . . . . . . . . . . . . . . . .110

10 Enabling Job Profile Builder in Provisioning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .112

10.1 Using Check Tool for Job Description Manager and Job Profile Builder. . . . . . . . . . . . . . . . . . . . . . . . . 113
List of Supported HTML Tags in Competency Descriptions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115
10.2 Migrating from Job Description Manager to Job Profile Builder. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .115

11 Security and Visibility for Job Profile Target Role-based Permissions. . . . . . . . . . . . . . . . . . . . . . 117
11.1 Setting Up Job and Skills Profile Visibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 118
11.2 Setting Up Visibility for Skill Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 118
11.3 Setting Up Visibility for Rated Skills. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119

12 Setting Up Role-Based Permissions for Job Profile Builder. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120

12.1 Setting Up Permissions for Manage Job Profile Builder. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121
12.2 Setting Up Permissions for Job and Skills Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 123
12.3 Setting Up Permissions for Skill Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 123
12.4 Setting Up Permissions for Rated Skills. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 124
12.5 Setting Up Additional Permissions for Job Profile Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 125

13 Configuring Skill Profile in People Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 126

14 Configuring Skills Profile Block for People Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 128

15 Adding Job Families and Roles from SuccessStore. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 129

15.1 Adding Job Families Without SuccessStore. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 130
15.2 Creating Job Roles Without SuccessStore. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 130
15.3 Relationship between Family, Roles, and Job Codes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .131

16 Job Profile Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 133

16.1 Creating a New Job Profile Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 133
16.2 Configuring Sections for Your Job Profile Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134

17 Job Profiles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .136

17.1 What You Need to Know About Creating Job Profiles Without Workflow. . . . . . . . . . . . . . . . . . . . . . . . 136

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 Creating Job Profiles Without Workflow. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 137
17.2 Using Workflow for Creating and Approving Job Profiles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 139
Configuring Job Profile Builder Workflow. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 140
Setting Up Workflows to Appear on To-Do Lists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 141
Creating Your Job Profile with Workflow Enabled. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 142
Approving Job Profile Workflow Requests. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 144
17.3 Tips for Creating Job Profiles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 145

18 Creating Job Profile Content. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 147

18.1 Job Profile Builder Content Types. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 148
18.2 Adding Job Profile Content from UI. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 150
18.3 Job Profile Builder Content Object Associations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 152
18.4 Job Profile Objects Dependencies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 152
18.5 Introduction to Skills. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 154
Creating Skills Using UI. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 155
Using SuccessStore to Create Skills. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 156
Adding Proficiencies for Skills. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 157
Self-Ratings in Skill Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 157
18.6 Competencies and Behaviors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 157
Adding Competencies from the UI. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 159
Job Profile Builder Competency Types . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .159
18.7 Creating Content Using Import and Export Process. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 163
Exporting Your Job Profile as a Template Using Manage Job Profile Content Import/Export . . . . . . . . 165
Exporting Your Job Profile Data Using Manage Job Profile Content Import/Export. . . . . . . . . . . . . . . 166
Importing New Job Profile Content Using Manage Job Profile Content Import/Export . . . . . . . . . . . . 167
More About Using Monitor Job Tool for Validating Exports and Imports. . . . . . . . . . . . . . . . . . . . . . 168

19 Mapping Job Profile Content. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .170

19.1 Viewing Job Code Link in Employee Profile for Mapped Job Classifications. . . . . . . . . . . . . . . . . . . . . . 170
19.2 Mapping Job Profile Content Using Job Profile Builder Manage Job Profile Content Import/Export
Process. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .171

20 Mapping Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .172

20.1 More About Mapping Job Codes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 172

21 Assigning Behaviors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 173

21.1 Assigning Behaviors to Competencies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 173
21.2 Assigning Behaviors for Role-Based Competencies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .174
21.3 Weights and Ratings for Behaviors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 175

22 Job Profile Acknowledgment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 176

22.1 Configuring Job Profile Acknowledgment Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 176
22.2 Viewing the Job Profile Acknowledgment Report. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 177

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23 Appendix And Troubleshooting Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 179
23.1 Using Job Description Manager and Job Profile Builder. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 179
Differences Between Job Description Manager and Job Profile Builder. . . . . . . . . . . . . . . . . . . . . . 179
23.2 General Troubleshooting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 180
Text Limitation Errors When Creating Job Profile Content. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 180
23.3 Troubleshooting Imports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 181
Troubleshooting Tips Using Manage Job Profile Content Import/Export. . . . . . . . . . . . . . . . . . . . . . 181

24 People Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 183

24.1 Configuring Cascader Role. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .184
24.2 Goal Section. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 187
24.3 Competency Section. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 191
24.4 Goal Plan Template Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 194
24.5 Adding a New Competency Library. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 196
24.6 Utilizing 360. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 197
Views in Detailed 360 Report. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 197
Example: Making a 360 Anonymous for Some and Named for Others. . . . . . . . . . . . . . . . . . . . . . . 202
Configuring Instructions on the Detailed 360 Report. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 205
Anonymous View for Named 360s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 206
24.7 Integrating with Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 206
24.8 Team Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 208
24.9 Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 212
Table Field Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .212
Table Column Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 213

25 Developing Employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 215

26 Overview of Career Development Planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 216

26.1 Enabling Career Development Planning in Provisioning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 218
26.2 Integration with SAP SuccessFactors Learning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .219
Setting Up and Enabling the Transcript Feature. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 219
Accessing the Transcript Feature. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 221
Learning History/Curricula Block. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 221
26.3 Role-Based Permissions for Career Development Planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 222
26.4 Transcript Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .222
Configuring the Transcript Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 224
Adding a Learning Activity to a Development Goal. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 229
Deleting a Learning Activity in Career Development Planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 230
Learning Activity Status. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 230
26.5 Configuring Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .231

27 Development Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 233

27.1 Development Goal Plan Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 233

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27.2 Linking Development Goals to Competencies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 234
27.3 Enabling Coaching Advisor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 238
27.4 Showing Achievements Linked to Development Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 239

28 Role Readiness. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 241

28.1 Calculation Options. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 241
Summing up Number of Ready Competencies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 241
Averaging out Competency Readiness. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 242
28.2 Configuring Calculation Option in Career Worksheet Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 243
28.3 Specifying Competency Rating Source for Role Readiness Calculation. . . . . . . . . . . . . . . . . . . . . . . . .244
28.4 Self-Assessment Form for Role Readiness. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 245
28.5 Enabling Self-Assessment for Role Readiness. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 247

29 Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .249

29.1 Enabling Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 249
29.2 Permissions for Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 249
Granting Access Permission to Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .250
Granting Access Permission to Career Worksheet Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 251
Permission Settings in Career Worksheet Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 252
29.3 Career Worksheet Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 255
Configuring Template to Show Development Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 256
Configuring Template to Show or Hide Behaviors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 257
Configuring Template to Hide Current Employees and Open Positions. . . . . . . . . . . . . . . . . . . . . . .258
29.4 Configuring Families and Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .259
29.5 Suggested Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 261
Granting Permissions for Suggested Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 262
Configuring Suggested Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 263
Enabling Filters for Suggested Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 264
29.6 Links to SAP SuccessFactors Learning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 265
29.7 View of Career Path in Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 266
29.8 Configuring Links to Preferred Next Move in People Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 267

30 Mentoring. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 269

31 Calibration Alerts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 271

31.1 Prerequisites for Calibration Alerts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 272
31.2 Setting up Calibration Alerts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 273
Configuring Calibration Alert Messages in the System. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 274
Configuring Calibration Alert Rules in the System. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 275
Applying the Calibration Alert rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 282
31.3 Using Calibration Alerts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .283
Regenerating Calibration Alerts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .285
31.4 Ad Hoc Reports on Calibration Alerts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 285

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32 Rewarding Employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .286

33 Promoting Employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 287

33.1 Requirements for Performance Management Configuration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 287
33.2 Calibration Sessions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 288
Basic Info. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 290
People. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .291
Validation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 292
Calibration Session Performance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 293
33.3 Configuring the Data Model. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 293
Rating Elements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 294
Display Options. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 294
Filter Options. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 295
Calibration History Block. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 295
33.4 Talent Search. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 296
33.5 Calibration Views. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 296

34 Onboarding Employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .302

34.1 About Onboarding 1.0 Mobile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 302
Enabling Onboarding 1.0 Features on the Mobile App. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 305
Configuring the Onboarding Program on the Onboarding Mobile App. . . . . . . . . . . . . . . . . . . . . . . 306

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1 Change History

Learn about changes to the documentation for Diversity and Inclusion Configuration Guide in recent releases.

2H 2022

Type of Change Description More Info

Changed We updated the product name for On­ Onboarding Employees [page 302]
boarding features.

1H 2022

Type of Change Description More Info

Changed We revised the information on Job Ana­ Job Analyzer for Recruiting [page 61]
lyzer for Diversity and Inclusion

2H 2020 - Present

Type of Change Description More Info

None We did not update this document.

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2 What is Business Beyond Bias?

You can configure and use your SAP SuccessFactors solutions to reduce biases and embed diversity, inclusion, and
equity directly into your HR processes. SAP SuccessFactors technology supports the full range of talent processes
for your HR professionals, managers, and employees, but can be leveraged to create talent processes to allow you
to detect, prevent, and eliminate influence of bias across all talent decisions you make.

Diversity and inclusion are not new challenges for organizations, but changes in the global workforce and the way
we work have pushed diversity from being a philanthropic, nice-to-have component of organizational culture to an
economic and business imperative. Despite increased attention and investment in this important area, business
leaders are not seeing the long-lasting results they need, and bias is to blame. Unconscious bias can influence
every aspect of the talent lifecycle, impeding your diverse talent from accessing the opportunities they need to
cultivate long-lasting, satisfying careers with your company.

Related Information

Diversity & Inclusion e-Book

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What is Business Beyond Bias? PUBLIC 9
3 Core HR Processes and Systems

Processes and systems in human resources lay the foundation of inclusiveness.

Core HR processes, such as organizing jobs, tracking employees, and administering payroll and benefits, can
enhance or detract efforts to increase gender equity. The main areas to update for gender inclusiveness revolve
around employee identification, job structure, and data access.

• Utilize Employee Central localization services that allow you to identify employees in a way that fits with
national custom (e.g., name fields that differ by country, employee ID that follows national guidelines, address
format, etc.).

 Note

Review configuration and cultural specific information related to an individual country in the Country
Specifics guide.

• Turn on “name pronunciation” feature in EC.

• Utilize localization services to allow employees to craft their “HR system experience”—configurable languages,
time zones, currency, bank info, etc.
• Utilize Job Profile Builder to determine most important elements of a job.
• Utilize Employee Central data entry and reporting to get the insights you need to inform your diversity strategy
(for instance, reporting on gender data, although localization services are needed here as well to ensure you
are compliant with legislation in different locations).
• Configure the Employee Profile view to have equity-relevant information. For instance, having a manager able
to see in an employee’s snapshot where her salary stands vs. the average in her pay grade.
• Utilize contingent labor labels in Employee Central; bring contingent labor into the org chart.

3.1 Salary

3.1.1  HRIS Fields

This lists the mandatory fields for the HRIS elements in the Corporate Data Model. HRIS fields correspond to fields
on the UI.

For this HRIS element in the Corporate Data Model... ...this HRIS field is always required:

corporateAddress country

dynamicRoleAssignment person

eventReason event

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 For this HRIS element in the Corporate Data Model... ...this HRIS field is always required:

frequency annualizationFactor

payComponent payComponentType

payRange frequency

wfConfigCC actorRole

actorType

context

wfConfigContributor actorRole

actorType

context

wfStepApprover approverRole

approverType

context

For this HRIS element in the Succession Data Model... ...this HRIS field is always required:

compInfo currency-code

emailInfo email-address

email-type

employmentInfo end-date

start-date

globalAssignmentInfo company

end-date

assignment-type

planned-end-date

imInfo im-id

jobInfo job-code

company

business-unit

jobRelationsInfo relationship-type

rel-user-id

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For this HRIS element in the Succession Data Model... ...this HRIS field is always required:

nationalIdCard card-type

national-id

isPrimary

country

payComponentNonRecurring pay-component-code

value

pay-date

payComponentRecurring pay-component

frequency

paycompvalue

pensionPayoutsInfo company

end-date

personalInfo first-name

last-name

personRelationshipInfo relationship-type

phoneInfo phone-type

phone-number

workPermitInfo issue-date

3.1.2  User Permissions Relevant for Employee Central

This section explains which user permissions are required in Employee Central.

Under User Permissions, the following permission categories are relevant for Employee Central:

• Employee Data
• Employee Central Effective Dated Entities
• Employee Views

In the following sections, you can find more information about each of these categories.

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Employee Data

Under Employee Data, the following sections are relevant for Employee Central:

• HR Information
• Employment Details
• Global Assignment Details
Only available if you have activated global assignments in the Admin Center.
• Pension Payout Details
Only available if you have activated pension payouts in the Admin Center.
• HR Actions
• Future Dated Transaction Alert
• Transactions Pending Approval
• View Workflow Approval History
• Pay Component Groups
• Pay Components

 Note

For more information about permissions for compensation, see the Implementing and Configuring Employee
Payments in Employee Central guide on the SAP Help Portal

Navigate to SAP SuccessFactors Employee Central Implementation Implementing and Configuring

Employee Payments in Employee Central

• View
• Edit

Here you can find more information to each of these sections:

HR Information

Here you assign permissions for portlets that refer to non-effective dated entities for Employee Central. Non-
effective dated means that the history for the changes will not be maintained (for example, for Phone Information).

The entries listed here refer to the different portlets that have been defined as HRIS elements in the Succession
Data Model. You can choose these permissions:

• View: The user can see the portlet.

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• Edit: The user can edit the portlet on the Personal Information or Employment Information page by clicking the
Edit link in the portlet:

Note that the labels depend on the labels defined in the Succession Data Model. If you have taken over the
standard Succession Data Model, the following entries are displayed under HR Information:

This HR Information entry... ...refers to this HRIS element:

Biographical Information personInfo

National ID Information nationalIdCard

Phone Information phoneInfo

Email Information emailInfo

Business Email Address This entry is an exception: It refers to the Email Type field of
the emailInfo HRIS element, where you can select the type
Business:

It is listed here because normally every employee needs a busi­

ness email address. If a company assigns the email addresses
to the employees and does not want them to be editable by the
employees, select only View permission here.

Social Accounts Information imInfo

Primary Emergency Contact emergencyContactPrimary

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 This HR Information entry... ...refers to this HRIS element:

Direct Deposit directDeposit

 Note

Starting with the Q3 2015 release, the Payment Informa­

tion object must be used.

Spot Bonus payComponentNonRecurring

Here you define the permissions for the manager:

• Select View to allow the user to view the Spot Bonus port­
let on the Employment Information page.
• Select Edit so that the user can navigate from the Employ­
ment Information page to the Update Employee Records
page using the Take Action button:

 Note

You can assign approval workflows for changes done on

the Update Employee Records page.

Spot Bonus Edit Action payComponentNonRecurring

Here you define the permissions for the employee for changes
done on the Employment Information page.

Payment Information paymentInfo

Work Permit Info workPermitInfo

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This HR Information entry... ...refers to this HRIS element:

Global Assignment Details globalAssignmentInfo

This entry is only relevant if you have activated Global Assign­

ments Management in the Admin Center.

You can find more information in the Global Assignments

Guide.

Select Edit to allow the user to manage global assignments

on the Update Employee Records page using the Take Action
button.

 Note

You can assign approval workflows for changes done on

the Update Employee Records page.

Pension Payout Details pensionPayoutsInfo

This entry is only relevant when you have activated pension

payouts in the Admin Center.

You can find more information in the Pension Payouts Guide.

• Select View to allow the user to view the Pension Payout

Details portlet on the Employment Information page.
• Select Edit to allow the user to manage pension payouts
on the Update Employee Records page using the Take
Action button.

 Note

You can assign approval workflows for changes done on

the Update Employee Records page.

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Employment Details

This section refers to the Employment Details portlet. Listed here are the fields from the Succession Data Model
for the HRIS element employmentInfo. Only the HRIS fields with visibility "both" or "view" are available for setting
permissions. Termination-related fields are also included. There are these exceptions:

For this Employment Details entry... ...select this permission:

Employment Details MSS For the manager:

• View to allow the manager to view the Employment Details

portlet.
• Edit to allow the manager to navigate from the Employ­
ment Information page to the Update Employee Records
page using the Take Action button.

 Note

You can assign approval workflows for changes done on

the Update Employee Records page.

Employment Details Edit For the employee:

• View to allow the user to view the Employment Details

portlet on the Employment Information page.
• Edit to allow the user to edit the portlet on the
Employment Information page by clicking the Edit link in
the portlet.
Note that workflows cannot be assigned for changes done
this way.

Add new Employment For the user who is allowed to add multiple employments for
one employee:

Edit.

Please note that Concurrent Employment Management needs

to be enabled in the Admin Center to use this function. For
more information on enabling this feature, see Configuring Em­
ployee Central Settings [page 26].

Bonus Pay Expiration Date This field is listed here because of a functional limitation of
the role-based permissions framework. Hide this field from the
user interface by deselecting View and Edit.

It is called a functional limitation because it actually belongs

to the Termination Information portlet. The permissions are
included because it required field permission rather than per­
mission for the whole portlet.

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For this Employment Details entry... ...select this permission:

Change primary Employment The field defines whether the admins are allowed to change the
employment classification of an employee in the Employment
Details rather than in the Manage Data UI.

Global Assignment Details

This section refers to the Global Assignment Details portlet. You can set field-level permissions for the fields from
the Succession Data Model for the HRIS element globalAssignmentInfo. In addition, you can set the following
permissions:

For this Global Assignment Details entry... ...select this permission:

Global Assignment View Portlet View to allow the user to view the Global Assignment Details
portlet on the Employment Information page.

Only View is applicable here; Edit has no function.

Global Assignment Edit Link Edit to allow the user to make changes to the Global
Assignment Details portlet directly on the Employment
Information page.

You must also select the Global Assignment View Portlet per­
mission.

 Note

You cannot add approval workflows to changes done using

the Edit link.

Global Assignment Add Edit to allow the user to add a global assignment by navigat­
ing from the Employment Information page to the Update
Employee Records page using the Take Action button.

Global Assignment Edit/MSS Edit to allow the manager to edit a global assignment by navi­
gating from the Employment Information page to the Update
Employee Records page using the Take Action button.

 Note

You can assign approval workflows for changes done on

the Update Employee Records page.

Global Assignment End Edit to allow the manager to end a global assignment by navi­
gating from the Employment Information page to the Update
Employee Records page using the Take Action button.

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18 PUBLIC Core HR Processes and Systems
 For this Global Assignment Details entry... ...select this permission:

Global Assignment Delete Edit to allow the manager to delete a global assignment by nav­
igating from the Employment Information page to the Update
Employee Records page using the Take Action button.

Pension Payout Details

This section refers to the Pension Payout Details portlet. Listed here are the fields from the Succession Data Model
for the HRIS element pensionPayoutsInfo. Only the HRIS fields with visibility "both" or "view" are available for
setting permissions. There is one exception:

For this Pension Payout Details entry... ...select this permission:

Pension Payout Edit Link • View to allow the user to view the Pension Payout Details
portlet on the Employment Information page.
• Edit to allow the user to edit the portlet on the
Employment Information page by clicking the Edit link in
the portlet.
Note that workflows cannot be assigned for changes done
this way.

HR Actions

The HR Actions section controls mainly who has access to the Update Employee Records page for actions defined
in the Succession Data Model.

This HR Action... ...defines this permission:

Update Employment Records (displayed as Take Action but­ This option overrules all other permissions in this section. It
ton) controls whether the user can see and use the Take Action
button from the Employment Information page.

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This HR Action... ...defines this permission:

View Higher Grades This option defines if a manager can view an employee's job
classification if it is higher than the manager's.

To restrict a manager’s view, leave the permissions unchecked.

Make sure that the job classifications are assigned to a pay
grade, and have a paygradeLevel maintained. When the
manager goes to the Update Employee Records page for Job
Information, the list of job classifications in the dropdown is
limited to those whose paygradeLevel is less than the
manager’s. Note that this function is limited to this page; it
does not have any effect on the Job Info History page.

hireAction This is an hris-action from the Succession Data Model. It de­

fines if the user can access the Add New Employee link in the
Admin Center.

reHireAction This is an hris-action from the Succession Data Model. It de­

fines if the user can access the Rehire Inactive Employee link in
the Admin Center.

terminateAction This is an hris-action from the Succession Data Model. It de­

fines if the user can access the Take Action button on the
Employment Information page and select Terminate from the
dropdown menu.

Terminate/Retire This options defines whether the admin has permission to

terminate every single concurrent employment. If yes, the
Terminate All option will be visible in the Terminate/Retire
screen.

 Note

Permissions to access the Update Employee Records page for Global Assignments are set in the section HR
Information.

Future-Dated Transaction Alert

In this section, you define if a user has the permission to view future changes for effective-dated entities by clicking
on the Pending future change… link as in this example:

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20 PUBLIC Core HR Processes and Systems
Only the View permission is applicable here (Edit has no function). Future-dated transaction alerts can be set for
the following portlets:

This portlet... ...refers to this HRIS element:

Personal Information personalInfo

Addresses
homeAddress

Dependents personRelationshipInfo

This entry is only relevant if you have activated the Dependents

Management feature in the Admin Center. You can find more
information in the Dependents Management Guide.

Job Information jobInfo

Compensation Information compInfo

Job Relationships jobRelationsInfo

Transactions Pending Approval

In this section, you define if a user can see if a workflow has been initiated, but has not been approved so far, by
clicking on the Pending Approval link:

View means the pending approval link is shown, but you cannot click on it to get to the details of the workflow
request. Edit means you can view and click on the pending approval link. You can set the permission for the
following portlets:

This portlet... ...refers to this HRIS element:

Personal Information personalInfo

Employment Details employmentInfo

Job Information jobInfo

Compensation Information compInfo

Spot Bonus payComponentNonRecurring

Job Relationships jobRelationsInfo

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View Workflow Approval History

In this section, you can define the permissions to view the workflow history from the History page of the following
effective-dated entities:

This portlet… ...refers to this HRIS element:

Personal Information personalInfo

Job Information jobInfo

Compensation Information compInfo

Job Relationships jobRelationsInfo

Here, only the View permission is relevant, Edit has no function. The user with View permission can select View
Approval History from the Take Action dropdown menu from the History page as shown in this example:

Employee Central Effective Dated Entities

Here you can set field-level permissions for effective-dated portlets and fields. This also includes country-specific
fields that are prefixed by the 3-letter ISO code (for example, FRA for France, DEU for Germany, and so on). There
are 5 different permissions you can select for effective-dated entities:

• Delete: The user to delete an effective-dated entity. This is only applicable at element or portlet level, not at
field level.
• View Current: The user can see only the current field value of an effective-dated entity. When the user looks at
the History page, the past data record for this field is not displayed.
• View History: The user can see past values on the History page. This permission also includes the View Current
permission, so that the user can also see the current field value.

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 • Edit/Insert: The user can edit an effective-dated entity by inserting a new data record for it which is effective as
of a certain date. As the user does not really change the data record itself (then it would just overwrite the past
data record), past data records are still available in the History. The field is also available for editing when a new
data record is inserted.
• Correct: The user can make corrections to a field from the History page:

The following sections are relevant for Employee Central:

For this portlet… …you can set permissions for fields from:

Personal Information personalInfo

plus globalInfo fields from the country-specific Succes­

sion Data Model

Addresses
homeAddress

This is an exception: Here you can only set permissions on

portlet level, but not on field level.

Dependents personRelationshipInfo

This entry is only relevant if you have activated the Dependents

Management feature in the Admin Center. You can find more
information in the Dependents Management Guide.

Job Information jobInfo

plus jobInfo fields from the country-specific Succession

Data Model

Note: The field FTE is a calculated field and thus read-only;

select only View Current and/or View History.

Compensation Information compInfo

Note: The fields range penetration and compa-ratio are

calculated fields and thus read-only; select only View Current
and/or View History.

Job Relationships jobRelationsInfo

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For a complete list of all listed fields, refer to the fields listed in your Succession Data Model and country-specific
Succession Data Model.

In addition, for each of the sections, you can set these two permissions on portlet level:

• [portlet] Actions: This permission allows the user to:

• Insert a new record from the History page
• Add a new record using the Take Action dropdown menu, or add a new record using the Edit link in the
portlet for those portlets that are listed on the Personal Information page

 Note

Use this option when you want to associate an approval workflow with the changes done in this portlet.

Select Correct as minimum if you want to grant this permission to a user.

• Edit Link: Allows the user to edit fields in the portlet by clicking the Edit link in the portlet on the Employment
Information or Personal Information page.

The remaining entries refer to the fields listed in the Succession Data Model and country-specific Succession Data
Model. If a field is configured in both the Succession Data Model and the country-specific Succession Data Model,
only the field from the Succession Data Model is shown in this list.

Employee Views

Under Employee Views, you define whether the user can access pages from the Employee Files using the dropdown
menu as shown in this example:

The following employee views are relevant for Employee Central:

• Employment Information: Grants access to the Employment Information page

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 • Personal Information: Grants access to the Personal Information page
• Pending Requests: Grants access to the Pending Requests page for workflows requested by you or for which
you are the approver - as shown here:

[Link] What Is Payment Information?

The MDF-based Payment Information portlet on the Personal Information page allows HR administrators and
employees to maintain the complete set of payment information in an effective-dated manner and per employment
(for example, global assignments). In addition, it enables HR administrators and employees to maintain one main
bank account as default for all kinds of payments (such as regular payroll and bonus) unless they define different or
more detailed payment information on the line item level.

 Note

The MDF-based Payment Information is based on the employment of the employee. Therefore, in order for
MDF-based Payment Information to work, the job information and job country of the employee must be set up.
The country picklist should also be updated, including the 2/3-letter ISO country code.

Employees access the portlet by following: Employee-Self-Services My Employee File Public Profile
Personal Information .

Administrators access the portlet by following: Employee File Public Profile Personal Information

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[Link] Configuring Employee Central Settings

Enable areas within Employee Central from this page.

Prerequisites

You must have the required permissions to view the page: Permission Settings Manage System Properties
Employee Central Feature Settings

Context

Manage the areas of Employee Central using the Admin Center, for example:

• Time and Attendance Management

• Person, Employment and Worker Type
• Position Management
• Deductions Management
• Advances
• Fiscal Year
• IT Declarations
• Cost Distribution

Procedure

1. Go to Admin Center Manage Employee Central Settings .

 Note

If you are unable to see this page, it is recommended that you log out and log back in to the Admin Center.
Doing so will trigger the changes in permission immediately. You should then be able to search for the
Manage Employee Central Settings page.

2. Enable your changes.

3. Save your changes.

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3.1.3  Setting Up the Succession Data Model

This section explains how to set up the Succession Data Model.

Procedure

1. Download the XML file for the Succession Data Model.

• If you're setting up the Succession Data Model the first time for a company, you can download the most
current version from the SAP Help Portal under Employee Central Configuration .
• If you're changing an already uploaded Succession Data Model, download the XML file from Provisioning
under Succession Management Import/Export Data Model .

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product
Support.

2. If no changes are required to the XML file, you can proceed directly to step 3. Otherwise, open the XML file in an
XML editor and adjust the data model according to the company's requirements.

 Note

The XML file for the Succession Data Model is divided into several sections. Under "How is the XML file
structured?" later in this section, you can find more information about all sections.

 Caution

Although you can customize the labels of standard elements, we do not recommend customizing a
standard element and using it for a purpose that is different from its original design. For example, changing
the label of the department element and using it as an employee ID. These standard elements (especially
department, division, location, and jobCode) are widely used in the system. Therefore, misuse may lead to
a large number of records that exceed the usage limit, which can cause performance issues.

• Go to the section that includes the HRIS elements. Each HRIS element corresponds to a person or
employment object. You can adjust the HRIS elements and the HRIS fields just as you did in the previous
step when adjusting the Corporate Data Model. For a list of all possible HRIS elements and fields, refer to
the Data Object Tables in Employee Central reference guide in the SAP Help Portal.
To make any changes, proceed as follows:
1. HRIS elements
You can change the following for the HRIS elements:
• Delete HRIS elements
You can delete the HRIS element you don't want to use from the data model. For example, a
customer might decide that they don't need phone information or compensation information, so
you can delete the phoneInfo and compInfo HRIS elements from the data model. You can delete all
HRIS elements except for the following mandatory ones:
• employmentInfo

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 • jobInfo
• personInfo
• personalInfo

 Note

When you delete an HRIS element, the corresponding block is no longer shown on the UI.

• Change the label for HRIS elements

If you want to use a different label text on the UI, overwrite the existing label text of the
corresponding HRIS element or, if there is no label included in the standard XML file, insert a
label with the corresponding text.
2. HRIS fields
You can change the following for HRIS fields:
• Hide or show fields on the UI by setting the visibility attribute accordingly
For example, set the visibility of fields the customer does not want to use to "none", so they don't
appear on the UI and no data import is possible.

 Note

For some fields, you should leave the visibility attribute to "none" or "view", for example, for
fields that are calculated by the system and should not be filled by the user. To check for which
fields you can change this attribute, have a look at the Person and Employment Object tables
in the Data Object Tables in Employee Central reference guide in the SAP Help Portal.

• Change labels for HRIS fields by overwriting the existing label text
• Make fields mandatory by setting the required attribute to "true"
• Mask data entry on screen by including the pii attribute
• Configure custom fields
• You can add custom fields as you did for the Corporate Data Model.
• Interaction between data models — the "type" attribute

 Note

Do not use the type attribute for the field custom-string1 of the jobInfo HRIS
element.

• You can connect custom fields from the Succession or Corporate Data Model to
any foundation object to copy its behavior. You do this by using the attribute
type="foundationObject". The custom field is displayed as a separate field with its
own label on the UI, and its own attributes if you define them here, but it takes over the
following behavior from the foundation object it is connected to:
• List of values: If the Admin has already created or uploaded data for the company
foundation object, this data is shown in the custom field as a list of values to choose
from. As soon as the user starts entering a value in the custom field, the possible
values of that list are displayed.
• Effective dating: If the foundation object is effective-dated, the custom field will also
be. That means the user has to enter a start date as of when the changes become
effective.
• Search: If the search-criteria attribute has been defined for the foundation object, it is
also applied to the custom field.

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 See the following example, where the HRIS field "custom-string7" in the Succession Data
Model behaves like the company foundation object from the Corporate Data Model:

 
<hris-field max-length="256" id="custom-string7"
visibility="both" type="company">
<label>Legal Entity of Contract</label>
</hris-field>
 
• You can use the type attribute to reference customer-specific foundation objects. For
this, you have to create a generic object first (see Creating Customer-Specific Foundation
Objects [page 31]). In the Succession Data Model, you can then add a custom field
of the type custom-string and add the type attribute referencing the generic object
(type="GenericObject"). You have to use the external code of the generic object as
the type, as in this example:

 
<hris-field max-length="256" id="custom-string5"
visibility="both" type="Generic_Object_Building"
<label>Building</label>
 
</hris-field>

 Note

For using the type attribute with generic objects, use only a custom field of the type
custom-string.

• You can also use the type attribute to connect a custom field to the user "worker". Then
the custom field contains the list of users contained in "worker". This is the same list
the system proposes for the HRIS field manager-id. This is an example how to use the
attribute for this purpose:

 
<hris-field max-length="256" id="custom-string7"
visibility="both" type="worker">
<label>Payroll Manager</label>
 
</hris-field>

• For jobInfo HRIS fields, you can define sections

For more information, refer to How do you use sections for jobInfo fields? under XML Examples
(Person and Employment Objects) [page 43].
• Permission group filters
If you want to set permission group filters to enable fields to be available for setting up permission groups,
go to the section with the <dg-filters> tag.
Permission groups are used to define which groups of users are granted certain permissions. For example,
you can set up a group with all members of the sales department located in the USA and allow them to
view the employee data of all employees in the United States. Instead of having to search for each member
of the sales department to add them one by one to a permission group, you can select the department
and automatically include all members of that department in that group. Also, you can set up that you
use other selection criteria apart from department to set up a permission group by defining it in the
Succession Data Model. You select the HRIS element and/or the corresponding HRIS field, for example,
the cost center. The cost center will then appear in the dropdown list with all other selection criteria when
you set up a permission group under Admin Center Manage Permission Groups .
For more information on permission groups, refer to the SAP SuccessFactors Role-Based Permissions
guide on the SAP Help Portal.

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 Permission group filters for the following HRIS fields are included in the standard XML file:
• For the HRIS element jobInfo:
• Business unit
• Cost center
• Company
• Pay grade
• Job classification
• Employee class
• Location
• Department
• Division
• Location group
• For the HRIS element compInfo:
• Pay group
To add permission filters, copy one of the existing permission group filters and overwrite the value of the
refid attribute with the HRIS-element ID of the data object that contains the field you want to use to filter
the search for permission groups. Then you have to refer to the field that is part of that HRIS element with
the hris-field-ref tag as in this example:

 
<dg-filters><permission-group-filter><hris-element-ref refid="jobInfo" >
<hris-field-ref refid="cost-center" />
<hris-field-ref refid="company" ref-field="countryofRegistration" />
</hris-element-ref>
</permission-group-filter>
</dg-filter>
 
In the above example you define that the cost center and country field for the company are shown in the
dropdown list when the user creates permission groups.
For cost center, you enter the HRIS-field ID of the cost center that is part of the jobInfo HRIS element.
You can also use country fields for permission group filters as in the example above for the company.
• HRIS Sync Mapping
With HRIS sync, you can define which information users enter in Employee Central is transferred to the
Employee Profile. With this you guarantee that the information entered in Employee Central is the same
in both places, as well as in all other modules that are connected to Employee Profile (for example,
Continuous Performance Management, Goal Management, 360 Reviews, Learning, and SAP Jam).
The standard XML file includes mapping of the following information:
• Phone Information
• Email Information
If you want to have more fields using HRIS sync than delivered in the standard XML file, proceed as follows:
1. Go to the section with the <hris-sync-mappings> tag.
2. Copy an existing hris-sync-mapping.
3. Enter the following information:
• The field ID of the HRIS element used in Employee Central as refid value of hris-element-ref
• The ID of the standard-element used in Employee Profile as refid value of standard-element-
ref
The standard-elements are listed on top of the XML file for the Succession Data Model.
4. Towards the end of your implementation, you have to define when HRIS sync is triggered. You find
more information in Human Resource Information System (HRIS) Synchronization [page 42].

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 3. Upload the Succession Data Model in Provisioning under Succession Management Import/Export Data
Model .

Next Steps

What are the next steps?

The company's admin can now add employees to the system or import employee data in the system. You might
have to show the admin where this is done in the system:

• To add an employee, go to the Admin Center. In the Tools search field, select Add New Employee.
• To import employee data, go to the Admin Center. In the Tools search field, select Import Employee Data.

Related Information

XML Examples (Person and Employment Objects) [page 43]

Employee Central Imports

[Link] Creating Customer-Specific Foundation Objects

Some customers may require additional foundation objects to be created to provide a holistic representation of
their organization in Employee Central. For example, organizations with more levels in their organizational hierarchy
may require the addition of a “Sub-Department”.

Context

Customers transitioning from other SAP products may require the use of Generic Objects to store their “Personnel
Area” and “Personnel Sub-Area” attributes, rather than using the standard “Employee Class” and “Employment
Type” picklists.

Procedure

1. Create the generic object in the system.

 Note

For information on how to create a generic object, refer to the Implementing the Metadata Framework guide
on the SAP Help Portal.

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2. Assign the Generic Object to the Corporate Data Model or Succession Data Model.

Download the Succession Data Model or Corporate Data Model from Provisioning and open it in an XML editor.
a. If assigning the Generic Object to a Legacy Foundation Object
1. Download the Succession Data Model or Corporate Data Model from Provisioning and open it in an
XML editor.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact
your implementation partner or Account Executive. For any non-implementation tasks, contact
Product Support.

2. In the Corporate Data Model, add a customer-specific field as a custom-string and add the type
attribute referencing the external code of the generic object.

 
<hris-element id=”jobInfo”>
<label>Job Information</label>
<hris-field max-length="256" id="custom-string5" visibility="both"
type="GO_Building” >
<label>Building</label>
</hris-field>
 

 Note

Use only a custom-string as customer-specific field when you use the type attribute with generic
objects.

1. Save your changes and upload the data model in Provisioning.

b. If assigning the Generic Object to an MDF Foundation Object or other Generic Object
1. Go to the Configure Object Definition page and search for the destination object.
2. Make a correction, and add a new custom field. In the Details link, at a minimum, fill out the following
fields:
• Data Type = Generic Object
• Valid Values Source = the ID of the Generic Object
c. If assigning the Generic Object to the Succession Data Model
1. Go to Manage Business Configuration, and select the relevant HRIS Element.
2. Create a new custom string field and fill out the required information.
3. Open the Details of the field, and update the following fields:
4. • Type of Reference Object = Foundation Object
• Reference Object = the ID of the Generic Object
• Visibility = View or Edit
3. Save your changes.
4. Assign role-based permissions for the custom field you’ve added.

Related Information

Implementing the Metadata Framework

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[Link].1 Corporate Data Model

The Corporate Data Model is your starting point to set up a company's structure.

What is the Corporate Data Model?

Corporate Data Model is where you define how the organization, pay, and job structures that define the company
are reflected in the system. For example, a Job Code can be associated with multiple countries. For such cases,
you’ll allow a single job code to be assigned to multiple countries. You set this up by defining foundation objects in
the Corporate Data Model and define the relationships between them by creating associations in the XML file for
the data model. You also define what fields will be used on the UI, what they’re called, and which fields are hidden.
You can also add customer-specific fields.

Starting with the November 2014 release, organization structures are being migrated to MDF objects in a phased
manner. MDF Foundation Objects are configured using the Configure Object Definition page and managed using the
Manage Data page in the Admin Center.

When maintaining associations between a Foundation Object and an MDF Foundation Object, configurations can
be specified using the Configure Object Definition page or the Corporate Data Model, depending on the scenario.

For more information on these scenarios and the different Foundation Objects migrated, refer to MDF Foundation
Objects.

What Are Foundation Objects?

With foundation objects you set up data that can be shared across the entire company, such as job codes,
departments, or business units. For more information, see Introduction to Foundation Objects.

In the XML file for the Corporate Data Model, you can make changes to the standard setup that is predelivered by
SAP SuccessFactors. The following table lists all foundation objects that are included in the standard XML file. The
columns define the following:

• HRIS-element ID: This is the ID that is used to identify the foundation object in the XML files.
• Standard label: This is the label for the HRIS element that appears on the UI. You can overwrite this label. If
no label is included in the standard XML file, then the label that appears on the UI is pulled from the backend
system. To overwrite the label, add the corresponding label tags in the XML file below the corresponding HRIS
element and put the new label text inside the label tags.
• Subtype: Foundation objects can be logically divided into four main areas:
• Organization structures
• Job structures
• Pay structures
• Other objects, such as event reasons, workflow, and dynamic roles

 Note

The fields for the foundation object jobClassLocal are defined in the Country/Region-Specific Corporate
Data Model. Additionally, the country/region-specific address for the location Foundation Object is also defined

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 here. For more information, refer to the Country/Region-Specific Data Model documentation.. For information
on jobClassLocal, refer to MDF Foundation Objects.

HRIS-element ID Standard label Data object type Subtype

locationGroup Location Group Foundation object Organization structure

geozone Geo Zone Foundation object Organization structure

location Location Foundation object Organization structure

payRange Pay Range Foundation object Pay structure

payGrade Pay Grade Foundation object Pay structure

payComponent Pay Component Foundation object Pay structure

payComponentGroup Pay Component Group Foundation object Pay structure

frequency Frequency Foundation object Pay structure

corporateAddress — Part of foundation object loca­ Organization structure

tion

dynamicRole Dynamic Role Foundation object Dynamic Role

dynamicRoleAssignment — Part of foundation object dy­ Dynamic Role

namicRole

wfConfig Workflow Foundation object Workflow

wfConfigStep — Part of foundation object Workflow

wfConfig

wfStepApprover — Part of foundation object Workflow

wfConfig

wfConfigContributor Contributor Type Part of foundation object Workflow

wfConfig

wfConfigCC Cloud credit(s) Role Type Part of foundation object Workflow

wfConfig

eventReason Event Reason Foundation object Event reason

Can You Add Custom Foundation Objects?

In addition to the pre-delivered foundation objects listed here, you can define additional foundation objects specific
for your customer. For more information, refer to Creating Customer-Specific Foundation Objects [page 31].

What Are Associations?

Associations define relationships between foundation objects, or between a foundation object and a generic object.
For example, a business unit consists of several departments, so you would create an association of one business
unit to many departments — a ONE_TO_MANY association. Whereas a location can only have one geozone
associated to it — this is a ONE_TO_ONE association. The type of association restricts what the user can display

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or enter in Employee Central — for a ONE_TO_ONE association from location to geozone, for example, the user can
enter exactly one geozone for a location on the UI.

The standard XML file for the Corporate Data Model already contains some associations. You can add more
ONE_TO_MANY associations, or change the existing associations in the XML file if needed. Each association has a
“driving object" that acts as the basis for the association.

[Link].1.1  Introduction to Foundation Objects - old

Foundation objects are used to set up data that can be shared across the entire company, such as job codes,
departments, or business units. Foundation objects are sometimes referred to as “foundation tables”. Foundation
objects are contained and configured in the Corporate Data Model.

Context

Foundation objects are the first objects you should load because some of the lists of values proposed in
employment information come from the Foundation Objects.

You can use Foundation Objects to populate data at the employee level. For example, if you assign a job code to an
employee, that employee’s record is then populated with all information based on the attributes of the job code.
Additionally, the relationships that are configured between the Foundation Objects can be used to filter the lists of
values in Employment Information. For example, the list of pay components that are selectable on an employee’s
record can be filtered based on the country the employee is associated with as determined by the employee’s Legal
Entity.

 Note

Starting with the November 2014 release, foundation objects are being migrated to the MetaData Framework
(MDF) in a phased manner and will now be referred to as MDF foundation objects. Migrated foundation objects
will no longer be configured using the Corporate Data Model. Instead, the Configure Object Definitionand
Manage Data transactions in the Admin Center are used.

For more information on MDF Foundation Objects, refer to the next chapter in this guide - Working with MDF
Foundation Objects.

Foundation Objects Migrated to MDF

Foundation Object Migrated in...

Cost Center November 2014 Release

Business Unit Q2 2015 Release

Department Q2 2015 Release

Division Q2 2015 Release

Legal Entity Q2 2015 Release

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 Foundation Object Migrated in...

Legal Entity Local Q2 2015 Release

Job Function Q4 2015 Release

Pay Group Q4 2015 Release

Pay Calendar Q4 2015 Release

Job Family (Deprecated) Q4 2015 Release

Job Classification Q4 2015 Release

Job Classification Local Q4 2015 Release

• In such a case, you must first configure propagation of the relevant attributes in the propagation data model.
• You create and maintain foundation objects in the Corporate Data Model. For MDF foundation objects, choose
Admin Center Configure Object Definitions to configure these MDF foundation objects. Choose Admin
Center Manage Data to manage these objects .
• Existing ad-hoc reports now work based on the migrated foundation objects. For Advanced Reporting (ODS),
the reports will be migrated when you first invoke the reports after migration.

Related Information

Corporate Data Model [page 33]

MDF Foundation Objects [page 36]

[Link].1.2  MDF Foundation Objects

As part of the phased migration of Foundation Objects (FO) to the Metadata Framework (MDF), the following
Foundation Objects are now MDF Foundation Objects (also referred to as GOs). Any organizational information
configured using these FOs will now be configured using the corresponding MDF FO.

This Foundation Object... Was migrated in this release...

Cost Center Q4 2014 Release

Department Q2 2015 Release

Division Q2 2015 Release

Business Unit Q2 2015 Release

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 This Foundation Object... Was migrated in this release...

Legal Entity Q2 2015 Release

Legal Entity Local Q2 2015 Release

Job Function Q4 2015 Release

Pay Group Q4 2015 Release

Pay Calendar Q4 2015 Release

Job Family (Deprecated) Q4 2015 Release

Job Classification Q4 2015 Release

Job Classification Local Q4 2015 Release

As part of the migration:

• The object definitions for these FOs have also been migrated from the Corporate Data Model to MDF. As a
result, the migrated Foundation Objects will no longer be configured in the Corporate Data Model. Instead, the
Configure Object Definitions page will be used to configure these MDF Foundation Objects and the Manage Data
page will be used to manage these MDF Foundation Objects .
• The currency and country fields of the Legal Entity FO are now GOs. Any references to these fields will now refer
to the corresponding GO.
• All instances of these objects and related data such as associations, translations, and audit data have been
migrated to the respective entities in MDF.
• Picklists referenced by the fields on these objects are migrated to MDF picklists and kept in sync with the ECV2
picklist. Cascading picklists have also been migrated.
• Rules with references to the following FOs have been migrated to rules referencing their corresponding GOs:
costCenter, businessUnit, division, department, company, jobCode, jobFunction, jobFamily, payGroup, and
payCalendar. For example, a rule referring to the FO costCenter now refers to the GO CostCenter.
• Open workflows for the migrated FOs, mentioned above, have been migrated to MDF-based workflows for
further processing.
• Permissions for the new migrated FOs have been migrated to the permission category for migrated Foundation
Objects and stored as MDF permissions.
• Existing ad-hoc reports now work based on the migrated Foundation Objects. For Advanced Reporting (ODS),
the reports will be migrated when first invoked after migration.
• If the FO jobFamily was previously configured in the Corporate Data Model, it has been migrated to the custom
object type cust_JobFamily1511 to enable you to continue using the FO Job Family after migration. If you have
not been using it, it will not be available. Note that there is no pre-delivered GO for Job Family since it has been
deprecated.

Related Information

Implementing the Metadata Framework (MDF)

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[Link].1.3  Country/Region-Specific Data Models

Setting up country/region-specific data models allows you to have fields only needed for that country/region as
well as have fields in specific formats, for example, date or monetary amounts.

What are country/region-specific data models?

Certain types of information need to be entered in a specific format depending on the country/region the company
is located in. For example, the format for national ID can vary depending on the country/region – for USA, the social
security number follows the format 999-99-9999, in Great Britain the format is AA999999A.

By setting up country/region-specific data models, you reflect these country/region-specific differences by

defining the following:

• Fields that are country/region-specific

For example, Fair Labor Standards Act (FLSA) is only valid for USA.
• Field values that are used for all countries
For example, the local job title can vary depending on the country/region in which the employee works. You can
set up specific picklists for each country/region that contain country/region-specific values.
• Fields that require a country/region-specific format
A field that is applicable to all countries, but that can be formatted differently in each country/region, for
example, the address or national ID.

What country/region-specific Data Models Exist?

There are two country/region-specific data models:

• Country/Region-Specific Corporate Data Model

You use this data model to set up country/region-specific fields and picklists for HRIS elements that have been
previously defined in the Corporate Data Model. For example, country/region-specific job codes. You can also
change the format for the corporate address for a country/region.
In the standard XML file, the following setup is already included:
• For all countries listed in the data model, the corporate address (HRIS-element ID: corporateAddress)
with country/region-specific address fields is already defined. Also, custom fields you can use as a basis to
define customer-specific fields are listed.
• For USA, in addition to the above mentioned information, jobClassLocal is defined, this includes fields
for federal reserve bank, EEO job categories, and the FLSA status.
• Country/Region-Specific Succession Data Model
You use this data model to set up country/region-specific fields, formats, and picklists for HRIS elements that
have been previously defined in the Succession Data Model. For example, international formats for addresses
and national IDs. In the standard XML file, the following setup is already included:
• National ID format for all countries/regions listed in the standard XML file
• Home address with country/region-specific fields for all countries listed in the standard XML file

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 • Global information for some of the countries/regions listed in the standard XML file. For example, ethnic
group, religion, or for USA, information about veterans and Visa type. Corresponding picklists are assigned
to each field.
• For USA, in addition to the above mentioned information, the job information is defined which includes
fields for the FLSA status, the EEO job group and EEO categories.

[Link].2 Configuration of Succession Data Model (for

Employee Central)

You can configure the Succession Data Model to set up data that is related to the people in a company.

This data related to the people in the company can be divided into the following areas:

• Person data:
This includes information that is linked to the person and does not depend on the job, such as the employee's
address and national ID.
• Employment data:
This includes job-related information about a person, such as compensation data and hire date.

You set up this data by defining person objects and employment objects in the XML file for the Succession Data
Model. This is where you define what the fields are going to be called on the UI and which fields are hidden.
You can also add customer-specific fields. In the following table, you find more information about the person and
employment objects included in the standard XML file delivered by SAP SuccessFactors.

Here's a brief description of the columns in the table:

• HRIS element ID: This is the ID that is used to identify the person or employment object in the XML file.
• Standard label: This is the label for the HRIS element shown on the UI. You can overwrite this label. If no label
is included in the standard XML file, then the label that appears on the UI is pulled from the back-end system.
To overwrite the label, add the corresponding label tags in the XML file below the corresponding HRIS element
and put the new label text inside the label tags.
• Block: Each HRIS element and its fields is shown in a block on the UI, that means, in a clearly defined area on
the UI. Most HRIS elements have their own block. In this column, you find the block name.
• Data object type: There are two types of data objects you define in the Succession Data Model — person
objects and employment objects. Person objects appear on the UI on the Personal Information page in the
Employee Files or when adding a new employee. Employment objects appear on the UI on the Employment
Information page in the Employee Files or when adding a new employee.

 Note

The fields for the person objects globalInfo and homeAddress are defined in the Country/Region-Specific
Succession Data Model. For more information, refer to the Related Information section.

HRIS element ID Standard label block Data object type

personInfo Biographical Information Biographical Information Person object

personalInfo Personal Information Personal Information Person object

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HRIS element ID Standard label block Data object type

globalInfo Global Information Part of Personal Information Person object

block (appears when the user
All fields for this HRIS element
adds a country/region in this
are defined in the Country/Re­
block)
gion-Specific Succession Data
Model.

nationalIdCard National Id Information National Id Information Person object

homeAddress Home Address Addresses Person object

All fields for this HRIS element

are defined in the Country/Re­
gion-Specific Succession Data
Model.

phoneInfo Phone Information Part of Contact Information Person object

block

emailInfo E-mail Information Part of Contact Information Person object

block

imInfo Social Accounts Information Part of Contact Information Person object

block

emergencyContactPrimary Primary Emergency Contact Primary Emergency Contact Person object

personRelationshipInfo Dependents Dependents Person object

directDeposit Direct Deposit Direct Deposit Person object

paymentInfo Payment Information Payment Information Person object

 Note

You have to activate pay­

roll integration to use this
feature.

employmentInfo Employment Details Employment Details Employment object

jobInfo Job Information Job Information Employment object

compInfo Compensation Information Compensation Information Employment object

payComponentRecurring Compensation Part of Compensation Employment object

Information block

payComponentNonRecurring Spot Bonus Spot Bonus Employment object

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 HRIS element ID Standard label block Data object type

jobRelationsInfo Job Relationships Job Relationships Employment object

workPermitInfo Work Permit Info Work Permit Info Employment object

Note that when you

have activated the Global
Assignments feature, the
workPermitInfo block is
displayed on the Personal
Information page.

globalAssignmentInfo Global Assignment Details Global Assignment Details Employment object

 Note

You have to activate

global assignments man­
agement to use this fea­
ture.

pensionPayoutsInfo Pension Payout Details Pension Payout Details Employment object

 Note

You have to activate pen­

sion payouts to use this
feature.

userAccountInfo Employee Information Employee Information block Employment object

on the Add New Employee
screen

Related Information

Country/Region-Specific Data Models

[Link].3 Data Models Used in Onboarding

Data models are used to set up the system in a way that satisfies a company's requirements.

You define how a company's organizational structure is reflected in the system and what entries a user can make to
set up company, person, and employment data. You can add customer-specific fields and rename fields.

Here we have listed out some of the data models used in SAP SuccessFactorsHXM Suite:

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• Corporate Data Model
This is where you set up a company's organization, pay, and job structure. The data model refers to data that is
used throughout the entire instance of the customer.
• Succession Data Model
This is where you set up the data structure of data that relates to the people working in a company, such as
compensation and address information.
• Country/Region-Specific Corporate Data Model
This is where you set up fields that are specific to a single country. This data model might be needed if the
company has locations in more than one country, for example, to define the corporate address fields for each
country.
• Country/Region-Specific Succession Data Model
This is where you set up international formats and fields, for example, for addresses and national IDs. You
might want to set up this data model even if a company operates in only one country, as your employees might
live or come from abroad.

 Note

The data models are XML files that you can adjust according to a company's requirements. The XML files have
standard elements and fields included, so you need only touch those parts of the data model you want to
adjust. You can use the existing XML coding as a guideline, and you also find XML examples and explanations in
the following chapters.

[Link] Human Resource Information System (HRIS)

Synchronization

Human Resource Information System (HRIS) synchronization is a one-way sync of data from Employee Central to
user data tables and Employee Profile. User data tables feed data to other modules of SAP SuccessFactors like
Performance and Goals.

Why HRIS Sync?

Employee Central is the core HR system that contains relevant information to manage employees through their
lifecycle within an organization. Employee Profile serves as the platform for talent management activities and
modules, and it requires core employee data in order for the talent processes to launch and run successfully.
But for customers with Employee Central, some talent modules continue to refer to User Data File to run the
talent processes in the system because they can't use person and employment information directly from Employee
Central.

With HRIS Sync, however, you don't need to manually upload this information. When there is a change in Employee
Central data, it flows to Employee Profile fields and consumed by talent modules that can't directly use Employee
Central data. This ensures that Employee Profile is updated with information stored in Employee Central and that
user data is consistent across all modules in the SAP SuccessFactors HXM Suite

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[Link] Employee Data Import

Employee objects include information about person and employment data of an employee. This is also referred to
HR data objects. When you're importing employee data into Employee Central, the sequence of the import counts.

You need to perform the data upload in the order,

3.1.4  XML Examples (Person and Employment Objects)

Here are some examples for how you could set up employment and person objects in the system.

How are person and employment objects defined in the XML file?

In this example, you see how the employment object jobInfo is defined in the Succession Data Model:

 
<hris-element id="jobInfo"><label>Job Information</label>
<hris-field max-length="256" id="company" visibility="both">
<label>Company</label>
</hris-field>
<hris-field max-length="256" id="business-unit" visibility="both">
<label>Business Unit</label>
</hris-field>
<hris-field max-length="128" id="division" visibility="both">
<label>Division</label>
</hris-field>
</hris-field>
<hris-field max-length="128" id="department" visibility="both">
<label>Department</label>
</hris-field>
<hris-field max-length="128" id="location" visibility="both">
<label>Location</label>
</hris-field>
<hris-field max-length="256" id="custom-string1" visibility="none">
<label>Custom String 1</label>
</hris-field>
 
</hris-element>

In the XML file for the Succession Data Model, the HRIS element defines a person or employment object. Each
person or employment object has an ID you should not change. The label is the block name shown on the UI.
Below you find a standard set of fields that are grouped within the block Job Information. You can change the labels
of the fields and the HRIS element. You can also hide fields by changing the visibility attribute. You can also add
customer-specific fields (Custom String 1) by changing the label accordingly and changing the visibility to "both",
for example.

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How do you use sections for jobInfo fields?

The fields contained in the jobInfo HRIS element are divided on the UI into several sections with the following
titles:

• Organization Information
• Job Information
• EEO Information (for USA only)

You can see these sections as part of the Employment Information for the employee, for example:

If you want to define yourself which fields for jobInfo appear in which section on the UI, you have to define
sections in the Succession Data Model XML file by inserting the tag <hris-section>. You can also adjust the
section title. If you do not define sections in the data model, it is predefined which fields appear in which section on
the UI.

 Note

The standard data models delivered by SuccessFactors contain sections for jobInfo that you can adapt to
your own needs.

This is an example of sections in the Succession Data Model XML file:

 
<hris-element id="jobInfo">
<label>Job Information</label>
<hris-section id="positionInfoList">
<label>Position Information>
<hris-field max-length="256" id="position" visibility="both"><label>Position</label>
</hris-field>
</hris-section>

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 <hris-section id="orgFieldsList">
<label>Organisation Information</label>
<hris-field max-length="256" id="company" visibility="both">
<label>Company</label>
</hris-field>
<hris-field max-length="256" id="business-unit" visibility="both">
<label>Business Unit</label>
</hris-field>
...
</hris-section>
....
 
</hris-element>

3.1.5  Foundation Objects for Handling Pay-Related Areas

Some of the foundation objects (FO) can be used to handle payroll-related issues.

Here is a graphic to show how all the objects work together.

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Pay-Related Objects A-Z

Object Object Type Description

Pay Component Foundation/Legacy An employee’s pay is comprised of more

than one component, such as basic sal­
ary, target bonus, company car allow­
ance, and so on.

For each component that will be main­

tained, a company needs to define attrib­
utes such as:

• Is the pay component recurring or

one-time?
• If the pay component is recur­
ring, what is the frequency?
This can be set directly on
the pay component and propa­
gated to the employee’s record
when the pay component is se­
lected, or it can be derived from
other attributes, such as the
pay group.
• Is the pay component an amount or
a percentage?
• If percentage, what is the per­
centage based on? For exam­
ple, is it based on how much
of a particular product the em­
ployee makes or sells?
• Is the pay component actual pay or
a target amount?
• Who has the ability to select or view
the pay component? This can be
controlled using RBP.
• Should the pay component be used
by the Compensation module?
• Is the pay component taxable or
non-taxable?

Frequency Foundation/Legacy Frequency is used by the pay component

foundation object to determine how of­
ten a pay component is paid - for exam­
ple, annually.

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 Object Object Type Description

Pay Component Group Foundation/Legacy It is possible to group pay components

into pay component groups. The amount
of a pay component group is equal to the
sum of the pay components it includes.
If the amounts in question are in differ-
ent currencies or for periods of less than
a year, the system automatically annual­
izes them and converts the currencies.

Pay Grade Foundation/Legacy Pay grade is a foundation object related

to job classification. A job classification is
connected by default to a pay grade. This
is optional and you can turn it off in the
object definition for the JobClassification
object by setting the visibility of the pay­
Grade field to Not Visible.

It can be used to identify when a trans­

action is lateral move, a promotion, or a
demotion.

Pay Range Foundation/Legacy Pay range is primarily used for the cal­
culation of compa ratio and range pen­
etration. The system stores minimum,
median, and maximum points of a pay
range.

Your company can define as many pay

ranges as required. The range generally
includes pay grade, geozone, and legal
entity and are updated every year.

Pay Group MDF We recommend that you group people

who share the same payroll-related at­
tributes into one pay group. For exam­
ple, employees in Europe who are all
paid by payroll and paid bi-weekly can be
grouped into one European pay group.

Pay Calendar MDF The pay calendar foundation object

stores all the payroll periods within a
year. For example, June 1 – June 15 2016
could be one payroll period.

Foundation objects can be changed using the Manage Organization, Pay, and Job Structures UI.

MDF objects can be changed using the Manage Data UI.

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3.1.6  Pay Scale Structure

You can define your pay scale structure centrally and assign employees to it.

Non-exempt employees can then be assigned to the defined pay scale structure by entering pay scale area, pay
scale type, pay scale group, and pay scale level in the Job Information block.

For each pay scale level you can assign one or more pay components. Once an employee is assigned to the
pay scale structure, pay components assigned to the pay scale level can be transferred to the compensation
information of the employee using rules. This is called indirect/automatic valuation.

 Note

It is not required for you to use pay scale group and pay scale level. If you already run Employee Central Payroll
based on pay scale area and type, you can stick to this configuration. You will only need pay scale group and
level if you want to be able to assign an employee to the whole pay scale structure for indirect valuation. Pay
scale group and pay scale level are not part of standard employee master data replication. You can include
these fields in standard replication by using custom fields.

Once the pay scale structure is set up in your system, you can see everything in the Job Information block in the
profile.

[Link] Migrating Pay Scale Type and Pay Scale Area Fields

As part of the phased migration of Foundation Objects to MDF, the picklists for the JobInfo fields payScaleArea and
payScaleType have now been deprecated. Information stored in these fields can be migrated to PayScaleArea and
PayScaleType GO using a scheduled job. This prevents the need for double maintenance – you will only need to
maintain the GO going forward.

 Note

New customers should set up pay scale without the picklists.

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The Pay Scale Type and Pay Scale Area fields have been configured using the picklists pay-scale-area and pay-scale-
type respectively. In the example below, the field Pay Scale Area uses the picklist pay-scale-area. Likewise, the field
Pay Scale Type uses the picklist pay-scale-type.

If you remove the picklists from their respective fields in Job Info in the Succession Data Model and the country-
specific Succession Data model, the fields will refer to the respective objects in MDF.

However, if you create a Job Info record as before by using the old picklist configuration and change the data model
to use GO for these fields, the Job Info will display only the option ID since it is no longer a picklist.

 Note

Make sure that the field <country-of-company> is included in the pay scale area picklist and pay scale type
picklist. Make sure that this field comes before the pay scale area and pay scale type fields. You can check the
field order in the Business Configuration UI.

If this field is missing, add the field to the jobInfo HRIS element, change the order of the field, and update the
details for the picklist info.

You can now schedule the Initialize migration of picklist fields payscale area and type to mdf objects job in
Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

What happens once the scheduled job runs?

If MDF objects already exist in the system, the system will now update the internal ID of the existing GOs Pay Scale
Area and Pay Scale Type with the option ID from the picklist. This ensures that the reference in the job Info still

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work without any disturbance. If Pay Scale Area and Pay Scale Type are referenced in a Pay Scale Group, the key is
replaced with the internal ID of the reference pay scale area or pay scale type.

If the MDF objects do not exist in the system, the system will create a new one and update all references in the Pay
Scale Group GO. If the internal ID is already in use for the respective object type (Pay Scale Area or Pay Scale Type),
an error is displayed in the log file. This happens only if you run the job more than once.

When migrating picklist values for pay-scale-are and pay-scale-type to the GO, the external code of the GO will
differ from the external code of the picklist value (external code of GO is a combination of <3-digit country code>/
<external code of picklist value>). If you transfer pay scale area and type to other systems using an API, you will
need to adjust the relevant mappings.

 Note

• If you want the fields to start behaving like picklist fields again, simply add the picklists again in the data
model.
• When using Pay Scale Area and Pay Scale Type only in the Country-Specific Succession Data Model, it is
important that you configure the same fields in the Succession Data Model with visibility 'none'.
• The picklist entries are matched using the external_code of the picklist and the externalCode of the
MDF object. Since the MDF externalCode includes the 3-digit country code, the picklist external code is
converted to similar format using the ISO country association which can be retrieved using the parent
option ID.

[Link] Creating Pay Scale Area

Create a new pay scale area to add the physical location.

Procedure

1. Go to Admin Center Manage Data .

2. Select Create New Pay Scale Area .

3. Add information for the required fields.
4. Save your changes.

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[Link] Creating Pay Scale Type

Create a new pay scale type to add the type of industry.

Procedure

1. Go to Admin Center Manage Data .

2. Select Create New Pay Scale Type .

3. Add information for the required fields.
4. Save your changes.

[Link] Creating Pay Scale Groups

Define pay scale groups.

Procedure

1. Go to Admin Center Manage Data .

2. Select Create New Pay Scale Group .

3. Add information for the required fields.

Code is generated automatically by the system. It is a combination of what you enter for Pay Scale Group,
Country, Pay Scale Area, and Pay Scale Type. Therefore, existing pay scale groups can't be changed.
4. Save your changes.

[Link] Creating Pay Scale Levels

Create pay scale levels and assign them to a pay scale group.

Context

Pay scale levels are time dependent, so you need to set the effective date. You can also assign pay components
to pay scale levels, for which you have to define frequency, currency, and salary amount. These aren't taken
automatically from the pay component.

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Procedure

1. Go to Admin Center Manage Data .

2. Select Create New Pay Scale Level .

3. Add information for the required fields.

The <Amount> field is required if you assign a pay component of type "Amount“.

Code is generated automatically by the system. It is a combination of the Pay Scale Group Code and the Pay
Scale Level Code. Therefore, they can't be changed.
4. Save your changes.

[Link] Rules for Indirect Valuation

You can use rules to realize indirect valuation based on the employee’s assignment to the pay scale structure.

Pay components are assigned to pay scale levels. For each pay scale level amount, you can specify currency and
frequency. Once the employee is assigned to a specific pay scale level in the Job Information, the pay component
defined at this pay scale level is transferred to the employee’s compensation information. The amount, currency,
and frequency defined for the pay component at this pay scale level is transferred to the employee’s compensation
information as well.

If you have one pay component for example Basic Pay that is used for indirect valuation you need 2 rules.

1. One rule that transfers the pay components from pay scale level to the Compensation Information portlet in
case of a New Hire.
2. One rule that runs in case the pay scale assignment changes or a Pay Scale Mass Change is run. This rule
is needed to conduct indirect valuation based on the new pay scale assignment of the employee. This rule
transfers a defined pay component (including amount, currency, and frequency) from the pay scale structure
to the employee’s Compensation Information portlet.

 Note

For these rules, you have two choices in how to set them up. You can have one rule for each pay component
used in pay scale. However, this can lead to a lot effort to keep them up to date and lots of rules may lead to
performance problems. The other option is to have one rule to process all pay scale pay components in the
level. These options are an either/or scenario - do not combine them!

[Link].1 Option 1 Rule 1: Indirect Valuation for New Hire with

Multiple Rules

Use the rule needed for indirect valuation for new employees. This onInit rule automatically generates pay
components for new hires in compensation information.

The base object is Employee Information.

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This rule is triggered in the case of a New Hire. In addition, the employee must be assigned to a pay scale level and
the rule-function Amount from Pay Scale Structure must return value >0. This is the case if the pay component
(CC2 Monthly Salary Tariff in the example below) is assigned to the pay scale level with an amount >0 on the
effective date.

For example, the IF-statement of the rule could look like this:

The THEN statement sets the pay component (CC2 Monthly Salary) on the event date. Here 3 different rule
functions are used in order to read the values for amount, currency, and frequency from the pay scale structure and
transfer them to the Compensation Information portlet of the employee.

The rule functions you use are the following:

• Amount from Pay Scale Structure

• Currency from Pay Scale Structure
• Frequency from Pay Scale Structure

In the following example, the amount for CC2 Monthly Salary is taken from the pay scale structure and is rounded
as well as calculated based on the employee’s FTE. Both settings can be skipped if you don’t need it.

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This example of a rule is based on a pay component of type 'amount’. When creating those rules for pay
components of type ‘percentage’ or ‘number’ following rule functions can be considered in addition:

• Percentage from Pay Scale Structure

• Number from Pay Scale Structure
• Unit from Pay Scale Structure
• Rate from Pay Scale Structure

 Note

You need a separate rule for each individual pay component that you want to transfer from pay scale level to the
Compensation Information portlet.

[Link].2 Option 1 Rule 2: Indirect Valuation for Pay Scale

Level Changes or Mass Change with Multiple Rules

Use the rule needed for indirect valuation for changes in the pay scale assignment. This rule is needed to create
a new pay component in the employee’s Compensation Information portlet and transfer amount, frequency, and
currency for the pay scale level the employee is newly assigned to.

If the pay scale assignment changes for an employee or a Pay Scale Mass Change is run, the pay components
and/or its values can be changed using a rule.

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Create an onSave rule for job information in order to transfer a pay component from the pay scale level (to
which the employee is newly assigned) to Compensation Information. Amount, currency, and frequency are also
transferred. Base object for this rule is Job Information Model.

The rule only gets triggered in case a Pay Scale Mass Change was initiated with the event reason defined in the rule
or the pay scale level or FTE of an employee has changed but not in the case of a new hire. The amount of the pay
scale pay component must be > 0.

For example, the IF-statement of the rule could look like this:

The THEN statement transfers the pay component (CC2 Monthly Salary in the example) including amount,
frequency, and currency from the pay scale level to the employee’s Compensation Information portlet on the
effective date. The amount is rounded as well as calculated based on employee’s FTE. Both settings can be skipped
if it is not required.

In order to transfer amount, frequency, and currency from pay scale level to compensation information you have to
include the following rule functions into the rule:

• Amount from Pay Scale Structure

• Currency from Pay Scale Structure
• Frequency from Pay Scale Structure

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The ELSE IF and corresponding THEN statements delete the selected pay component from the employee’s
compensation information in case the amount of the pay scale pay component is equal 0 but not in the case
of a new hire.

For example, the ELSE IF and corresponding THEN statements could look like this:

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This example is based on a pay component of type ‘amount’. When creating those rules for pay components of type
‘percentage’ or ‘number’ following rule functions can be considered in addition:

• Percentage from Pay Scale Structure

• Number from Pay Scale Structure
• Unit from Pay Scale Structure
• Rate from Pay Scale Structure

 Tip

Since pay components are deleted and the ELSE IF statement doesn’t distinguish whether the pay component
was assigned by indirect valuation or by the user, it is highly recommended to use unique pay components for
pay scale and separate rules for salaried employees.

 Note

The created rule must be available for each pay component used for indirect valuation.

 Note

A similar rule can be created to adjust the non-recurring pay components during a Pay Scale Mass Change
runs. These rules must use Spot Bonus as base object and are called at the onChange event of the Spot Bonus
field pay-component-code.

[Link].3 Assigning Rules to Compensation, Job Information,

and Spot Bonus

Assign the previously created rules to the correct objects in Employee Central in order for the system to use the
rules..

Once the rules for indirect valuation are created, they must be assigned to the corresponding Employee Central
objects Compensation and Job Information, and Spot Bonus. These rules create the recurring pay components
when you step from Job Information to Compensation Information in the new hire process.

The following lines must be added to the data model for Compensation:

<hris-element id=" payComponentRecurring">

 
<label>Compensation</label>
<trigger-rule event="onInit" rule="CC2_Hire_MonthlySalary"/>
</hris-element>
 

The following lines must be added to the data model for Job Information:

<hris-element id="jobInfo">
 
<label>Job Information</label>
<trigger-rule event="onSave" rule="CC2_Create_MonthlySalary"/>
</hris-element>
 

The following lines must be added to the data model for Spot Bonus

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  Code Syntax

<hris-element id="payComponentNonRecurring">
 
<label>Spot Bonus</label>
<hris-field id="pay-component-code" visibility="both" required="true">
<label>Type</label>
<trigger-rule event="onChange" rule="CC2_Adjust_SpotBonus"/>
</hris-field>
</hris-element>
 

For more information on how to assign rules to Employee Central objects, see the section Assigning a Rule to a
Non-MDF EC Object of the Using Business Rules in SuccessFactors guide. Find the most current version of this
guide on the SAP Help Portal.

3.2 Keeping the User Directory and Org Chart Up to Date

The User Directory and Org Chart use data that is maintained and stored in Employee Central. You need to make
sure that the data in the different systems is current and consistent.

Context

The user directory and org chart pull the data from User Data File. This User Data File holds the standard employee
data that Directory, Org Charts and Talent Modules use as well.

Employee Central updates the user data in real time using HRIS Sync.

Employee Central needs to update the data in real time, which is why we need to schedule the sync job. Once it
is scheduled, every time a field in Employee Central that needs to flow to User Data File (for example, First Name,
Last Name,… gets updated), the job launches automatically and updates the file.

If there are extra fields to update, you can configure the HRIS Sync mappings in the Succession Data Model.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

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Procedure

1. In Provisioning, navigate away from the Company Settings page by selecting the company name on the top left.

2. Scroll down and select Manage Job Scheduler Manage Scheduled Jobs .
3. Select Create New Job (above the Job Type) field.
4. Enter a suitable job name (such as EC Effective Dates Sync).
5. As the job owner, specify the Super Admin you created in the previous task. You can use the Find User function
to do this.
6. From the drop-down list, select the job type HRIS Sync.
7. Based on the customer requirements, specify the time and frequency of the job.
8. Specify additional email recipients and job start notifications as required.
9. On the bottom right, select Create Job.
10. Save your changes.

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4 Workforce Analytics and Data

Effectively leverage workforce analytics and data.

Although companies have loads of data, most of it does not reflect trends in diversity and inclusion. Common
reasons are:

• Readily available data creates liability for companies.

• Data interpretation is difficult.
• Data access issues can be too sensitive to risk.
• Data alone cannot change behavior.

To maximize workforce analytics, adopt these practices:

• Determine the critical data you need using SAP SuccessFactor's Workforce Analytics guide.
• Utilize benchmarks as a basis of comparison.
• Show leaders and decision-makers the data that matters using a configurable Diversity Analysis Template.
• Bring the right data into your Diversity Dashboard.
• Use metrics and the Headlines capability to make sure managers are taking action.

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5 Job Analyzer for Recruiting

The Job Analyzer is designed to help you create the best job description possible by providing salary and language
recommendations. This unique capability is made possible by the use of machine learning techniques, combined
with historical applicant data to determine any gender-biased language.

 Note

Currently, gender bias scan and skills analysis are available for any English language Job Requisition, while
salary analysis is only available for jobs located in the US.

Job Analyzer Tool in Job Requisition

The Job Analyzer Tool is available on the Job Description page in SAP SuccessFactors Recruiting Management.

When a user is creating a Job Requisition in SuccessFactors Recruiting, the Job Analyzer provides insights on the
effectiveness of the content of the requisition. This information includes analysis of SuccessFactors data, analysis
on the effectiveness of the job description, analysis on whether the job description introduces gender biases (bias
language checker), and insights and indexes of external aggregated open web data through smart search APIs.

Job Analyzer Tool

5.1 Enabling Job Analyzer Using Upgrade Center

You can enable Job Analyzer to get insights into the effectiveness of the job requisition content. This information
includes analysis of the SAP SuccessFactors data, analysis of the effectiveness of the job description, analysis if the

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job description introduces gender biases (bias language checker), and insights and indexes of external aggregated
open web data through smart-search APIs.

Prerequisites

Metadata Framework (MDF) is enabled.

Procedure

1. Go to Admin Center Upgrade Center .

2. Filter your view to show All Modules.
3. Select Job Analyzer from the list of Optional Upgrades.

 Tip

Before you enable Job Analyzer, you can go through a short demonstration video that is available on the
same page.

4. Select Upgrade Now.

The Upgrade to Job Analyzer dialog appears with this prompt: Are you sure you want to upgrade to
Job Analyzer? You can undo this feature within 30 days after upgrade.
5. Select Yes to proceed with the upgrade.

A new Upgrade to Job Analyzer dialog box appears with the prompt: Congratulations! Your system has
been updated!
6. To finish, select Ok and log out, and back into your instance.

 Remember

It can take up to 30 minutes for changes to take effect for your instance.

Next Steps

Select any or all of the following permissions:

• View Job Analyzer Salary Section

• View Job Analyzer Gender Check Section
• View Job Analyzer Skills Section

 Note

The View Job Analyzer Salary Section, View Job Analyzer Gender Check Section, and View Job Analyzer Skills
Section are available for SAP SuccessFactors Recruiting Job Requisition Detail page and Recruiting Job Profile

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 page.. However, View Job Analyzer Gender Check Section and View Job Analyzer Skills Section are the features
that are available on the Admin Center/Edit Job Profile page.

5.2 Feature Details of Job Analyzer Tool

The main features of Job Analyzer tool include Gender Bias Scan, Recommended Skills, Salary, and Machine
Learning Notes. Each of these features helps you to create an effective and gender-neutral job descriptions.

Salary Section in Job Analyzer [page 64]

The Salary Benchmark section of Job Analyzer tool allows you to get an overall understanding about the
salary information that you have entered in the Job Description.

Gender Bias Section in Job Analyzer [page 65]

The Gender Bias section of the Job Analyzer tool allows you to gauge the language used in the Job
Description based on the score. It also suggests you with the alternatives to avoid gender-bias terms in the
Job Description.

Recommended Skills Section in Job Analyzer [page 67]

The Recommended skills section of the Job Analyzer Tool allows you to identify or mark the relevant and
irrelevant skills that are detected in the Job Description through machine learning technology.

Feedback Data in Job Analyzer [page 68]

User feedback can be directly gathered in the Job Analyzer to improve the performance of the Machine
Learning features. Job Analyzer provides feedback options for Recommended Salary and Gender Bias
Scan.

Machine Learning Notes [page 69]

The Machine Learning results displayed in the Job Analyzer are the outcome of the SAP Machine Learning
framework.

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5.2.1  Salary Section in Job Analyzer

The Salary Benchmark section of Job Analyzer tool allows you to get an overall understanding about the salary
information that you have entered in the Job Description.

Salary Benchmark Section of Job Analyzer Tool

Insight Description

Market Salary Range This is the range between the 25th and 75th percentiles of salary data aggregated with
official data from the U.S. Bureau of Labor Statistics. The data is filtered to correspond to
the Job Requisition ONET Detailed Occupation Title (see Matched Job Category), in the
geographical area matched with your Job Requisition's location (see Matched Locations)

Market Salary Median This is the Median Salary of the data aggregated with official data from BLS. The data
corresponds to the Job Requisition ONET Detailed Occupation Title and Matched Location.

Matched Job Category This is the O*NET SOC-2010 Detailed Occupation Title that best matches your Job Requisi­
tion title and description. This is based on the SAP SuccessFactors' proprietary job classifi-
cation algorithm trained over millions of job postings gathered over job boards data.

You can provide positive or negative feedback by agreeing or disagreeing on whether the
Job Analyzer has correctly categorized the Job Requisition into a Job Category.

Matched Location This is the administrative area that was matched to your Job Requisition Location field to
filter the market salary data. As of the Q1 2018 Release, the matched area is at the US State
level.

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 Insight Description

Recommended Salary This is the recommendation given by our proprietary prediction algorithm. It expresses the
ideal salary of the job you are looking to fill, taking into account the following factors:

• Job Title
• Matched ONET category of the Job
• Skills detected in your Job description
• Desired level of experience detected in your Job description
• Matched Location of the Job

The Salary prediction algorithm is based on the data analyzed over 10 million and more
external job postings aggregated by the SAP Recruiting Posting (formerly Multiposting)
technology, over public job boards & career sites. This has been adjusted with public salary
data (from the U.S. Bureau of Labor Statistics).

You can provide feedback using thumbs up or thumbs down option to agree or disagree
with the salary recommendations. Additionally, you can state whether the salary is too high
or too low while using the thumbs down option.

5.2.2  Gender Bias Section in Job Analyzer

The Gender Bias section of the Job Analyzer tool allows you to gauge the language used in the Job Description
based on the score. It also suggests you with the alternatives to avoid gender-bias terms in the Job Description.

Insight Description

Language Overall Score Gives an overall rating of the Gender Bias score results. If the Job Requisition contains only
neutral wordings, the score is 5/5. This Score is impacted by the amount of non-neutral vo­
cabulary (masculine and feminine), and by the imbalance between masculine and feminine.

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Insight Description

Gender Bias Scan Gives the proportion of indirect masculine and feminine bias words in the job description
and the proportion of neutral vocabulary. This provides the most notable biased words
detected in the text.

The Gender Detection algorithm also provides alternatives that are marked as neutral,
whenever such alternatives exist for a biased word. Selecting one of the proposed neutral
alternatives results in the replacement of the biased word with the selected word through­
out the Job Description.

If Job Analyzer doesn’t provide any alternatives for a given biased word, or if you aren’t
satisfied with any of the suggestions, you can enter a custom word of your own in the text
box. You can validate this custom word by clicking Replace option. This action results in the
following:

• The biased word is replaced by the selected replacement, throughout the Job Descrip­
tion.
• The custom word is sent to the Job Analyzer and is aggregated into a global, growing
syllabus of replacement suggestions.

 Note

You can revert any changes of words by clicking Undo option, but ensure that the Job
Analyzer isn’t refreshed before you perform this action.

 Note

• Job Analyzer is used for Job Summaries (Short Description) and Job Description (Long Description) Job
Profile sections using Job Profile Builder.
• The Gender Bias Scan section in Job Analyzer Tool supports all the available English locales. An error
message is displayed when the locale isn’t supported.

Gender Bias Detection

SAP SuccessFactors uses a combination of data analysis and natural language processing techniques to build the
Gender Bias Detection algorithm. The foundation of the algorithm is sociological research, showing that certain
wordings in certain contexts carry out societal biases that can, statistically, prevent people from applying to a Job
(women being statistically more impacted than men).

For a more complete contextual and sociological explanation, see the Related Information section.

The building of the Gender Bias Detection algorithm follows these three high-level steps:

1. Gathering the base data. Base data is the wordings that were proven to be perceived as gender biased. This is
gathered from academic research and curated by linguistic specialists.
2. Expanding the collection of potentially biased words, using Word Embedding. Word Embedding is a Machine
Learning technique that can, under certain conditions, uncover semantic and conceptual associations between
different words.

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 For example, if caring is among the list of feminine biased words provided by the original research, word
embedding could find out that supporting is conceptually close enough to caring to carry a similar feminine
bias, even though it wasn’t considered in the original research.
3. Validating and correcting the expanded collection of biased words by confronting it to historical recruitment
data. For example, how many past job advertisements contained certain words and the actual impact on the
gender of the past applicants.

All data used in building this algorithm is academic research data and public data.

5.2.3  Recommended Skills Section in Job Analyzer

The Recommended skills section of the Job Analyzer Tool allows you to identify or mark the relevant and irrelevant
skills that are detected in the Job Description through machine learning technology.

Recommended skills Section of Job Analyzer Tool

Insight Description

Detected Skills Hard skills that were detected in the Job Description - Keywords that were detected in your
Job Description text and that were matched to an internal database of 3000 skills. This skill
database was aggregated using the SAP Recruiting Posting aggregation technology over
job boards and career sites.

You can provide positive or negative feedback by agreeing or disagreeing on the skills that
are found in your Job Requisition.

Related Skills These are the hard skills that are generally associated with the Job category on the market
and potential applicants might use when conducting keyword searches. This serves as a
suggestion for possibly adding up additional skills in the Job Description, if relevant.

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  Note

The Recommended skills section in Job Analyzer Tool supports all the available English locales. An error
message is displayed when the locale is not supported.

5.2.4  Feedback Data in Job Analyzer

User feedback can be directly gathered in the Job Analyzer to improve the performance of the Machine Learning
features. Job Analyzer provides feedback options for Recommended Salary and Gender Bias Scan.

For Recommended Salary in Salary Benchmark section, you can provide feedback using thumbs up and thumbs
down options to agree or disagree with the salary recommendations. Additionally, you can state whether the salary
is too high or too low while using the thumbs down option.

In the Gender Bias Scan, you can input your own custom words to replace biased words throughout the Job
Description.

This feedback data is sent to Job Analyzer and stored to be aggregated and processed, for the sole purpose of
re-training and continually improving the relevance and performance of the algorithm that Job Analyzer uses. It
also expands the syllabus of neutral replacement words using the community's inputs.

Sample Feedback Data

The only data that is sent along with feedback is the minimal set of information that is required to apply this
technical re-training. Here is the description of information that is sent and information that is not sent while giving
feedback to the Job Analyzer.

Data Sent with Feedback Data not Sent with Feedback

• Anonymized Job Title and Location of the Job Requisition. • Personally Identifiable Information - No PII is sent or
• Job Analyzer results that led to this feedback. stored back for post-processing.

• The custom word provided. • User identification information - All feedback sent are
strictly anonymous.

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5.2.5  Machine Learning Notes

The Machine Learning results displayed in the Job Analyzer are the outcome of the SAP Machine Learning
framework.

The framework articulates around the following capacities:

• Collecting data on Job Postings that are publicly available on job boards and career sites.
• Normalizing the data to store it in a unified repository, with classification algorithms.
• Enriching the Job postings data with models trained both on the SuccessFactors Recruiting Posting data,
SuccessFactors Recruiting Management Job Requisition data, and on academic sources.
• The machine learning algorithms classify individual words of the job description into three classes - male
biased, female biased, and neutral. The algorithms are trained on labeled dataset to make predictions. The
labeled dataset contains words labeled with their gender bias (for example, ‘dominant’ with label ‘male bias’).
We build the labeled dataset from linguistic research and historic applicants ratios for past job postings. Then
we process these labeled words through a word-association framework, and train a model that can infer
predictions on the gender bias for any new word encountered in job descriptions.

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6 Applications and Hiring

Increase gender equity in who applies and who gets hired.

Research shows that a company's recruiting and hiring processes can inadvertently cause bias, resulting in certain
demographic groups being repeatedly overlooked for job opportunities.

What causes gender bias in recruiting?

• Career sites and other organizational information put forth in the recruiting process can enable or impede
diverse candidate attraction.
• Recruiting in the same places and using the same practices.
• Women not applying to jobs because they feel they do not meet all of the qualifications.
• Job descriptions written in ways that repel members of certain demographics.
• Interviewer bias getting in the way of candidate assessments.
• Women not interviewing the ways an interviewer thinks are "traditional".
• Women being more critically evaluated during interviews.

Use SAP SuccessFactors technology to reduce gender bias in recruiting:

• Configure Career Site Builder to support a diverse, inclusive recruiting message.

• Utilize recruitment sourcing reports to determine where you are currently advertising your open positions and
other venues these could be advertised.
• Use validated assessments to ensure fair, consistent applicant measurement.
• Utilize the Interview Guide to ensure consistent, job-relevant interview protocol.
• Use Interview Central to form a panel of interviewers.
• Track your diverse applicants through the recruiting process pipeline to ensure they stay engaged.
• Avoid gender biased language in job descriptions.

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6.1 Searching for Jobs

Candidates can search for jobs in a number of ways on RMK career sites, including the Radius Search.

Radius Search

Radius Search allows candidates to enter a postal code and a radius in order to find jobs in a wider area. When
using the Radius search, a user can only enter a valid postal code into the zip code box, and as the candidate
types, ZIP Codes matching their entered digits will appear in a predictive text box, from which they can select a
postal code. The type-ahead zip codes will display in the locale of the page (for example, on a fr_FR page, country
names will appear in French). The locale of the page the user is on functions as preference for the type-ahead. For
example, if the user is on an en_US page, and begins typing "554" into the zip code box, US zip codes will appear
first.

Only zip codes for countries with active jobs will display in the type-ahead. For example, if a client has jobs in
the US and Canada, all zip codes for those countries will be available in the type-ahead. The RMK platform does
not support certain zip codes, including military codes like APO, FPO and DPO. The zip codes also display their
corresponding country. Only countries where the site has active jobs will display. The user can switch between
searching by postal code and searching by location by clicking Search by Zip Code or Search by Location. The unit
of radial search will appear in the locale of the page where the user is performing the search. For example, if a
page's locale is fr_FR, distance measurements will be in kilometers. Only pages configured for en_US locales will
display measurements in miles (This is not configurable).

You can filter the multilocation job postings by title, location or even with description of the job. When you want to
filter a multilocation job based on a location, you can either search the job with primary location or a non-primary
location.

When you search for the multi-location job with non-primary location, the filtered result displays the job, if the
location matches with one of the locations. The search result displays the job and its primary location.

Related Information

Configuring Search Settings [page 72]

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6.2 Configuring Search Settings

Customers can enable different types of search on the career site. Available search types are Keyword Search,
Location Search, and Radius Search (Search by ZIP Code/Distance).

Context

The Search settings, which were available from Site Site Settings in the legacy Command Center, are now
located in Career Site Builder. You can configure these settings in Career Site Builder whether the site has Career
Site Builder enabled or not.

Procedure

• From Recruiting Command Center, select the Career Site Builder   icon and select the Search tab at Global
Global Settings .

6.3 Source Reports

As a recruiter you can use Source Reports to view the top sources for visitors, members, and applications begun
during a specific time period without launching Advanced Analytics.

Source Data Using Source Reports

Career Site Builder is designed so that candidates can access jobs through a variety of different paths. When jobs
are posted in SAP SuccessFactors Recruiting, using recruiting posting, or XML feeds, those jobs always contain
tracking. These sources appear in Source Reports under when these conditions occur:

• High volume of Direct source types when improper source tracking is used.
• High volume of No Type or RCM Redirect visitors when non-SAP SuccessFactors Career Site Builder is used.

Tracked Statuses Using Source Reports

Go to Recruiting Source Tracker and locate the Source Report to access.

When you use Source Reports, you can view filtered Career Site Builder data for these activities:

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Tracked Activities in Source Report

Measured Activity Description

Source Categorized based on custom rules engine.

Visitors Displays visitor count for the selected source. Visits occur
when candidate passes from a source to your Career Site
Builder that's recorded each time. Visits aren't recorded when
candidates navigate to different pages within SAP SuccessFac­
tors Recruiting

Subscribers Subscriber Count. Subscriptions are when candidates join the

Talent Community, or when they create their candidate profile.
Also occurs when candidate signs up for job alerts or complete
their candidate accounts during the process of applying for a
job.

Apply Starts Displays the Apply Starts for the selected source. An Apply
Start is recorded when a candidate selects the Apply Now but­
ton on a job on an external career site.

Visit/Apply % Percent of applications per visit that's calculated by dividing

the number of Apply Starts by the number of visits.

Chart data You can view Career Site Builder activity data using different

chart types when you select the   horizontal grip selector.

 Note

This isn't available in Advanced Analytics

Incorrectly Configured Source Data

Incorrectly configured source data can appear in one of two ways in Source Reports:

• High volume of Direct source types when improper source tracking is used.
• High volume of No Type or RCM Redirect visitors when non-SAP SuccessFactors Career Site Builder is used.

Available Chart Types

When you've entered the criteria you want to use, the source report table displays data and visualization of your
data. By default, the table and pie chart displays data from all sources.

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Different Charts Used in Source Reports

Chart Option Description

Visitors Pie Chart Pie chart that displays the percentage of visitor source data.

Subscribers Pie Chart Pie chart that displays the percentage of subscriber source
data.

Apply Starts Pie Chart Pie chart that displays the percentage of Apply Starts source
data.

Show Trend Graph that displays your trend data.

Add Trend to series Displays your trend data as a series

 Note

You can view graphical and pie data for all sources, or by a specific source.

6.4 Posting Multi-location Job for Recruiting Marketing

Multi-location job posting feature allows you to post a Job Requisition with multiple location values on Recruiting
Marketing career site.

Some of the functional areas of Recruiting Marketing that support multi-location job posting are Search; Job List
display (both search and category), Google Job Map; and Job Details page. Currently, Job Feeds, Analytics and
Category Wizard will not support multi-location job posting.

The processes and UIs that do not support multi-location job posting operates using the primary locations. This
primary location is represented using the current location properties in Recruiting Marketing Job Model.

For information on configuration details, see Posting Multi-location Job in SAP SuccessFactors Recruiting
Management guide.

6.5 assessment-scale Element

The assessment scale element defines the rating scale that will be used to assess all applicants interviewed on this
requisition via Interview Central.

You need access to Provisioning to configure the Job Requisition XML.

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  Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

<assessment-scale reverse-scale="false">

Recruiters can rate applicants on competencies as part of the Interview Central process. Additional setup is
required for provide interview assessment functionality.

reverse-scale Attribute

<assessment-scale reverse-scale="false">

Some clients have their instances set up such that the rating scales are reversed; 1 is the highest possible rating
instead of the lowest. For such a client, the reverse-scale attribute ensures that Interview Central respects that
same logic.

scale-id Element

<scale-id><![CDATA[Interview Scale]]></scale-id>

Associates a rating scale to the requisition to determine what rating numbers and labels are used in Interview
Central. The rating scale must already be configured in the instance. The exact name of the rating scale, including
correct capitalization, spacing and punctuation must be used. Avoid special characters.

Related Information

Requisition Data Model

Interview Central [page 82]

6.6 Assessment Integration

You can integrate with third-party vendors to perform candidate assessments.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

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Using this integration, you can perform the following:

• Assign assessments to job requisitions.

• Prompt applicants to fill out the corresponding assessment.
• View assessment statuses and results in the assessment portlet within the application.

This integration requires a separate third-party contract with PeopleAnswers, SHL, or other supported vendor. If
you opt in to the assessment integration and configure it, Recruiting users can see a section on the requisition that
allows them to assign an assessment package to the requisition.

 Remember

You can’t configure multiple assessment packages for the same Applicant Status.

In SAP SuccessFactors Recruiting Management, the following three standard integrations are supported:

• PeopleAnswers
• SHL
• Gartner CEB/TalentCentral

PeopleAnswers requires either Boomi or SAP HCI, whereas Gartner CEB/TalentCentral is supported only for
Boomi.

The middleware integration for other vendors is a custom solution that must be built by Professional Services
Integrations or Partner Integrations.

 Note

• The CEB/TalentCentral integration follows the pattern of the SHL integration for the setup.
• Currently, the CEB/TalentCentral isn’t officially supported for use with SAP HCI. However, the integration
works.
• Submission of a new application triggers assessment integration, provided assessment integration is
configured to the new/default application status.
• Changing the status of an application also triggers assessment integration, provided assessment
integration is configured to the status in which you move the application.

Related Information

SuccessFactors Recruiting Management and PeopleAnswers/SHL Using Boomi

Recruiting Management and People Answers/SHL
JobApplication
JobApplicationAssessmentOrder
JobApplicationAssessmentReport

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6.6.1  Job Requisition Template: Hard Stop Field for Assessment
Integration

A hard stop status ensures that an applicant in the application pipeline can’t proceed until the results for the
assessment order are returned on the applicant record.

• A hard stop status field is configured in the job requisition template as a standard field.
• On the Job Requisition Detail page, the hard stop status dropdown consists of a list of active, default, in
progress, and onboarded statuses available in the application status set associated with the job requisition.
• When the recruiter moves the applicant to a status past the hard stop status, the system checks if assessment
triggers exist for the applicant and if all of them are completed. If yes on both counts, the new status is allowed.
If not, the candidate won't be allowed past the status until all assessments are complete.

You can configure and assign permissions to the assessment hard stop field in the job requisition template, just like
you can for other job requisition fields. This field is configured as a standard picklist field.

 Sample Code

<field-definition id="hardstopStatus" type="picklist" required="false"

custom="false">
 
<field-label><![CDATA[Hardstop Status]]></field-label>
<field-description><![CDATA[Hardstop status for assessments]]></field-
description>
<picklist-id>jobReqStatus</picklist-id>
</field-definition>
 

 Caution

Although this standard field is configured as a picklist, and picklist ID is provided, the field behaves as a derived
field. This field displays the default, on boarded, and in progress statuses of the job requisition, according to
the application status set ID associated with the job requisition.

 Remember

The system doesn’t check the selection of the hard stop status against the status configured for the
assessment. Don’t configure a hard stop status that would exist in the workflow before the status associated
with the assessment. This would prevent the candidate from moving through the system without being sent an
assessment.

6.6.2  Supported Vendors (External Partner Codes)

A list of supported externalPartnerCodes.

• ADP
• AON
• ASCEND
• ASPIRING_MINDS
• ASSESS

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• ASSESSMENT_SYSTEMS
• AXIOM
• BERKE
• BIDDLE
• BRILLIANTHIRE
• CAMMIO
• CAPP_ASSESSMENT
• CAPPCO
• CARE_ADVANTAGE
• CARTEL_SYSTEMS
• CERTIPHI
• CHECKSTER
• CHEMISTRY
• CHEQUED
• CRITERIA
• CUBIKS
• CUT-E
• CYQUEST
• DDI
• DRIVERCHECK
• EASYRECRUE
• EELLOO
• ELIGO
• EQUIFAX
• ESKILL
• EVOLVE
• EY
• FACET5
• FIRST_ADVANTAGE
• GARTNER
• GIS
• HACKERRANK
• HIRE_TALENT
• HIREDSCORE
• HIREVUE
• HOGAN
• HOLLAROO
• HR_AVATAR
• HR_DIAGNOSTICS
• HRNX
• IBM
• IIC

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 • INTELEFI
• INTERVIEWED
• INTERVIEWMOCHA
• IONA
• JOMBAY
• KENEXA
• KORNFERRY
• LAUNCHPAD
• LOGI_SERVE
• LUGO
• MAUS
• MAXIMUS
• MEA
• MEYERS_BRIGGS
• MONTAGE
• MROADS
• ONTARGET
• PAN
• PEOPLEG2
• PEOPLEMATTER
• PEOPLISE
• PA
• POMELLO
• PREDICTIVE_INDEX
• PREVUE
• PREVUEHR
• PROFILES_INTERNATIONAL
• PSI
• PYMETRICS
• QFIT
• RECRIGHT
• RECRUITMENTSMART
• REPNUP
• REVELIAN
• RIVS
• SAVILLE_CONSULTING
• SCREENOM
• SELECT_INTERNATIONAL
• SEMAC
• SHL
• SKILLATE
• SKILLSURVEY

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• SMARTERER
• SPEEXX
• STANG
• STANG_DECISION_SYSTEMS
• STARTEXAM
• TAG
• TALENT_CENTRAL
• TALENTADORE
• TALENTCUBE
• TALENTMATCH
• TAXCREDITCO
• TESTGRID
• TESTUP
• THINK_TALENT
• THOMAS_INTERNATIONAL
• TRAITIFY
• TRAITS
• VIAPEOPLE
• VIDEOBIO
• VIEPLE
• WALTON
• WONDERLIC
• WORLD-CHECKONE
• WSI
• YOBS
• ZEROLIME

6.6.3  Working with Assessment Integration

Assessments can be configured for any in-progress status in the applicant pipeline.

When an assessment is configured in New Applicant, the assessment is triggered when the candidate applies for
the job. Immediately after applying and passing the prescreening questions, the candidate will be redirected to an
assessment vendor site. After completing the assessment, the candidate will be redirected back to the career site.
Auto-disqualified applicants who fail the prescreening questions aren’t prompted to take an assessment.

If you configure the assessment in any status other than New Applicant, the assessment gets triggered when a
recruiter or other operator moves the application to a status where assessment is configured. Once the recruiter
triggers the assessment, the candidate receives an e-mail with a link to take the assessment.

 Note

The tokens [[APPLICATION_ASSESSMENT_PROVIDER_URL]] and

[[APPLICATION_ASSESSMENT_PACKAGE_TITLE]] can be used to provide information about the assessment.

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This process is single-sign-on and will not require additional logon credentials when using PeopleAnswers or
SHL. However, for users with custom vendors, SSO may or may not be enabled depending on how the custom
integration to that vendor is built. After the candidate completes the assessment on assessment vendor site, the
candidate is redirected to the standard Thank you for applying page within the Recruiting Management Careers
site.

The recruiting user can access the assessment results on the candidate summary list page. Results on the
Candidate Summary page can be sorted by score, recommendation, and status.

The assessment portlet displays assessment results on the applicant profile page. The assessment portlet displays
differently for different assessment vendors.

 Note

You can’t configure the same assessment package for different application statuses. Also, you shouldn’t edit
the assessment package after the job requisition is approved. When associating a new assessment with a
job requisition, make sure you fill out all the required assessment fields, or you may have trouble saving the
requisition information. Don’t save a job requisition.

Available PeopleAnswers Results Fields

PeopleAnswers Field
Recruiting Field Name Recruiting Field Value Translated Name Visible On

Recommendation • Recommended Yes - value is translated Recommendation • Candidate Sum­

• Recommended mary Page
with Qualifications • Individual Applica­
• Recommended tion Page
with Reservations
• Not Recom­
mended

Score Numeric value Yes - field name is Score • Candidate Sum­

translated mary Page
• Individual Applica­
tion Page

Available SHL Results Fields

Recruiting Field Name Recruiting Field Value Translated SHL Field Name Visible On

Recommendation
• Recommended Yes, value is translated. Passed • Candidate Sum­
• Not Recom­ mary Page
mended • Individual Applica­
tion Page

Percentile Numeric value ex­ No Scale Individual Application

pressed as a percent­ Page
age (%).

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Recruiting Field Name Recruiting Field Value Translated SHL Field Name Visible On

Band • High No Band Individual Application

• Medium Page

• Low

Score Numeric Value Yes - field name is Score • Candidate Sum­

translated mary Page
• Individual Applica­
tion Page

Available Custom Vendor Results

Recruiting Field Name Visible On

Recommendation • Candidate Summary page

• Individual Application page

Score • Candidate Summary page

• Individual Application page

Subscriber ID Assessment Integration Results portlet

Client ID Assessment Integration Results portlet

6.7 Interview Central

Access all your Interview Assessment forms in one place.

Interview Assessment forms pull competencies from the requisition and allow interviewers to provide a numeric
rating and comments on each competency. Additionally, interviewers can provide an overall thumbs up or thumbs
down on the applicant, add overall comments, and possibly attach documents to their feedback.

You can find all Interview Assessment forms under Recruiting Interview Central .

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Here are some important things to keep in mind about this function:

• Interviewers can only provide one set of feedback per applicant. Even if two separate interviewers give
feedback, only one set of competency ratings will be saved for each applicant.
• Once an interviewer has rated a candidate, you shouldn't make any further changes to the competencies,
rating scale, or reverse scale option in the Job Requisition XML. This will cause the Interview Assessment form
to display incorrect data.

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Related Information

Configuring Interview Central [page 83]

6.7.1  Configuring Interview Central

Configure Interview Central so that interviewers can use Interview Assessment forms to provide feedback on an
applicant.

Prerequisites

You have access to Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Context

Interview Assessment forms pull competencies and interview questions from the requisition. This allows
interviewers to provide a numeric rating and comments on each competency. Additionally, interviewers can
provide an overall for the applicant by choosing Recommended or Not Recommended, add overall comments,
and possibly attach documents to their feedback.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Here are some important things to keep in mind before you start using it:

• Interviewers can only provide one set of feedback per applicant. Even if two separate interviewers give
feedback, only one set of competency ratings are saved.
• Once an interviewer has rated a candidate, don't change the competencies, rating scale, or reverse scale option
in the Job Requisition template as it causes incorrect data to appear in the Interview Assessment form.
• Recruiters add Interview questions to a Job Requisition through the Job Profile. Interviewers can view these
interview questions linked to a Job Requisition in the Print and Go pack in Interview Central.

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Procedure

1. Go to Provisioning Company Settings and select the following options:

• Enable Interview Central and Set up Interviewers Popup

• Enable Stack Ranker style Interview Assessments
2. Perform the following in Job Requisition template.
a. Set up the competencies field ID in the Job Requisition template. We recommend that you make it a
required field.

 Sample Code

<field-definition id="competencies" type="competencies" required="false"

custom="false">
 
<field-label mime-type="text-plain"><![CDATA[Interview
Competencies]]></field-label>
<field-label mime-type="text-plain"><![CDATA[Interview
Competencies]]></field-label>
</field-definition>
 

b. Set up the assessment scale element and a valid rating scale in the Job Requisition template. Note that
only competencies can be rated on the Interview Assessment form. Other data elements can’t be shown.

 Sample Code

<assessment-scale reverse-scale="false">
 
<scale-id><![CDATA[Interview Scale]]></scale-id>
 
</assessment-scale>

The reverse-scale option in the Job Requisition template is used when lower scores are visually
portrayed as preferable on the Interview Assessment and View Candidate Ratings screens.
c. Specify the interviewAssessment feature-permissions for the relevant statuses (one feature-
permission block for each status) in the Job Requisition template.

 Sample Code

<feature-permission type="interviewAssessment">
 
<description><![CDATA[description]]></description>
<role-name><![CDATA[S]]></role-name>
<role-name><![CDATA[T]]></role-name>
<role-name><![CDATA[R]]></role-name>
<role-name><![CDATA[G]]></role-name>
<status><![CDATA[Interview]]></status>
 
</feature-permission>

 Tip

The customer can prefer to have the same permission for interview statuses and all statuses beyond
interview. Because in practice, there's no difference between accessing interview setup and accessing
interview results.

d. Set up the Interview Guide in the Job Requisition template.

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  Sample Code

<field-definition id="interviewGuide" type="multiattachment"

required="false" custom="false">
 
<field-label mime-type="text-plain"><![CDATA[Interview Guide Documents]]></
field-label>
<field-description><![CDATA[Interview Guide Documents]]></field-
description>
</field-definition>
 

e. Set up the Hiring Manager note in the Job Requisition template. When adding permissions for this field,
ensure that the Hiring Manager has Edit permissions.

 Sample Code

<field-definition id="hiringManagerNote" type="textarea" required="false"

custom="true">
 
<field-label><![CDATA[Hiring Manager Note]]></field-label>
<field-description><![CDATA[Hiring Manager Note]]></field-description>
</field-definition>
 

3. Perform the following in the Job Application template.

a. To display interview-related data on the application record and make some interview information
reportable and tokenized, define the interviewResult and overdueInterviews fields.

 Sample Code

<field-definition id="interviewResult" type="derived" required="false"

custom="false" public="false" readOnly="false" anonymize="false">
 
<field-label mime-type="text-plain"><![CDATA[Interview Result]]></field-
label>
<field-description><![CDATA[average rating of the interviews
completed]]></field-description>
</field-definition>
<field-definition id="overdueInterviews" type="derived" required="false"
custom="false" public="false" readOnly="false" anonymize="false">
<field-label mime-type="text-plain"><![CDATA[overdueInterviews]]></field-
label>
<field-description><![CDATA[number of overdue interviews]]></field-
description>
 
</field-definition>

The interviewResult field contains the average rating of the completed interviews and the
overdueInterviews field contains the number of overdue interviews. An overdue interview is one that's
incomplete, has no start date, or has a start date in the past. The overdue interview option appears after
the scheduled date of the interview. If there's no scheduled date, that status is always displayed.
b. If using single stage application, add permissions for the interviewResult and overdueInterviews
fields in the Job Application template. If using multistage application, add the permissions in the Job
Requisition template.
c. Optionally, define the field-refs in the Job Application template display options.

 Sample Code

<candidate-summary-display-options-config>
 
<category id="invCategory" name="invCategory">
<label><![CDATA[Interview Results]]></label>
<column field-ref="interviewResult" select-by-default="false"
gridOrder="1"></column>

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 <column field-ref="overdueInterviews" select-by-default="false"
gridOrder="2"></column>
</category>
 
</candidate-summary-display-options-config>

When these fields are defined in the display options, the system doesn’t respect the Display Interview Result
and Overdue Interviews in candidate summary page option in Manage Recruiting Settings.

4. Go to Admin Center Manage Recruiting Settings and do the following:

a. To allow interviewers to access the application page of the applicant they’re interviewing, scroll down to the
Interview Central section and select the access level for the Grant Interviewers the access level of option. If
interviewers don't need to have application access level, set this option to No Selection.
b. If you want to display interview-related options on the applicant list page even if interviewResult and
overdueInterviews fields aren’t configured as display options in the Job Application template, scroll
down to the Candidate Summary section. Then, select Display Interview Result and Overdue Interviews on
the candidate summary page.

6.7.2  Working with Interview Central

[Link] Setting Up Interview Competencies

Interview Central competencies set-up.

Add competencies to the requisition.

Interview Central works without competencies present on the requisition. However, with competencies, the user
experience is enhanced when an interviewer views the Interview Assessment form.

The Expected Rating and Weight % columns aren’t used in the Interview Central functionality. There’s no way to
disable these unused columns.

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[Link] Setting Up Interviewer Data for Sending E-Mails

Set up a list of interviewers, apply the list of interviewers to applicants, and send e-mail notifications to the
interviewers.

Prerequisites

• You must be a recruiting user with the required feature permissions.

• You are in a status to see the interviewAssessment feature of an applicant.

Procedure

1. Locate the Interviewers screen area, and choose Set up Interviewers.

2. Set up an interview team by adding names of interviewers you want in the team.

When setting up a list of interviewers, you can specify a date and time for the interview, as well as notes. These
fields can’t be made required.

 Note

You can enter dates and times for the interview for individual interviewers.

• Name: Only active SAP SuccessFactors HXM Suite users can be selected as interviewers.
• Date-Time: This field is optional and can’t be made required. There’s no calendar integration. Therefore,
this field has no relation to a calendar-based interview scheduling.
Date and time display in the Employee Profile time zone of the logged in user. If another user in a different
time zone views the information, it automatically adjusts to the correct date and time for the time zone in
their Employee Profile. Interviewers who receive an e-mail notification see the date and time in the time
zone stored in their Employee Profile.
• Notes: This field is optional and can’t be made required. The Notes field has a 2,000 character limit.
• Same people as last time: If an interviewer list has previously been set up on another applicant on the
requisition, the recruiting user can use this button to instantly apply the same list to the applicant being
viewed.
• Apply Interviewer List To All Applicants: This button allows the recruiting user to define the same list
of interviewers for every applicant. This list applies to every applicant presently in interview status and
applicants who are placed in an interview status in the future.
Apply Interviewer List To All Applicants only works for in progress statuses that have been set up with
interviewAssessment feature permissions in the XML. the default status isn’t supported.
If the interviewer list is being applied to many applicants, then a scheduled job is set up automatically to
process adding the interviewers to all applicants. It can take a few minutes to fully apply the interviewers to
the applicants. This helps to maintain page load speed and user experience since the user isn’t waiting for
the confirmation page to load.
• Include in the invitation e-mail: Selects the attachments to be included in the e-mail notification to the
interviewer. Only resume, cover letter from the application record, and the standard interviewGuide

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 field from the requisition can be included in the e-mail notification. Note the interviewGuide field can be
set up as a multiattachment field if the client wishes to include many requisition-related attachments.
• Save: Saves the interviewer list and adds Interview Assessment forms on the Interview Central tab without
sending an e-mail notification to the interviewers.
• Send e-mail: Saves the interviewer list, adds Interview Assessment forms on the Interview Central tab, and
sends an e-mail notification to the interviewers.
If you click Send e-mail after changing an existing interviewer list, the system prompts you to select
whether the e-mail is sent to All Interviewers or only Added/Updated Interviewers.
It’s also possible to include a resume or an interview guide as attachments. If attachments need to be
included, disable the document management service, as follows: In Provisioning, click Company Settings
and then, deselect Enable Document Management Service.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product
Support.

The text of the interviewer e-mail notification is defined in Admin Center E-mail Notification Templates
Settings Recruiting Interviewer Notification . The interview e-mail has several special tokens to allow
certain interview-specific content to populate into the e-mail.
• Close: Closes the interviewer setup popup window without saving changes.

[Link] Reviewing Interview Assessment Results to Evaluate

Candidates

Completing assessment for an interview helps in capturing ratings for evaluating candidates. This helps in
identifying candidates that are best suited for a requisition.

Context

In the Interview Central tab, find the list of requisitions you’re interviewing for, and expand each requisition to see
the list of applicants you have to provide assessment feedback for. Once you complete an assessment, you can
review the interview results and flags for overdue interviews on the candidate summary page. Hovering over a value
reveals more detailed information about the interview feedback. You can also see a View Candidate Ratings link on
the interviewer portlet.

 Note

Recruiting supports rating scales with whole number value only for interview assessments. If you have any
rating scale with decimal value, we recommend you to change the rating scale to whole number in Admin
Center Rating Scales .

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  Caution

Using \ in a job title can cause an issue on print preview when viewing interview results.

 Note

Interview Assessment forms remain available on the Interview Central. The Print and Go! pack contains the date
and time of the overall interview schedule. If there are multiple interviewers in the schedule, then individual
start times aren't displayed.

Procedure

1. To start rating the candidate choose Rate now that opens the interview assessment form. If you've already
rated the candidate and would like to edit the ratings, choose Edit ratings.
2. Complete the interview assessment form by providing ratings for each skill set.

You can now review the assessment results. You can also open and view the candidate’s application record
from the interview assessment form, based on the permission level selected by your administrator. If
competencies are defined on the requisition, the interviewer can select ratings for each competency that
calculates the summary rating. You can use the Stack Ranker on the right-hand side to compare candidates in
summary or competency by competency to identify the top-rated candidate in each category.

[Link] Reviewing Interview Assessment Results

How to view the results of the interview assessment.

On the Interview Assessment screen, interviewers can only view their own ratings.

Interviewers can open and view the candidate’s application record from the Interview Assessment form. The
interviewer sees data on the application based on the permission level selected by the administrator.

The application can only be accessed from the interview assessment form. The candidate’s name on the Interview
Central dashboard doesn't appear on the interview assessment form.

Applicant List Page

Users can see Interview Results and a flag for overdue interviews on the candidate summary page. Hovering over a
value reveals more detailed information about the interview feedback.

The list of interviewers is sorted based on the User IDs of the interviewers found in the user data file.

Application

Permissioned users can view the total interview result and interview status data as fields on the application record
if the interviewResult and overdueInterview fields are configured. If these fields are configured on the

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Application XML, users with reporting access can report on this data, and administrators can use this data in
Recruiting E-mail notifications.

Candidate Ratings Page

Permissioned users can see a View Candidate Ratings link on the interviewer portlet once the Interview Assessment
forms are completed. It’s beneficial to leave the interviewAssessment feature-permission set up in all statuses past
interview.

The Candidate Ratings page displays the names of candidates arranged in alphabetical order and shows a
summary of all interviewer ratings on each competency and a total summary rating. Hovering over a competency
allows the user to view the ratings and comments from each interviewer.

Clicking Print Preview on the Candidate Ratings screen or clicking the print icon that appears when you hover over
the applicant's name produces a full overview of all interactive activity.

Mobile

Permissioned users can access the interview portlet and view both overall interview feedback and Candidate
Ratings via mobile devices.

[Link] Interview Central Commonly Asked Questions

Answers to commonly asked questions about Interview Central.

If interviewers are removed from the list and the Mass Apply button is clicked, what happens to those
interviewers on other applicants?

Absent interviewers who haven’t begun to provide feedback are removed from all applicants and they can't access
their interview assessment forms. If one of the removed interviewers had already begun to provide feedback on the
interview assessment form, then that interviewer isn’t removed from the interviewer list for that applicant. This is
done to ensure that all collected data remains available.

Is it possible to manually adjust the interviewer list on a single applicant after Mass Applying an interview
list?

Yes, manual adjustments are saved. Clicking the Mass Apply button again later overrides the manual adjustments.

Can I remind interviewers of their overdue interview?

To remind interviewers of overdue interviews, you can configure these features:

• overdueInterview field: Configuring this field displays an e-mail icon to automatically resend the Recruiting
Interviewer Notification e-mail. This feature doesn’t support automatic overdue interview emails. You can’t
configure this feature to send a different e-mail template. Configure the Recruiting Interviewer Notification in
Admin Center E-mail Notification Template Settings .

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 • Interview Assessments Outstanding e-mail trigger: When configured, this e-mail trigger automatically emails
the interviewer, depending on the defined conditions for the trigger. Configure these conditions in Admin
Center Managing Recruiting Recruiting Email Triggers .

These features can be configured together or individually.

How do I enable the "Outlook integration" calendar icon?

Go to Admin Center Company System and Logo Settings Outlook Calendar Integration .

Outlook calendar integration provides an icon on the application page. Clicking the Create Meeting icon pops up an
ics file (appears as an Appointment in Outlook) with the applicant’s name populated in the Subject line. This isn’t
an interview scheduling integration. No additional data flows into the appointment record (no interviewers, date
and time, and applicant data). No acceptance data is passed from the appointment into Recruiting.

Disabling this feature is recommended because most clients are seeking full interview integration. This is an
enhancement request and under consideration, but enabling the Outlook Calendar Integration may open a
conversation about this need that could lead to increased client dissatisfaction.

How do I change the content of the calendar popup or integrate interviewing to Outlook or another e-mail
client?

This action isn’t supported.

6.8 Applicant Status

As an applicant moves along the steps in the recruiting process, they are assigned different statuses. These
statuses enable you to track an applicant's progress, and can be used for recruiting metrics and compliance, as
well as for process control.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

You can configure each step in the workflow with a unique set of attributes that specify whether it is required or
can be skipped (with or without comments), how labels appear to users, which candidates can be assigned the
status, and whether related activities should trigger e-mail notifications. Admins can manually control the order of
the statuses.

 Caution

The system considers candidates with statuses of the types OnBoard or Disqualified for data purging.

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6.8.1  Configuring the Base Status Set

Configure a base set of statuses that can be used to create applicant status sets used in the recruiting process.

Prerequisites

• Recruiting is enabled in Provisioning.

• You have access to Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Context

The base status set contains a set of predefined applicant statuses that are necessary for the recruiting process to
run correctly. You can add more statuses to the base set, as required by your recruiting process.

 Note

• You can’t delete the base status set.

• You can’t delete a status from the base status set. However, you can disable it.

Procedure

1. Go to Provisioning Manage Recruiting Applicant Status Configuration .

2. Choose Edit Base.
3. Choose what you want to do.

• To add a status to the base set, choose Add New Status.

• To edit an existing status in the base set, choose Take Action Edit .

 Caution

The following statuses are predefined when you enable Data Privacy Consent Statement 2.0. Don’t
manually add them to the base set.
• Declined DPCS
• Deleted On Demand By Admin
• Deleted On Demand By Candidate
• Withdrawn By Candidate

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 4. Select a status type:

Option Description

In Progress Use when the candidate's application is being processed.

Disqualified Use when the candidate's application has been rejected.

Onboard Use when the candidate's application has been successful.

5. Enter then save a name and category.

 Caution

To avoid localization issues, ensure that you provide labels for all statuses in the system.

6. Repeat these steps for all the statuses you want to add to the base set.
7. Choose I'm Done to save your settings.

Results

Applicant statuses in the base set can now be used to create different applicant status sets.

Next Steps

Create the applicant status sets required by your recruiting process, either in Admin Center or in Provisioning.

6.8.2  Creating an Applicant Status Set

Combine base statuses to create a new applicant status set that is used in Recruiting.

Prerequisites

• You’ve added all the required statuses in the base status set.

Context

 Caution

• You can’t delete an applicant status set after it's created.

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 • You can’t delete a status from an applicant status set after it's added. However, you can disable it.

Procedure

1. Go to Admin Center Edit Applicant Status Configuration .

2. Choose a method of creating a new applicant status set.

• To create one from scratch, choose Add New.

• To create one based on a similar existing one, go to Take Action Duplicate .

A new status set is created. By default, it contains a set of predefined applicant statuses that are necessary for
the recruiting process to run correctly.
3. Enter the name of a new status set. You can also give it a description.
4. To add a status to the status set, choose Add New Status and select the statuses you want to add in the
dropdown menu. Then scroll to the bottom of the menu and choose Add.

The dropdown menu contains a list of the statuses in the base set configured in Provisioning.
5. To add a status group to the status set, click Add New Status Group.
6. To edit the status group, enter a Status Group Name and a Status Group Label. The Status Group Label appears
on the Talent Pipeline. Select the statuses to include in the group from the list of statuses of the same type.

 Note

To require a status before the candidate can progress through the pipeline, select Require candidate to be in
at least one status in this group before moving to the next group. If you don't select this option, candidates
can bypass the entire status group.

7. To save the changes, choose I'm Done.

[Link] Applicant Statuses Predefined by the System

By default, the newly created status set contains certain system statuses. These system statuses are required in
order to ensure that the process runs correctly.

System Status Functionality

Forwarded Status for candidates a recruiting user has attached to a requi­

sition.

Invited To Apply Status for forwarded candidates who have been invited to ap­
ply to a requisition by a recruiter.

Default Status for newly applied candidates. Also the status for for­
warded candidates who have been added by a recruiting user
via the Add to Requisition feature (available in instances with
late-stage application functionality.

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 System Status Functionality

Auto Disqualified Status for candidates who are automatically disqualified by the
prescreen questions.

 Note

Currently, no functionality supports status disqualification

reasons.

Requisition Closed Status for applicants when they’re placed in an In Progress

status when the requisition is closed.

Hired on Other Requisition Status for applicants when they’re placed into a Hired status
on another requisition.

Declined DPCS Status for candidates who have revoked their acceptance of
the data privacy consent statement after applying to requisi­
(Predefined when you enable Data Privacy Consent Statement tions.
2.0)

Deleted On Demand By Admin Status for candidates whose candidate profile was deleted by
an administrator.
(Predefined when you enable Data Privacy Consent Statement
2.0)

Deleted On Demand By Candidate Status for candidates who have deleted their candidate profile.

(Predefined when you enable Data Privacy Consent Statement

2.0)

Withdrawn By Candidate Status for candidates who withdraw a previously submitted

application.
(Predefined when you enable Data Privacy Consent Statement
2.0)

6.8.3  Configuring a Status in an Applicant Status Set

Configure a new applicant status or edit an existing applicant status, as required by your recruiting process.

Context

 Note

Although you can set a status for only internal or only external applicants, there’s no conditionality (if/then
logic) in the status workflow.

You can't configure a hard-stop that prevents candidates from moving past a given status in the application
until they complete the application.

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Procedure

1. Go to Admin Center Edit Applicant Status Configuration .

2. Select the relevant applicant status set.
3. Open the status you want to configure:

• To create and configure a new status, choose Add New Status.

• To edit configuration of an existing status, find and select the status name to start editing.
4. Configure applicant status settings as required.

 Note

Enable at least one language, or else you can’t save applicant statuses.

5. Select Save.

6.8.4  Applicants in the Applicant Status Workflow

When a candidate completes an application or is forwarded to a requisition by a Recruiting user, the candidate is
associated with an applicant status on the requisition.

Recruiting users who have appropriate permissions can move the application through the status pipeline. All status
changes are tracked for reporting and compliance purposes. You can view status change history:

• Application Audit Trail

• Application Status Audit Trail folder in Recruiting and V2 Secured reporting schemas

The applicant status pipeline acts as navigation for filtering the applicant list by status. A Recruiting user can click
a status and view only applicants in that status. To see all applicants, click View all candidates. Select multiple
statuses by holding down the CTRL key and selecting the desired statuses.

Grouped statuses display as a dropdown menu in the candidate pipeline. Recruiters can assign a candidate to any
of the statuses in the configured group.

The following options are available for the Forwarded and Withdrawn status sets:

• Hide the status from users who don't have application status Visible To privilege
• Hide applicant count from the users who don't have application status Visible To privilege

Corresponding statuses or count are either displayed or hidden within the status pipeline and job requisition
landing pages for these statuses:

• Forwarded
• Withdrawn

 Note

Users can view applicants only in statuses to which they have Visible To access.

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  Caution

Operator Designators roles are available for selection in the Selectable By and Visible To section of status
settings. Select All Others for individuals who have the V or Relational Operators role.

Recruiting users can place applicants only into statuses for which they have Selectable By access even if they don’t
have Visible To access for that status. Users see an error if they try to place the applicant in a status for which they
don’t have Selectable By access.

Recruiting users can see a quick overview the applicant status pipeline directly from the Requisition List page.
Disabled statuses don’t appear in the progress pipeline overview.

[Link] Recruiting Operators

Recruiting operators define the relationship of a user to a job requisition or job application. Many permissions and
routing capabilities are controlled by the operators used in XML configuration templates and route maps.

Where Operators Are Used

• Job Requisition Route Maps

• Job Requisition XML field-permission
• Job Requisition XML feature-permission
• Job Requisition XML button-permission
• Job Application XML field-permission
• Job Application XML button-permission

Operators are central to configuration of the system, so decide early in your implementation project how you are
going to use them. Many configuration decisions cannot be made until the customer identifies the users involved in
the recruiting process.

 Note

Custom Operators are not supported in job requisitions.

Role Operators

A predetermined list of operator fields is supported, and each operator field has a related designator.

Operator designators determine permissions for users listed in both the operator fields and the operatorTeam
fields.

Determine how this list of operators is used in your business process. Then go to Provisioning Job Requisition
System Field Labels to set up the operator fields with the appropriate labels.

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  Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Recruiting Operator Fields and Designators

Operator Field ID Designator Dependent Operator Team

Baseline permissions (no field ID) V vTeam

The V designator defines the baseline • V role: The V role is the Approver
permissions a recruiting user receives role. It is assigned to all users who
when viewing the record, if the system are on the Job Requisition route
cannot identify another operator associ­ map for approving the Job Requisi­
ation for them. For example, if the Job tion. This is in addition to any other
Requisition is routed to an unrelated user role they may have on the Job Requi­
to approve, that approval user would re­ sition. So Originator O always also
ceive V permissions. has the V role.

Whatever permissions you've assigned • vTeam: Simply assigns the V role to

to the V role are also automatically as­ anyone who is added as part of the
signed to all other roles. For example, if team. It works as any other operator
the V has permission to write to the inter­ team role.
nal title, then the O role, G role, and all This allows users who are added
other roles automatically have that per­ to this group, the permissions to
mission, without any additional configu- see Job Requisitions and associated
ration. fields permission for the V role, with
the user selection limited to the
group specified.

originatorName O originatorTeam

hiringManagerName G hiringManagerTeam

recruiterName R recruiterTeam

coordinatorName T coordinatorTeam

sourcerName S sourcerTeam

secondRecruiterName W secondRecruiterTeam

vpOfStaffingName Q vpOfStaffingTeam

<candidate (no field id)> C None

Used only in multistage application en­

vironments

Relational Operators

In addition to the operator fields, you can set up permissions and routing to users who have a defined relationship
to the operator users. These relationships are derived from relationships established in the user data. The following
table shows supported relationships to the operator fields and the corresponding designator for each relationship.

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  Note

The relational operators do not have access to requisition unless they are a part of the route map.

Most operator designators (R) can be appended with a relationship designator (M) to indicate a relational operator
(RM). The exception is V, which cannot be set up relationally, because it does not hold a single user but defines
baseline permissions for users who are not in a specific operator or team field.

Relational Recruiting Operators

Operator Relationship Designator

Operator's Manager xM

Operator's Manager's Manager xMM

Operator's Management Chain xM+

Operator's Direct Report xD

Operator's Direct Report's Report xDD

Operator's HR Contact xH

Operator's Matrix Manager xX

Operator's Custom Relationship xC

6.8.5  Applicant Status Frequently Asked Questions

Answers to frequently asked questions about applicant status.

Can I require either status A or status B, and prevent applicants from progressing through the pipeline until
they’ve passed through one of those statuses?

This option isn’t supported.

Can I configure a conditional applicant status workflow?

This option isn’t supported, but you can set a status as external or internal only.

How do I configure a different status workflow for requisitions in different countries/regions, departments,
and so on?

Requisitions and applications have a one-to-one relationship; set up a different requisition template for every
application. The recruiting must then open the correct type of requisition based on the applicant status workflow.

Can I prevent an applicant from progressing in the status workflow until there’s an approved offer?

Assign Selectable By privileges to the user for the status you’re attempting to move the applicant to.

Configure the statusId field in the Application XML file (Not the Requisition XML file, even if you’re using
multistage application) for the operator you’re using.

Configure all required fields for all operators for the status to which the applicant is currently assigned. Perform this
action even if you can’t see the fields when logged in as one user. There can be required fields that are visible to
another user that need to be populated with data in that status.

Can I prevent an applicant from progressing in the status workflow until a forwarded applicant has completed
their application?

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If late-stage application is enabled, there’s no support for a hard stop status. If late stage application isn’t enabled,
the applicant can’t progress beyond Invite to Apply unless the applicant completes the application.

 Caution

If Multi Stage Application and Late Stage Application are enabled, forwarded application required fields aren’t
validated when changing the status. Late Stage Application is designed to skip the validation on required fields.

6.8.6  Integration of Recruiting with Employee Records in

Employee Central

The integration between Recruiting Management to Employee Central provides a seamless way to transition an
external candidate record into a new employee account, including issuing an Employee ID.

• Customers using both Recruiting and Employee Central can hire internal and external candidates and
automatically sync them into their Employee Central database.
• The integration template can pull from the candidate application, job requisition, and offer letter. To maximize
data transfer, make sure these XML templates are configured to include the supported fields listed in the
Recruiting-Employee Central Transformation Template:
• Requisition
• Application
• Offer Details
• Because the Manage Pending Hires list is populated based on offer approval information, a candidate must go
through an approved offer approval before being set to Ready to Hire (Hirable).
• Permission to view applicants in Manage Pending Hires is based on the requisition operators, not on applicant
data.

Map the data from Recruiting Management directly to the equivalent fields in Employee Central. This mapping
requires Professional Services configuration in both the Recruiting and Employee Central modules. External
Candidate Profile background elements are synched to the Employee Profile automatically when correctly mapped.

With this functionality enabled and configured, Recruiting users can:

• Stage a candidate in a prehire status in the Recruiting module

• Access the Employee Central page for creating an employee
• Review and edit new hire account data pulled directly from the Recruiting module
• Submit a new hire for approval (for example, creation and routing of a new employee account)
• Receive automated notifications of the process progress (for example, final approval received)
• Update the Candidate Profile with the Employee ID
• Auto-synch background element information from candidate profile to Employee Profile after the hire

 Tip

Background elements don’t pass to Employee Central. They’re synched directly from the external
candidate profile to the Employee Profile .

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Related Information

Creating Picklists

[Link] Configuration

[Link].1 Instructions in the Application XML

If you want, you can add one or more instructional fields in the Application XML that describe the integration
process and provide instructions to Recruiting users on how to complete the hire process into Employee Central.

Recruiting users usually need to know the exact set of conditions that must be met in order for the candidate to
appear in Manage Pending Hires. If they don't know these conditions, there can be confusion when processing new
hires.

If you're using multistage application, configure these fields so that they're only visible in the appropriate offer or
hire statuses.

[Link].2 Configuring Applicant Status for Employee Central

Integration

If you’re using Employee Central with Recruiting, you must configure the Applicant Status Set with required
statuses to initite the integration.

Prerequisites

You need access to Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Context

For a status set, we recommend you to configure only one status each for Hire and Hirable. You may see issues in
the hiring process if you configure these statuses more than once.

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Procedure

1. Go to Provisioning Managing Recruiting Applicant Status Configuration .

2. Select Edit Base to edit the base status set, then click Add New:

• In the Type field, select In-Progress.

• In the Status Name field, enter Hirable.
• In the Category field, select Hired.
3. Save changes and click Applicant Status Configuration to return to the previous page.
4. Edit the default status set to update the Hired/Hirable statuses. To edit, click the name of the status set in the
Status Set Name column.
5. Click Hire in the Status Name column:

• Enter Hired in the Internal Label field.

• Select the Enable this status option.
• Under Hirable Options, select Hired.
6. Create a status for the Hirable Option by clicking Add New.

• Select Hirable.
• Select Add.
7. Click Hire in the Status Name column:

• Enter Ready to Hire in the Internal Label field.

• Enter Ready to Hire in the Candidate Label field.
• Select the Enable this status option.
• Select Hireable option under Hirable Options.
8. Move the Hirable status before the Hire status to keep a consistent applicant status trail.
9. Click I'm Done to save.

Results

This additional status, Ready to Hire (Hirable), is now available in the applicant status trail in the application.

[Link].3 Configuring Transformation Template

When data is sent from Recruiting to Employee Central, you have to configure the transformation template so that
data can be transferred.

Prerequisites

You have access to Provisioning.

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  Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Procedure

1. Go to Provisioning Managing Recruiting Import/Export Candidate to employee integration template .

2. Click Export and Submit to start configuring the template.

Results

The default template gets downloaded on to your system and it looks like the following:

 Sample Code

 
<object-mappings integration-type="CandidateToEmployee">
<entity-details-mapping>
<mapping-attribute>
<source entity-type="application" refid="firstName"/>
<target refid="[Link]-name"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="lastName"/>
<target refid="[Link]-name"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="custONBPrefLang"/>
<target refid="[Link]-preferred-lang"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="startDate"/>
<target refid="[Link]-date"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="middleName"/>
<target refid="[Link]-name"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="startDate"/>
<target refid="[Link]-date"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="jobrequisition" refid="legalEntity_obj_code"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="customBaseSal"/>
<target refid="[Link].1002"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="offerletter" refid="currency"/>
<target refid="[Link]-code.1002"/>
</mapping-attribute>
<mapping-attribute>

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 <source entity-type="application" refid="customBasePayFreqCODE"/>
<target refid="[Link].1002"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="customPayComponent"/>
<target refid="[Link]-component.1002"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="startDate"/>
<target refid="[Link]-date.1002"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="contactEmail"/>
<target refid="[Link]-address.P"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="jobrequisition" refid="onbEmailType"/>
<target refid="[Link]-type.P"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="jobrequisition" refid="isPrimary"/>
<target refid="[Link].P"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="startDate"/>
<target refid="[Link]-date"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="customEventReason"/>
<target refid="[Link]-reason"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="cellPhone"/>
<target refid="[Link]-number.C"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="phoneTypePrimary"/>
<target refid="[Link]-type.C"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="jobrequisition" refid="isPrimary"/>
<target refid="[Link].C"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="homePhone"/>
<target refid="[Link]-number.H"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="phoneTypeAlternate"/>
<target refid="[Link]-type.H"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="jobrequisition" refid="legalEntity_obj_code"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="jobrequisition" refid="onbPayClass"/>
<target refid="[Link]-class"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="jobrequisition" refid="onbFLSAStatus"/>
<target refid="[Link]-status"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="jobrequisition" refid="location_obj_code"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>

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 <source entity-type="jobrequisition" refid="positionNumber"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="startDate"/>
<target refid="[Link]-date"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="jobrequisition" refid="hiringManagerName"/>
<target refid="[Link]-id"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="country"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="startDate"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="address"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="city"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="state"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="state"/>
<target refid="[Link]"/>
</mapping-attribute>
<mapping-attribute>
<source entity-type="application" refid="zip"/>
<target refid="[Link]"/>
</mapping-attribute>
</entity-details-mapping>
<role-mapping>
<manager-roles>
<role>G</role>
</manager-roles>
<target-roles>
<role>G</role>
<role>G</role>
<role>G</role>
<role>G</role>
<role>G</role>
</target-roles>
</role-mapping>
 
</object-mappings>

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[Link].4 Permission to Access "Manage Pending Hires"

In order for users to be able to manage pending hires, they need the necessary role-based permission.

Context

In Admin Center Manage Permission Roles , enable the Manage Pending Hires permission.

Related Information

Granting Roles to Groups

List of Role-Based Permissions

[Link] Changing the Candidate Status to Hired

After a candidate accepts a job, you can change their status to hired.

Procedure

1. Ensure that the applicant has a completed and approved Offer Details record.

 Tip

Offer Approval populates the Manage Pending Hires table in Admin Center. If an applicant doesn’t receive
an offer approval that is approved before entering the Ready to Hire (Hirable) status, they’ll not show up in
the Manage Pending Hires list.

2. Change the applicant’s status to the Ready to Hire (Hirable) status. The applicant appears in the Manage
Pending Hires list in Admin Center.
3. In Manage Pending Hires, the user can then Hire the appropriate candidate. Once the candidate is hired:
a. Candidate is added to Employee Central and all data outlined in the integration template is transferred to
employee central.
b. As long as the employeeId is a field on external candidate profile, the candidate's new employee ID is
visible.
c. The candidate now has an internal candidate profile. The new internal candidate profile contains minimal
data and duplicates the external candidate profile unless Candidate to Employee Conversion is configured.
d. Candidate to Employee Conversion.

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7 Building Job Profiles for Applications and
Hiring

You can use Job Profile Builder so you can create and configure job families, roles, competencies, and behavior that
help you compose job descriptions that can help eliminate bias to capture only critical aspects for job roles that
avoid unnecessary criteria that can produce bias.

Job Family Groupings

The core HR system is the central repository for all data related to how you manage your workforce. Inevitably, this
data gets grouped into categories, such as job families and organizational levels. What companies rarely explore is
the demographic breakdown of these categories.

Your organization can leverage your core HR system to ensure that job families and groupings are inclusive and
representative of the kind of diversity you want at your company. Differences across job families can perpetuate
pay disparities because pay decisions are made by comparing employees working in the same jobs. When a job
family is mainly populated by female employees, pay benchmarks for employees in these jobs are likely lower
compared to a job family that is primarily populated by men.

Job Critical Components Associated With Roles

Having a core HR system that supports flexible work weeks that are outside of the 40-hour office work week that
influences how the job is marketed and recruited, and what an individual in that role is expected to accomplish, and
what skills and capabilities ensures a good fit. You can record and communicate out to hiring managers and other
stakeholders what the true requirements are for a job.

For example, listing key skills and capabilities as a requirement for a job when you want to ensure hiring criteria
such as physical location isn’t listed as necessary qualifications unless it is necessary to perform that role. You can
use Job Profile Builder within SAP SuccessFactors platform to build appropriate job descriptions and requirements.

Job Descriptions

Job Profile Builder tool within SAP SuccessFactors solutions provide definition of critical aspects for a role.
Information taken from Job Profile Builder give recruiters a starting point in crafting the job descriptions that
by highlighting skills and capabilities that are not truly necessary for success in a role, which is a practice that have
deterred diverse talent from applying and describe the job using appropriate and relevant terminology

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Competencies

With the performance management functionality within SAP SuccessFactors Performance & Goals, you can
automatically bring other sources of information into the performance evaluation form, such as competencies.
Management competencies are evaluated along with employee goals and factored in to a broader score of
performance. Competencies can be used across organizations, or they can be applied more specifically to certain
teams or organizational levels.

Even though skills, capabilities, and competencies necessary for success within leadership roles shouldn't be
associated with demographic characteristics, unconscious bias can cause diverse talent to be overlooked for
positions.

Assigning Behaviors to Competencies to Eliminate Bias

Behavior based competencies enables assessment of the aspects of job performance that are not necessarily tied
to employee goals but important for embodying the culture and values of the organization and therefore are also
critical aspects of performance.

Many effective managers display family supportive supervisory behaviors, with the understanding and support
when employee family obligations such a children or elderly parents medical appointments, takes precedence
over work. These behaviors have been linked to increased job satisfaction, engagement, and commitment among
employees. But when this level of support isn't present, primary caregivers are disadvantaged, and in many parts of
the world, primary caregivers are women and employees within a certain age range.

Assigning supporting behaviors to competencies for managers can be used to evaluate them to the extent when
they display supportive behaviors that is important in engagement and job satisfaction of all employees.

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8 What is Job Profile Builder?

Job Profile Builder enables you to build complete job profiles with multiple content types and create Families and
Roles. You can use Skills Management to capture employee skills within the Employee Profile.

Job Profile Builder or JPB is a successor to the legacy Job Description Manager or JDM. It is, therefore, sometimes
also known as JDM v2.0. Job Profile Builder replaces legacy Families, and Roles. It’s a flexible and intuitive way to
identify the complete elements of job descriptions to share them with your organization. You can use Job Profile
Builder to define your job profiles with or without Employee Central.

Job Profile Builder allows you to build complete job profiles with multiple content types, and allows creation of
individual performance profiles based on established roles within Families and Roles. You can find candidates with
the right fit for promotions and new positions, development strength, and more opportunities using detailed job
descriptions.

Job Profile Builder is built on top of Metadata File Framework or MDF. When you use MDF, you can create and
manage database object definitions, relationships, and hierarchy.

As a best practice, use both Job Profile Builder and Skills Management.

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9 Comparison of Job Description Manager
and Job Profile Builder

Job Profile Builder (JPB) has many features in common with Job Description Manager (JDM) and also some
distinguishing features. This list gives you a comparison of the functionalities.

The Job Profile Builder uses the Metadata Framework (MDF) to store objects and data.

Feature Comparison of Job Description Manager and Job Profile Builder

Topic Job Description Manager Job Profile Builder Notes

Families and Roles X X

Competency Libraries X X

Competency Localization X X

Defining and Mapping Compe­ X X

tencies to Job Roles

Assigning Relative Weights to X X

Competencies Mapped to Job
Roles

Assigning Behaviors to Com­ X X

petencies

Assigning of Behaviors to Job X X Behaviors are assigned to

Roles Competencies. Competencies
are assigned to job roles. Be­
haviors can’t be assigned to
job roles directly. This feature
is the same for JDM and JPB.

Localized Job Role Description X You can configure your job

profiles in JPB. Design your
job profile using the library
content or text fields that can
all be localized and configured
to fit your needs.

Mapping of Same Job Code to X

Multiple Job Roles

Mapping of Succession Data X You can map job code as well

Model Standard Elements as division, department, loca­
tion, or 15 custom fields, from
Succession Data Model to job
roles in JDM.

JPB only supports mapping of

job code to a job role.

Position-Based Job Profiles X

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 Topic Job Description Manager Job Profile Builder Notes

Skills Library X JPB provides a Skills Library

with access to sample con­
tent including proficiency lev­
els mapped to job roles.

Skills Assessment X JPB supports rating of Skills

Proficiency.

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10 Enabling Job Profile Builder in Provisioning

This topic gives details about enablement of Job Profile Builder in Provisioning.

Context

Current implementations begin with Job Description Manager and have pre-existing Job Description Manager data
in the system. Thus, as a first step, use the Check Tool to validate your Job Description Manager data before
migrating to Job Profile Builder. Next, correct any issues found by the check tool with your Job Description
Manager data to prepare for migration from Job Description Manager to Job Profile Builder. Note that any
corrections to be made are done from Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Procedure

1. Log in to Provisioning.
2. Go to Company Settings and enable the following:

• JDM v2.0/Skills Management

• Role-based Permission
• Enable Generic Objects

 Note

If you have an existing implementation of Job Description Manager, once JDM v2.0/Skills Management is
enabled, setting for Job Description Manager is disabled and the functionality to access Job Description
Manager data is no longer available. You’re able to access your Job Description Manager data from
Provisioning after enablement.

Next Steps

• Migrate existing data to Job Profile Builder and Center of Capabilities.

• Set up role-based permissions for Job Profile Builder data objects.

Using Check Tool for Job Description Manager and Job Profile Builder [page 113]

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 Before migrating to Job Profile Builder, run data validation checks for Job Description Manager. In addition,
check for any issues during migration in Job Profile Builder Check Tool validations.

Migrating from Job Description Manager to Job Profile Builder [page 115]
Migration from Job Description Manager to Job Profile Builder involves the migration of data structures
such as your company's competencies, job families, and job roles.

10.1 Using Check Tool for Job Description Manager and Job
Profile Builder

Before migrating to Job Profile Builder, run data validation checks for Job Description Manager. In addition, check
for any issues during migration in Job Profile Builder Check Tool validations.

Prerequisites

You have permission to Check Tool.

 Tip

Find the permissions under Administrator Permissions Check Tool .

Context

Once you enable Job Profile Builder, you no longer have access to the legacy competency libraries from Admin
Center. Make any changes to the Job Description Manager data after enablement of Job Profile Builder and before
migration of data to Job Profile Builder from Provisioning.

Procedure

1. Go to Admin Center Check Tool .

The Check Tool page opens displaying the results of the first tab System Health.
2. Depending on the check type of the check you're interested in, select the corresponding tab.

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 Tab Description

System Health Displays configuration checks that have returned errors or

warnings after the last run. We recommend you solve these
in a timely manner.

To display all checks, select all result types in the Result Type
search filter and select Go.

Migration Displays the migrations that are still pending, either because
the check tool couldn't automatically migrate all issues or
because new issues have been found after the last run. We
recommend you solve these in a timely manner.

To display all checks, turn on the Show completed migrations

also search filter and select Go.

Validation Displays a list of all validation checks.

 Note

Validation checks require one or more parameters for

execution, therefore we can't run these checks automat­
ically. You need to enter input parameters and run the
corresponding check manually to get results.

3. Pick the relevant option from the dropdown under Application and then click Go.

• Job Description Manager

There are multiple checks available that validate your Job Description Manager data for migration. Any
issues found by the checks for Job Description Manager are then corrected from Provisioning.
• Job Profile Builder - Run the relevant Job Profile Builder checks to validate data once data have been
migrated from Job Description Manager to Job Profile Builder.

Task overview: Enabling Job Profile Builder in Provisioning [page 112]

Related Information

Migrating from Job Description Manager to Job Profile Builder [page 115]
Using the Check Tool to Solve Issues

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10.1.1  List of Supported HTML Tags in Competency
Descriptions

Competency descriptions in Job Profile Builder can only include certain HTML tags and cannot include any
JavaScript. Refer to the following for the supported HTML tags.

List of Supported HTML Tags in Competency Descriptions

List of Supported HTML Tags in Competency Descriptions

strong

em

ol

ul

li

10.2 Migrating from Job Description Manager to Job Profile

Builder

Migration from Job Description Manager to Job Profile Builder involves the migration of data structures such as
your company's competencies, job families, and job roles.

Prerequisites

• You have enabled Job Profile Builder.

• You’ve disabled Disable autocompletion find in the UI in Provisioning.
• You’ve checked and prepared your Job Description Manager data for migration. See Context and Related
Information for additional guidance.

Context

Current implementations begin with Job Description Manager and have pre-existing Job Description Manager data
in the system. Thus, as a first step, use the Check Tool to validate your Job Description Manager data before
migrating to Job Profile Builder. Next, correct any issues found by the check tool with your Job Description
Manager data to prepare for migration from Job Description Manager to Job Profile Builder. Note that any
corrections to be made are done from Provisioning.

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  Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Procedure

1. Go to Company Settings for your company in Provisioning.

2. Go to JDM v2.0/Skills Management.
3. Provide username of an administrator for the migrate job in the text box.
4. Select Migrate to trigger the migration job.

 Caution

After migration, don’t change Family and Job Role data from Provisioning. Any changes made from
Provisioning aren’t synced with data in the system.

Next Steps

Go to Admin Center Check Tool Application ->Job Profile Builder to check on some of the issues
encountered during migration.

 Note

Job Description Manager data is locale-specific. When migrating data to Job Profile Builder, the system creates
Job Profile Builder data in English U.S. locale whatever the locale of existing data. Post migration, export Job
Profile Builder data, add translations for the locales you use and reimport the data.

Task overview: Enabling Job Profile Builder in Provisioning [page 112]

Related Information

Using Check Tool for Job Description Manager and Job Profile Builder [page 113]
Using Check Tool for Job Description Manager and Job Profile Builder [page 113]

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11 Security and Visibility for Job Profile Target
Role-based Permissions

You can control security and visibility for your job profile target role-based permissions using Metadata Framework
Configure Object Definitions tool.

Overview About Security for MDF Using Role-based Permissions

You can add security based on role-based permission to the MDF object definition, which can be added to objects,
field, and association levels. Setting up security allows you to control which users can view, edit, or import and
export data in an object or field. With MDF you can set up security at the more granular field level. For objects and
fields, you can control access based on roles within the system

Security has to be added so you can view or edit target role-based permissions for the following Job Profile Builder
permissions:

• Job and Skills Visibility

• Skill Profile
• Rated Skills

Related Information

Setting Up Job and Skills Profile Visibility [page 118]

Setting Up Visibility for Skill Profile [page 118]
Setting Up Visibility for Rated Skills [page 119]
More about Using MDF:
Implementing the Metadata Framework
Helpful Topics from Implementing the Metadata Framework
Overview of Setting Up Security for MDF Using Role-Based Permissions (RBP)
Adding Security for Object Definition

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11.1 Setting Up Job and Skills Profile Visibility

You can set up Job and Skills Profile visibility role-based permissions using the Configure Object Definitions tool.

Procedure

1. Go to Admin Center Configure Object Definitions .

2. Go to Search Object Definition Job Profile

3. Go to Take Action Make Correction

4. Go to the Security section towards end of the page and complete the form:

Field Set to

Secured Yes

Permission Category Manage Job & Skill Profile Visibility

RBP Subject User Field Leave it blank

CREATE Respects Target Criteria No

5. Select Save to finish.

11.2 Setting Up Visibility for Skill Profile

You can set up Skill Profile visibility role-based permissions using the Configure Object Definitions tool.

Procedure

1. Go to Admin Center Configure Object Definitions .

2. Go to Search Object Definition Skill Profile

3. Go to Take Action Make Correction

4. Go to the Security section towards end of the page:

Field Set to

Secured Yes

Permission Category Manage Job & Skill Profile Visibility

RBP Subject User Field Leave blank.

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 Field Set to

CREATE Respects Target Criteria No

5. Select Save to finish.

11.3 Setting Up Visibility for Rated Skills

You can set up Rated Skills visibility role-based permissions using the Configure Object Definitions tool.

Procedure

1. Go to Admin Center Configure Object Definitions .

2. Go to Search Object Definition Rated Skills

3. Go to Take Action Make Correction

4. Go to the Security section towards end of the page and complete the form:

Field Set to

Secured Yes

Permission Category Manage Job & Skill Profile Visibility

RBP Subject User Field Leave blank.

CREATE Respects Target Criteria No

5. Select Save to finish.

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12 Setting Up Role-Based Permissions for Job
Profile Builder

You can set up basic role-based permissions to enable Job Profile Builder using the Manage Permission Roles tool.

Prerequisites

• Permission group set up for your JPB administrators and users

 Tip

For instructions on how to set up your permission group, refer to the Role-Based Permissions Admin Guide

Context

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Procedure

1. Go to Admin Center Manage Permission Roles .

2. To create a new permission role, select Create New that opens up the Permission Role Detail page.
3. Give role a name and select the Permission button and check the following options:

Role-based Permission Option Steps

General User Permission 1. Go to User Permissions General User Permission

to select the following:
• User Login
• Live Profile Access

2. Select Done to save.

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 Role-based Permission Option Steps

Metadata Framework 1. Go to Administrator Permissions Metadata

Framework .
2. Select all permissions.

3. Select Done to save.

Manage Job Profile Builder 1. Go to Administrator Permissions Manage Job

Profile Builder .
2. Select all checkboxes.

3. Select Done to save.

4. Go to Permission Role Detail Grant this role to... Add that opens the Grant this role to dialog box.

a. Go to Permission Group Select that opens up the Groups box.

b. Select all permission groups to assign this role.
c. Select Done to save that directs you back to the Permission Role Detail page.
5. Select Save Changes to finish.

Next Steps

You can now set up visibility for your job and skill profile.

Related Information

Setting Up Permissions for Manage Job Profile Builder [page 121]

Setting Up Permissions for Job and Skills Profile [page 123]
Setting Up Permissions for Skill Profile [page 123]
Setting Up Permissions for Rated Skills [page 124]
Setting Up Additional Permissions for Job Profile Fields [page 125]

12.1 Setting Up Permissions for Manage Job Profile Builder

You can set permission settings for using different Job Profile Builder tools such as: Job Profile Templates, Manage
Job Profiles, Configure Job Profile Acknowledgement Settings, Manage Job Profile Content Import/Export, and
Manage Job Profile Content. You can use this role based permission to set up who can view job profile content only
or create and edit job profile content.

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Procedure

1. Go to Admin Center Manage Permission Roles .

2. Select the permission role you want to add the Manage Job Profile Builder target permissions.

When you select your permission group, you’re directed to the Permission Role Detail page for that group.
3. To continue, select Permission... that opens up the Permission settings dialog box.

4. Go to Administrator Permissions Manage Job Profile Builder .

5. Select the following checkboxes:

• Job Profile Templates

• Manage Job Profiles
• Configure Job Profile Acknowledgement Settings
• Manage Job Profile Content Import/Export
• Manage Job Profile Content
6. To select additional permissions for Manage Job Profile Content:

Checkbox Selection Choices

Can Edit Content Permissions allow creation and editing job profile content.
When this checkbox is selected, the Can View Content
checkbox is grayed out.

Can View Content When you want individuals that are members of your per­
mission group to have view access only.

 Tip

When you select the Manage Job Profile Content checkbox, both Can View Content and Can Edit Content is
enabled by default. You can only change target permissions by deselecting Can Edit Content checkbox.

7. Select Done to complete setting up Manage Job Profile Builder target permissions.

When you select Done the dialog box closes and you’re back to the Permission Role Detail page.
8. To finish, select Save Changes.

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12.2 Setting Up Permissions for Job and Skills Profile

When you have set up your Job and Skills Profile Visibility, you can grant target permissions for specific permission
roles.

Procedure

1. Go to Admin Center Manage Permission Roles that directs you to the Permission Role List page.
2. Select the Permission Role you want to edit that opens up the Permission Role Detail page.

3. Go to Permission Administrator Permissions Manage Job & Skill Profile Visibility within the
Permission Settings dialog box.
4. Select View, Edit, and Import/Export checkboxes for the following:

• Job Profile
• JobReqJobProfile
• Skill Profile
5. Select Done to save and Save Changes to finish.

Next Steps

You can use Field Override feature to restrict permission for specific job profile fields so that it isn’t viewable or
editable to individuals under specific permission roles.

12.3 Setting Up Permissions for Skill Profile

When you have set up Skill Profile object, you can grant target permissions for a specific permission role.

Procedure

1. Go to Admin Center Manage Permission Roles that directs you to the Permission Role List page.
2. Select the Permission Role you want to edit that opens up the Permission Role Detail page.

3. Go to Permission Administrator Permissions Manage Job & Skill Profile Visibility Skill [Link]
Skills (Rated Skills) within the Permission Settings dialog box.
4. Select the following checkboxes under Rated Skills:

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 • View
• Edit
• Import/Export
5. Select Done to save.

The Permission settings dialog box disappears and you directed back to the Permission Role Detail page.
6. Select Save Changes to finish.

12.4 Setting Up Permissions for Rated Skills

When you have set up your Rated Skills, you can grant target permissions for specific permission role.

Procedure

1. Go to Admin Center Manage Permission Roles that directs you to the Permission Role List page.
2. Select the Permission Role you want to edit that opens up the Permission Role Detail page.

3. Go to Permission Administrator Permissions Manage Job & Skill Profile Visibility Skill [Link]
Skills (Rated Skills) within the Permission Settings dialog box.
4. Select the following checkboxes under Rated Skills:

• View
• Correct
• Create
• Adjust Order
• Delete
5. Select Done to save.

The Permission settings dialog box disappears and you directed back to the Permission Role Detail page.
6. Select Save Changes to finish.

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12.5 Setting Up Additional Permissions for Job Profile Fields

You can restrict specific job profile fields so that it isn’t viewable or editable to individuals with specific permission
roles. This action is performed using the Manage Permission Roles tool.

Context

There are two types of restrictions:

• No Access
• Read Only

Procedure

1. Go to Admin Center Manage Permission Roles and select the permission role you want to edit.

2. Select Permission Administrator Permissions Manage Job & Skill Profile Visbility .

3. Go to Job Profile Field Level Overrides .

4. Go to <Field> and select the field you want to restrict permissions for.
5. Go to Permission and select either:

• No Access
• Read Only

 Note

You can’t restrict field level overrides for mandatory fields. If selected, a message appears: You’ve
selected a mandatory field for Field Override in Permissions - this can lead to application issues and isn’t
recommended.

6. Select Done.

You’re directed back to the Permission Role Detail page.

7. Select Save Changes to finish.

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13 Configuring Skill Profile in People Profile

You can enable your employees to edit their Employee Self-Rating and Manager Rating in People Profile.

Prerequisites

• Visibility for Rated Skills enabled

• Permission for Rated Skills enabled
• People Profile

Procedure

1. To add Skill Profile to People Profile, go to Admin Center Configure People Profile .
2. Locate either Profile or Skill Profile to select.

When you’ve selected the section you want to edit, the Edit Section navigation appears next to the Configure
People Profile sections.
3. Select the empty subsection below your People Profile section.

The Edit Subsection navigation page next to the Configure People Profile sections is activated.
4. Go to the Edit Subsection navigation page and enter in the name of your subsection.
5. Select Save
6. Select the empty block next to your new subsection.

When you select the empty block, the Available Blocks Drag and drop blocks to create profile navigation page
appears next to the Configure People Profile sections.
7. Go to the Available Blocks page and enter in Skill Profile in the search bar.

The Skill Profile People Profile block appears below the search bar.

 Tip

If Skill Profile doesn’t show up, visibility or permissions wasn’t set up.

8. Drag and drop the Skill Profile over to the empty block next to the subsection you want.
9. Select Save to finish.

Related Information

Adding a Section to the People Profile

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Adding a Block to the People Profile
Editing a Subsection

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14 Configuring Skills Profile Block for People
Profile

You can configure Skill Profile for your instance.

Prerequisites

• Visibility for Rated Skills enabled.

• Permission for Rated Skills enabled.
• People Profile enabled.
• Skill Profile permissions enabled in role-based permission under Employee Views.

Procedure

1. Go to Admin Center Configure Employee Files .

You’re directed to the Design Employee Files Layout page, where you customize your People Profile blocks.
2. Find the Skill Profile block under the View Name column.
3. From the Skill Profile row, go to the Show/Hide column and select the checkbox that corresponds with Skill
Profile.
4. Select Save to finish.

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15 Adding Job Families and Roles from
SuccessStore

You can create families and roles by importing them from SuccessStore to use families and roles that are
predefined according to leading practices.

Context

SuccessStore includes a prepackaged set of job families, their job roles, and the skills associated with the roles.
They offer you a head start for your family, role, and skill strategies. You can also add families and roles individually
in SAP SuccessFactors.

Procedure

1. Go to Admin Center Manage Job Profile Content and then select Set Up Families and Roles.
2. Select Add Families from SuccessStore.

You see Manage SuccessStore Skill Content.

3. Select the family to see a list of roles in the family and the individual roles in the family to see the role's skills
and other details.
4. Decide what you want to import:

• Select Add Role to add the role only.

• Select Add Role and Family to add the role and its family.
• Select Also add mapped skills to add the skills that are in the role.
5. Select Add to add the family, role, or skills that you selected.
6. Select I'm done if you are done adding families, roles, and skills.

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15.1 Adding Job Families Without SuccessStore

Create job families without SuccessStore if you have needs that SuccessStore doesn’t meet or you want to create
individual families.

Procedure

1. Go to Admin Center Manage Job Profile Content and then select Set Up Families and Roles.
2. Select Create Family in the Families tab.
3. Enter a name for the family in Family Name.

Most organizations have a standard for naming job families. Name your family according to the strategy of your
organization.
4. Select Map Skills to map skills to the family.

You map skills to job families so that you can set a proficiency for individual roles in the family. The
proficiency is the level of skill that role should demonstrate. You can use the proficiency in many places in
SAP SuccessFactors. For example:
• Succession Planning can use skill proficiency to understand if employees have the proficiency in a role's
skills to move into the role.
• Career Development Planning can use the difference between skill proficiency to see the gaps that
employees should cover to enter into a new job role.

 Note

You can map skills later by editing the job family.

5. Click Create Family.

15.2 Creating Job Roles Without SuccessStore

Create job roles without SuccessStore if you have needs that SuccessStore doesn’t meet or you want to create
individual roles.

Procedure

1. Go to Admin Center Manage Job Profile Content and then select Set Up Families and Roles.
2. Select Create Role in the Roles tab.
3. Enter a name for the role in Role Name and select its family in Family.

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 Your organization typically has a system for naming roles that makes sense for your business and a strategy for
managing roles in families. Follow your organization's strategy.
4. To map with job codes, select the Map Job Codes button and then find the job code in Add Job Code.
5. Select Save Role to finish.

15.3 Relationship between Family, Roles, and Job Codes

This topic describes and gives examples of the relationships between Families, Roles, Job Codes, Job Templates,
and Job Profiles.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

About Families, Roles and Job Codes

• A family can have multiple roles.

• One role can have multiple job codes.
• One job code can be associated with multiple employees.

 Note

Job code of type JOBCODE is from the User Data File JOBCODE field. Job code of type JOBCLASSIFICATION
is from the MDF Job Classification object. When mapping job codes, those codes that you see appended with
"- FO" are of type JOBCLASSIFICATION. It’s recommended to use JOBCLASSIFICATION if you have Employee
Central implemented and JOBCODE if you don’t have an Employee Central implementation in your instance.

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 Relationship between Family, Role, Job Code, Job Profile Template, and Job Profile

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16 Job Profile Templates

Customizable Job Profile Templates with easy-to-use rich text editing (RTE) capabilities enable you to create a
consistent look-and-feel for job profiles across job families.

Job Profile Templates contain content types, sections order, required sections definitions, and formatting, but not
actual content. You can choose to have one job profile template for all roles within your organization or use different
templates per role. For example, a manufacturing organization may want to use one job template for all plant staff
and another for all administrative staff, due to compliance requirements.

Job profile templates can be connected to single or multiple job families.

1. Creating a New Job Profile Template [page 133]

This topic gives detailed steps on how to create a new job profile template for Job Profile Builder using the
Manage Job Profile Templates tool.
2. Configuring Sections for Your Job Profile Templates [page 134]
You can customize your Job Profile Template sections to restrict access to administrators, viewable for
internal and external Job Requisitions postings, and to enable required sections.

16.1 Creating a New Job Profile Template

This topic gives detailed steps on how to create a new job profile template for Job Profile Builder using the Manage
Job Profile Templates tool.

Procedure

1. To launch the design your template tool, follow these steps:

a. Go to Admin Center Manage Job Profile Templates

b. Select Create Template that opens the Create Job Profile Template form.
c. Enter in the name of your job profile template.
d. Select Add button to add job family you want to associate with your job profile template.
e. Select Next that opens up the Design your template page.
2. Select I'm done to finish.

Next Steps

You can edit and customize your job profile template. To learn more about customizing your job profile template,
refer to the Configuring Sections for Your Job Profile Templates [page 134] topic.

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Task overview: Job Profile Templates [page 133]

Next task: Configuring Sections for Your Job Profile Templates [page 134]

16.2 Configuring Sections for Your Job Profile Templates

You can customize your Job Profile Template sections to restrict access to administrators, viewable for internal and
external Job Requisitions postings, and to enable required sections.

Procedure

1. Select the section you want to edit until the gear icon appears.
2. Select the gear icon.

When you select the gear icon, display options appear to the right of your section.
3. To configure your display options, select any of these options:

Display Option More Information

Make this a required section When you select this option, the section is marked as a
required section when you create job profile content. The
red letter R appears next to that section in your job profile
template.

Section visible to Admins only When you select this option, only administrators view that
section when they receive job profile acknowledgments.

Show in Job Requisition When you select the Show in Job Requisition, you can select
checkbox for any or all these options:
• Show in external posting
• Show in internal posting

When you select this option for Competencies section, the

Job Profile Builder competencies are shown in Job Profile,
Interview Central, and View Candidate Ratings screens.

 Restriction

The Show in Job Requisition is NOT available when the

Section visible to Admins only option is selected.

4. Use these options to change your section title and section content style:

• Go to TITLE STYLE to change your Font Size, style of text, and Heading Level.

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  Note

Making changes to the heading level will not change the content's appearance on the job requisition
details or job posting but will only be beneficial for users who use screen readers to access the content.

• Go to CONTENT STYLE to change font and paragraph style.

5. Select I'm done to finish and save your changes.

Task overview: Job Profile Templates [page 133]

Previous task: Creating a New Job Profile Template [page 133]

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17 Job Profiles

A Job Profile contains all the elements that can define a job or a position in your company.

A job profile can be associated to a role or to a role and position and is then a Role or Position based job profile
respectively.

As an administrator, you can build your Job Profiles in the system, or have other roles be involved in building the
profiles where an approval workflow is also in place.

What You Need to Know About Creating Job Profiles Without Workflow [page 136]
You can create your job profiles directly using the Manage Job Profiles as an administrator when you’ve
created your job family, role, or position associated with a job profile template.

Using Workflow for Creating and Approving Job Profiles [page 139]
You can use Job Profile Builder Workflow for approving new job profiles once you have family or roles
created. Workflows help administrators and management to ensure that job profiles have been reviewed
before publishing.

Tips for Creating Job Profiles [page 145]

This table describes some issues you see in JPB including why you see the   status icon for a job family,
job role, or job position when in the initial Create Job Profile page.

17.1 What You Need to Know About Creating Job Profiles

Without Workflow

You can create your job profiles directly using the Manage Job Profiles as an administrator when you’ve created
your job family, role, or position associated with a job profile template.

Creating Job Profiles Without Workflow

When you create a job profile using the Manage Job Profiles page, the job profile is saved as a draft and there’s no
workflow approval process. There’s a one-on-one relationship between a role and a job profile. Use the Create Job
Profile button when you want to create your new job profile.

Create Job Profile Page

There are two Create Job Profile pages. When you select the Create Job Profile Button, you’re directed to the Create
Job Profile page where you can select from a list that contains these three columns so you can create your job
profile:

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 • Job Families
• Job Role
• Job Position

 Tip

Job Position Column may be empty if your role doesn’t have a job code or job classification associated with a
position.

The JPB Position refers to the Position Extension Object. Position Extension is an object created by
the system when a job code attached to a position (Position MDF object) is mapped to a role. Position
Extension object is used to store the Skills and Competencies mapped to the position.

 Caution

Changing the Position Extension Object manually isn’t recommended.

If you only select the Job Role and go to Next, you create a Role-Based job profile. If you select a Job Role and a Job
position and go to Next, you create a Position-Based job profile.

When you select the Next button, you’re directed to the second Create Job Profile page that appears as the job
profile template that's associated with your new job profile.

Your new job profile includes your family, role, and mapped skills. You can add additional information to your job
profile sections.

Parent topic: Job Profiles [page 136]

Related Information

Using Workflow for Creating and Approving Job Profiles [page 139]
Tips for Creating Job Profiles [page 145]
Creating Job Profiles Without Workflow [page 137]

17.1.1  Creating Job Profiles Without Workflow

As an administrator, you can create and activate job profiles using the Manage Job Profiles tool you can access
from Admin Center.

Prerequisites

• Job Profile Template

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Procedure

1. Go to Admin Center Manage Job Profiles .

When you select Manage Job Profiles, you’re directed to the Job Profile page that lists job profiles.
2. From the Job Profile page, select Create Job Profile to create your job profile.

When you select the Create Job Profile button, you’re directed to the Create Job Profile page that contains three
columns:
• Job Families
• Job Role
• Job Position
3. Select the family that you want under the Job Families column.
4. Select the role that you want under the Job Role column.

 Note

There’s a 1:1 relationship between a role and profile.

5. Select the job position that you want under the Job Position column.

 Tip

Job Position column is empty if your role doesn’t have a job code or job classification associated with a
position.

6. To display the job profile template, select Next.

When you select the Next button, the form that contains sections for your associated job profile template
appears.
7. Select Type Job Profile Name with your mouse that activates an empty text field.
8. Enter in your profile name in the Type Job Profile Name text field.
9. Add all required or additional content to the text fields in your job profile sections.
10. To save your job profile, select the I'm done button.

 Tip

A dialog prompt appears to fill out any required sections that are incomplete before you can activate your
job profile.

 Caution

The I'm done button remains grayed out until you add a job profile name.

When you select the I'm done button, you’re directed back to the Job Profile page and your saved job profile is
in draft status.

11. To activate your job profile, locate your job profile from the Job Profile and select the gear  icon under the
Actions column.
12. From the gear icon, select Activate that opens up a dialog prompt that reads: Are you sure you want to
activate this profile?

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 13. Select Yes to activate your job profile. You can now use your new job profile.

17.2 Using Workflow for Creating and Approving Job Profiles

You can use Job Profile Builder Workflow for approving new job profiles once you have family or roles created.
Workflows help administrators and management to ensure that job profiles have been reviewed before publishing.

Creating Job Profiles Using Workflow

When you’ve created your job family and role and associated with a job profile template, you’re ready to create your
job profile. Before you start creating job profiles, set up a workflow for new and changed job profile approvals.

 Tip

You can’t map additional skills or role-based competencies to that same job profile once a job profile is in
pending workflow approval status.

 Restriction

When Employee Central isn't enabled, you can approve MDF workflows but you can't access the Workflow
Details page as a proxy user.

Change Request Dialog Box

When you’ve selected your job family, role, and positions, and advance to the Create Job Profile page, the Change
Request dialog box appears on the screen. The Change Request dialog box is only available when you create job
profiles using People Profile.

You can view the approvers by selecting the View approvers link within the same dialog box.

Parent topic: Job Profiles [page 136]

Related Information

What You Need to Know About Creating Job Profiles Without Workflow [page 136]
Tips for Creating Job Profiles [page 145]

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17.2.1  Configuring Job Profile Builder Workflow

Create and configure workflows so you can have an approval workflow associated with your job profiles.

Prerequisites

• Intelligent Services
• Role-based permissions using the following target permissions:
• Manage Workflow Requests.
• Manage WorkflowGroups.
• Be a member of a dynamic workflow group.

Procedure

1. Go to Admin Center Manage Organization, Pay, and Job Structures .

2. Go to Create New Workflow .

3. Enter a unique Workflow ID.
4. Fill out the Name and Description text boxes.
5. Use Approver TypeDynamic Group.

Dynamic Group Approver type is just one of several different approver types.
6. Pick your Approver Role.
7. Go to Edit Transaction and select Edit with Route Change.
8. Go to No Approver Behavior to select the Skip this Step option from the dropdown menu.
9. Go to Respect Permission to select Yes option from the dropdown menu.
10. If needed, you can configure the following by going to these sections:

• Workflow Contributor
• CC Role Contributor
11. Select Save to finish.

Task overview: Using Workflow for Creating and Approving Job Profiles [page 139]

Next task: Setting Up Workflows to Appear on To-Do Lists [page 141]

Related Information

More Information on using MDF Workflows

Creating a New Workflow

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Need to Know
More Information About Defining and Routing EC Workflows
Defining Workflows
Routing Workflows
More Information About Position Relationship, Setting Up Dynamic Roles, and Groups
Setting up Dynamic Roles
Setting up Dynamic Groups
Position Relationship

17.2.2  Setting Up Workflows to Appear on To-Do Lists

Associate the workflow you have created with your Job Profile Draft object. This will enable the job profile change
requests to appear in workflow approvers' to-do cards.

Procedure

1. Go to Admin Center Configure Object Definitions that takes you to the Configure Object Definition page.

2. Go to Search Object Definition Advanced to select Job Profile Draft from the Advanced field dropdown
menu. The Job Profile Draft page opens up.

3. Select Take Action Make Correction , which enables you to edit the Job Profile Draft object.
4. Go to Workflow Routing dropdown menu in your Job Profile Draft form to select your workflow.
5. Go to Todo Category dropdown menu to select Job Profile Requests
6. Select Save to finish.

Task overview: Using Workflow for Creating and Approving Job Profiles [page 139]

Previous task: Configuring Job Profile Builder Workflow [page 140]

Next task: Creating Your Job Profile with Workflow Enabled [page 142]

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17.2.3  Creating Your Job Profile with Workflow Enabled

Create your job profiles after configuring and enabling your workflow.

Prerequisites

• Workflow is already configured for Job Profile Draft object.

Context

 Note

Instructions in this topic describe how to access and create job profiles with workflow using People Profile. You
can still access same menus using Employee Profile.

Procedure

1. Go to Admin Center My Employee File that opens up your People Profile page.
2. Locate the Action menu and select Job Profiles option.

 Note

When you go to the job profiles page directly from the Admin Center and create your job profile, you’re
creating a job profile without workflow.

When you select Job Profiles, you’re directed to the Job Profile page that list job profiles. This page looks similar
to Manage Job Profiles page.
3. Select Create Job Profile to create your job profile.

When you select the Create Job Profile button, you’re directed to the first Create Job Profile page that contains
three columns:
• Job Families
• Job Role
• Job Position
4. Select the family that you want under the Job Families column.
5. Select the role that you want under the Job Role column.

 Note

There’s a 1:1 relationship between a role and profile.

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 6. Select the job position that you want under the Job Position column.

 Tip

Job Position Column may be empty if your role doesn’t have a job code or job classification associated with
a position.

The JPB Position refers to the Position Extension Object. Position Extension is an object created by
the system when a job code attached to a position (Position MDF object) is mapped to a role. Position
Extension object is used to store the Skills and Competencies mapped to the position.

If you only select the Job Role and go to Next, you create a Role-Based job profile. If you select a Job Role and a
Job Position and go to Next, you create a Position-Based job profile.

 Caution

Changing the Position Extension Object manually isn’t recommended.

7. Select Next.

When you select the Next button, the job profile template for your job profile appears.

 Note

The Change Request dialog appears next to the new job profile. You can view list of approvers by selecting
the View approvers link.

8. Select Type Job Profile Name with your mouse and an empty text box appears.
9. From that empty text box, enter the name of your job profile.
10. Add all required or additional content to the free-form text fields in your job profile template for your job profile.
11. To save your job profile, select the I'm done button.

 Caution

The I'm done button remains grayed out until you add a job profile name.

You’re directed back to the Job Profile page.

12. To locate your pending job profile request, go to the In-workflow Job Profile tab.

Task overview: Using Workflow for Creating and Approving Job Profiles [page 139]

Previous task: Setting Up Workflows to Appear on To-Do Lists [page 141]

Next task: Approving Job Profile Workflow Requests [page 144]

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17.2.4  Approving Job Profile Workflow Requests

You can approve new or changed job profiles using Job Profile Builder workflow process.

Prerequisites

• Job Profile Template

• Workflow enabled for Job Profile Draft object.
• Workflows configured to appear on your To-Do list or homepage.
• Authorized to approve workflow requests.
• Job Profile in pending approval process status.

Context

Once you have set up your workflows, and have created your job profiles that use a workflow, you can access your
pending approvals in multiple ways.

Procedure

1. Access job profile change requests.

Access using... Description

Latest Home Page Find the Job Profile card under Approvals to access your
pending approvals.

Legacy Home Page Go to Home To-Do Approve Requests to locate the

pending job profiles you want to approve. When you se­
lect the Approve Requests tile, you’re directed to the My
Workflow Requests page where you can find your workflow
requests.

Action Search with View my pending requests Type View my pending requests in the search box
accessible anywhere in the SAP SuccessFactors application
to see all your Pending Requests.

Manage Job Profiles Find Manage Job Profiles from Action Search or Tool Search.
Go to the In-workflow Job Profile to find the pending job
profile requests.

2. Select the request you wish to review from the My Workflow Requests.

You can access workflow and request details for the new or changed job profile.
3. To approve and finish, insert any comments if applicable and select Approve.

A message appears that states that your approval is successful. To verify, you can go back to the Manage Job
Profiles page. Upon approval, that job profile is in Active status.

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Task overview: Using Workflow for Creating and Approving Job Profiles [page 139]

Previous task: Creating Your Job Profile with Workflow Enabled [page 142]

17.3 Tips for Creating Job Profiles

This table describes some issues you see in JPB including why you see the   status icon for a job family, job role,
or job position when in the initial Create Job Profile page.

Troubleshooting Tips for Creating Job Profiles

Job Content type Status Message What You Need to do

Job Families Column When you hover over this icon, this message ap­ Your job family has to be associated with
pears: a job template so you can create your job
profile.
• A job profile can’t be created from this job
family because it isn’t associated with a tem­
plate

Job Role Column When you hover over this icon, this message ap­ Each role can only have one profile.
pears:
You can copy a profile to another role,
• A job profile can’t be created from this role create a new one, or use a different one.
because it’s associated with one

Job Position Column When you hover over this icon, this message ap­ There’s already a job profile associated
pears: with that role and position.

• A job profile can’t be created from this posi­

 Note
tion because it’s associated with one
There's no 1:1 relationship between
positions and job profiles. This icon
appears with specific positions that
have been associated with job pro­
file. It’s possible to create a new job
profile using same role but for a dif­
ferent position.

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Job Content type Status Message What You Need to do

Fix the issue causing the position to be

Invalid Position is caused by the follow­
invalid.
ing:

• Position has been invalidated.

• Position was created for a Job Classification.
Job role associated with this position is then
used to create a job profile. Thereafter, the
position was modified to use another job
classification
• Job code mapping has been removed from
job role after the creation of the profile.

Parent topic: Job Profiles [page 136]

Related Information

What You Need to Know About Creating Job Profiles Without Workflow [page 136]
Using Workflow for Creating and Approving Job Profiles [page 139]

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18 Creating Job Profile Content

Add job profile content to populate your job profiles. Additionally, Competency and Skills Library add-ons provide
off the shelf industry verified content.

Creating Job Profile Content

You can add job profile content several ways:

• Add from the UI, using Manage Job Profile Content tool from scratch or using SuccessStore.
• Add using Manage Job Profile Content Import/Export
• Add using MDF Import and Export Data tool.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Job Profile Builder Content Types [page 148]

You can create different types of job profile content that you can add as required or optional sections in
your job profile template.

Adding Job Profile Content from UI [page 150]

Job Profiles use content from available libraries. You can import data in bulk or build job profiles directly
from UI using the Manage Job Profile Content page.

Job Profile Builder Content Object Associations [page 152]

When you create new job profile content, a GUID or External ID Code is generated. When you create a new
Family, Role, competency, or any job profile object it contains its own unique GUID. When you map one or
several job profile objects, a GUID is also generated.

Job Profile Objects Dependencies [page 152]

The table featured in this topic lists all Job Profile Builder Objects and all associated objects that can be
mapped either using Manage Job Profile Content or using Manage Job Profile Content Import/Export. This
table also includes a column that list the number of GUIDs required so you can map job profile content
using Manage Job Profile Content Import/Export process.

Introduction to Skills [page 154]

This topic gives brief overview of how to use skills in building job profiles.

Competencies and Behaviors [page 157]

A competency is an individual's ability to perform a job that includes a set of defined behaviors.

Creating Content Using Import and Export Process [page 163]

You can perform mass creation of job profile content by importing your data using a .csv file. Your .csv file is
downloaded as a template by job profile content type using the export process. You can populate your .csv
template with data before starting the import process.

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18.1 Job Profile Builder Content Types

You can create different types of job profile content that you can add as required or optional sections in your job
profile template.

Job Profile Builder Content Objects and Examples

Content Type JPB Object Name Description Examples

Families Set Up Families and Roles Is a group of jobs that involve

 Example
similar types of work. May re­
quire similar training, skills, com­ • Organizational Leadership
petencies, and knowledge that • Human Resources
help organize related jobs for job
profiles.

Roles Set Up Families and Roles A prescribed or expected behav­

 Example
ior and skills associated with a
specific position or status in a • Operations Manager
group or organization. • HR Professional

When you create a role in Job

Profile Builder, it can be associ­
ated with a family, job code, job
classifications, and positions.

Certification certification Refers to confirmation of certain

 Example
characteristics of an object, per­
son, or organization that is pro­ • CPA
vided by some form of external • CSM
review, education, assessment,
• MFT
or audit.

Employment Con­ Employment Condition Condition that an employer and

 Example
dition employee agree upon for a job
that can include: work days, • Legally authorized to Work in
hours, breaks, dress code, vaca­ Xxxxxx country/region
tion, sick days and pay. • hours of work
• Ability to travel XX-XX%

Education – De­ Education - Degree An academic degree is a qualifi-

 Example
gree cation awarded upon successful
completion of a course of study • Bachelors
in higher education such as a col­ • MBA
lege or a university.
• Associates Degree

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 Content Type JPB Object Name Description Examples

Education – Major Education - Major A subject for field chosen by a

 Example
student to represent their princi­
pal interest where their efforts • Engineering
are focused. • Business
• Administration
• Law

Interview Question Interview Question A conversation when questions

 Example
are asked and answers are given.
One person acts in the role of the • Tell me about a time when you

interviewer and the other in the had to solve a complex problem.

role of the interviewee. • How many years of experience

do you have?

Job Responsibility Job Responsibility Is a list that an individual can use

 Example
for general tasks, functions, and
responsibilities for specific posi­ • Complete onboarding process
tions. in HRIS System
• Ensure that warehouse is
prepared with appropriate
amounts of materials

Physical Require­ Physical Requirement Physical and mental functions re­

 Example
ment quired to perform for a job.
• Ability to stand 3–4 hours per
day
• Ability to lift 30 lbs. overhead

Relevant Industry Relevant Industry Is a list of industries that can be

Project Manager role is different within
set up. Having this content help
a telecommunication industry as com­
connect generic roles to that spe­
pared to a project manager that works
cific industry.
for a financial institution.

Skill Skill Knowledge and experience re­

 Example
quired for job that can be devel­
oped through a mix of formal • Project Management Methodol­
training, education, and experi­ ogy
ence. • Business Process Modeling
• Conflict Resolution

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  Note

Job code of type JOBCODE is from the User Data File JOBCODE field. Job code of type JOBCLASSIFICATION
is from the MDF Job Classification object. When mapping job codes, those codes that you see appended with
"- FO" are of type JOBCLASSIFICATION. It’s recommended to use JOBCLASSIFICATION if you have Employee
Central implemented and JOBCODE if you don’t have an Employee Central implementation in your instance.

 Note

Not all job profile content is included within this table.

Parent topic: Creating Job Profile Content [page 147]

Related Information

Adding Job Profile Content from UI [page 150]

Job Profile Builder Content Object Associations [page 152]
Job Profile Objects Dependencies [page 152]
Introduction to Skills [page 154]
Competencies and Behaviors [page 157]
Creating Content Using Import and Export Process [page 163]

18.2 Adding Job Profile Content from UI

Job Profiles use content from available libraries. You can import data in bulk or build job profiles directly from UI
using the Manage Job Profile Content page.

Prerequisites

You have permission to Manage Job Profile Content.

Context

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

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Procedure

1. Go to Admin Center Manage Job Profile Content .

2. Go to Select Content Type dropdown menu to select the job profile content you want to add or modify.

 Note

There are several content types that you can manage that contains data required to build job profiles.
You can perform searches to find either employees and candidates you need that have the knowledge,
skills, and abilities to maximize performance and productivity. The creation of most content types is
straightforward and involves adding descriptions in addition to setting up your content types as active.

 Note

Job code of type JOBCODE is from the User Data File JOBCODE field. Job code of type
JOBCLASSIFICATION is from the MDF Job Classification object. When mapping job codes, those
codes that you see appended with "- FO" are of type JOBCLASSIFICATION. It’s recommended to use
JOBCLASSIFICATION if you have Employee Central implemented and JOBCODE if you don’t have an
Employee Central implementation in your instance.

Task overview: Creating Job Profile Content [page 147]

Related Information

Job Profile Builder Content Types [page 148]

Job Profile Builder Content Object Associations [page 152]
Job Profile Objects Dependencies [page 152]
Introduction to Skills [page 154]
Competencies and Behaviors [page 157]
Creating Content Using Import and Export Process [page 163]

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18.3 Job Profile Builder Content Object Associations

When you create new job profile content, a GUID or External ID Code is generated. When you create a new Family,
Role, competency, or any job profile object it contains its own unique GUID. When you map one or several job
profile objects, a GUID is also generated.

Dependencies for Job Profile Objects

With MDF objects, you can have a parent and child objects. Job Profile content that is considered to be the parent
has to be created first. If you map child objects with a parent object using the import process, it can fail if the parent
does not exist or there is no GUID present in your import file.

When you create your new family or role using the Manage Job Profile Content tool, you can see the GUID or
External Codes associated with it.

Parent topic: Creating Job Profile Content [page 147]

Related Information

Job Profile Builder Content Types [page 148]

Adding Job Profile Content from UI [page 150]
Job Profile Objects Dependencies [page 152]
Introduction to Skills [page 154]
Competencies and Behaviors [page 157]
Creating Content Using Import and Export Process [page 163]

18.4 Job Profile Objects Dependencies

The table featured in this topic lists all Job Profile Builder Objects and all associated objects that can be mapped
either using Manage Job Profile Content or using Manage Job Profile Content Import/Export. This table also
includes a column that list the number of GUIDs required so you can map job profile content using Manage Job
Profile Content Import/Export process.

Job Profile Objects with Dependencies

Job Profile Builder Object Required number of GUIDs Associated Object

Family 2 Family - Family Skills

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 Job Profile Builder Object Required number of GUIDs Associated Object

2 Family - Family Competencies

Role 2 Role - Mapped Skills

2 Role - Job Code

2 Role - Mapped Competencies

2 Role - mapped Talent Pools

3 Role - Mapped Competency Behaviors

Competency 2 Competency - Behaviors

2 Competency - Competency Types

Education 2 Education - Degree

2 Education - Major

Job Profile 2 Job Profile - headers

2 Job Profile - Certifications

2 Job Profile - Physical Requirements

2 Job Profile - Relevant Industries

2 Job Profile - Degrees

2 Job Profile - Employment Conditions

2 Job Profile - shortdescriptions

2 Job Profile - Competencies

2 Job Profile - Majors

2 Job Profile - Compensation Data

2 Job Profile - Skills

2 Job Profile - lLong Descriptions

2 Job Profile - footers

2 Job Profile - Job Responsibilities

2 Job Profile - Interview Questions

Job Template 2 Job Template - sections

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Job Profile Builder Object Required number of GUIDs Associated Object

2 Job Template - Assigned Families

Parent topic: Creating Job Profile Content [page 147]

Related Information

Job Profile Builder Content Types [page 148]

Adding Job Profile Content from UI [page 150]
Job Profile Builder Content Object Associations [page 152]
Introduction to Skills [page 154]
Competencies and Behaviors [page 157]
Creating Content Using Import and Export Process [page 163]

18.5 Introduction to Skills

This topic gives brief overview of how to use skills in building job profiles.

About Skills

Possessing skills is having knowledge and experience required for the job. Skill is developed through a mix of formal
training, education, and experience. If clear definitions are given for proficiency levels, people can assess their own
skills:

 Example

Examples of skills:

• Data Entry
• Administrative Document Design
• Coaching and Counseling

Parent topic: Creating Job Profile Content [page 147]

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Related Information

Job Profile Builder Content Types [page 148]

Adding Job Profile Content from UI [page 150]
Job Profile Builder Content Object Associations [page 152]
Job Profile Objects Dependencies [page 152]
Competencies and Behaviors [page 157]
Creating Content Using Import and Export Process [page 163]
Creating Skills Using UI [page 155]
Using SuccessStore to Create Skills [page 156]
Adding Proficiencies for Skills [page 157]

18.5.1  Creating Skills Using UI

This topic gives a detailed overview on how to create skills using UI.

Procedure

1. Go to Manage Job Profile Content Skill and select Create Skill that opens up the Create New Content
(Skill) page.
2. Go to the Skill Name field box to enter in the name of the skill.
3. Go to the Library field box to start entering in the library you want.
4. Go to the Category field box to start entering in the category you want for your skill.
5. Go to the Group field box to start entering in the job group you want.
6. Go to Definition rich editor box to enter in the definition of your skill.
7. Enter in descriptions for all proficiency levels.

You can specify languages by selecting the pencil picker for each field for translation.
8. Select Save to finish.

 Caution

Once you’ve associated your skills and proficiency levels with a job profile, it continues to appear even
when you put your skill in Inactivate status. We recommend that if you don’t want your skill to appear any
associated job profiles that you remove it by selecting Delete using the radio button from the Manage Job
Profile Content skills list.

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18.5.2  Using SuccessStore to Create Skills

This topic gives a brief overview about adding your skills using SuccessStore.

Using SuccessStore

You can create skills using SuccessStore, by going to Admin Center Manage Job Profile Content . Select the
Add Skills From SuccessStore link to add Skills.

Steps in creating skills from SuccessStore are similar in creating families and roles. You can use the browse or
search SuccessStore skills from either one of these two menus:

• Unassigned Skills Browsed By Category

• Family-based Skills Browsed by Job Family

 Note

As of Q4 2018, there are new skills available from SuccessStore.

Map Families, and Roles with Skills

You can map families and roles with any selected skills from SuccessStore. Once you select the Add button, you’ve
saved the new skills available from SuccessStore.

Related Information

Introduction to Skills [page 154]

Creating Skills Using UI [page 155]
Adding Proficiencies for Skills [page 157]
For Instructions on How to Create Families Using SuccessStore, Refer to This Link:
Adding Job Families and Roles from SuccessStore [page 129]

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18.5.3  Adding Proficiencies for Skills

When you create your new family, you can also set up the proficiency level for the skills you’ve mapped to your
family.

Procedure

1. To add proficiency level to a family that you’ve created:

a. Select the I'm done option to save your mapped roles and skills with your recently created family from
the Create New Content (Family) page. This page refreshes to contain two tabs: Family Skills and Family
Competencies.
b. You can change proficiency levels for the skills you want, go to Proficiency Level dropdown menu to select.
c. Select Save Family to finish
2. To edit proficiency level of an already existing family:

a. Go to Admin Center Manage Job Profile Content Set Up Families and Roles .
b. Select the checkbox of the existing family you want to edit.
c. Go to the gear icon and select edit that opens up the Edit: Family page.
d. To change proficiency levels for the skills you want, go to Proficiency Level dropdown menu to select.
e. Select Save Family to finish.

18.5.4  Self-Ratings in Skill Profile

Your employees can edit their self-ratings in the Skill Profile section from People Profile.

Editing Employee Self-Ratings

Employees can edit their own self-ratings from Skill Profile section from People Profile, but their managers, cannot.
In turn, direct managers can only edit the Manager rating. Employees can edit their ratings by selecting the edit link
within their Skill Profile.

18.6 Competencies and Behaviors

A competency is an individual's ability to perform a job that includes a set of defined behaviors.

Competencies and behaviors provide structure guidelines that enable identification, evaluation, and development
of behaviors for individual employees.

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  Example

Examples of competencies:

• Demonstrates self-insight and awareness

• Planning and organizing
• Optimizes group performance given multiple competing demands

 Note

Competencies can also have associated Writing Assistant and Coaching Advisor content. You create this
content from Admin Center Manage Writing Assistant and Coaching Advisor .

You can define a set of behaviors that help to measure a competency. Behaviors help to assess if an individual
possesses particular qualities that are required by employers and are used as benchmarks.

 Example

Examples of behaviors:

• Thoroughly examines work for errors and omissions.

• Ensures that project deliverables and services meet all requirements and expectations. Creates channels to
receive positive and negative feedback about work quality.

Parent topic: Creating Job Profile Content [page 147]

Related Information

Job Profile Builder Content Types [page 148]

Adding Job Profile Content from UI [page 150]
Job Profile Builder Content Object Associations [page 152]
Job Profile Objects Dependencies [page 152]
Introduction to Skills [page 154]
Creating Content Using Import and Export Process [page 163]

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18.6.1  Adding Competencies from the UI

You can add Competencies by importing data in bulk or indivudually from the UI.

Context

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

You can modify, activate, and deactivate existing competencies available from different libraries by using the gear
icon. You create competencies from scratch by following these steps:

Procedure

1. To set up your competencies, follow these steps:

a. Go to Admin Center Manage Job Profile Content Competency .

b. Select Create Competency that opens up the Create New Content (Competency) form.
2. Go to Competency Name box to enter in the name of your competency. Use the pencil picker icon if you want to
include label in different languages.
3. Go to Library box to enter in the library name you want your competency saved.
4. Go to Category box to enter in your category you want your competency saved.
5. Go to Description to enter the description of your competency.
6. To include your competency under core, select Yes under core. Otherwise, select No
Once you’ve associated your competency with a job profile, it continues to appear even when you put your
competency in Inactivate status.

18.6.2  Job Profile Builder Competency Types

Create Competency Types to serve as categories for your competencies by using the Manage Data tool or using
MDF Import and Export Data.

Different Tools for Creating Competency Types

You can create Competency Types in one of two ways:

• Using Manage Data tool.

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• Using MDF Import and Export Data tool.

When you’ve created your Competency Types, you add them to competencies from Manage Job Profile Content
tool.

[Link]  Creating Competency Types Using Manage Data Tool

You can create Competency Types using the Manage Data tool and later, be able to add them to your competencies
independent of competency library or category

Prerequisites

• Metadata Permissions role-based permissions enabled.

Procedure

1. Go to Admin Center Manage Data .

When you select Manage Data, you are directed to the Manage Data tool.
2. Go to Create New and select Competency Type from the menu so you can create your Competency Type.

When you have selected Competency Type that opens the Competency Type page where you can add your
competency type.
3. Go to the Competency Type Name field to enter the name of your Competency Type.
4. Select Save to finish.

 Note

When you have saved your competency type, GUID number is generated.

Screenshot of a Saved Competency Type in Manage Data Tool

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[Link]  Mapping Competency Types Using Manage Job Profile
Content with Competencies

You can add your competency types when creating or editing your competency using Manage Job Profile Content
UI.

Prerequisites

Existing Competency Types.

Procedure

1. Go to Admin Center Manage Job Profile Content .

Once you’ve selected the Manage Job Profile Content link, you’re directed to the Manage Job Profile Content
page.

2. Go to Select Content Type Competency .

3. There are two scenarios when you can map Competency Types with competencies.

Scenarios Steps

Create New Competency Instructions on how to map Competency Types when creating a new compe­
tency:
1. From the Manage Job Profile Content, select Create Competency that
opens up the Create New Content (Competency) page.
2. Enter in the required information for your competency that includes
Competency Name, Library, Category, and Description. Assign any be­
haviors applicable for that competency

Edit Competency Instructions on how to map Competency Types to an existing competency:

1. From the Manage Job Profile Content, locate the competency you want.
Select the radio icon gear of the competency you want to edit. The
available choices are:
2. • Edit
• Delete

3. Select Edit that opens up the Edit: Competency page for your compe­
tency you want to map.

4. Locate the Competency Types text field and enter the competency types you want to map.

 Tip

The type-ahead allows you to search for competency types by entering the first two letters of its name.

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 Screenshot of Type Ahead Search Text Field for Competency Types

Screenshot of Competency Types

5. To finish, you have either of these two choices:

Scenarios Steps

Create New Competency When you’re creating a new competency, to finish:

1. Select Create Competency.

Edit Competency When you’re mapping Competency Types with an existing

competency, to finish:
1. Select Save Competency

 Note

When you’ve saved or created a competency, you’re directed back to the Manage Job Profile Content page
that contains competency list.

[Link].1  Competency Type List

You can now view list of Competency Types associated with specific competencies when you view from the
Competency Listing page when you use the Manage Job Profile Content.

Competency Types Column

To view Competency Types column, go to Admin Center Manage Job Profile Content Select Content Type
Competency that opens up the Competency Listing page.

The Competency Types column contain name of one competency type. When there are multiple competency
types, a hyperlinked + symbol appears with the number of competency types that have been added for that
competency.

You can select the hyperlink that contains the + symbol for the competency to view the associated Competency
Types list that appear in a dialog box.

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 Competency Type List for Specific Competency Within Competency Column

18.7 Creating Content Using Import and Export Process

You can perform mass creation of job profile content by importing your data using a .csv file. Your .csv file is
downloaded as a template by job profile content type using the export process. You can populate your .csv
template with data before starting the import process.

Mass Creation of Job Profile Content

You can use Manage Job Profile Content Import/Export to create job profile content.

For a successful import, you want to be able to do the following:

• Export your current job profile content type data

• Download the template for your job profile content type
• Perform the import process
• Verify your data export or import

About Exports

Before you can use import process to create or map profile content, it is good to familiarize yourself with export
process first.

There are two types of exports:

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• Template only
• Template with existing Data

 Remember

When you use the correct template for the job profile content type you want to create or map may eliminate
potential error messages when you perform the import process.

Creating New Content Versus Mapping Job Profile Content Using Import
Process

When you create a family, role, or competency, a unique GUID is generated. Important things to note about
differences between creating new content versus mapping job profile content using import process:

• For new content, all, or GUID ExternalCode should be empty in your .csv file that you plan to use.

 Note

GUIDs for competencies are NUMERIC only. We recommend that you leave this field blank so that the
system generates the GUID. When you leave that field blank as a best practice, helps eliminate potential
syncing issues with Job Description Manager (JDM).

• For Mapping job profile content, the, or GUID External Codes should be present in your .csv file you import.
See the table for list of job profile content that requires associated GUID or External Codes.

 Note

You can retrieve the GUID or External Codes information from these sources:
• View the GUID of your job profile content type from the GUID column in the Manage Job Profile Content
page.
• Use the Fill the download template with existing data or Export Data option to download data for your
job profile content data type.

Parent topic: Creating Job Profile Content [page 147]

Related Information

Job Profile Builder Content Types [page 148]

Adding Job Profile Content from UI [page 150]
Job Profile Builder Content Object Associations [page 152]
Job Profile Objects Dependencies [page 152]
Introduction to Skills [page 154]
Competencies and Behaviors [page 157]
Troubleshooting Tips Using Manage Job Profile Content Import/Export [page 181]

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18.7.1  Exporting Your Job Profile as a Template Using Manage
Job Profile Content Import/Export

You can use the Manage Job Profile Content Import/Export to download the .csv file as a template only.

Prerequisites

• Role-based permissions for Job Profile Builder

Procedure

1. Go to Admin Center Manage Job Profile Content Import/Export that opens up the Manage Job Profile
Content Import/Export page.
2. Go to Download Data Import File Template to select the job profile content type you want to download as a
template.

The Confirmation dialog prompt that reads: Fill the download template with existing data? appears.
3. From the Confirmation dialog prompt, select No.
4. Save the .csv file when prompted to your hard drive as a template only.

 Note

Your .csv template file contains the name of the following by default:
• Job profile content type
• Your company instance

 Example

Family_SFPART015579.csv

You can change the name by selecting the Save As when you download the .csv file.

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18.7.2  Exporting Your Job Profile Data Using Manage Job Profile
Content Import/Export

You can use Manage Job Profile Content Import/Export tool to export existing job profile data content.

Context

As a best practice, you want to export your existing job profile content data before importing new data for these
reasons:

• You want to ensure that there are no duplicate names for job profile content. Duplicate names, or GUIDs may
cause error messages when importing data.
• If you plan to map job profile using import process for content that contain GUIDs that is required for parent
and corresponding child job profile objects.

Procedure

1. Go to Admin Center Manage Job Profile Content Import/Export that opens up the Manage Job Profile
Content Import/Export page.
2. Go to Download Data Import File Template dropdown menu to select your job profile content you want.

When you have selected your job profile content type, a Confirmation dialog box appears with a prompt to
download your template with existing data.
3. To download your job profile content with existing data, select Yes when you see the Confirmation dialog box.

A message prompt appears that states that you can retrieve your exported data by going to Monitor Jobs tool.

4. To finish, go to Admin Center Scheduled Job Monitor tool to retrieve your data.

[Link]  Verifying and Retrieving Your Job Profile Data Using

Scheduled Job Manager Tool

You can verify and retrieve .csv files that contains your existing job profile data by using the Scheduled Job Manager
tool, that is available from Admin Center.

Procedure

1. To access your job profile content data, go to Admin Center Scheduled Job Manager .
2. Locate your job using the Job Name or the Job Typecolumn.

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 3. To download your exported data .csv file, from the Scheduled Job Manager page, select the Download Status
link under the Download Status column.
4. When prompted, save the .csv file to your hard drive.

18.7.3  Importing New Job Profile Content Using Manage Job

Profile Content Import/Export

You can create mass job profile content using Manage Job Profile Content Import/Export for most job profile
content types.

Prerequisites

• The job profile content export .csv template file for your job profile content type.
• For creation of new job profile content, or <externalCode> GUID column in your .csv file used for your
import should be empty.

Procedure

1. Go to Manage Job Profile Content Import/Export Type to select content type you want to import.
2. Select Choose File to browse for your saved .csv template file.
3. Go to File Encoding field to select the correct encoding type.

 Tip

The default file encoding type is Western European (Windows/ISO)

4. Accept default for all other fields.

• To validate without importing your records, select Validate

• To execute your import, select Import.

5. To verify that your validation or import executed correctly, go to Admin Center Scheduled Job Monitor
tool.
6. From the Scheduled Job Monitor page, locate your job and select the Download Status to download your .csv
file that has results of your validation or import.

 Tip

When you locate your job from Scheduled Job Monitor page, the job name contains job profile content type,
whether it's an import or export, and the date it ran.

 Example

FamilyEntity-skills_MDFImport_08/16/2016

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  Tip

The validation or import .csv file should contain this information:

• Company instance name
• Total number of records
• Number of failed records
• Whether it is successful or contained errors
• Error messages

18.7.4  More About Using Monitor Job Tool for Validating

Exports and Imports

All exports with data and imports should be validated using the Monitor Job tool, even if all records are marked as
processed.

Using Monitor Job Tool

To access, go to Admin Center Monitor Job and locate your job under the Job Name column. The job name
contains the following:

• Job profile content type.

• Type of job it is, such as export or import.
• The date it ran.

Breakdown of Job Name in Monitor Job Tool

Helpful Columns

There are two columns that are helpful when you view your export or imports in Monitor Job page:

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Helpful Columns in Monitor Job Tool

Monitor Job Column More Information

Job Status Job Status column indicates that your export or import job has been successful,
but not everything has been processed.

Available statuses:

• Completed
• Failed

Job Details Indicates that how many records were processed that includes the number of how
many have been completed and failures. Here are a few examples:

 Example

Total:1/Processed:1, Passed:1/Failed:0

 Example

Total:1/Processed:1, Passed:0/failed:1

Download Link and Your .CSV File

You can download your .csv file by selecting the Download Status link. Your .csv file contains:

• Successful: Your .csv file may have a message that state it was successful with the number of successful
records.
• Failure: You .csv file that contains data used for your import should have an error message at the end of row of
where the error is. Typically, the error message states the column label that contains the incorrect data.

 Caution

It’s possible to have errors in your .csv file even if the Monitor Job marked all records have been processed
successfully.

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19 Mapping Job Profile Content

19.1 Viewing Job Code Link in Employee Profile for Mapped

Job Classifications

You can now map Job Classifications and view as a job code in an employees Employee Profile.

Mapping Roles with Job Classifications

You can map your role with Job Classifications long as these conditions exist:

• Job Classification you want to map has a corresponding job code

• The corresponding job code name is not within parenthesis

 Caution

When importing or creating Job Codes, entering the Job Code name within parenthesis that may cause the
Job Classification not correspond with the Job Code correctly.

 Example

Job Classifications names = Admin and Job Codes = (Admin-1)

Job Code Link in Employee Profile

The mapped Job Classification appears as a Job Code in Employee Profile for an employee that includes a link to the
job profile.

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19.2 Mapping Job Profile Content Using Job Profile Builder
Manage Job Profile Content Import/Export Process

You can map existing job profile content using import and export process that is similar to creating content using
a .csv file.

Mapping Job Profile Content

You can use the Manage Job Profile Content Import/Export to map associated job profile content with parent
objects. You cannot create job profile content and map another existing job profile content type in one import. The
job profile content that is considered as the parent has to be created first.

To learn more about job profile content associations, and dependencies, refer to these topics:

• Job Profile Builder Content Object Associations [page 152]

• Job Profile Objects Dependencies [page 152]

Manage Job Profile Content Import/Export

You can use the Manage Job Profile Content Import/Export to map specific job profile content as long as the job
profile content type already exist and their GUIDs are in the .csv file.

From the Manage Job Profile Content Import/Export, when the Download Data Import File Template is selected, you
can download your template file without data as a .csv file. When you are ready to map using the import process
your .csv file should contain GUIDs for job profile content that you want to map.

 Note

There are job profile mappings that require more than 2 GUIDs present in your .CSV file. This information can
be found in the Job Profile Objects Dependencies [page 152] topic.

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20 Mapping Roles

20.1 More About Mapping Job Codes

This topic gives an overview about mapping job codes for position based roles.

Job Code Role Types

If the job code you mapped have positions associated, your new role becomes position based. When saving your
role, you can see if any positions are associated with it from the Mapped Job Codes tab in the Edit: Role page.

The JPB Position refers to the Position Extension Object. Position Extension is an object created by
the system when a job code attached to a position (Position MDF object) is mapped to a role. Position
Extension object is used to store the Skills and Competencies mapped to the position.

 Note

Job code of type JOBCODE is from the User Data File JOBCODE field. Job code of type JOBCLASSIFICATION
is from the MDF Job Classification object. When mapping job codes, those codes that you see appended with
"- FO" are of type JOBCLASSIFICATION. It’s recommended to use JOBCLASSIFICATION if you have Employee
Central implemented and JOBCODE if you don’t have an Employee Central implementation in your instance.

Viewing Positions

You can view positions associated with job codes for your role one of two ways:

• Go to the # Positions column and select the hyperlink.

• Use the gear icon to view positions associated with that job code.

 Caution

Whether you use the hyperlink or the gear icon to view positions with mapped job codes, the Save Role prompt
appears.

To save your role, select Yes that launches a prompt that states your role is saved. When you select OK, you are
directed to the Map Position to the job Code page. The positions are listed under the Position column. You can edit
any position by selecting the Position hyperlink or by going to the gear icon.

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21 Assigning Behaviors

21.1 Assigning Behaviors to Competencies

This topic gives an overview on how to assign Behaviors to Competencies. You can map or assign behaviors from
the Edit: Competency page for an already existing competency or when you create a new one.

Procedure

1. When you create a new competency, follow these steps to map your assigned behavior

a. Go to Admin Center Manage Job Profile Content Competency that directs you to the competency
page.
b. Select the + Create Competency link that directs you to the Create New Content (Competency) page.
c. Enter in the required information.
d. Select the Assign Behaviors button to create your behavior to associate with your competency.
e. Enter in the required information for your behavior.
f. Select the Save button to save your new behavior that directs you back to the Create New Content
(Competency) page. Add more behaviors if desired.
g. Select Create Competency to finish.
2. For Existing competencies, follow these steps to map your assigned behavior:

a. Go to Admin Center Manage Job Profile Content Competency that directs you to the competency
page.
b. Select the competency you wish to edit that directs you to the Edit: Competency page.
c. Select the + Assign Behaviors link that opens up the Assign Behaviors box.
d. Enter in the name of your behavior.

 Note

You can use the pencil picker icon for translation options for your behavior name.

e. Enter in the description of your assigned behavior.

f. Select Save to finish.

Related Information

Assigning Behaviors for Role-Based Competencies [page 174]

Weights and Ratings for Behaviors [page 175]

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21.2 Assigning Behaviors for Role-Based Competencies

This topic gives a detailed overview on how to map your competencies and behaviors to a role.

Procedure

1. Go to Admin Center Manage Job Profile Content Set Up Families and Roles .
2. Select + Create Role link that directs you to the Create New Content (Role) page.
3. Enter in the required information for your role.
4. If no competencies are mapped to your role, follow these steps:
a. Go to Mapped Competencies tab to select the Mapped Competencies button that opens up the list of
LIBRARIES.
b. Select the library you want to use and a list of categories appear next to your selected library.
c. Select the category you want to use and a list of available competencies appear next to your selected
category. Associated behaviors appear under their associated competencies when you select the arrow to
expand. See below screenshot for more information.
d. Select all competencies behavior you want to map.
e. Select Map and I'm done button to finish.
You’re directed back to the Create New Content (Role) page. Your new competencies appear under the
Mapped Competencies tab. Note that there’s a column for Behaviors.

 Note

You can view all of the behaviors associated with a specific competency when you select the Behavior

Listing icon as shown here under the Behavior column.

Related Information

Assigning Behaviors to Competencies [page 173]

Weights and Ratings for Behaviors [page 175]

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21.3 Weights and Ratings for Behaviors

This topic gives a brief overview about setting up weights and ratings for specific behaviors.

Behavior Listing Icon

You can configure your behavior weight and ratings after you’ve saved your new role, which is done from the
Mapped Competencies tab from Edit: Role page of your new role.

The Behaviors popup launches when the Behavior Listing icon is selected for your mapped competency. This is
where you can configure the weights and ratings for all associated behaviors for that competency.

Once you’ve completed your weight and rating configuration, it appears in the performance review form for an
employee.

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22 Job Profile Acknowledgment

Heavily regulated industries such as healthcare and biotechnology have requirements to provide auditors and
government organizations with proof that their employees understand their job descriptions. The regulations
require that these organizations have acknowledged receipt of this information.

Configuring Job Profile Acknowledgment Settings [page 176]

This topic gives you instructions on how to configure your Job Profile Acknowledgment Settings.

Viewing the Job Profile Acknowledgment Report [page 177]

View information about the job profile acknowledgments that were sent.

22.1 Configuring Job Profile Acknowledgment Settings

This topic gives you instructions on how to configure your Job Profile Acknowledgment Settings.

Prerequisites

Role-based permission enabled for Configure Job Profile Acknowledgment Settings.

 Tip

Find these permissions under Manage Job Profile Builder.

Procedure

1. Go to Admin Center Configure Job Profile Acknowledgment Settings .

2. Select the conditions to trigger acknowledgment notification by selecting one or all of the following
checkboxes:

• Job profile change

• Job code change
• Role and job profile mapping change
3. Select the Homepage > To Do list for the users to receive notifications as To-Dos.

Enable so the users receive notification of the job profile change on the homepage. They can then acknowledge
the changes.
4. Go to Acknowledgment statement text box to create the appropriate acknowledgment statement.

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 5. Select Save to finish.

Next Steps

Now that you have set up your Job Profile Acknowledgment Settings, you can configure your Job Profile
Acknowledgment Report.

Task overview: Job Profile Acknowledgment [page 176]

Related Information

Viewing the Job Profile Acknowledgment Report [page 177]

22.2 Viewing the Job Profile Acknowledgment Report

View information about the job profile acknowledgments that were sent.

Prerequisites

Role-based permission enabled for Configure Job Profile Acknowledgment Settings .

 Tip

Find these permissions under Manage Job Profile Builder.

Procedure

• Find Job Profile Acknowledgment Report from Action Search or Tool Search in Admin Center.

You’re taken to a filterable and sortable report that shows the acknowledgments sent including various job
details of a user as well as the status of the acknowledgment.

Task overview: Job Profile Acknowledgment [page 176]

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Related Information

Configuring Job Profile Acknowledgment Settings [page 176]

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23 Appendix And Troubleshooting Information

23.1 Using Job Description Manager and Job Profile Builder

23.1.1  Differences Between Job Description Manager and Job

Profile Builder

Here is a table the describes differences between using Job Description Manager and Job Profile Builder. Some of
these differences is related whether you are an Employee Central or if your company instances has been migrated
over to MDF.

Differences Between Job Description Manager and Job Profile Builder

Job Description Manager 1.0 Job Profile Builder or JDM 2.0

Job Description This is now referred to as a Job Profile when using JPB

Non-positioned based profile Profiles can be position based.

No skillset respository Uses Skill Profiles, instead of employees having individual skill­
sets.

Legacy Succession Data Model Uses role-based permission.

 Restriction

Role-based permissions is required

Storage: uses tables for roles, families, competencies, and all Uses Metadata File Framework or MDF tables to store Job
job profile content types Profile Builder objects.

Cannot rate skills Can rate skills

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23.2 General Troubleshooting

23.2.1  Text Limitation Errors When Creating Job Profile Content

There is a text limitation when creating Job Profile content that is measured in bytes, rather than characters.

Byte Storage Limitation

When you add job profile content using the Manage Job Profiles tool, there is a maximum storage length of 4,000
bytes. For instance, if you enter in abc that is counted as three characters.

Job Profile sections html formatting, and this data is actually stored as: <p>abc</p>, which is more than three
characters.

In addition to html formatting, here are use cases that can add additional characters to the byte limit of your
content:

• Using bold, italics, underline, bullets

• Line breaks, coloring, and images
• Special characters
• Languages that do not use English alphabet such as Russian use double byte characters

When the byte limit has gone past the allowable limit, you may receive an error message that reads something
similar to this one:

 Example

The text entered is XXXX bytes . This must be less than XXXX bytes long.

Using Text Editor

You cannot verify the byte count within Job Profile Builder application, a text editor such as Notepad or Notepad++
is required to count character byte limitation.

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23.3 Troubleshooting Imports

23.3.1  Troubleshooting Tips Using Manage Job Profile Content

Import/Export

There are a few troubleshooting tips that can help you avoid error messages for your job profile content import
such as character limitations and size limits.

Special Characters

You may receive error message that reference that entity name must immediately follow the & in the entity
reference when you import data that contain special characters for these columns:

• longdescription
• shortdescription
• Header entity reference columns

To resolve this issue, you can use escape codes in your .csv import file. See table for character code replacement
for special characters:

Character Code Replacement for Special Characters

Special Character Character Code Replacement

& &amp:

< &lt;

> &gt;

 Note

Insert the entity name immediately following the & in the entity reference field. Keep in mind when you insert
additional characters may increase byte size of your document.

Exceeding Size Limits for Default Value Field

Unlike using Job Profile Builder user interface, when you create job descriptions using the import process, there’s a
128 character limitation. The character limit applies to your job profile description data entered in the descriptions/
DefaultValue column in your .csv import file.

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Byte Limitations for Job Code Field

Job Code field has a maximum of 128 bytes, which may be fewer than 128 characters for certain character sets
such as Cyrillic. When you exceed the 128-byte limit , your import may show Completed status in Scheduled Job
Manager page but error messages similar to SYSTEM_ERROR_WHILE_SYNCING appear in your .csv import file.

Can I Purge Job Profile Data Using Import Process?

Job Profile Builder does not support full purge option, when you use &amp;Manage Job Profile Content Import/
Export tool, Incremental Load is the only option available.

If you can see a Full Purge as an option under Purge Type, you are using MDF Import and Export Data tool.

 Caution

We do not recommend purging your job profile data because this option may corrupt data to entity mappings.
When you use the full purge option, you may potentially remove Job Profile Builder Recruiting Management
data.

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24 People Management

Increase gender equity in how people are managed.

Research shows that different demographic groups have different experiences in the workplace, and this is
largely related to ways they are managed. Managers may have unintentional bias in how they evaluate work, give
promotions, provide rewards, and interact with their staff.

What causes gender bias in how people are managed?

• Describing women's performance in communal terms ("helps", "assists", "facilitates") and describing men's
performance in agentic terms ("drives", "executes").
• Giving women performance feedback that is vague, but giving men performance feedback that is specific and
directly tied to business objectives.
• Managers rating employee performance with unintentional or intentional bias.
• Unsupporting supervisors disproportionately impacting the work-life balance of female employees.

Use SAP SuccessFactors technology to reduce gender bias in how people are
managed:

• Utilize cascaded goals to create clear, business-relevant performance objectives.

• Incorporate competencies into the performance cycle.
• Use Coaching Advisor to guide performance feedback specific to employee objectives.
• Utilize 360 to capture other sources of employee performance data.
• Utilize 360 to ensure manager fairness.
• Use Continuous Performance Management to capture and track actual performance accomplishments.
• Train supportive, unbiased management.

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24.1 Configuring Cascader Role

Configure the cascader role to specify which goal details are editable when an employee cascades a goal to others.

Context

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

The cascader role supports permissions on the following goal elements and actions for users who cascade their
goals to other employees:

Elements Permission Type

<field-permission> Field permissions (standard, custom, and table)

<table-col> Table column permissions

<permission for=""> Action permissions for tables:

• Create (create-row)
• Delete (delete-row)
• Move (move-row)

When the cascader role is disabled, users who cascade a goal have the write access to all fields and actions for that
goal regardless of goal plan permissions.

When the cascader role is enabled, the cascader role controls what field can be seen and edited and what table
actions are permitted for users who cascade their goals to others.

If users don't use role-based permissions (RBP), users can also cascade goals by the permission configured in the
goal plan template. You can configure the following cascader settings:

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 TGM Permission Setting
Mode Goal Plan Template Setting RBP Setting Current Behavior

RBP not enabled Cascade push role setting N/A The cascade permission fol­
lows the settings in the goal
plan template.

In the following code, both the

employee manager and matrix
manager can cascade goals to
their direct report and matrix
report. If the role is defined as
*, anyone can cascade a goal
to anyone in the company re­
gardless of the reporting line.

<permission
for="cascade-
push">
 
<description><!
[CDATA[Management
hierarchy can
push down through
hierarchy.]]></
description>
<role-name><!
[CDATA[EM]]></
role-name>
<role-name><!
[CDATA[EX]]></
role-name>
 
</permission>

RBP enabled – example 1 Cascade push role setting – The person being cascaded to Combine the settings in the
for example, role defined as is in the target population of goal plan template with RBP
EM the person doing the cascade setting.
action
For example: Jennifer Lo is in
the target population of Carla
Grant (RBP setting), and Carla
Grant has the cascade per­
mission (settings in the goal
plan template); then Carla
Grant can cascade a goal to
Jennifer Lo.

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TGM Permission Setting
Mode Goal Plan Template Setting RBP Setting Current Behavior

RBP enabled – example 2 Cascade push role setting – The person being cascaded to Combine the settings in the
for example, role defined as is not in the target population goal plan template with RBP
EM of the person doing the cas­ setting.
cade action
For example: Jennifer Lo is
not in the target population
of Carla Grant (RBP setting),
and Carla Grant has the cas­
cade permission (settings in
the goal plan template); then
Carla Grant cannot cascade a
goal to Jennifer Lo.

Procedure

Enable the <cascader-role> Switch

1. Add the following code in the XML of the goal plan template.

 
<switches>
<switch for="cascader-role" value="on"/>
</switches>
 
Configure Field and Action Permissions for the cascader Role as Needed
2. Configure action permissions for tables <permission for=""> in the XML.

 Example

Table Action Permissions for the cascader Role

<permission for="create-row">
 
<description><![CDATA[The cascader can create a row in a field of type
table and then he/she cascades a goal]]></description>
<role-name><![CDATA[cascader]></role-name>
<field refid="tasks"/>
<field refid="targets"/>
<field refid="milestones"/>
<field refid="metric-lookup-table"/>
</permission>
<permission for="delete-row">
<description><![CDATA[The cascader can delete a row in a field of type
table and then he/she cascades a goal]]></description>
<role-name><![CDATA[cascader]]></role-name>
<field refid="milestones"/>
</permission>
<permission for="move-row">
<description><![CDATA[The cascader can move a row in a field of type
table and then he/she cascades a goal]]></description>
<role-name><![CDATA[cascader]]></role-name>
<field refid="milestones"/>
</permission>
 

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 3. Configure field permissions (standard, custom, and table) <field-permission> in the XML.

 Example

Field Permissions for the cascader Role

<!-- Field Permission Defined -->

 
<field-permission type="write">
<description><![CDATA[The goal owner, manager, and cascader can write to
all fields]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[cascader]]></role-name>
<field refid="name"/>
<field refid="desc"/>
<field refid="metric"/>
<field refid="start"/>
<field refid="due"/>
<field refid="state"/>
<field refid="tasks"/>
<field refid="milestones"/>
<field refid="targets"/>
<field refid="metric-lookup-table"/>
</field-permission>
 

4. Configure table column permissions <table-column> in the XML.

 Example

Table Column Permissions for the cascader Role

 
<!-- Table Column Permission Defined for Cascader -->
<field-permission type="write">
<description><![CDATA[The cascader of goal can write to all below]]></
description>
<role-name><![CDATA[cascader]]></role-name>
<table-col id="desc" field-refid="tasks"/>
<table-col id="start" field-refid="tasks"/>
<table-col id="due" field-refid="tasks"/>
<table-col id="done" field-refid="milestones"/>
<table-col id="achievement" field-refid="metric-lookup-table"/>
</field-permission>
 

24.2 Goal Section

Goal sections are used to evaluate employees' performance goals or development goals during a performance
review.

Performance goals are job-oriented and result-based statements of an employee's ongoing and project-specific
responsibilities. Development goals focus on learning, which is essential to improving individual or organizational
performance.

One goal section is linked to one goal plan or one development plan. A form can have several goal sections, for
example, one section for core company goals and one section for departmental goals. All goal sections work in the
same way.

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Learn about the fields and options that you can configure and select for the goal section in the following table.

Field or Option Description

Section Name The name of the section that is shown on the form

Section Description The description of the section that is shown on the form

Section Type The goal section supports the following goal types. One section
is for one type.

• Goal Section: Select a goal plan that you want to link to the
form.

 Note

If a goal plan template is newly imported, make sure

that the goal plan is effective before you link it to the
form. See Step 6 in Importing a Goal Plan Template.

• Individual Development Plan Section: Select a develop­

ment plan that you want to link to the form.

If you link a goal plan or a development plan to forms, make

sure that users have the role-based permission for the relevant

template in Goals Goal Plan Permissions .

 Note

If you link multiple goal sections with the same goal plan
without using <obj-category> to filter goals, the goals
are displayed in only one section.

Show Add Existing Objective Button / Show Add Existing De­ The button is used to add existing goals in the linked goal plan
velopment Objective Button
to the form.

 Note

The button is not needed if goals are synced to the form

automatically.

Unable to Rate The label of a special rating on the rating scale, for example,
Too New to Rate. Performance reviewers can select this rating
when they think it's too early to give a regular rating for a goal
of an employee.

If you already configured this field in General Settings, you

don't need to configure it again here.

Include the ability to rate Users can rate on each goal. See the Rating Options topic.

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 Field or Option Description

Exclude Private Goals Private goals are excluded from the form when the form is
created. Also, you can't add a new private goal to the form.

 Note

This option only works when you launch a form. If you

change the public goals on the form to private goals after
launching the form, the goals still appear on the form.

Include the ability to enter a weight Users can edit the weight of each goal.

Include a comment for each item Users can comment on each goal.

Include an Overall Comment Users can give an overall comment on the goal section.

Display section in summary The rating and weight of goals are shown in the summary sec­
tion.

Display calculated section rating The calculated goal rating is shown in the summary section.

Auto populate goal weights from weights in the goal plan Weights from the goal plan synchronize to the form.

Allow users to add/remove Goals within the section Users can add goals to the form and remove goals from the
form.

You can enable the add and remove actions for specified roles
and steps by configuring action permissions.

 Note

To allow users to add goals to forms, if you're using legacy

Goal Management, make sure that users have the "create"
permission in the goal plan template; if you're using the
latest Goal Management, make sure that users have both
the "create" permission in the goal plan template and the
role-based permission for the goal plan template.

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Field or Option Description

Synchronize goals from a goal plan and a review form Changes made to goal plans automatically synchronize to the
goal section on the form. Also, changes to goals on the form
automatically synchronize to the goal plan.

 Note

If you use the latest Goal Management and you enabled

the auto-sync feature in Performance Management, please
be aware of the following:

• Users can delete a goal on a Performance

Management form only when they have the

User Permissions Objectives Objective Plan

Permissions role-based permission to the goal plan

of that goal. The goal deleted from the form will also
be deleted from the goal plan.
• Users without the permission can't see the button to
delete the goal on the form.

For more information, see Auto-Sync and Auto-Populate.

Use Metric Lookup Table Rating If the linked goal plan has a metric lookup table, this option is
selected by default.

For more information, see Goal Ratings from Metric Lookup

Tables.

Include in overall Goal rating calculation Ratings in this section are included in the calculation of the
overall goal rating. The option is useful if you have multiple goal
sections and want to leave one section out of the calculation.

Display in Goal section Goals in this section are listed in the goal competency sum­
mary section.

Lock item weights Goal weights are locked so that users can't change the weights.

Include in overall performance summary section rating Ratings in this section are included in the calculation of the
performance rating in the performance potential summary
section.

Minimum Goals Required The minimum number of goals required in this section

Maximum Goals Allowed The maximum number of goals allowed in this section

Section Weight for Obj/Comp Summary The weight of the section for calculating the overall goal rating
in the goal competency summary section

Total Weight Target total weight for the goals in this section

Rating Scale The rating scale used in this section. If you've selected a rating
scale in General Settings, you don't need to select it again here.

Default Rating The label that is shown in the rating field if users haven't rated
on goals

Choose an alternate label for the rating field The label of the official rating field

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 Field or Option Description

Goal Plan State If you've configured this feature for the linked goal plan, the
goal state can be changed to a specified state when the form
moves to a specified step or when the form is completed or
deleted.

 Note

For development goal sections, you can configure only the following settings in Manage Templates:

• Include the ability to rate

• Exclude Private Goals
• Include the ability to enter a weight
• Include a comment for each item
• Include an Overall Comment
• Allow users to add/remove Goals within the section

24.3 Competency Section

Competency sections are used to evaluate employees' competencies during a performance review. A Performance
Management form can include three competency sections, respectively for job-specific competencies, core
competencies, and custom competencies.

 Recommendation

To optimize system performance, especially when you use Internet Explorer, we recommend that no more than
60 competencies are rated on a form.

Learn about the fields and options that you can configure and select for the competency section in the following
table.

Field or Option Description

Section Name The name of the section that is shown on the form

Section Description The description of the section that is shown on the form

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Field or Option Description

Section Type The competency section supports the following competency

types. One section is for one type.

• Job Specific: Role-specific competencies are populated on

the form based on the employee's job role and job code.
• Core: Core competencies of your company
• Custom: Custom competencies that are defined in the

instance. After selecting this option, choose Show

advanced options [X] Custom Competency defined.

Click to modify to add custom competencies.

Unable to Rate The label of a special rating on the rating scale, for example,
Too New to Rate. Performance reviewers can select this rating
when they think it's too early to give a regular rating for a
competency of an employee.

If you already configured this field in General Settings, you

don't need to configure it again here.

Allow users to add competencies Users can select competencies from your competency library
and add them to the form, and also remove competencies from
the section. They can add the same competency to the form
only once.

 Caution

If you configure the template to rate on behaviors, users

can add the same competency with different behaviors to
different sections. When the rating or comment of a com­
petency in one section is updated, that in other sections is
updated as well. To avoid confusion, users should add one
competency to the form only once.

You can enable the add and remove actions for specified roles
and steps by configuring action permissions.

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 Field or Option Description

Show behaviors The behaviors assigned to competencies are shown on the

form. You can select the following options for Display Mode:

• Display Behaviors below Competency Rating: Behaviors

are shown below the competency rating.
• Display Behaviors above Competency Rating: Behaviors
are shown above the competency rating.

You can also select Filter By Job Code to show only the
role-specific behaviors on the form. When a competency is
assigned with the behaviors of multiple job roles, only the be­
haviors of the employee's job role are shown.

To allow users to rate behaviors instead of competencies, se­

lect Rating on behavior.

 Recommendation

We recommend that you use XML template to configure

ratings and comments on behaviors. For more informa­
tion, see Rating Behaviors in Related Information.

Include the ability to rate Users can rate on each competency. See the Rating Options
topic in Related Information.

Include a comment for each item Users can comment on each competency.

Include an overall comment Users can give an overall comment on the competency section.

Include in overall competency rating calculation Ratings in this section are included in the calculation of the
overall competency rating. The option is useful if you have
multiple competency sections and want to leave one section
out of the calculation.

Display in competency section Competencies in this section are listed in the goal competency
summary section.

Show expected competency rating The expected rating of competencies for the job role is shown
along with the actual rating. The option is useful to view the
gap between an employee's expected and actual performance.

 Note

If users add a competency to the form by role and the

competency has an expected rating, the expected rating is
displayed on the form along with the added competency. If
the competency is assigned to multiple roles with different
expected ratings, only the expected rating of the selected
role is displayed.

Include in overall performance summary section rating Ratings in this section are included in the calculation of the
performance rating in the performance potential summary
section.

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Field or Option Description

Total Weight Target total weight for the competencies in this section

Include the ability to enter in a weight Users can edit the weight of each competency.

Display section in summary The rating and weight of competencies are shown in the sum­
mary section.

Show calculated section rating The calculated competency rating is shown in the summary
section.

Rating Scale The rating scale used in this section. If you've selected a rating
scale in General Settings, you don't need to select it again here.

Default Rating The label that is shown in the rating field if users haven't rated
on competencies

Choose an alternate label for the rating field The label of the official rating field

24.4 Goal Plan Template Fields

The <field-definition> element defines each of the fields in a goal.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

DTD Definition for the <field-definition> Element

<!ELEMENT field-definition (field-label+, field-description*,

 
table-row-label*, enum-value*, table-column*, default-value?, field-format?,
rating-scale?,
field-show-coaching-advisor?)><!ATTLIST field-definitionid ID #REQUIREDtype
(text | textarea | date | percent | bool | enum | table | number |
comment | rating | competencies) #REQUIREDrequired (true | false)
"false"detail (true | false) "false"viewdefault (on | off) "on"showlabel (true |
false) "false"reportable (field1 | field2 | field3 | field4 | field5 | field6 |
field7
| field8 | field9 | field10 | field11 | field12 | field13 | field14 |
field15 | field16 |
 
field17 | field18 | field19 | field20) #IMPLIEDfield-show-coaching-advisor
(true | false) "false">

 Remember

This code snippet is a sample configuration. The exact configuration depends on your system settings.

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Important Notes for Defining the <field-definition> Element

• You must define all fields that are used in the plan in this section.
• The order in which the fields are defined determines the order in which they're shown in the goal plan and goal
edit window.
• When you add a new field or remove an existing field from the goal plan template, remember to add or remove
the field references in these sections of the template:
• <field-definition> section
• <field-permission> section
• <plan-layout> section
• <form-layout> section

 Remember

When you delete a field from the goal plan template, using either the Admin Center Manage
Templates tool or the XML file, do remember to delete the corresponding permissions of that field
from the <field-permission> section of the goal plan template. If you delete a field without deleting its
permissions from the goal plan template, you might encounter errors while using the goal plan.

• When you decide which fields are included in a goal plan, be aware of the following:
• It's important to determine what portlets under Summary on the Goal Plan page are used for reporting on
goals. The Objective Status portlet uses the Status field. The Objectives by Completion and Objective Due
Range portlets use the % Complete field and the Due field. They don't recognize completed goals because
they don't use the Status field.

• The Goal List report on the Goal Plan page displays fields set with certain defaults that individual users can
reset. The administrator can't set these defaults for the entire organization. If users deselect fields through
Display Options, these fields disappear from the report.

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24.5 Adding a New Competency Library

You can create a new competency library on the Manage Competencies screen.

Context

To add a pre-built competency library from the SuccessStore:

Procedure

1. Go to Admin Center Manage Competencies .

2. From the Competency Library List, click Add New Library Choose from SuccessStore .
3. Choose a library that you would like to add, then click Add to My Instance.
4. When the competency library is loaded, click the library and then click any competency then begin editing the
key details. They are:

Option Description

Name or description of the competency The category is most-often used to help organize information within this
and the category tool.

Performance Details Text that appears in the writing assistant and coaching adviser.

5. If you want to identify a competency as core to your organization, for example if your organization has core
values or mission competencies, select Yes in the Core field to tag or identify this competency as core to the
organization.
In the Manage Templates tool, you can set the form to dynamically pull the core competencies for all your
employees when you launch the form.

 Note

If the Core flag is set in Manage Templates, users must mark also competencies as core in the Manage
Competencies tool, otherwise this section will be blank for your users.

6. Under Performance Details click the text to update the tone and voice that you want to change.
7. When you have finished updating the text, click Save.

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24.6 Utilizing 360

24.6.1  Views in Detailed 360 Report

After a 360 reviews form is fully completed, you can review a detailed 360 report that contains four views. They're
Graphical Summary, Gap Analysis, Hidden Strengths and Blind Spots, and Rank.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Graphical Summary

The Graphical Summary view is the default opening view of a detailed 360 report. It provides an overview of ratings
broken down by individual raters and categories of raters along with comments given on the ratings.

 Note

In 360 Reviews - SAP Fiori Version, a radar chart is used to display item ratings for competencies under the
Graphical Summary tab. The chart only shows competency that has at least three rated items.

This view includes the following areas:

• The Overall Rating section (The counterpart in 360 Reviews - SAP Fiori Version is the Overview section.)
displays an average rating by each category of raters and all raters. With specific configurations, the section
can also display weighted sum rating of all raters, or of all raters except the employee. Minimum and maximum
ratings are also available.

 Note

Minimum and maximum ratings aren’t available in 360 Reviews - SAP Fiori Version.

• In the Competency and the Goal sections, average ratings of all raters and comments are displayed by sections
and items.

Gap Analysis

The Gap Analysis view allows you to know if there's a significance difference in the ratings between the two
categories of raters.

You can show the Gap Analysis view by going through the following steps:

1. Go to Admin Center 360 Reviews Form Template Settings .

2. Select or clear Enable Gap Analysis View from Detailed 360 Report.

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3. Click Update Form Template.

Details about the different colors shown in the Gap Analysis view:

There are five possible colors on the gap analysis chart, that is, on the first two columns where you select the two
columns to compare. For the actual gap, it’s only red or green depending on the direction of the gap. So, for the first
two columns the change in color depends on the percentage of the rating in the scale. For example, a rating of 3.45
on a 1–5 scale equals 61.25%, and not directly mapped to ratings (so we can support different rating scales with
the same five colors).

Here’s the breakdown of what percentage the rating represents and what color is displayed:

• 25% and under = red

• More than 25% up to and including 41% = orange
• More than 41% up to and including 59% = yellow
• More than 59% up to and including 75% = light green
• Everything else (more than 75% and up) = green

 Note

In 360 Reviews - SAP Fiori Version, there're only two colors shown in the Gap Analysis view. One is green, which
represents positive value; The other is red, which represents negative value.

Hidden Strength and Blind Spot

The Hidden Strengths and Blind Spots view allows you to see whether there’s a significant difference between how
employees rate themselves compared with how others rate them. The view includes two sections:

• The Hidden Strength section displays the competency or the goal on which employees rate themselves lower
than others rate them by a defined amount.
• The Blind Spot section displays the competency or the goal on which employees rate themselves higher than
others rate them by a defined amount.

You can show this view by configuring it in XML form template. Below is a sample configuration.

 Sample Code

<hidden-strength-threshold>0.0</hidden-strength-threshold>
 
<blind-spot-threshold>0.0</blind-spot-threshold>

Rank

The Rank view allows you to see all competencies or behaviors across all sections.

You can show the Rank view on the report by going through the following steps:

1. Go to Admin Center 360 Reviews Form Template Settings .

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 2. Select Enable Rank View from Detailed 360 Report.
3. Click Update Form Template.

[Link]  Detailed Reports

This section discusses the five different 360 reports that are available.

[Link]  Benchmark Ratings

A benchmark rating is an average rating of a competency of a job code. Companies can use the benchmark rating
to compare an employee's rating against the average rating.

There's only one benchmark rating per competency per job code. When you apply benchmark ratings to forms, for
completed forms, a benchmark rating bar appears in each competency's bar charts in the Graphical Summary and
Rank View report.

The benchmark ratings shown in the report are taken from the last benchmark ID that was applied to the
form. The benchmark ID is created when a benchmark calculation is completed. It represents the group of each
competency's average rating in one benchmark calculation.

How Benchmark Ratings Are Calculated

A benchmark rating is calculated by averaging all ratings for a competency of a job code, including the self-rating.
All individual ratings are equally weighted. You can't apply weights to make any individual raters or groups' ratings
worth more.

 Note

Only completed 360 forms are included for the calculation of benchmark ratings. If there are incomplete 360
forms that fall within the filter criteria, no participant ratings from those reviews are included in the calculation.

The calculation of benchmark ratings is based on job code assignment. So, all individuals within the company
who have the same job code (defined in User Directory and set for each employee) have their ratings averaged
together. The only way to exclude specific people's ratings from this benchmark is to exclude them from the job
code, or not create a form instance for them.

 Example

John Doe has a 360 form created for him. Jane Smith also has a 360 form created for her. Both John and Jane
have the same job code and are rated on the same five competencies, plus one specific to each of them. The
ratings for these forms are as follows:

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 John Doe's Manager Rat­
360 Reviews Self-Rating ing Rater 1 Rater 2 Rater 3 Rater 4

Competency 1 4 3 4 2 2 1

Competency 2 5 5 4 2 3 3

Competency 3 3 3 3 3 3 3

Competency 4 3 2 4 2 2 1

Competency 5 4 2 3 1 1 1

Competency A 2 2 1 / / 3

Jane Smith's Manager Rat­

360 Reviews Self-Rating ing Rater 1 Rater 2 Rater 3 Rater 4

Competency 1 4 3 4 2 2 1

Competency 2 5 5 4 2 3 3

Competency 3 3 3 3 3 3 3

Competency 4 3 2 4 2 2 1

Competency 5 4 2 3 1 1 1

Competency B 4 4 5 5 3 3

Competency Benchmark Rating

Competency 1 2.667

Competency 2 3.667

Competency 3 3

Competency 4 2.333

Competency 5 2

Competency A 2

Competency B 4

 Note

Competencies 1–5 are averaged over 12 distinct ratings, Competency A four distinct ratings, and
Competency B six distinct ratings.

[Link]  Applying Benchmark Ratings to Forms

Note the following:

• You can only apply benchmark ratings to the forms which were used to create the benchmark. You cannot
apply benchmark ratings to forms that were not used in the calculation.
• When you apply benchmark ratings to forms, it will apply it to ALL of the forms used in the calculation. You
cannot select a subset of the forms to apply to. It's all or nothing.

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 • Admins should be able to verify which forms were included in the benchmark and see which benchmark was
applied to each form.
• Any given form can support only one benchmark at a time to determine the benchmark ratings for comparison,
even if that form has been used in multiple benchmark calculations. The form will display the benchmark
ratings from the last benchmark ID that was applied to the form.

To apply a benchmark to the forms that were used to create it, do the following:

1. From the Administration pages select Calculate 360 Benchmark Ratings.

2. Click apply Benchmark Ratings to Forms for the appropriate benchmark ID. This will apply the benchmark to all
of the completed forms that were used in the benchmark calculation.

 Note

A user who wants to know which forms were included in the benchmark calculation, can download the
list of forms that were used by clicking the Download Benchmark Data. The csv file contains two columns:
the form id's of the forms used in the benchmark calculation, and the benchmark ID which was applied to
each form. The benchmark ID column is useful to audit whether this form has or has not had the current
benchmark applied to it. You can also delete an existing benchmark. If you delete a benchmark that is
in use, those forms which are using the benchmark will no longer display any benchmark ratings in its
Detailed 360 Report.

Displaying Benchmark Rating on a 360 Form

Note the following:

• The Detailed 360 Report will display the benchmark ratings in a similar fashion to the way expected ratings are
displayed. The option will only be available if after benchmark ratings are applied to the form.
• Benchmark ratings are stored in a similar fashion to Expected Rating, in that there is only one Benchmark
Rating per competency-job code.
• If a benchmark has been applied to a form, the benchmark rating will show up as a legend option and can be
dynamically turned on and off on the report for comparison purposes.
• If turned on, a benchmark rating bar will show up in the bar charts for each competency and behavior as a blue
bar above the colored rating bars.
• Benchmark Rating should use Text Replacement so customers can rename this as needed.
• The benchmark ratings shown are taken from the last benchmark ID that was applied to the form. If the
benchmark ID that was used has been deleted, the option to show benchmark rating will not appear.

Once the benchmark has been applied to the forms, open the Detailed 360 Report for one of the forms. The
benchmark option should appear in the Graphical Summary View and in the new Rank View (see next section). This
option works in a similar fashion to the Expected Rating selection. To hide the value, simply uncheck the visibility
for the benchmark ratings in the legend. You cannot remove the benchmark option from the report if an existing
benchmark has been applied. The only way to change the benchmark ratings is to apply a new benchmark ID to the
form, or delete the applied benchmark from Admin.

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24.6.2  Example: Making a 360 Anonymous for Some and
Named for Others

You can configure a 360 to have varying levels of anonymity. For example, a manager sees the 360 as named and
the employee sees the 360 as anonymous. It is also possible for the employee to see responses from their manager
or peers as named, but can only see responses from their direct reports as anonymous.

As of now, it is not possible to grant someone with the ability to remove participants comments. Even if you can
see who said what, you cannot remove the comments. Also, configuration of levels of anonymity must be done at
the time the form is created. This means, before the 360 review process, you need to know who you want to grant
access to see named participants. Once the form is created and the process is started, you cannot change that.

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  Note

By selecting Show Participants in Status Summary (Applicable to Anonymous 360's only) in Admin Center
Form Template Settings , process owners can view basic information about the participants on the Rater List
of an anonymous 360 Reviews form in the Evaluation, Signature, and Completed stages.

In Provisioning, access your 360 form template and ensure that Participant names on 360 option is selected.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Add the following XML example in the meta section after

<meta-cat hidden-threshold="0" min-count="0" max-count="2147483647" ><![CDATA[Self]]></

meta-cat>

 Example

The following example hides all rater identities for all users in all stages, that is, every rater is shown as
Anonymous and in effect it turns an Open 360 to an Anonymous 360:

<rater-id-permission type="none">
 
<rater-category>*</rater-category>
<role-name>*</role-name>
<route-step stepid="*"/>
 
</rater-id-permission>

OR

<rater-id-permission type="none">
 
<role-name>*</role-name>
<route-step stepid="*"/>
 
</rater-id-permission>

 Example

To hide all rater identities for Employee in all stages, that is, to the Employee, all raters will be shown as
Anonymous:

<rater-id-permission type="none">
 
<rater-category>*</rater-category>
<role-name>E</role-name>
<route-step stepid="*"/>
 
</rater-id-permission>

OR

<rater-id-permission type="none">
 
<role-name>E</role-name>
<route-step stepid="*"/>
 
</rater-id-permission>

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  Example

To hide all rater identities for all users in 360 Evaluation Stage:

<rater-id-permission type="none">
 
<rater-category>*</rater-category>
<role-name>*</role-name>
<route-step stepid="360EvaluationStage"/>
 
</rater-id-permission>

OR

<rater-id-permission type="none">
 
<role-name>*</role-name>
<route-step stepid="360EvaluationStage"/>
 
</rater-id-permission>

 Example

To hide all rater identities for all users in 360 Evaluation Stage, except the Manager, that is, when the Manager
opens the 360, all the names of the raters are visible, while everyone else sees as Anonymous:

<rater-id-permission type="none">
 
<rater-category>*</rater-category>
<role-name>*</role-name>
<route-step stepid="360EvaluationStage"/>
</rater-id-permission>
<rater-id-permission type="enabled">
<rater-category>*</rater-category>
<role-name>EM</role-name>
<route-step stepid="360EvaluationStage"/>
 
</rater-id-permission>

Specific Example

Add the following snippet in meta section of 360.

<meta-cat hidden-threshold="0" min-count="0" max-count="2147483647" ><!

[CDATA[Self]]></meta-cat>
 
<rater-id-permission type="none">
<rater-category>*</rater-category>
<role-name>*</role-name>
<route-step stepid="*"/>
</rater-id-permission>
<rater-id-permission type="enabled">
<rater-category>*</rater-category>
<role-name>EM</role-name>
<route-step stepid="360EvaluationStage"/>
<route-step stepid="CompletedStage"/>
</rater-id-permission>
 
<meta-360-rollup-category-name><![CDATA[Upward]]></meta-360-rollup-category-name>

As a result of this, when the 360 is in the evaluation and completion stage, the manager sees participant names in
the evaluation summary.

When the 360 is in the evaluation or completion stage, the employee (other than the employee with a completed
copy) cannot see participant names in the evaluation summary.

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24.6.3  Configuring Instructions on the Detailed 360 Report

You can allow admins to create instructional text for the Detailed 360 Report.

Context

 Note

• Instructions are only shown on the Graphical Summary View and do not appear on any other view.
• Instructions are set at the Form Template. This means that admins need to determine how they want to
use the report and compose their instructional text before the actual forms are created for their users. We
recommend that Professional Services demonstrate this to admins.
• If instructional text is used, then it will be displayed by default on the Detailed 360 Report. A display option
will be available to hide the instructional text if desired by the user.
• If instructional text is not used, then the instruction section will be invisible, and no option to show/hide will
be available. This allows for backwards compatibility for existing customers who do not use this feature.
• HTML rendering is not supported by the instructional field.

Procedure

1. While creating the 360 form template, enter the instructional text in the form xml editor in Provisioning. This
text is stored in the <instruction-sect> tag in the form xml.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact
your implementation partner or Account Executive. For any non-implementation tasks, contact Product
Support.

2. Use the template to create a test form and verify that the instructions appear correctly before you create live
forms.

Results

The Instructions section shows up on the Detailed 360 Report.

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24.6.4  Anonymous View for Named 360s

Anonymous View allows users to select if they want to display the Detailed 360 Report with names or without
names.

The primary use of this feature is when the report is enabled for Managers, who then print the reports to give to
employees and want to print an anonymous view.

 Note

This feature is only applicable to named 360s. The 360 must be named, but you can hide the information from
displaying.

To enable the anonymous view:

1. Create a Named 360.

2. Check the access permissions for the Detailed 360 Report. Go to Admin Form Templates and select the
correct 360 form template and check Enable 360 Detailed Report Permission for.
3. Check Enable Anonymous 360 Detailed Report View.
4. Open the Detailed 360 report from the Summary view after the 360 report is completed.
5. When viewing the report, you can select if you want the named view or the anonymous view.

24.7 Integrating with Continuous Performance Management

You can view the Continuous Performance Achievements, along with their feedback, directly on the Goal Plan page.

Prerequisites

• Continuous Performance Management must be enabled in your SAP SuccessFactors instance.

• You have the User Continuous Performance User Permission Access to Continuous Performance
Management permission.

Context

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

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Procedure

1. Go to Admin Center Manage Templates .

2. Choose Goal Plan tab, and then open the goal plan template in which you want to include the Achievements.
3. Choose General Settings, and then select Display Continuous PM Achievements on goal plan.

4. Save your changes.

Results

The CPM Achievements column is available on the Goal Plan page.

 Note

The number of Continuous Performance Achievements linked with each goal appears in the CPM Achievements
column on the Goal Plan page. When you choose the count under the CPM Achievements column, a pop-up
window lists out the details of the linked achievements, along with the feedback comments received on the
achievements. Please note that you can search for the linked achievements only by their title, not by any other
metadata.

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24.8 Team Goals

Team Goals is a feature that allows managers to create, update and assign goals for their team members, without
having to include the goals in their own Goal Plan. It effectively allows the manager to simply manage and monitor
the goals they set for their team, without having to achieve the goals directly.

 Note

'Goal' can also appear as 'Objective', depending on your 'Company Settings' in 'Provisioning'. So, in the
application, you may find 'Objective Plan' instead of 'Goal Plan', 'Launch Team Objective' instead of 'Launch
Team Goal', 'Team Objective' instead of 'Team Goal', and so on.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Overview

'Team Goals' has been designed using the existing Group Goals 2.0 framework, and supports all the features of
'Group Goals 2.0'.

 Note

To use Team Goals, ensure that you set the <allow-group-goal> attribute to "true" in your Goal Plan
template.

Major highlights of 'Team Goals' are:

• Includes all of the existing features of ‘Group Goal 2.0’ without forcing the manager to take accountability of
achieving the goals (i.e., the goals will not appear on the creator’s Goal Plan).
• Supports the ability to share assignment distribution over the team goal – effectively allowing a manager to
cascade the team goals to other managers, who may wish to assign the goals to their team

 Note

There are no separate XML tags for Team Goals, and it follows all the field level permissions configured for
Group Goals. So, when you use Team Goals and Group Goals at a time, their field level permissions will be the
same.

Prerequisites

• UI Version: GM v12
• Product Editions: Enterprise and SPRAC

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 • Enable the option for Generic Objects in Provisioning

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Configuration

1. Go to Admin Center.
2. To enable Team Goals in the application, in the Tools Search field, search for Goal Management Feature Settings
and select the following options:
• Enable Team Goals – Enables the Team Goal feature in the application, and provides permissions to grant
appropriate access.
• Enable Delete Team Goals Share – Enables you to share Team Goals with other users, and grant them the
right to delete the Team Goals as well. This permission allows the primary owner and the co-owners of
Team Goals to delete the goals.

3. Click Save.
4. Next, to use Team Goals, you must enable the following permissions:
• Manage Team Goals – grants permission to create, edit, and delete Team Goals
• Assign Team Goals – grants permission to assign the Team Goals to members of your team

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 • Share Team Goals – grants permission to share the Team Goals with other users, such that they too have
administrative control over the shared Team Goals.

 Note

The "Share Team Goals" permission is not bound by target population to facilitate co-ownership of
Team Goals between multiple managers and matrix managers.

5. Click Done and on the 'Permission Role Detail' page, click Save Changes.

You have successfully configured Team Goals in the application.

Answers to Some Key Questions on Team Goals

• What is the difference between owner and co-owner of a Team Goal, and how do you recognize the
difference?
At first, the creator of the Team Goal is its only owner. The owner then shares the Team Goal with other users
and they become the co-owners. A co-owner has administrative privileges over the Team Goal, and can read,
update, and delete (if the shared owner has permissions to delete) the Team Goals. If the owner of the Team
Goal gives up access to the Team Goal, then one of the co-owners becomes the new owner. Currently, there is
no indicator to distinguish owner from co-owner. The UI only displays the user that created the Team Goal. To
view the owner and/or the co-owner(s) of a Team Goal, click the corresponding Actions link and select Share.
• Can I import/mass upload team goals? 
Yes. While importing Team Goal, you need to indicate the Type=OBJECTIVE_TEAM. When the team goal is
imported, the 'created by' for the Team Goal (i.e., the Team Goal owner) will be the login user. The following
import 'ACTIONS' are supported: 'ADD', 'UPDATE', 'DELETE', 'ASSIGN', 'SHARE', 'UNSHARE', and 'UNASSIGN'.

• If an Admin creates the Team Goals using the Import Goals tool, can the Managers perform 'ADD', 'UPDATE',
'DELETE', 'ASSIGN', 'SHARE', 'UNSHARE', and 'UNASSIGN' on such Team Goals?
Yes. When the Admin imports the Team Goals, the Admin becomes the owner of the Team Goals. The Admin
can share the Team Goals with the Managers to make them the co-owners of the Team Goals. Once they
become the co-owners of the Team Goals, the Managers can perform the 'ADD', 'UPDATE', 'DELETE', 'ASSIGN',
'SHARE', 'UNSHARE', and 'UNASSIGN' actions on the Team Goals.
• Is Team Goal stored as a type of goal that we can report on, like Group vs Personal? What reporting
schema will be available for Team Goal?
Yes. You can pull a report with only team goals. Team goals are maintained like any other goals.
• Will Team Goal replace Group Goals 1.0 or 2.0?
No. There are no plans to replace Group Goals 1.0 or 2.0 with Team Goal. The feature can be used either
independent of Group Goals or in conjunction with Group Goals.

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 • What happens when the owner of a Team Goal becomes inactive? Do the team members still see the
Goal? Can the administrator add a co-owner, after the owner becomes inactive?
This is more likely a unique case, where the owner has not shared the Team Goal with anyone to co-own, and
has become inactive. In such a case, the Team Goal will operate just like Group Goals 2.0 – where the employee
(team) will be able to see the assigned goal. Also, the Team Goal is accessible only to its owner and co-owners.
So, if the administrator does not own or co-own the Team Goal, the administrator cannot add a co-owner, and
the Team Goal will not be editable, accessible, or assignable any longer.
• When an Admin - the owner of a Team Goal, makes only one Manager the co-owner of that Team Goal,
and gives up ownership, the Manager automatically becomes the new owner of that Team Goal. If that
Manager becomes inactive, will the Admin be able to assume ownership of the Team Goal again?
No. Once people give up the ownership of the Team Goal, they have to request the new owner or the co-owners
of the Team Goal to grant co-ownership of the Team Goal to them.
• Is Team Goal applicable to the Development Goals? Or can you associate Learning activities to Team
Goals?
No. Currently, Team Goal is supported only in Goal Management. Neither the Team Goal is applicable to
Development Goals, nor can you associate Learning activities to it.
• Will Team Goal have dynamic functionality like assigning to all direct reports, without manually adding
and removing users?
No. On the Assign Team Goal page, your hierarchy (direct reports) appears, and you may select each assignee
individually or all your direct reports at one time. However, currently there is no support for dynamic Team Goal
membership.
• If I'm neither the owner or a co-owner of a Team Goal, can I perform the Assign, Share and Edit actions on
the Team Goal?
To work with Team Goals you can either use the application UI, wherein you click the Launch Team Goal option
on the Goal Plan and land on the Team Goal page, or use the Import Goals tool. So, if you are neither the owner
nor the co-owner of a Team Goal, the following table explains what you can possibly do or not do with the Team
Goal:

Using the application UI: Team Goal

Can you...? page Using the Import Goals tool

Assign the Team Goal No, because if you are neither the Yes. Even if you aren't the owner or
owner nor the co-owner of a Team Goal, co-owner of a Team Goal, you can as­
you cannot view it on the Team Goal sign the Team Goal, if you have the
page. Assign Team Goals permission enabled
for your role, and you have people in
your target population that you can as­
sign the Team Goal to.

Share the Team Goal No, because if you are neither the No, because only owners and co-own­
owner nor the co-owner of a Team Goal, ers enjoy the sharing privileges for a
you cannot view it on the Team Goal Team Goal.
page.

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 Using the application UI: Team Goal
Can you...? page Using the Import Goals tool

Edit the Team Goal No, because if you are neither the Yes. Even if you aren't the owner or
owner nor the co-owner of a Team Goal, co-owner of a Team Goal, you can edit
you cannot view it on the Team Goal the Team Goal, if you have the Manage
page. Team Goals permission enabled for
your role.

24.9 Permissions

24.9.1  Table Field Permissions

Permission tags give you the ability to control who can create, modify, or delete rows of a table within a goal plan.

Supported tables are: Tasks, Targets, Milestones, and Achievement Lookup.

Here is a sample XML that can be added to your permissions section of a goal plan. In this example, everyone can
create, delete, or move rows of targets, tasks, milestones, or metric lookup tables.

Example

 
<permission for="create-row">
<description><![CDATA[Anyone can create row.]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="targets"/>
<field refid="tasks"/>
<field refid="milestones"/>
<field refid="metric-lookup-table"/>
</permission>< permission for="delete-row">
<description><![CDATA[Anyone can delete row.]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="targets"/>
<field refid="tasks"/>
<field refid="milestones"/>
<field refid="metric-lookup-table"/>
</permission>< permission for="move-row">
<description><![CDATA[Anyone can move row.]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="targets"/>
<field refid="tasks"/>
<field refid="milestones"/>
<field refid="metric-lookup-table"/>
 
</permission>

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24.9.2  Table Column Permissions

Table column permissions allow you to define permissions for columns in the table.

Supported tables are Tasks, Targets, Milestones, and Achievement Lookup.

Important Notes for Defining Table Column Permissions

• You can't define table permissions according to rows.

• If table column permissions aren't defined, the columns have the permission level of the table defined in field
permissions to ensure backwards compatibility.
• Column level permissions can only be equal to or more restrictive than the field permission for the table.
You can't grant a role read permission to a table and then also grant the same role write permission to columns
in the table. For this scenario, grant write access to the table and then set table column permissions to read for
the columns that you don't want the role to edit.
• Required fields only apply when the role has the write permission to the table column.
• Table column permissions aren't supported in Performance Management forms. Field permissions defined for
table columns aren't respected when you include a table in form-layout.

Best Practices for Defining Table Column Permissions

• Define table column permissions after table field permissions are defined in the XML.
• To hide a table from a role, define none at the table field level. Don't define the write permission for the table at
the field level and then set all table columns to none, which causes the table header to remain visible.
• For the Achievement Lookup table,
• Define the same set of permissions for the table columns achievement and achievement-text.
• We don't recommend that you grant action permissions to roles that don't have the write permission for all
columns, which can lead to undesirable behavior in the Achievement Lookup table and calculated rating.

Example

XML Example: Table Column Permissions

The use case is to create a Milestone table with four columns: Milestone, Start Date, Due Date, and % Complete.
The manager (EM) has full access to all columns but the employee (E) only has access to the % Complete column.
In this scenario, the manager is responsible for setting the milestones and the employee only for updating the
milestone percent completion.

<field-permission type="write">
 
<description>Manager and Employee can write to the milestone table.</
description>
<role-name>E</role-name>
<role-name>EM</role-name>

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 <field refid="milestones"/>
</field-permission>
<field-permission type="read">
<description>Employee can only read the description, start, and due fields.</
description>
<role-name>E</role-name>
<table-col id="desc" field-refid="milestones"/>
<table-col id="start" field-refid="milestones"/>
<table-col id="due" field-refid="milestones"/>
</field-permission>
 

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25 Developing Employees

Increase gender equity in who gets developed.

Developmental programs and learning opportunities build employee skills, capabilities, and careers. However,
research shows that men receive career development more, especially when the development program is
leadership focused. This impairs women from reaching top levels in organizations.

What causes gender bias in who gets developed?

• More men than women receiving developmental training because of implicit assumptions that men's careers
and/or the organization will benefit more from it.
• Segregating learning relationships and communities by gender.
• Developing programs that favor people with fewer non-work obligations, which men are perceived to fit into.
• Women self-selecting out of development programs because they do not feel engaged or welcome.

Use SAP SuccessFactors technology to reduce gender bias in who gets

developed:

• Train managers to be aware of their unintentional bias.

• Build gender-balanced learning communities.
• Let employees' interests and experiences guide the developmental opportunities they receive.
• Build learning and development experiences that engage everyone.
• Provide remote access to learning and development opportunities.

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26 Overview of Career Development Planning

Career Development Planning enables employees to benefit from a wide range of employee development and
career planning activities, and provides managers with standardized methods to track the success of their direct
reports.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Consisting of various development-related features, Career Development Planning provides tools and opportunities
for the following areas:

• Personal Growth
• Undertaking relevant development activities
• Ensuring follow-through on development plans
• Career Planning
• Identifying interesting future job roles
• Researching the skills and competencies needed to perform in those roles
• Corrective Remedies
• Closing competency gaps with time-bound development plans
• Succession Candidates
• Linking to development plans and career notes from Succession Planning
• Development Relationships
• Connecting employees of different career levels in a development relationship where a more experienced
person mentors a less experienced person

Recommended Seven-Step Implementation Sequence

To help you with your implementation, we recommend following this seven-step sequence.

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• Enabling Career Development Planning in Provisioning [page 218]

• Role-Based Permissions for Career Development Planning [page 222]
• Setting Up and Enabling the Transcript Feature [page 219]
• Configuring Templates [page 231]
• Development Goals [page 233]
• Career Worksheet [page 249]
• Role Readiness [page 241]

Enabling Career Development Planning in Provisioning [page 218]

Select available settings in Provisioning to enable the features of Career Development Planning.

Integration with SAP SuccessFactors Learning [page 219]

By integrating your Career Development Planning with Learning, you can associate specific learning
activities with development goals.

Role-Based Permissions for Career Development Planning [page 222]

When you set up Career Development Planning, it's important to grant role-based permissions to right
people.

Transcript Templates [page 222]

The following table discusses the supported fields in transcript templates.

Configuring Templates [page 231]

Configure the templates required for Career Development Planning features to define settings,
permissions, and so on.

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26.1 Enabling Career Development Planning in Provisioning

Select available settings in Provisioning to enable the features of Career Development Planning.

Prerequisites

You have access to Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Procedure

1. In Provisioning, select a company.

2. Under Edit Company Settings, select Company Settings.
3. Under Career & Development Planning, select the following settings as needed.

Setting Description

CDP Full This option is required for selecting the Enable Development
Plan V12 option.

Enable Development Plan V12 Enables Development Plan v12. This option requires the se­
lection of the CDP Full option.

Career Worksheet Enables Career Worksheet v11 (not supported).

Career Worksheet V12 Enables Career Worksheet v12.

Enable Career Path V2 Enables Career Path v2. If not selected, customers can use
Career Path v1. Using Career Path v2 requires the selection
of the Career Worksheet V12 option.

Transcript This option is required for an integration with SAP Success­

Factors Learning.

Use default value for required field validation Do NOT enable this option. If this option is enabled, when
users change the status of learning activities to completed,
the system compares the current value of each field with
the default value in the template and reports errors. Default
values are treated as mandatory fields.

Enable Add Learning Activity Manually Enables users to manually add a learning activity to a devel­
opment plan.

4. Save your changes.

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26.2 Integration with SAP SuccessFactors Learning

By integrating your Career Development Planning with Learning, you can associate specific learning activities with
development goals.

When integrating Career Development Planning with Learning, a team effort is needed to ensure the set up and
configuration of both products is completed for the integration to work properly. This content mainly addresses the
settings for Career Development Planning. For more information on the settings required in Learning, refer to the
relevant content on the SAP Help Portal.

Enabling User Access to the Learning System

Once you have set up your Learning system, you can grant access permission for all employees using role
permissions.

1. Go to Admin Center Set User Permissions Manage Permission Roles .

2. For the roles that need access to the Learning system, select Learning Learning Access Permission .

26.2.1  Setting Up and Enabling the Transcript Feature

Enable the transcript feature in Career Development Planning to facilitate integration with SAP SuccessFactors
Learning.

Prerequisites

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

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Procedure

Company Settings

1. To enable the Transcript feature, in Provisioning choose Company Settings Career & Development
Planning , then in the section under Goal Frameworks, select the option Transcript — requires “Version 11
UI framework (ULTRA).

You do not need to enable Use default value for required field validation. If this option is enabled, once the
status is Completed, the system compares the current value of each field with the default value in the template
and will report errors. Default values are treated as mandatory fields.
2. To add a learning activity directly from CDP (manually, via a custom Learning Activity), you should also select
Enable Add Learning Activity Manually.

If this option is disabled, the customer can only add learning activities in Learning, and the Custom Learning
Activity menu does not appear in CDP.

 Note

You can use the enhanced learning definition with the new learning template setting.

3. Select the option Enable SuccessFactors Learning integration.

4. Specify the SuccessFactors Learning Integration URI (you can request the URI from Data Center Operations).

 Example

[Link]

5. (Optional) If you use Akamai or reverse proxy, you should specify a SuccessFactors Learning Integration API
URI.
SFAPI
6. In order to use the Transcript feature, you will need to import a new formatted learning activity template.

 Recommendation

Use template ID 4201 for learning activities.

Related Information

Transcript Templates [page 222]

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26.2.2  Accessing the Transcript Feature

To access the Transcript feature in the Learning Activities tab under Development, users must have access to
Career Development Planning.

Import Learning Activity by Web Service

This option is only for the integration with SAP SuccessFactors Learning; only authorized users can import learning
activities via a web service.

The user should also have access to SAP SuccessFactors APIs. To grant user access, choose Manage API Login
Permission under Manage Users.

26.2.3  Learning History/Curricula Block

Users can display their 50 most recent learning activities completed and 50 curricula in their People Profile.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

If users don't have access to their records in the Learning Management System, they can obtain access as part of
their profile. The Learning History/Curricula block is attached to a Succession Data Model background element. To
import or export the Succession Data Model, in Provisioning select the company then choose Import/Export Data
Model under Succession Management. In the XML file add the following:

<background-element id="sysLearningHistory" type-id="121">

 
<label>Learning History !</label>
 
</background-element>

You can define the multilanguage labels:

<label xml:lang="fr-FR">Historique</label>

Configuring the Block

Administrators need to add the block to People Profile. To do so, go to Configure People Profile and place the
Learning History block in an available section.

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26.3 Role-Based Permissions for Career Development Planning

When you set up Career Development Planning, it's important to grant role-based permissions to right people.

Administrators with required permissions can manage and configure various features in Career Development
Planning. Users with required permissions can access and use the various features.

To see a full list of the permissions for Career Development Planning, refer to List of Role-Based Permissions by
using filters and key words.

26.4 Transcript Templates

The following table discusses the supported fields in transcript templates.

 Note

Only one transcript template is supported in Provisioning. It is recommended to use the template ID 4201.

Transcript Template Fields

Field ID Comments Entity Type Length

guid GUID of learning course Common String 255

and should be unique
value

name Name of Learning Common String 256

course

description Description of Learning Common String 4,000

course

language Language Common String 32

type Type Common String 60

category Category Common String 256

duration_days Duration days of course Common Number

duration_hours Duration hours of Common Number

course

source_type Source type, mainly Common String 128

means which system
this course is from

source_id Unique key of course in Common String 128

other system

link External link to open Common String 1,024

this course

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 Field ID Comments Entity Type Length

cert_training Does the course offer a Common String 1

certificate

certifications Certificate information, Certificate Table

we support maximum
of two from manually
upload and two from
web service

name Name of certificate Certificate String 1,024

issue_date Issue date Certificate Date

expire_date Expiry date Certificate Date

dev_goals Development goals as­ Certificate Text

sociated with learning

assignee Learning Owner Learning String 100

score Score Learning String 32

status Status Learning String 128

cost Cost Learning Number (12,2)

currency Currency Learning String 10

purpose Purpose Learning String 1,024

start_date Start date Learning Date

due_date Due date Learning Date

planned_by planned by Learning String 100

planned_date planned date Learning Date

begin_date Begin date Learning Date

end_date End date Learning Date

completed_by Completed by Learning String 100

completed_date Completion date Learning Date

 Note

This field is to re­

cord the date when
the status is added
or changed. We rec­
ommend that do
not grant users
with the write per­
mission to this
field.

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Field ID Comments Entity Type Length

confirmed_by Confirmed by Learning String 100

confirmed_date Confirmation date Learning Date

confirmed_status Is the Learning activity Learning String 1

confirmed

customtext1 Custom text Learning String 4,000

customtext2 Custom text Learning String 4,000

customtext3 Custom text Learning String 4,000

customtext4 Custom text Learning String 4,000

customtext5 Custom text Learning String 4,000

customtext6 Custom text Learning String 4,000

customtext7 Custom text Learning String 4,000

customtext8 Custom text Learning String 4,000

customtext9 Custom text Learning String 4,000

customtext10 Custom text Learning String 4,000

customtext11 Custom text Learning String 4,000

customtext12 Custom text Learning String 4,000

customtext13 Custom text Learning String 4,000

customtext14 Custom text Learning String 4,000

customnum1 Custom number Learning Number

customnum2 Custom number Learning Number

customnum3 Custom number Learning Number

customnum4 Custom number Learning Number

customdate1 Custom date Learning Date

customdate2 Custom date Learning Date

26.4.1  Configuring the Transcript Template

This topic provides instructions on configuring the transcript template.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

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Supported Field Types

The following field types for learning text are supported in the Transcript template:

• text
• textarea:
• coach advisor
• legal scan
• spell check
• date
• percent
• bool
• enum
• checkbox
• number

 Note

The comment field type is NOT supported in the template. Including the comment field might lead to access
issues for the corresponding development plan. When you do need to add comments, please add them to the
development goals. Fields for comment are supported in the template for development plans.

Mandatory Fields

You can configure the Learning template to support both Catalog Learning from SAP SuccessFactors Learning and
manual learning. For Catalog Learning, the fields in the following table are mandatory and the field data is synced
with that in SAP SuccessFactors Learning:

Field ID Description Type Comment

assignee Owner of the learning activity text

completed_date Learning activity completion date date

name Learning activity name text

description Description text Support coach advisor/legal scan/spell-

check

status Status of the learning activity enum

guid Learning activity unique ID text

type Product type text Reserved and can only be configured as text

dev_goals Learning activity associated with goal text Must assign write permission for this field

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Adding Custom Learning Activities with Standard Field

<field-definition id="type" type="text" required="false" detail="true"

viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
 
<field-label>Product Type</field-label>
<field-description>Product Type</field-description>
 
</field-definition>

Custom Learning Type in the Learning Activity Template

<field-definition id="customtext4" type="enum" required="true" detail="false"

viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
 
<field-label>Activity Type</field-label>
<field-description>Activity Type</field-description>
<enum -value value="Coaching">
<enum -label>Coaching</enum -label>
</enum -value>
<enum -value value="On the Job Learning">
<enum -label>On the Job Learning</enum -label>
</enum -value>
<enum -value value="Self Study">
<enum -label>Self Study</enum -label>
</enum -value>
<enum -value value="Program not part of catalog">
<enum -label>Program not part of catalog</enum -label>
</enum -value>
 
</field-definition>

Creating a Deep Link in the Learning Template to Learning Management System

To create a deep link to a Learning activity from the catalog, add the following parameter to the learning template
and then upload it via Provisioning: learning-activity-deep-link=true.
Example:

obj-plan-template
 
...
swap-goal-link (true | false) "false"
expand-collapse-categories (true | false) "false"
 
learning-activity-deep-link (true | false) "false"
 
show-total-goalscore (true | false) "false"
pager-max-objs-per-page CDATA #IMPLIED
 
...

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Disabling the Fancy Pod on the Name, Status, and Description Fields

Fancy Pod is to control the UI on the popup of manually-added transcript learning. It enables a fancy layout for
name, status, and description fields. However, you can choose to use the standard layout for the name, status, and
description fields by adding the following switch in the template.

<switches>
 
<switch for="transcript-disable-fancy-pod" value="on"/>
 
</switches>

Default Value

<field-definition id="currency" type="enum" required="true" detail="false"

viewdefault="on" showlabel="true" field-show-coaching-advisor="false">
 
<field-label>Currency</field-label>
<field-description>Currency</field-description>
<enum-value value="USD">
<enum-label>USD</enum-label>
</enum-value>
<enum-value value="EUR">
<enum-label>EUR</enum-label>
</enum-value>
 
<default-value>EUR</default-value>
 
</field-definition>
<field-definition id="start_date" type="date" required="true" detail="false"
viewdefault="on" showlabel="true"
field-show-coaching-advisor="false">
<field-label>Start Date</field-label>
<field-description>Start Date</field-description>
 
<default-value>5/1/2010</default-value>
 
</field-definition>
<field-definition id="duration_days" type="number" required="false" detail="true"
viewdefault="on" showlabel="false"
field-show-coaching-advisor="false">
<field-label>Duration Days</field-label>
<field-description>Duration Days</field-description>
 
<default-value>10.5</default-value>
 
</field-definition>
<field-definition id="cert_training" type="bool" required="false" detail="true"
viewdefault="on" showlabel="false"
field-show-coaching-advisor="false">
<field-label>Training Ends with Certification</field-label>
<field-description>Training Ends with Certification</field-description>
 
<default-value>true</default-value>
 
</field-definition>

Conditional Permissions and Field Permissions

<permission type="delete">
 
<condition><![CDATA[status nq Completed]]></condition>
 
<role-name><![CDATA[~kzhu:E]]></role-name>
</permission>
<field-permission type="write">

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 <description><![CDATA[~kzhu:The owner and manager may write to the following
fields]]></description>
 
<condition><![CDATA[status nq Completed]]></condition>
 
<condition><![CDATA[language eq null]]></condition>
 
<role-name><![CDATA[~kzhu:E]]></role-name>
<role-name><![CDATA[~kzhu:EM]]></role-name>
<field refid="status"/>
 
</field-permission>

Other conditional expressions include:

GUID startsWith MANUAL$

 
GUID !startsWith MANUAL$

Detail Layout

<transcript-detail-layout>
 
<transcript-detail-portlet id="general" column="1" row="2"> //column and row specific
the position of the portlet
 
<transcript-detail-portlet-label lang="en_US">General Info</transcript-detail-
portlet-label> //label of the portlet
 
<field refid="start_date"/> //field will be displayed in portlet
 
<field refid="due_date"/>
<field refid="customtext11"/>
</transcript-detail-portlet>
<transcript-detail-portlet id="details" column="1" row="2">
<transcript-detail-portlet-label lang="en_US">Details</transcript-detail-portlet-
label>
<field refid="guid"/>
<field refid="customdate1"/>
<field refid="customtext12"/>
</transcript-detail-portlet>
<transcript-detail-portlet id="process" column="2" row="1">
<transcript-detail-portlet-label lang="en_US">Process Info</transcript-detail-
portlet-label>
<field refid="confirmed_status"/>
<field refid="confirmed_by"/>
</transcript-detail-portlet>
 
</transcript-detail-layout>

List Layout

<transcript-list-layout>
 
<transcript-list-data itemid="guid"> //display options in left side of page, user can check/
uncheck
 
<transcript-list-data-label lang="en_US" display="Course ID" value="#guid# -
#confirmed_status#"/> //value in list page, compose by text and learning activity attribute which
embedded in #fieldId#
 
</transcript-list-data>
<transcript-list-data itemid="cert_training">
<transcript-list-data-label lang="en_US" display="Cert training"
value="Certification Training: #cert_training#"/>
</transcript-list-data>
<transcript-list-data itemid="language">
<transcript-list-data-label lang="en_US" display="Language" value="#language#"/>

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 </transcript-list-data>
 
<transcript-list-data itemid="br"> //display new line
 
<transcript-list-data-label lang="en_US" display="br" value=""/>
</transcript-list-data>
<transcript-list-data itemid="due_date">
<transcript-list-data-label lang="en_US" display="due Date" value="Due Date:
#due_date#"/>
</transcript-list-data>
<transcript-list-data itemid="begin_date">
<transcript-list-data-label lang="en_US" display="Begin" value="Begin:
#begin_date#"/>
</transcript-list-data>
<transcript-list-data itemid="end_date">
<transcript-list-data-label lang="en_US" display="End" value="End: #end_date#"/>
</transcript-list-data>
<transcript-list-data itemid="confirmed_status">
 
<transcript-list-data-label lang="en_US" display="Confirmed"
value="Confirmed:#confirmed_status#"/>
 
</transcript-list-data>
 
</transcript-list-layout>

Use Default Value for Required Fields

After you enable the option Use default value for required field validation in Provisioning, you can no longer save the
template if the field value is the same as the default value configured in the template once the user changes the
status to Completed.

Permission Value

You can define value-permission for defined fields in the template, which specify the values that roles can
access. For example, the EL role can only update the status field to Planned if the learning activity is set to
Completed:

<value-permission>
 
<description><![CDATA[allow EL change status toPlanned if learning is Completed]]></
description>
<field refid="status"/>
<condition><![CDATA[status eq Completed]]></condition>
<role-name><![CDATA[EL]]></role-name>
<allow-value><![CDATA[Planned]]></allow-value>
 
</value-permission>

26.4.2  Adding a Learning Activity to a Development Goal

Users can add learning activities to a development goal to close gaps if they have learning access permission.

In Career Development Planning, including the v12 version, users can add learning activities from the catalog either
by choosing Find in catalog, or by choosing Search by Competency to search according to competencies associated
to the development goal.

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Search by Competency

Please note that the Search by Competency option is hidden in the following cases:

• If there is no competencies field defined

• If there are no competencies associated to the current development goal

After clicking Search by Competency, the Learning Activities by Competency window pop up. Users can see the
current competency rating and the expected rating. The current competency competency rating is retrieved from
either Performance Management forms or LMS courses.

When the current competency rating is provided and a custom rating scale (for example, 0–4) is retrieved from a
Performance Management form, the system uses the custom rating scale to calculate the expected rating. In this
example, the expected competency percent is defined as 50% in Job Profile Builder, and the expected rating is
displayed as 2 in the scale of 0–4 (2 = 50% * (4-0) + 0).

However, when the current competency rating is N/A, the expected rating will be calculated in the following ways:

• If <custom-scale> is added in learning template, the expected rating will be displayed as N/A.
• If <custom-scale> is not added in learning template, the expected competency rating is calculated using
the scale of 1–5, which is the default scale used in SAP SuccessFactors Learning. For example, the expected
competency percent from Job Profile Builder is 50%, 3 is shown as the expected rating (3 = 50% * (5-1) + 1).

 Note

If the expected competency percent is N/A, the expected rating will also be displayed as N/A.

26.4.3  Deleting a Learning Activity in Career Development

Planning

You can delete a learning activity from both Career Development Planning and SAP SuccessFactors Learning.

You can also remove a learning activity from the development goal in Career Development Planning and from the
Learning To-Do list.

26.4.4  Learning Activity Status

You can configure statuses in the learning template, except for certain default statuses.

The default statuses in the learning template are as follows:

• Planned
• Completed
• Locked
• Deleted
• Failed

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When goals are completed, all the related learning activities must be set to Completed or Locked, after which no
new statuses can be added to the learning activity.

 Note

Changes to learning status made in SAP SuccessFactors Learning are synced to the relevant development
goals. However, you must make sure that you have signed in the Learning solution with the SAP SuccessFactors
HXM Suite credentials. Any status changes you make while still using the Learning sign-in credentials are not
synced to Career Development Planning and are saved in the solution only.

The last status of a goal in a development plan is Completed.

 Note

In the development plan that was migrated from another development plan, any updates to the existing
learning activities in the new development plan are reflected in the old development plan. This situation doesn't
happen if the learning activities are newly added to the new development plan.

26.5 Configuring Templates

Configure the templates required for Career Development Planning features to define settings, permissions, and so
on.

Prerequisites

You have access to Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Context

The following features require template configuration before you use them:

• Development Goals
• Learning Activities
• Career Worksheet

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Procedure

1. In Provisioning, select a company.

2. Under Managing Plan Template, choose one of the following options.

• Import/Update/Export Development Plan Templates

• Import/Update/Export Learning Activities Templates
• Import/Update/Export Career Worksheet Templates
3. Import a new template, or export an existing template, edit the template, and upload it.
4. Optional: Select a default template, change a template to active or inactive, and adjust the display order.

Next Steps

For more information on each template, refer to respective topics in Related Information.

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27 Development Goals

Users can create development goals for their career development. They can also add competencies and learning
activities to development goals to guide their growth.

27.1 Development Goal Plan Templates

A development goal plan template, specified in an XML file, defines the categories and fields of users' development
goals.

Development goal plan templates are similar to goal plan templates in Goal Management. For more information on
configuring templates, such as configuring elements and fields, refer to Working with Goal Plan Templates.

Here're the differences from goal plan templates you need to know.

• Development goal plan IDs must be in the range of 2001-2999.

• The value of the obj-plan-type element should be "Development".
• If used, the learning activity template must be referenced immediately before field definitions, for example,
<learning-activities template-id="4201"/>.

 Note

Only one learning activity template can be active at a time. Make sure your active development plans
always reference the latest default learning activity template. Otherwise, when a new default learning
activity template is introduced, existing learning activities disappear from existing development plans.

• Cascading and aligning are not supported in development goals. Remove the following permissions from your
template:
• cascade-push
• cascade-pull
• cascade-align
• unalign-parent
• unalign-child
• You can define various goal statuses. Note that the last status, regardless of the name, would be considered as
one that indicates completion of the goal. For goals of this status, no more learning activities can be created.
Therefore, make sure that the Completed status is always the last status on the list.
• When you add custom fields, do not use punctuation or any special characters, for example, "-" or "_", in field
IDs. Spell check is not supported in custom fields with IDs that contain punctuation or special characters.
• In most cases, customers have a single development plan instead of one plan per year. Development goals,
unlike performance goals, frequently span multiple years, especially as career-oriented features are added
to the product. Customers who want to separate completed goals from in-progress goals, can use goal
categories to achieve this. Additionally, if customers use the Career Worksheet, it can only be linked to a
single development goal plan template.

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• To make development goal fields visible in People Profile, add the show-in-pp3=”true” attribute to the
field-definition element.
• If you've configured goal plan states, note the following user permissions for activities and learning activities:
• If users can't edit goals according to the setup of goal plan states, they can still create activities with the
Continuous Performance Management permissions.
• If users can't edit goals according to the setup of goal plan states, they can still add and remove learning
activities according to the permissions defined in the learning activity template.
• If users can't view goals according to the setup of goal plan states, they can't view associated learning
activities either.
• The comments field isn't supported in Mobile apps. If you're using Mobile apps for development goals, remove
the comments field definition from your template.

27.2 Linking Development Goals to Competencies

Configure the competencies field in a development goal plan template, so that users can link development goals to
one or more competencies that they're trying to develop.

Prerequisites

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Context

The competencies field can list competencies in a variety of ways:

• By roles
• By forms
• By libraries
• By categories

The competencies users can link are those defined in the current logged-in locale. If a competency is defined in
English only, and when a user signs in the system with Chinese, the competency isn't available for linking.

You can only have one competencies field per development plan.

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234 PUBLIC Development Goals
Procedure

1. In a development goal plan template, add the competencies field definition.

<field-definition id="competency" type="competencies" required="false"

detail="false" viewdefault="on" showlabel="false"
 
field-show-coaching-advisor="false">
<field-label>Competencies</field-label>
<field-description>Competencies</field-description>
<field-format>use-competencies</field-format>
</field-definition>
 
2. To use behaviors in this field instead of competencies, make sure that behaviors are added to competencies,
and set the <field-format> tag within the <field-definition> block as follows.

<field-format>use-behaviors</field-format>

Only the competencies that have behaviors are shown to users. They can select behaviors under the parent
competency when creating a development goal. The competencies field then lists the selected behaviors.
3. To require users to choose a single competency, and prevent them from selecting multiple competencies, set
the <field-format> tag within the <field-definition> block as follows.

<field-format>use-competencies-single</field-format>

The competencies field uses a dropdown list instead of a list with checkboxes.

 Note

The single-select option isn't supported for behaviors.

4. To define a source of competencies, add the <competency-filters> tag before the <field-definition>
block as follows.

Source of Competencies XML Configuration

Forms and roles No configuration

Forms ...
 
</default-category>
<competency-filters>
<exclude type="roles"/>
</competency-filters>
 
<field-definition ...>

 Note

When you mass create forms with custom competen­

cies, those competencies are not saved to the necessary
places in the system to be linked to employees, until
the form is routed to the next step. If it's the first time
the competencies have been linked to the employees,
development goals don't display the competencies until
the form is routed. To get around this, users can delay

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 Source of Competencies XML Configuration

setting development goals until a later step in the route

map, or you can add those competencies to all roles
related to the required users.

Roles ...
 
</default-category>
<competency-filters>
<exclude type="forms"/>
</competency-filters>
 
<field-definition ...>

Roles, except hidden competencies ...

 
</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="hidden"/>
</competency-filters>
 
<field-definition ...>

A specific library ...

 
</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>
<include type="library"
match="library name"/>
</competency-filters>
 
<field-definition ...>

 Note

If you're using Job Profile Builder, and define a library

or category as a competency filter, the filter works in
different locales. Before that, make sure that competen­
cies have corresponding translations in desired locales.
The system filters the competencies by library or cat­
egory according to the default locale defined in Provi­
sioning. However, when you change the signed-in locale

(for example, from English to Chinese) via Options

Change Language , the competencies in Chinese are

filtered out.

If you're using Job Description Manager, competency

libraries of multiple languages aren't supported.

A specific category ...

 
</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>

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236 PUBLIC Development Goals
 Source of Competencies XML Configuration

<include type="category"
match="category name"/>
</competency-filters>
 
<field-definition ...>

A specific category of a specific library, except hidden ...

 
competencies </default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>
<exclude type="hidden"/>
<include type="category"
match="category name"
library="library name"/>
</competency-filters>
 
<field-definition ...>

Multiple categories ...

 
</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>
<include type="category"
match="category name A"/>
<include type="category"
match="category name B"/>
</competency-filters>
 
<field-definition ...>

(For customers using Job Description Manager) Roles, ex­ ...

 
cept skills and questions associated to roles </default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="skills"/>
<exclude type="questions"/>
</competency-filters>
 
<field-definition ...>

5. To allow users to add additional competencies from all available libraries, add the following switch.

<switch value="on" for="show-competency-browser"/>

When users create a development goal, a Competencies link appears next to a list of available competencies.
When they choose the link, the Add Competencies dialog pops up, where competencies are organized into
hierarchical lists of categories under tabs for each library. Users can select competencies to add them to the
development goal.

Results

The template is configured properly for users to link competencies or behaviors.

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27.3 Enabling Coaching Advisor

Enable Coaching Advisor in a text area field for development goals, so that users can add predefined content in
Coaching Advisor to development goals.

Prerequisites

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Context

When users choose Coaching Advisor in the text area field, a popup window showing the competencies for the
employee's role appears. Users can drill down on to find predefined content to add to development goals.

If you're using Job Profile Builder, Coaching Advisor content can be managed in Manage Writing Assistant and
Coaching Advisor. For more information, refer to Adding Writing Assistant and Coaching Advisor Content from the
UI.

Procedure

In a development goal plan template, set the field-show-coaching-advisor attribute of a text area field to
true.

<field-definition id="description" type= "textarea" required= "false"

detail="false" viewdefault= "on" showlabel= "false" field-show-coaching-
advisor="true">

Results

Coaching Advisor is enabled for development goals.

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27.4 Showing Achievements Linked to Development Goals

Configure a development goal plan template to show the achievements that users add in Continuous Performance
Management in development plans. It enables employees and managers to view achievements and feedback
received on the achievements, directly in development plans.

Prerequisites

• Continuous Performance Management is enabled.

• The product edition is either Enterprise or SPRAC.

Context

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Procedure

1. In Admin Center, go to Manage Templates.

2. Open a development goal plan template.
3. Choose General Settings and select Display Continuous PM Achievements on Development goal plan.
4. Save the template.

Results

If users have achievements linked to development goals, the achievements are shown on users' development plans.
Here's a screenshot of the UI.

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28 Role Readiness

Role readiness provides valuable metrics that help employees plan their career development. By adding roles they
are considering to Career Worksheet, they can start regularly tracking and measuring development to prepare
themselves for the future roles and responsibilities.

How Role Readiness is Calculated

A role might require a number of competencies and each competency can have an expected rating. An employee's
readiness for the role depends on whether the employee’s current competencies are up to the expected ratings. If
Job Profile Builder is used, when a competency's expected rating is 0, 0 is a valid value in the calculation of role
readiness. If Job Decription Manager is used, when a competency's expected rating is 0, the expected rating is
regarded as N/A (no expected rating) in the calculation of role readiness.

You have two options to calculate the role readiness:

• Summing up the number of ready competencies

• Averaging out competency readiness

Both calculation options require the employees’ current competency ratings of competencies, which can come
from the following:

• Latest rating from performance review

• Average rating in the 360 reviews

By default, the system uses the latest rating information in the system. You can also specify a specific form or a
couple of forms as the source of the existing ratings.

28.1 Calculation Options

28.1.1  Summing up Number of Ready Competencies

Role readiness can be calculated as the percentage ratio between employees’ ready competencies and the total
of required competencies for the role: (number of competencies the employee is ready for)/(total number of
required competencies) %.

To determine whether an employee is ready in a competency, the system checks the employee’s current rating and
the expected rating required for the future role. If the current rating equals to or exceeds the expected rating, the
employee is ready for this competency.

 Note

However, you may not have an expected rating for all competencies, in that case, the employee is regarded as
not ready for that competency regardless of his or her current rating.

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For example, a role requires five competencies. For one of the competencies, the expected rating is 4 and the
employee’s current rating is 5. And for all other four competencies, the employee isn’t ready, either because the
current rating is lower than expected or because the competency hasn’t been rated. Then, the role readiness is
calculated as (1/5) x 100% = 20%.

Behaviors you have defined for competencies in Job Profile Builder can also be considered when calculating role
readiness. Turn on the XML switch in the Career Worksheet template, and the role readiness is calculated as (total
number of current competencies and behaviors that the employee is ready for)/(total number of required
competencies and behaviors)%.

For example, a role requires two competencies and each competency has two specified behaviors. One of the
competencies and one of the behaviors equal to or exceed the expected ratings. In this case, the role readiness is
calculated as (1+1)/6 x 100% = 33%.

28.1.2  Averaging out Competency Readiness

With this averaging-out calculation option, the system first calculates readiness for each required competency for a
role, and then calculates an average of the competency readiness, which is used as the role readiness.

Competency readiness is calculated as follows:

Scenario Competency Readiness

The current competency rating equals to or is higher than the 100%

expected competency rating.

The employee’s current competency rating is lower than the (Current rating – smallest rating in the rating scale)/(Expected
expected rating. rating – smallest rating in the rating scale) 100%

The employee doesn’t have any rating for a competency or the 0

competency hasn't been rated.

The competency doesn’t have an expected rating. 0

 Note

The calculation is done in the rating scale defined in the Career Worksheet template. If you use a different scale
to rate the employee's competencies, the system will normalize the ratings for calculation.

Then, with the readiness for each competency calculated, the system adds up the readiness rating for all required
competencies in a role and divides the total by the number of competencies.

If you have defined behaviors and enabled behavior rating in role readiness calculation, the calculation logic is the
same: competency readiness is calculated as the average of behavior readiness and role readiness as the average
of competency readiness.

Example

For a rating scale from 0 to 5, see the following expected ratings and the employee’s current rating.

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 Competency Expected Rating Current Rating Competency Readiness

Engineering 4 5 100%

Project Management 3 2 66.67%

Communication 4 3 75%

Email Etiquette 2 2 100%

Change Management 2 1 50%

Presentation 4 2 50%

Then, the role readiness is calculated as (100% + 66.67% + 75% +100% + 50% + 50%)/6 x 100% = 74%.

28.2 Configuring Calculation Option in Career Worksheet

Template

To specify the calculation option the system uses to calculate role readiness, define the calculation option switch in
the Career Worksheet template.

Prerequisites

You have access to Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates , and

export the template.
2. In the template, add the XML switch that determines the calculation option:

Calculation Option XML Definition

By Summing up Number of Ready Competencies <switches>

 
<switch for="new-role-readiness-calculation"
value="off"/>
</switches>
 

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 Calculation Option XML Definition

By Averaging out Competency Readiness <switches>

 
<switch for="new-role-readiness-calculation"
value="on"/>
</switches>
 

If no switch configuration is added, the system, by default, calculates the role readiness by summing up the
number of ready competencies.

3. Save the template and import it into the system.

Results

The system uses the specified calculation option to determine the role readiness.

28.3 Specifying Competency Rating Source for Role Readiness

Calculation

By default, ratings from any performance review or 360 review forms can be used to determine the current
competency rating. However, you can also specify a specific form or a number of forms as the only source of
existing ratings.

Prerequisites

You have access to Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Procedure

1. In Provisioning, go to Form Template Administration, and find the ID of the review form templates that you use
as the competency rating source.

2. Go to Manage Plan Template Import/Update/Export Career Worksheet Templates and export the
template.

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 3. In the template, add the XML definition that includes the source form template IDs. See the following XML
configuration sample:

<assessment-filters>
 
<include-form-ids lang="de_DE">1, 2, 3</include-form-ids>
<include-form-ids lang="en_US">1,5</include-form-ids>
 
</assessment-filters>

4. Depending on whether you have defined behaviors for competencies, add the corresponding XML switch
setting:
• Behavior readiness NOT considered in calculation or shown in the Career Worksheet
<behaviors hide="true" hide-ratings="true" use-in-readiness="false"/>
• Behavior readiness considered in calculation and shown in the Career Worksheet
<behaviors hide="false" hide-ratings="false" use-in-readiness="true"/>
5. Save the template and import it into the system.

Results

You have configured the Career Worksheet template for the rating source and the system only uses the ratings
from the specified forms to calculate an employee’s readiness for a future role.

28.4 Self-Assessment Form for Role Readiness

You can include a link in the Career Worksheet, with which employees can launch a self-assessment form for role
readiness and rate their competencies for a target role.

 Remember

To configure and use the self-assessment form, you must have access to the Performance Management
module.

Only employees (E) can launch the self-assessment form for their target role. Choosing the link directly opens
the form, bypassing usual form creation steps. The default dates are used for the form. The form is configured to
auto-populate competencies and include all competencies for the role. As an admin, you can't use proxy to access
users' self-assessment forms.

The competencies that are available in the self-assessment form are the competencies that have been defined in
the current sign-in locale. If a competency is defined in English only, and when a user signs in the system with
Chinese, the competency isn't available in the form.

 Note

By default, the form setting in Admin Tools Company System and Logo Settings is All documents
will display their form template name at the time the document was created. This option does not support
translations of the document name. The form title has the following behaviors:

• Includes the target role name.

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 • When the form template name is changed in Admin Tools Form Template Settings after the form is
launched, the form title isn't changed.
• The form title is always displayed in the language of the logged-in user at the time when the user launched
the form.

You can enable All documents will display their current form template name as configured in the Form Template
Administration settings. This option supports translations of the document name, if you want the form title to
behave like the following:

• Doesn't include the role name.

• When the form template name is changed in Admin Tools Form Template Settings after the form is
launched, the form title is changed accordingly.
• If you configure the form template name in logged-in users' language in Form Template Settings, the form
title is displayed in logged-in users' language.

Once the form is complete, the updated ratings are used in the Career Worksheet. The user can relaunch the form
as many times as required. Rules governing the official competency ratings are as follows:

• The latest official rating from any form is the one used in the Career Worksheet.
• Competency ratings aren't differentiated by role (for example: a rating of 5 on Communications applies to both
the current role and a target role, if they share that competency).
• Some functions can differentiate ratings by form, including Dashboards, List Views, and People Profile.
• Other functions can't differentiate by form, including Career Worksheet, Talent Search, Side-by-Side
Comparison, and Succession Org Chart.

The following form configuration is recommended:

• Do not calculate an overall performance rating with this form.

• Route the form to a manager for a final rating (do not rely on the employee to enter an official rating). The route
map should be in the following order: E > EM > Complete
• Exclude this form from Dashboard processes used for current performance reporting.
• Ensure that succession planners understand that this form may provide competency ratings that override the
last performance review.
• In Admin Center Form Template Settings , don't select Only create for users who don't have an existing
form with an End Date between {date} and {date}. If the option is selected, when employees launch a form for
role readiness assessment, they can't launch another form for current role assessment based on the same
form template.

 Caution

Alternate configurations may not be supported and should be deployed with extreme care.

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28.5 Enabling Self-Assessment for Role Readiness

You can allow employees to assess their readiness by themselves with the role readiness self-assessment form.

Prerequisites

You have access to Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Context

The self-assessment is also form-based, and you need to add the ID of the form template used for self-assessment
in the Career Worksheet template.

When available, the self-assessment results are just regarded as another rating source in addition to performance
review or 360 review. When employees open the Career Worksheet, the role readiness shown in the worksheet is
always calculated based on the latest ratings, be they from self-assessment, performance review, or 360 review.

Procedure

1. In Provisioning, go to Form Template Administration, and find the ID of the form template used for employee
self-assessment.

2. Go to Manage Plan Template Import/Update/Export Career Worksheet Templates and export the
template.
3. In the template, add the XML definition that includes the form template ID:

<self-assessment>
 
<each-assessment lang="locale">form template ID</each-assessment>
 
</self-assessment>

 Note

You can only specify one form template for self-assessment.

4. Save the template and import it into the system.

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Results

An Evaluate your readiness link appears in the competency section of the Career Worksheet. Users can click the link
to open the self-assessment form.

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29 Career Worksheet

Career Worksheet allows users to manage the job roles they're considering and the associated competencies, so as
to gain an understanding of the development efforts required to move into target roles.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Each role on the Career Worksheet displays the job code, description, and required competencies. It can also
display a gap analysis for each competency, comparing the last rating specified for the employee with an expected
rating for the role. If a competency has either a last rating or expected rating, or both, a horizontal bar graph for
ratings is shown below the competency.

29.1 Enabling Career Worksheet

You enable the Career Worksheet in Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

You must select the Career Worksheet option under Company Settings in Provisioning.

29.2 Permissions for Career Worksheet

You can manage the access permissions to Career Worksheet and specific career worksheet plans. In addition, you
can also define the permissions to view, add, or remove the target job roles in the career worksheet plans or the
read permissions of fields in the plans.

1. Granting Access Permission to Career Worksheet [page 250]

Grant the required role-based permission so that the permitted roles can access Career Worksheet under
Development.
2. Granting Access Permission to Career Worksheet Template [page 251]
Grant the access permission to the Career Worksheet template so that users can view the individual's
Career Worksheet.
3. Permission Settings in Career Worksheet Template [page 252]

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 The detailed permission to target job roles and read permission to certain fields in a career worksheet
plan are defined in the career worksheet template. Note that the career worksheet template can only be
exported for editing through Provisioning.

29.2.1  Granting Access Permission to Career Worksheet

Grant the required role-based permission so that the permitted roles can access Career Worksheet under
Development.

Prerequisites

You have administration permission to manage career development.

Procedure

1. Go to Admin Center Manage Permission Roles .

2. Choose the role or roles to assign access and click Permission.
3. Go to the User Permissions section and select Career Development Planning.
4. Verify that Career Development Plan (CDP) Access Permission is selected.

Career Development Plan (CDP) Access Permission controls access to Career Development Planning
5. Enable Career Worksheet Access Permission. You can also enable Career Worksheet Suggested Roles Access
Permission, which allows the role to access the Career Worksheet Suggested Roles tab.

Results

The Career Worksheet tab is now available to the permitted roles.

Next Steps

To be able to access the content of the Career Worksheet tab, users must have the permission to the career
worksheet template. Without the permission to the career worksheet template, when they open the Career
Worksheet tab, they are not authorized to view the career worksheet plan.

Task overview: Permissions for Career Worksheet [page 249]

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250 PUBLIC Career Worksheet
Next task: Granting Access Permission to Career Worksheet Template [page 251]

29.2.2  Granting Access Permission to Career Worksheet

Template

Grant the access permission to the Career Worksheet template so that users can view the individual's Career
Worksheet.

Prerequisites

You have administrator permissions under Manage Career Development.

Context

The permission to view Career Worksheet is managed by target population. For example, an employee can view
their own Career Worksheet but isn't allowed to view others' Career Worksheet. A manager, however, can view the
Career Worksheet of their direct reports.

Procedure

1. In Admin Center, go to Manage Permission Roles.

2. Choose a role to grant access and choose Permission....
3. Go to the User Permissions section and choose Goals.
4. Select Goal Plan Permissions, and make sure that the relevant Career Worksheet template is selected by
granting permissions either to all templates or to individual templates.
5. Choose Done to save the settings.
6. Go to the Grant this role to… section and define a target population for the role permission.
7. Save your changes.

Results

The relevant role can view the Career Worksheet of the people who belong to their target population.

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Next Steps

You can further customize the permission to target roles and read permissions for certain fields in the Career
Worksheet.

Task overview: Permissions for Career Worksheet [page 249]

Previous task: Granting Access Permission to Career Worksheet [page 250]

Next: Permission Settings in Career Worksheet Template [page 252]

29.2.3  Permission Settings in Career Worksheet Template

The detailed permission to target job roles and read permission to certain fields in a career worksheet plan are
defined in the career worksheet template. Note that the career worksheet template can only be exported for editing
through Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Permission Roles

The permissions in the career worksheet template are assigned based on roles, and the common roles that you can
use are as follows:

• E: Employee
• EM: Employee’s managers, including all the managers in the reporting line
• EH: Employee’s HR manager
• EX: Employee’s matrix manager
• *: All users in the system

Permissions over Target Job Roles

You can define detailed permissions over the target job roles in the Roles I’m Considering... section, that is, who can
view, add, or remove target job roles of an user.

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Following are the available permissions and XML definition examples that you can use in the template file:

Permission Description XML Definition Example

private-access The permission to view the available tar­ Employees themselves, all the managers
get roles of an employee. in their reporting lines, and their HR man­
ager can view the target roles. For this
scenario, you can define the definition as
follows:

<permission for="private-
access">
 
<description><!
[CDATA[Employees and
their managers up
the reporting chain
may view “Job Roles
I’m Considering”.]]></
description>
<role-name><!
[CDATA[E]]></role-name>
<role-name><!
[CDATA[EM+]]></role-name>
<role-name><!
[CDATA[EH]]></role-name>
</permission>
 

create The permission to add target job roles for Only the employees themselves and their
the employee. direct managers can add target job roles.
For this scenario, you can define the defi-
nition as follows:

<permission for="create">
 
<description><!
[CDATA[Only the employee
and their direct manager
may add a role in
a user's worksheet.]]></
description>
<role-name><!
[CDATA[E]]></role-name>
<role-name><!
[CDATA[EM]]></role-name>
</permission>
 

delete The permission to remove target job Only the employees themselves can re­
roles from the section. move target job roles. For this scenario,
you can define the definition as follows:

<permission for="delete">
 
<description><!
[CDATA[Only the employee
may delete role in
his/her worksheet.]]></
description>
<role-name><!
[CDATA[E]]></role-name>
</permission>
 

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Fields for Read Permission

You can define the read permissions for the fields in the career worksheet plans. Note that the write permission is
not supported.

The read permission can be defined for the following fields:

• readiness_meter
The percentage rate of readiness for the target roles.
• development_goals
Development goals associated with each competency or behavior. The number of development goals and the
button to add a new development goal are displayed by default. But the details of the development goals
nested under a competency or behavior is controlled by the permission defined here.

 Note

By default, the read and write permissions for the user are derived from the development plan template
configuration. If a user doesn’t have permission to view the development goals, even he or she is granted
the read permission in the career worksheet template, he or she still cannot view the details of the goals.

• competency_name
Name of the competencies.

 Note

If a role has the read permission to other competency-related details (for example, last_rated_date and
last_rated_form), this read permission to competency_name should also be granted. Otherwise, the
competency will be listed as “undefined” as its name.

• last_rated_date and last_rated_form:

The date on which the competency was last rated and the form in which the competency was last rated.
• gap_graph
A graphical representation of comparison between the expected competency rating and the user’s latest
rating.
• last_rating
The user’s latest competency rating. Note that the read permission for last_rating is prerequisite for a user
to view the graphical representation (gap_graph). If you have defined the read permission for gap_graph,
define it for last_rating as well.

Parent topic: Permissions for Career Worksheet [page 249]

Previous task: Granting Access Permission to Career Worksheet Template [page 251]

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29.3 Career Worksheet Templates

A Career Worksheet template, specified in an XML file, defines fields, features, and permissions of Career
Worksheet.

The following elements in the template can be modified:

• Field labels
• Inclusion of fields, for example, you can remove the gap_graph field if you don't want to include the gap
analysis graph.
• The rating-scale-id, in the last_rating field definition. It's the normalized scale used for showing rating
comparisons.
• Permissions for features and fields
• The maximum number of job roles that users can add, with the max-per-category attribute

 Example

<category-config>
 
<max-per-category>5</max-per-category>
 
</category-config>

 Recommendation

Maximum recommended roles is 20 for performance reasons.

• Instructions on the top of the page, with the text-replacement tag

Fields Valid in Career Worksheet Template

ID Type

competency_name text

last_rated_form text

last_rated_date date

last_rating number

gap_graph number

development_goals text

readiness_meter percent

Here're some notes about configuring the Career Worksheet template:

• Career Worksheet can only pull legacy Succession positions, not MDF positions.
• Don't change any field IDs or other elements of the template.
• You can't create custom fields for use in Career Worksheet.
• The standard DM section preferredNextMove is directly related to the title field. If this section is removed,
the template may not load properly.
• You can only have one active template per instance. Don't upload multiple templates with different IDs. Loading
multiple Career Worksheets may cause unexpected behaviors for users.

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29.3.1  Configuring Template to Show Development Goals

Configure the Career Worksheet template to show the number of development goals for a competency created
from users' default development plan. Users can also create development goals for the competency directly in the
Career Worksheet.

Prerequisites

The development goal plan template must include a competencies field.

 Note

If you use behaviors instead of competencies, make sure that the competencies field is configured
accordingly.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Context

Users who have read and write permissions for the competencies field in the development goal plan template
can view and add development goals in the Career Worksheet. The development goals that users create from the
Career Worksheet are added to their default development plan.

Because a development goal can be linked to more than one competency, the same goal can be counted more than
once in the Career Worksheet. The same goal can also be represented in more than one job role.

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates .

2. Export the template in which you want to enable the feature.
3. Add the development_goals field definition.

 Sample Code

<field-definition id="development_goals" type="text" required="true"

detail="true" viewdefault="on" showlabel="false" field-show-coaching-
advisor="false" cascade-update="push-down">
 
<field-label>Development Goals</field-label>
<field-label lang="de_DE">Entwicklungsziele</field-label>
<field-label lang="es_ES">Objetivos de desarrollo</field-label>
<field-label lang="fr_FR">Objectifs de développement</field-label>

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 <field-label lang="ja_JP">開発目標</field-label>
<field-label lang="ko_KR">개발 목표</field-label>
<field-label lang="pt_BR">Metas de desenvolvimento</field-label>
<field-label lang="ru_RU">Цели развития</field-label>
<field-label lang="zh_CN">发展目标</field-label>
<field-label lang="zh_TW">發展目標</field-label>
 
</field-definition>

4. Optional: To show the competency description by default, add the following switch.

<switches>
 
<switch for="cws-dispoption-competency-desc" value="on"/>
 
</switches>

5. Save the template and upload it to Provisioning where you exported the template.

Results

Development goals for competencies are shown in the Career Worksheet.

29.3.2  Configuring Template to Show or Hide Behaviors

By default, behaviors that are mapped to a job role are shown in the list of required competencies for the role.
You can configure the Career Worksheet template to decide whether to show behaviors and behavior ratings, and
whether to include behavior ratings in role readiness calculation.

Prerequisites

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates .

2. Export the template in which you want to configure the use of behaviors.
3. Add the following element after the text-replacement element and before the field-definition
element.

 Sample Code

<behaviors hide="false" hide-ratings="false" use-in-readiness="true"/>

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 a. To hide behaviors, set hide="true".

Behaviors aren't shown or included in role readiness calculation.

b. To show behaviors but hide ratings, set hide="false" and hide-ratings="true".

Behaviors are shown for each competency, but behavior ratings aren't shown or included in role readiness
calculation.
c. To show behaviors and ratings, but exclude the ratings from role readiness calculation, set hide="false",
hide-ratings="false", and use-in-readiness="false".

Behaviors and ratings are shown for each competency, but aren't included in role readiness calculation.
4. Save the template and upload it to Provisioning where you exported the template.

Results

The use of behaviors in Career Worksheet is configured based on your needs.

29.3.3  Configuring Template to Hide Current Employees and

Open Positions

In the Career Worksheet, by default, users can view the number of employees who are in their target roles and the
number of open positions of their target roles. You can configure the Career Worksheet template in Provisioning to
hide both of them or open positions only.

Prerequisites

Employee Directory and True Position Hierarchy are selected in Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

Context

In the Career Worksheet, users can view the information of at most 20 current employees by choosing [Number]
Employees. If the number of current employees is more than 20, they can choose Show All [Number] Employees to
view all on the Directory Search page.

If Employee Directory isn't selected in Provisioning, users can only view the number of current employees, but can't
choose [Number] Employee to view the detailed information.

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Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates .

2. Export the template in which you want to disable the feature.
3. Follow one of the following options based on your business need.

• To hide both current employees and open positions, change the cws-people-role attribute from "true"
to "false".
• To hide open positions only, add the following XML code in the <switches> element:

<switch for="hide-position-count" value="on" />

 Sample Code

<obj-plan-template spellchk="false" new-obj-share-status-public="false"

instructions-viewdefault="on" alerts-viewdefault="on" cascade-parent-
viewdefault="off" cascade-child-viewdefault="off" pager-max-objs-per-page="0"
pager-max-page-links="0" pager-max-children-per-parent="-1" display-alignment-
format="names" more-details-child-format="original" share-confirm="false"
unshare-confirm="false" allow-group-goal="false" goal-tree-link="true"
expand-collapse-categories="false" use-text-for-privacy="false" cws-people-
role="false" overwrite-target-population="true" swap-goal-link="false"
learning-activity-deep-link="true" show-total-goalscore="false" show-goal-
id="false">
 
<obj-plan-id>5001</obj-plan-id>
<obj-plan-type>CareerWorksheet</obj-plan-type>
<obj-plan-name>Career Worksheet</obj-plan-name>
<obj-plan-name lang="de_DE">Karriere-Arbeitsblatt</obj-plan-name>
<obj-plan-name lang="es_ES">Hoja de cálculo profesional</obj-plan-name>
<obj-plan-name lang="fr_FR">Fiche Carrière</obj-plan-name>
<obj-plan-name lang="ja_JP">キャリアワークシート</obj-plan-name>
<obj-plan-name lang="ko_KR">경력 워크시트</obj-plan-name>
<obj-plan-name lang="pt_BR">Planilha de carreira</obj-plan-name>
<obj-plan-name lang="ru_RU">Ведомость карьерного роста</obj-plan-name>
<obj-plan-name lang="zh_CN">职业工作表</obj-plan-name>
<obj-plan-name lang="zh_TW">職業工作表</obj-plan-name>
<obj-plan-desc><![CDATA[Example Career Worksheet]]></obj-plan-desc>
<obj-plan-lastmodified>6/10/20 5:55 AM</obj-plan-lastmodified>
<obj-plan-start>01/01/2020</obj-plan-start>
<obj-plan-due>12/31/2020</obj-plan-due>
<switches>
<switch for="hide-position-count" value="on" />
 
<switch for="new-role-readiness-calculation" value="on" />

4. Save the template and upload it to Provisioning where you exported the template.

29.4 Configuring Families and Roles

The Career Worksheet relies heavily on job role definitions, configured under Families and Roles in the Admin
section.

The Career Worksheet calculates employee readiness for a role by evaluating the employee's rated competencies
against the competencies mapped to the future role. Customers can map competencies to roles either by using the

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new Job Profile Builder tool or via legacy Families and Roles. For more information about how to set up family and
role structures and map competencies to roles, see the Platform documentation available on the SAP Help Portal.

 Note

Competency mappings to roles are the sole source of competencies listed on the career worksheet.

The Career Worksheet can display the employee's last rating for each competency listed within a job role. It can
also show the source (form name) of the rating, date rated, and a gap analysis comparing that rating with the
expected rating for that competency in that role.

 Note

Ratings can come from either PM forms or 360 forms. The last rating will be used in the CareerWorksheet;
averaging is not supported.

Only ratings from completed forms are displayed in the career worksheet.

Gaps are calculated using the expected rating from Families and Roles, just as on the [form summarysection|
Competency_Assessment&_Summary sec]. Since expected ratings can vary by role, the same competency might
display different gap values for different roles. For example, an employee might have a positive competency gap
for his or her current role, but when evaluating more senior roles with higher expectations, the same competency
might show a negative gap.

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29.5 Suggested Roles

Future roles are automatically suggested to employees based on a set of criteria you can adjust.

The Suggested Roles feature provides a proactive step in employee development by automatically recommending
future roles to an employee. The system uses an algorithm to produce the list of suggested roles and calculates a
score (0-1) for the role based on the following criteria:

Criteria Description Score Default Weight

Proximity of role in Career The score is calculated with 20%

Path the formula: If you're using Ca­

reer Path v2, then the distance
between roles in the career
path affects the score. The
further the role is on the ca­
reer path from the employee's
current role, the lower its as­
signed score. 1/(distance be­
tween the current role and
the lead-to role in terms of
number of career path no­
des).

For example, the score for the

immediate next role along the
career path is 1; the score for
the role after the next one is
0.5.

Competencies associated with The system uses the Career For example, if the readiness is 40%
the role Worksheet readiness calcula­ 40%, the score is then 0.4.
tion to compute a competency
match score. The score com­
pares the employee's compe­
tency rating with the expected
rating for the role.

Common job family Roles in the same family as The score is determined ac­ 20%

the employee's current role cording to whether a role be­

are given a higher score. longs to the same job family of
the employee's current role:

• 1: Same job family

• 0: Different job families

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Criteria Description Score Default Weight

Open positions for the role The algorithm looks at the The score is determined by 10%

open roles in legacy positions whether there are open posi­

from the Succession module. tions for a role:
If a legacy position is open,
• 1: with open positions
the corresponding role gets a
• 0: no open positions
higher score.

 Note

This criterion is only avail­

able when Position is
selected for Succession
nomination method in
Provisioning.

Popularity of the role within The more popular a role is in The score is calculated with 10%

team the employee's team, that is the formula: the number of

among those employees shar­ peers who have a particular
ing the same manager, the role as their target role/the
higher the peer score. number of peers.

Each of these criteria is then multiplied with the configured weight to calculate a final score for each of the
considered roles. The roles are then ranked from highest score to lowest and displayed on the Suggested Roles tab.

 Note

The algorithm only fetches 60 roles. Any filters applied to the search filter those 60 roles. The display is limited
to 4 pages of role cards and is therefore affected by screen size.

The suggested roles are only accessible to the employees themselves. Managers can't view the suggested roles
of their direct reports.

29.5.1  Granting Permissions for Suggested Roles

Grant administrator permission to be able to specify the criteria and corresponding weight used by the suggested
role algorithm. In addition, make sure that the users have the suggested role access permission.

Granting Administrator Permission

To grant the administrator permission for Suggested Roles, proceed as follows:

1. Go to Admin Center Manage Permission Roles .

2. Choose the role or roles to assign the required administrator permission.

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 3. Go to the Administrator Permissions section and select Manage Career Development.
4. Enable Manage Suggested Roles.

Granting User Access Permission

To grant the user access permission for Suggested Roles, proceed as follows:

1. Go to Admin Center Manage Permission Roles .

2. Choose the role or roles to assign the required user access permission.
3. Go to the User Permissions section and select Career Development Planning.
4. Enable Career Worksheet Suggested Roles Access Permission.

Results

The admin has the permission to configure criteria and corresponding weight used by the suggested role algorithm
and the relevant users can see the Suggested Roles tab in Career Worksheet.

29.5.2  Configuring Suggested Roles

You can refine and control the algorithm that drives the results of suggested roles in Career Worksheet.

Prerequisites

• Enable Career Worksheet V12.

• Grant the user permission to access suggested roles.
• Grant the administrator permission to manage suggested roles.

Context

You can distribute weights for each set of criteria as well as remove some of the criteria all together.

Procedure

1. In Admin Center, go to Manage Suggested Roles.

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2. Select which criteria set to enable.
3. Adjust the weight percentages for each of your selected criteria, making sure that the total is equal to 100%.

Next Steps

You can further enable filters to allow users to narrow the list of roles suggested.

29.5.3  Enabling Filters for Suggested Roles

Enable filters on the Suggested Roles tab to allow users to narrow the list of roles suggested.

Prerequisites

• You have administrator permission to Suggested Roles.

• You have enabled Career Worksheet v12 and Suggested Roles.

Context

To allow users to filter out roles that are not aligned with their career interests, you can introduce the following
filters on the Suggested Roles tab in Career Worksheet:

• Competencies
• Job Families
• Relevant Industries

 Note

Filtering for relevant industries is only available when you use Job Profile Builder.

The list of suggested roles is determined based on the range of defined algorithm criteria and weighting. With the
filters, users can narrow down the suggested roles to those belonging to certain competencies, job families, or
industries. Nevertheless, in some circumstances, applying such filters may not influence the content and order of
the list. For example, you have adopted one criterion (Job Family) for the algorithm, and the employee can use the
Job Families filter to look for roles that belong to the same job family of his or her current role. In such cases, the list
of the suggested roles won’t change after the filtering.

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Procedure

1. Go to Admin Center Admin Tools Manage Suggested Roles .

2. Select which filters to enable.

29.6 Links to SAP SuccessFactors Learning

Customers who have SAP SuccessFactors Learning can assign learning activities to their learning management
system to-do list in the Career Worksheet page of each target role.

Employees can add learning activities in the Career Worksheet by:

• Find in catalog: Locate learning activities directly in the catalog.

• Search By Competency: Search for learning activities based on the competencies associated with the target
role.

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29.7 View of Career Path in Career Worksheet

Users can access a graphic view of the different career paths that their current role or target roles could lead them
to.

For any role that has a career path defined in the system, users can access the graphical career path view by
choosing View Career Path in the Career Worksheet. The career path appears in a dialog box, shown as follows.

Users can take the following actions in the career path view:

• Select a related career path to view.

• View the role details by choosing the role.
• Remove the role with a star, which has been added to the Career Worksheet, by choosing Remove From Career
Worksheet under the dropdown icon.
• Add the role on the career path that interests them to the Career Worksheet by choosing Add To Career
Worksheet under the dropdown icon.

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29.8 Configuring Links to Preferred Next Move in People Profile

In the Career Worksheet, you can include the Make public in Live Profile checkbox on each target role for users to
select, so they can specify the job role as a career interest in their People Profile.

Prerequisites

You've specified preferredNextMove in the background-element tag defined in the live profile data model and
included title in the data-field tag defined within that background-element.

 Example

<background-element id="preferredNextMove" type-id="16">

 
<label>Preferred Next Move</label>
<data-field id="title" field-name="vfld1" required="true" max-length="4000">
<label>Title</label>
</data-field>
<data-field id="relocPref" field-name="vfld2" max-length="4000">
<label>Relocation Preferences</label>
</data-field>
 
</background-element>

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

 Caution

Don't set any fields in the background-element to required="true", except for title. Otherwise, the
Career Worksheet can't add records to the background-element, since it's only populating the title field.

Context

Note that this feature only copies the job role name from the Career Worksheet to the live profile data model. If
users enter a job role name directly in People Profile, and the job role is in their Career Worksheet, the checkbox is
selected automatically.

Procedure

1. In the Career Worksheet template, enable the share permission for relevant roles.

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 In this example, only employees can select the checkbox to show target roles in People Profile.

<permission for="share">
 
<description><![CDATA[Only the employee may copy roles to their live profile
page.]]></description>
<role-name><![CDATA[E]]></role-name>
 
</permission>

2. Grant the roles the Edit permission for Manage Permission Roles User Permissions Employee Data
Preferred Next Move .

Results

Users with granted permissions can select the Make public in Live Profile checkbox in Career Worksheet.

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30 Mentoring

Learn how the mentoring features of Succession & Development help you manage your organization's structured
mentoring programs.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Mentoring typically refers to a development relationship where a more experienced or knowledgeable person
provides guidance or coaching to a less experienced person. These relationships can be focused on things like
personal growth, specific tasks, or professional development. Formal mentoring or coaching programs often
involve a high degree of manual processing to match mentors and mentees. They also provide limited opportunity
to track progress or report on results.

The Mentoring solution from SAP SuccessFactors provides you with a central and integrated tool to set up and run
programs to manage your organization's structured mentoring relationships. It provides you with a framework
for your development program management and can be applied to your leadership development, coaching,
enablement, or job shadowing programs, just to name a few.

Using Mentoring to manage your development programs replaces the traditional, bulky, and manual processes and
the spreadsheets that go with them. Mentoring provides you with the tools you need to define the program, invite
mentors and mentees to participate, and then monitor the program to closing. You have the flexibility to define
several different types of programs.

• Open Enrollment programs have no defined end date and are not managed by inviting participants but rather
by allowing all employees, or a subgroup of employees, to see and sign up freely for a program. Users can sign
up as both mentor and mentee in the same program.
• Supervised programs require the mentoring administrator to oversee the matching of mentees to mentors
through auto-generated and manual matches. Mentoring administrators define program dates, and the
program dates strictly follow the program process, for example, mentor sign-up ends as soon as mentee
sign-up starts.
• Unsupervised programs allow mentees to make direct requests to mentors without administrator intervention.
The system still suggests mentors based on the same matching criteria used in the supervised programs
but no automatic matching occurs. The system automatically triggers the next step or status based on the
program dates defined. Administrators can still push the program to the next step manually if they want to. The
program date flexibility also allows mentees to sign up even after mentor sign-up has started.

Regardless of the type of mentoring program you create, each program follows a common general process.
Once you've enabled Mentoring and assigned your administrators, you can create programs and define who can
participate. Mentee and mentor matching takes place, either independently or with oversight, and you run and
track the program before closing it.

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 Overview of Mentoring

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31 Calibration Alerts

Setting up calibration alert rules can help decision makers avoid any unintentional bias to facilitate fair evaluation of
subjects in calibration sessions.

In a calibration session, if the evaluation of a subject triggers a calibration business rule, then alerts are generated
to highlight the issue and to suggest a way to mitigate it. It is difficult to eliminate the possibility of an unconscious
and unintentional bias toward subjects during a calibration process. Decision makers in the calibration process
might have some blind spots that unknowingly cause a bias in their decisions. To mitigate the risk of this
bias, you can alert the decision makers about such biases, directly in the system using calibration alerts. For
example, calibration alerts can help decision makers conscientiously avert the effect of Leave of Absence on the
performance versus potential ratings of an employee. You can help decision makers reconsider the evaluation
of employees with high annual ratings but no promotions, or bring their attention to dramatic reduction in
performance or potential of an employee in an underrepresented group.

Useful Tips: Points to Remember

• You can use up to three different Performance Management form templates while building a Calibration
Alert rule. The inclusion of performance templates in the rule helps you compare the performance review of
employees for up to three years.

 Restriction

You should not have multiple Performance templates, over different time periods, with the same name. If
you use multiple Performance templates that have the same name, the calibration alert rules might not
work as expected.

• Ensure that one of the performance templates selected for creating the rule is used for the calibration session
in which the rule has been applied, so that the calibration alerts work as expected.

Prerequisites for Calibration Alerts [page 272]

Ensure customers' systems are properly configured to set up Calibration Alerts.

Setting up Calibration Alerts [page 273]

After you ensure that your system configuration supports calibration alerts, the next step is to understand
the process of setting up the calibration alerts in your system.

Using Calibration Alerts [page 283]

Use Calibration Alerts to re-evaluate subjects to avoid possible bias in calibration process.

Ad Hoc Reports on Calibration Alerts [page 285]

Ad hoc reports can be used to track the generation of Calibration Alerts.

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31.1 Prerequisites for Calibration Alerts

Ensure customers' systems are properly configured to set up Calibration Alerts.

The following checklist helps you understand the system settings required to enable Calibration Alerts:

• Ensure that you have the Role-based Permission, Enable Generic Objects, and Enable the Attachment Manager
options selected in Provisioning.

•  Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact
your implementation partner or Account Executive. For any non-implementation tasks, contact Product
Support.

• Ensure that you have Employee Central, Calibration, and MDF enabled in your instance.
• Ensure that Intelligent Services has been enabled for your instance.
• Ensure that only one performance template has been used in the calibration template that you want to apply
the Calibration alert rules to.

 Note

If you apply calibration alert rules to a calibration template that uses multiple performance templates, then
the calibration alert rules do not work as expected.

• Go to Admin Center Manage Calibration Settings Global Settings , select Enable Calibration Alert (Beta),
and click Save. Please note that calibration alerts work only if the Fiori UI for Calibration has been enabled.

 Note

Calibration Alert is a beta feature, and you can test it out in your Preview and Test instances. Please note
that it might take some time to enable or disable the Calibration Alerts in the system. We recommend you
to the test feature in Test and Preview before enabling it in Production, as rules can have an impact on
instance performance.

• Go to Admin Center Manage Permission Roles [Permission Role] Permission Metadata Framework ,
and enable the following permissions:
• Configure Object Definitions: You need this permission to create rule types and lookup tables.
• Access To Business Rule Execution Log: You need this permission to access the log that shows how
business rules are executed.
• Configure Business Rules: You need this permission to access the Rules Engine UI.
• Manage Data: You need this permission to create MessageDefinitions for alert messages. You need this
permission to also create Sequence objects for defining sequences.
Both MessageDefinitions and Sequence objects are MDF objects.
• Import permission on Metadata Framework: You need this permission to import and export data for generic
objects or business rules using the Import and Export Data link in the Admin Center.

 Note

Ensure that you also enable the role-based permissions required to manage calibration templates and
sessions.

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Parent topic: Calibration Alerts [page 271]

Related Information

Setting up Calibration Alerts [page 273]

Using Calibration Alerts [page 283]
Ad Hoc Reports on Calibration Alerts [page 285]

31.2 Setting up Calibration Alerts

After you ensure that your system configuration supports calibration alerts, the next step is to understand the
process of setting up the calibration alerts in your system.

You can set up calibration alerts in your system by following these simple steps:

1. Configuring Calibration Alert Messages in the System [page 274]

Configure alert messages to describe the nature of the calibration alerts, and to provide a solution to
mitigate the alerts.
2. Configuring Calibration Alert Rules in the System [page 275]
Configure Calibration Alert type business rules that help decision makers in the calibration sessions avoid
any unintentional bias during the process.
3. Applying the Calibration Alert rules [page 282]
Link the business rules for calibration alerts to a calibration template. The rules then apply to all the
calibration sessions created from that template.

Parent topic: Calibration Alerts [page 271]

Related Information

Prerequisites for Calibration Alerts [page 272]

Using Calibration Alerts [page 283]
Ad Hoc Reports on Calibration Alerts [page 285]

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31.2.1  Configuring Calibration Alert Messages in the System

Configure alert messages to describe the nature of the calibration alerts, and to provide a solution to mitigate the
alerts.

Context

Alert messages enable you to explain the reason an alert was triggered, and the action to be taken neutralize the
alert. Each calibration alert message is linked to a calibration alert rule that it covers.

Procedure

1. Go to Admin Center Manage Data , and in Create New field, select AlertMessage. A new alert message
form appears.
2. In externalName, enter a name relevant to the alert message or to the alert rule it covers. For example, "Alert for
LOA".

 Note

If you leave externalName blank, by default, it picks up the value of externalCode.

3. Enter a unique externalCode, which is relevant to the message it conveys. For example, if you are creating an
alert message for the calibration alert rule for leave of absence, you could use an external code like "Alert_LOA".

 Note

The externalName and externalCode fields help you search for alert messages in the system. The alert
message is represented as "externalName(externalCode)", for example, "Alert for LOA(Alert_LOA)".

4. In effectiveStatus, select Active.

5. In alertHeaderLocalized and alertDescriptionLocalized, enter a relevant title and a description for the alert
message. The header and description field values of the alert message appear on the calibration session as the
title of the message and Recommendations, respectively.

For example, the alertHeaderLocalized is the title of the calibration alert message that says "Alert for Leave
of Absence". The content in alertDescriptionLocalized forms the Recommendations part, which could be
something like:

"Please check whether leave of absence has caused reduction in the performance rating of the employee."

 Note

Do not use the alertHeader and the alertDescription fields.

6. Click Save. The alert message is ready for use.

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Example

The following table shows some sample alert messages that you can use with the "Calibration Alert" rules.

externalName externalCode alertHeaderLocalized alertDescriptionLocalized

Alert for Lack of Pro­ Alert_NoPromotion Alert for Lack of Pro­ Consider the employee with consistently high per­
motion motion formance ratings for promotion.

Alert for LOA Alert_LOA Alert for Leave of Ab­ Has leave of absence caused reduction in the per­
sence formance rating of the employee?

Performance Reduc­ Alert_PerformanceReduc­ Alert for Dramatic Investigate the cause for dramatic reduction in
tion Alert tion Reduction in Perform­ performance rating of the employee for this year,
ance Rating as compared to the previous year.

Task overview: Setting up Calibration Alerts [page 273]

Next task: Configuring Calibration Alert Rules in the System [page 275]

31.2.2  Configuring Calibration Alert Rules in the System

Configure Calibration Alert type business rules that help decision makers in the calibration sessions avoid any
unintentional bias during the process.

Context

The Rules Engine helps you create "Calibration Alert" rules that allow you to enforce business logic to the
calibration process in your organization. The rules, when linked to a calibration template, generate alerts in the
calibration sessions created from that template. You can create multiple "Calibration Alerts" rules in your system.

Procedure

1. Go to Admin Center Configure Business Rules , and click Create New Rule.
2. Select the Calibration Alert scenario.
3. Enter a Rule Name relevant to the calibration alert rule you want to create.
4. Enter a Rule ID.

If left blank, by default it is same as the Rule Name with the spaces being replaced by underscores ("_").

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  Note

The Rule ID cannot contain blank spaces.

5. Enter a Start Date to indicate that the rule is applicable from the given date.
6. Select up to three performance review templates you want to use in the rule, if any, and click Continue.

The inclusion of performance templates in the rule helps you compare the performance review of employees
over different time periods. If one of the Performance templates that you select in the rule is same as the
Performance template used in the calibration session in which the rule is applied, the calibration alerts work as
expected.

 Note

You should not have multiple Performance templates, over different time periods, with the same name. If
you use multiple Performance templates that have the same name, the calibration alert rules do not work
as expected.

7. Use the IF conditions to code your business logic and outline the user actions that trigger the calibration alert.
• If the rule is to be triggered whenever the user changes the field or the object, select Always True.
• If the rule is to be triggered when the user makes specific changes, enter one or more IF or ELSE IF
conditions.

 Remember

• You can only use the entire set of Personal Information and User ID in Job Information from the
Employee Information entity in the IF condition of the Calibration Alert type business rule.
• You cannot use Alerts and Context in the IF condition for the Calibration Alert type business rule.

8. Define how the system should react by defining one or more THEN or ELSE statements, and then click Save.

 Remember

You can only use Alert Message in Alert for the Then condition in the Calibration Alert type business rule.

Results

You have successfully created a business rule.

You can refer to the following sample business rules that can help your organization to avoid bias in the Calibration
process.

Use Case 1: Creating Calibration Alert Rule for Lack of Promotion [page 277]
Create a rule that triggers a calibration alert when employees with high performance ratings, over a
considerable period like three years, are not considered for promotions.

Use Case 2: Creating Calibration Alert Rule for Leave of Absence [page 279]
Create a rule that triggers a calibration alert when a high performing employee suddenly faces reduction in
performance ratings, after taking leave of absence.

Use-Case 3: Creating Calibration Alert Rule for Dramatic Reduction in Performance [page 280]

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 Create a rule that triggers a calibration alert when a high performing employee faces a dramatic reduction
in performance ratings.

Task overview: Setting up Calibration Alerts [page 273]

Previous task: Configuring Calibration Alert Messages in the System [page 274]

Next task: Applying the Calibration Alert rules [page 282]

[Link]  Use Case 1: Creating Calibration Alert Rule for Lack of

Promotion

Create a rule that triggers a calibration alert when employees with high performance ratings, over a considerable
period like three years, are not considered for promotions.

Procedure

1. Go to Admin Center Configure Business Rules , and click Create New Rule.
2. Select the Calibration Alert scenario.
3. Enter a Rule Name that suggests the rule highlights lack of promotion. For example, your rule name can be
"Lack of Promotion".
4. Enter a Rule ID. By default, it is Lack_of_Promotion.

 Note

The Rule ID cannot contain blank spaces.

5. Enter a Start Date to indicate that the rule is applicable from the given date. For example, it can be
01/01/2014.
6. Describe the rule. For example, your Description could read like: "Rule to detect anyone overlooked for a
promotion with high performance ratings over the past 3 years."
7. Select the performance review templates of the current year and the previous two years, and click Continue.

 Note

You should not have multiple Performance templates, over different time periods, with the same name. If
you use multiple Performance templates that have the same name, the calibration alert rules will not work
as expected.

8. In the IF condition, select the Has Job Change Event For Period, is equal to, Boolean, and set it to No.

a. In User, select Employee Information Job Information User ID .

b. In Start Date, select Date, and in the date box, select the review start date of the oldest performance review
template you have selected.

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 c. In End Date, select Today().
d. In Event Reason, select Value, and in the next dropdown, select Promotion (TRANPROM).

 Remember

• You can only use the entire set of Personal Information and User ID in Job Information from the
Employee Information entity in the IF condition of the Calibration Alert type business rule.
• You cannot use Alerts and Context in the IF condition of the Calibration Alert type business rule.

9. Click the dropdown arrow at the top-right corner of the IF condition box, select Add Expression , and in
the Join Expressions pop-up window, select AND to join the expressions. Repeat this step until you have added
three new expressions.

10. In each of the three expressions, add the [Performance Template] Overall Performance Rating
parameter, followed by selecting =(equals), then select Decimal, and in the last text box, enter a high
performance rating value, like 5 (on a rating scale of 5, for instance).
11. In the Then condition, edit the rule to select the expression Set. In the adjoining expression box, select
Alert AlertMessage > to be equal to > Value, and in the last dropdown list, select the alert message that
communicates the lack of promotion scenario.

 Remember

You can only use Alert Message in Alert for the Then condition of the Calibration Alert type business rule.

12. Click Save.

You have successfully created the business rule.

Task overview: Configuring Calibration Alert Rules in the System [page 275]

Related Information

Use Case 2: Creating Calibration Alert Rule for Leave of Absence [page 279]
Use-Case 3: Creating Calibration Alert Rule for Dramatic Reduction in Performance [page 280]

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[Link]  Use Case 2: Creating Calibration Alert Rule for Leave
of Absence

Create a rule that triggers a calibration alert when a high performing employee suddenly faces reduction in
performance ratings, after taking leave of absence.

Procedure

1. Go to Admin Center Configure Business Rules , and click Create New Rule.
2. Select the Calibration Alert scenario.
3. Enter a Rule Name that suggests the rule highlights lack of promotion. For example, your rule name can be
"Leave of Absence".
4. Enter a Rule ID. By default, it is Leave_of_Absence.

 Note

The Rule ID cannot contain blank spaces.

5. Enter a Start Date to indicate that the rule is applicable from the given date. For example, it can be
01/01/2016.
6. Describe the rule. For example, your Description could read like: "Rule to detect if any employee performance
rating has been reduced after a leave of absence."
7. Select the performance review templates of the current year and the previous year, and click Continue.

 Note

You should not have multiple Performance templates, over different time periods, with the same name. If
you use multiple Performance templates that have the same name, the calibration alert rules will not work
as expected.

8. In the IF condition, select Has Absences in Period, is equal to, Boolean, and set it to Yes.

a. In User, select Employee Information Job Information User ID .

b. In Start Date, select Date, and in the date box, select the review start date of the performance review
template of the previous year.
c. In End Date, select Today().
d. In Time Types, select Value, and in the next dropdown, select Maternity Leave.

 Remember

• You can only use the entire set of Personal Information and User ID in Job Information from the
Employee Information entity in the IF condition of the Calibration Alert type business rule.
• You cannot use Alerts and Context in the IF condition of the Calibration Alert type business rule.

9. Click the dropdown arrow at the top-right corner of the IF condition box, select Add Expression , and in
the Join Expressions pop-up window, select AND to join the expressions. Repeat this step until you have added
two new expressions.

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10. In one of the expressions, add the [Current Year Performance Template] Overall Performance Rating
parameter, followed by selecting <=, then select Decimal, and in the last text box, enter a lower performance
rating value, like 4 (on a rating scale of 5, for instance).

11. In the other expression, add the [Previous Year Performance Template] Overall Performance Rating
parameter, followed by selecting =, then select Decimal, and in the last text box, enter a high performance
rating value, like 5 (on a rating scale of 5, for instance).

The IF condition now indicates reduction in performance rating this year, compared to the high performance
rating in the previous year, after leave of absence was taken.
12. In the Then condition, edit the rule to select the expression Set. In the adjoining expression box, select
Alert AlertMessage > to be equal to > Value, and in the last dropdown list, select the alert message that
communicates the possible impact of leave of absence on the reduction in performance ratings.

 Remember

You can only use Alert Message in Alert for the Then condition of the Calibration Alert type business rule.

13. Click Save.

You have successfully created the business rule.

Task overview: Configuring Calibration Alert Rules in the System [page 275]

Related Information

Use Case 1: Creating Calibration Alert Rule for Lack of Promotion [page 277]
Use-Case 3: Creating Calibration Alert Rule for Dramatic Reduction in Performance [page 280]

[Link]  Use-Case 3: Creating Calibration Alert Rule for

Dramatic Reduction in Performance

Create a rule that triggers a calibration alert when a high performing employee faces a dramatic reduction in
performance ratings.

Procedure

1. Go to Admin Center Configure Business Rules , and click Create New Rule.
2. Select the Calibration Alert scenario.
3. Enter a Rule Name that suggests the rule highlights lack of promotion. For example, your rule name can be
"Dramatic Reduction in Performance".
4. Enter a Rule ID. By default, it is Dramatic_Reduction_in_Performance.

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  Note

The Rule ID cannot contain blank spaces.

5. Enter a Start Date to indicate that the rule is applicable from the given date. For example, it can be
01/01/2016.
6. Describe the rule. For example, your Description could read like: "Rule to detect if a previous high performer has
now been moved down dramatically."
7. Select the performance review templates of the current year and the previous year, and click Continue.

 Note

You should not have multiple Performance templates, over different time periods, with the same name. If
you use multiple Performance templates that have the same name, the calibration alert rules will not work
as expected.

8. In the IF condition, select the [Current Year Performance Template] Overall Performance Rating
parameter, followed by <=, Decimal, and in the last text box, enter a lower performance rating value, like 2
(on a rating scale of 5, for instance).

 Remember

• You can only use the entire set of Personal Information and User ID in Job Information from the
Employee Information entity in the IF condition of the Calibration Alert type business rule.
• You cannot use Alerts and Context in the IF condition of the Calibration Alert type business rule.

9. Click the dropdown arrow at the top-right corner of the IF condition box, select Add Expression , and in
the Join Expressions pop-up window, select AND to join the expressions.

10. Select the [Previous Year Performance Template] Overall Performance Rating parameter, followed by
selecting >=, then select Decimal, and in the last text box, enter a high performance rating value, like 4 (on a
rating scale of 5, for instance).

The IF condition now indicates dramatic reduction in performance rating this year, compared to the high
performance rating in the previous year.
11. In the Then condition, edit the rule to select the expression Set. In the adjoining expression box, select
Alert AlertMessage > to be equal to > Value, and in the last dropdown list, select the alert message that
communicates the dramatic reduction in performance.

 Remember

You can only use Alert Message in Alert for the Then condition of the Calibration Alert type business rule.

12. Click Save.

You have successfully created the business rule.

Task overview: Configuring Calibration Alert Rules in the System [page 275]

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Related Information

Use Case 1: Creating Calibration Alert Rule for Lack of Promotion [page 277]
Use Case 2: Creating Calibration Alert Rule for Leave of Absence [page 279]

31.2.3  Applying the Calibration Alert rules

Link the business rules for calibration alerts to a calibration template. The rules then apply to all the calibration
sessions created from that template.

Context

The calibration alert rules are applied to the calibration template. You can apply multiple rules to a single template.
Ideally, you apply the calibration alert rules before the calibration sessions are created. However, if you already have
existing calibration sessions, ensure that you deactivate and reactivate your sessions after applying the rules to the
calibration template.

Procedure

1. Go to Admin Center Manage Calibration Templates .

2. Select a calibration template, and go to the Advanced tab.
3. In the Rules dropdown list, select the calibration alert rules that you want to apply.
4. Click Save.

Now, when you create calibration sessions using this template, and then activate the sessions, an
asynchronous job for applying the rules to the sessions is triggered. Once the rules have been applied to
the session and the job is complete, you get e-mail notification.
5. However, if you already have sessions created before the rules were applied to the template: when you click
Save, on the confirmation message that appears, click Yes.

 Note

The confirmation message shows the names of the affected sessions. Remember to deactivate and
reactivate the affected sessions.

Results

The calibration alerts are now ready for use.

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  Remember

To ensure that the calibration alert rules are properly applied to the sessions, deactivate, and reactivate the
affected calibration sessions each time, when:

• You edit or delete a rule linked to the calibration template.

• You link a new rule, or remove an existing rule from the calibration template.

Next Steps

To deactivate and reactivate the calibration session,

1. Go to Admin Center Manage Calibration Sessions .

2. To deactivate the session, select the session, click Deactivate, and on the confirmation message, click Yes.
3. To reactivate the session, select the Validation tab, click Activate, and on the confirmation message, click Yes.

The job to create the calibration alerts is scheduled immediately after the session is activated.

Task overview: Setting up Calibration Alerts [page 273]

Previous task: Configuring Calibration Alert Rules in the System [page 275]

31.3 Using Calibration Alerts

Use Calibration Alerts to re-evaluate subjects to avoid possible bias in calibration process.

Context

During the calibration process, it may sometimes be difficult to eliminate the possibility of an unconscious and
unintentional bias toward subjects during a calibration process. Decision makers in the calibration process might
have some blind spots that unknowingly cause a bias in their decisions. To mitigate the risk of this bias, you can
alert the decision makers about such biases, directly in the system using calibration alerts. In calibration sessions
with calibration alert rules applied to it, whenever the evaluation of a subject triggers a rule, the calibration alerts
appear for that subject.

 Remember

To ensure that the calibration alert rules are properly applied to the session, deactivate, and reactivate a
calibration session each time, when:

• You edit or delete a rule linked to the calibration template used for creating the calibration session.
• You link a new rule, or remove an existing rule from the calibration template used for creating the
calibration session.

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Procedure

1. Go to Calibration, and select a session that has calibration alerts applied to it.
2. Start evaluating the subjects, and click Save. If your changes are saved without any message, it indicates that
the evaluation was successfully done without triggering any calibration alert.
3. If the evaluation triggers any alerts, the Results from Alerts Regeneration pop-up message appears. It shows
the list of subjects that have been impacted. Click OK.
4. On the calibration session view, click each alert icon to understand the reason the alert was generated.
5. To clear the alerts, you can refer to the recommendations provided in the alert messages to update the ratings
for the concerned subjects, and click Save.

 Note

After you click Save, the subjects undergo a re-evaluation for the applied rules. Your updates either clear
the alerts, retain the alerts, or add new alerts for the calibration subjects.

6. The Results from Alerts Regeneration pop-up message shows the list of subjects for which the alerts were
removed or added. If you still have active alerts, repeat the previous step until you clear the significant alerts.

 Note

You can try to clear the alerts based on a "best effort" approach. This means, you may or may not choose to
clear all the alerts.

Results

The evaluation of calibration subjects within a session guarded with rules helps the decision makers perform a
bias-free calibration.

Task overview: Calibration Alerts [page 271]

Related Information

Prerequisites for Calibration Alerts [page 272]

Setting up Calibration Alerts [page 273]
Ad Hoc Reports on Calibration Alerts [page 285]

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31.3.1  Regenerating Calibration Alerts

The Regenerate Alerts option enables you to re-evaluate the rules applied to the calibration session, and it
regenerates the calibration alerts.

A job for alert regeneration begins, and you can click the Notifications icon on the application header to monitor the
status of the job.

 Note

Regeneration of alerts may need several minutes. Once the “Refresh Alert Completion” notification appears in
the Notification area, reload the page and the regenerated alerts appear on the screen.

 Caution

Do not edit the Calibration sessions, until the Notifications on the application header confirms that the job for
regenerating the alerts is complete. If you, or anyone else, updates the session while the regeneration of alerts
is in progress, some of the alerts might get corrupted.

31.4 Ad Hoc Reports on Calibration Alerts

Ad hoc reports can be used to track the generation of Calibration Alerts.

You can report on Calibration Alert changes by including the Audit Data Type field in the "Calibration" and
"Calibration Activity" types of Ad hoc reports.

Create ad hoc reports of definition type "Calibration" or "Calibration Activity", and while selecting columns, select
"Audit Data Type" as a field in the report. When you generate the report, the calibration alerts changes appear as
"Alert" within the "Audit Data Type" field of the report.

For more information on creating ad hoc reports, refer to the Ad Hoc Report Builder Administration guide.

Parent topic: Calibration Alerts [page 271]

Related Information

Prerequisites for Calibration Alerts [page 272]

Setting up Calibration Alerts [page 273]
Using Calibration Alerts [page 283]

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32 Rewarding Employees

Increase gender equity in who gets rewarded.

Research shows that women are paid significantly less than men in every country. To help solve this problem, look
at the tools and practices used to determine compensation.

What causes gender bias in compensation?

• Female-dominated occupations pay less than male-dominated occupations.

• Women receive smaller bonuses and pay increases than men, despite having the same performance.
• Women are less likely to negotiate compensation decisions than men.

Use SAP SuccessFactors technology to reduce gender bias in compensation:

• Start new employees off on a fair note by offering equal pay.

• Adjust pay to avoid incidental inequity.
• Link pay to performance criteria and heighten awareness of pay trends associated with gender.
• Base increases on absolute value instead of current pay percentages.
• Encourage employees and managers to have productive discussions about pay.

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33 Promoting Employees

Increase gender equity in who gets promoted.

Promotions are the most visible ways for companies to show who and what they value. However, research shows
more men are in the top level jobs than women because they received promotions.

What causes gender bias in who gets promoted?

• There is an implicit bias toward doing things the way they’ve always been done.
• A greater span of control and increased responsibility are not considered to be ideal for people who are
perceived to have greater non-work commitments.
• Promotion is an outcome based on other biased processes.
• Leaders tend to promote people they know personally.

Use SAP SuccessFactors technology to reduce gender bias in who gets

promoted:

• Use calibration sessions to evaluate potential.

• Search for promotion candidates based on objective criteria.
• Analyze risk of loss for different demographic groups.
• Set gender targets when building candidate slates for leadership roles.

33.1 Requirements for Performance Management

Configuration

Certain settings must be configured in Performance Management for Calibration.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

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Requirements for Performance Management configuration:

• Route map must have at least one single user or collaborative modify step. Iterative and signature steps are not
supported.

 Note

When a session is activated, the Performance Management form owner is noted down in Calibration.
However, if Calibration is in a collaborative step of the performance review process, when there is manager
change and rating change, the information is not updated in Calibration. Because collaborative step has at
least two step owners. It can lead to rating saving issues.

• PM form must have manual ratings configured for the Performance, Potential, Overall Objective, and Overall
Competency for Calibration to be able to use them.
• Manual ratings allow you to drag and drop users in the session. If the form is configured with only calculated
ratings, drag and drop functionality is not usable.
• Section and Field permission settings:
• If you want to edit the form directly from the calibration session, permissions must be adjusted. If the
calibration session users are not directly involved in the route map, they may not have permission to view
or edit all the necessary elements.
• If you have the Write permission for in-progress sessions, you can see an option for editing Performance
Management form of a subject in the action menu next to the name card of the subject. However, whether
you can actually edit the performance rating is further determined by the permission configuration in the
Performance Management template.

In addition, the PM form must have one of the following ratings enabled:

Rating Type Section

Overall objective rating objcomp-summary-sect

Overall competency rating objcomp-summary-sect
performance rating
• customized-weighted-rating-sect
• perfpot-summary-sect

potential rating perfpot-summary-sect

For further information on configuring performance management form templates, see the Performance
Management implementation guide.

33.2 Calibration Sessions

Calibration sessions define the set of people who are calibrated and the people who participate in the session.

A calibration session provides a specific holding place for managers and HR business partners (HRBPs) to navigate
to change ratings, add comments, and review the outcomes of a given calibration cycle.

SAP SuccessFactors Calibration offers flexibility to accommodate creating sessions based on organizational
hierarchy, or any custom set of individuals. Sessions are the combination of the how (template), the when (dates)
and the who (Calibration roles).

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  Tip

When you enable the SAP Fiori UI option for Calibration, you might find that the labels and icons on the
header section of the calibration session are not clearly visible, as the background color of the header might
no longer be in contrast with the color of the labels and icons. To fix this UI issue, go to Admin Center
Theme Manager , and select the theme you’re using. Under Edit Theme on the left pane, go to Fine Tune
Placemat , apply a Page title color value that contrasts with the color of the icons and labels, and click Save.
Mostly, updating the background color of the session header resolves the visibility issue for the calibration
session header labels and icons.

Sessions are set up according to your company culture and processes. There’s flexibility in who plays what role
during the session, what they’re allowed to do, and who is the subject of discussion.

 Note

Do not use special character "{" in calibration session filters. Otherwise, it might cause loading issue. It works
fine if you’ve both "{" and "}" in a filter.

Roles Used in Calibration Sessions

Roles in Calibration are not the same as the roles created for Role-Based Permissions (RBPs), but are specific to
and only apply to the calibration session you are configuring. When creating a session, you have control over who
plays what role during that session:

• Facilitator: Who is running the session

• Co-facilitator: Who is their backup
• Owner: Who owns the overall session
• Participant: Who is providing input to the subjects
• Subject: Who is being calibrated
• Executive Reviewer: Which HR or business executives should have access to all session data for a given
template

You can control the read, write, and finalize permissions for these roles solely in the context of Calibration by using
the Manage Calibration Settings tool.

Calibration Session Statuses

Based on different phases of a calibration session life cycle, a calibration session can be in various statuses.

Status Description

Setup The session has been created and validated. But the session
has not been activated yet.

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Status Description

In Progress The session has been activated. But the session has not been
finalized yet.

Approving It is a short intermediate phase between In Progress and

Approved. The Finalize button has been clicked. The session
finalization has been triggered. But the finalization has not
completed yet.

Approved The finalization is completed.

Deactivated The Deactivate button has been clicked. Only In Progress

sessions can be deactivated.

33.2.1  Basic Info

Many session details are collected in the Basic Info tab when setting up a calibration session.

Basic Info Details

Value Description Required

Template A picklist of the available Calibration tem­ Yes

plates. Only active templates that the
user has permission to create appear
here. The session is based on the tem­
plate selected.

Session Name A unique and descriptive name for the Yes

session. It is recommended that users
consider including as much detail as pos­
sible in the name. Consistency across
session names is also recommended. It
helps in reporting and administration of
Calibration.

Planned Activation Date The date specified is recorded in the sys­ No

tem. The Planned Activation Date must
be before the Session Date.

Session Date The start date that the session is held. No

Location Optional field if the user wishes to record No

the physical location of the calibration
session.

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 Value Description Required

Sessions Owners Name of the users that are designated Yes

as owners of the session. Based on
the username and current hierarchy an
owner can select session subjects and
participants automatically. Participants
are users 1 level down from the owner.
Subjects are users 2 levels down from
the owner.

Session Facilitators By default the username of the admin No

creating the session. You can replace the
name or add extra facilitators here.

Add Attachment If enabled, users can see a file that is No

attached to the session. For example,
guidelines or data to help the partici­
pants prepare for the session.

33.2.2  People

The People tab is used to add participants and subjects to the session.

Employees display in your search results can be added as participants, however, only the employees in the target
population of your permission role can be added as subjects.

The Select subjects and participants automatically according to the owners option is checked by default in the Basic
Info tab. It means if you designate an owner, the direct reports to the owner are automatically the participants of
the calibration session. The direct reports to the participants are the subjects of the calibration session.

If you want to add other people to the calibration session, you can use the Use Advanced Search or Use Org Chart
options. There’s no limitation as to how many levels of subjects can be added to the calibration session.

 Note

It may be helpful to use a combination of the automatic hierarchical population of the session owner along with
the Advanced Filter and Org chart to populate the session.

 Note

To have a clearer view, you can:

• hide the top navigation by clicking the arrow icon in the upper right corner.
• hide the right panel by clicking the arrow icon next to it.
• readjust the space of searching and searching results tables by moving the vertical bar in between.

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Search by Filter

Under the People tab, the Search By Filter option is selected by default. Here you can filter employees by Division,
Department, Location, and Custom filters, or use other identifiers to seek the employees you want to add as
participants or subjects. However, if you want to search for employees who have global assignments or concurrent
employment, you must enable Admin Center Manage Calibration Templates Advanced Include inactive
users first.

Search by Group

The Search By Group option enables you to search for employees using the permission groups defined in your
organization. To access permission groups, go to Username Options Groups . You can either use any of the
existing permission groups, or create a group, if necessary. The permission groups available on the Groups tab of
the Options page are available in the Search By Group option.

Use Org Chart

The administrator can also use the Org Chart to search for users. They can search for users and designate them as
Participant, Subject, or Not In Session. They can also designate that the entire organization of the user as subjects
in the session. If employees are matrix reports in an Org Chart, they can’t be added as subjects. However, you can
add them as subjects via the Org Chart they display as direct reports at any level.

 Tip

An on-screen notification has been added to indicate that the target population validation is in effect.

33.2.3  Validation

The Validation tab is used to validate whether all requirements for activating the session have been met.

If you have made recent changes, you must click Save in order to run the validation. The system verifies whether all
requirements have been met. If they have, you can successfully activate the session at this point. If all requirements
haven’t been met, you may see error messages.

 Note

The Participant field isn’t mandatory. You can leave the participants list empty while creating a calibration
session.

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Common Error Messages

Error Message Cause Resolution

Subjects don’t have forms. You’re calibrating Performance forms Create a form for the subject or remove
and a form doesn’t exist for the subject. them from the session.

Subjects have forms not yet routed to You’re calibrating Performance forms Use the Route Forms to Calibration op­
calibration. and forms haven’t been routed to the tion (if enabled) to push forms to the Cal­
specified calibration route map step. ibration step.

Subjects are in another session. You’ve enabled the global setting to Limit Remove the subject from one of the ses­
Employee to be included in only one sions, or change the global setting to al­
calibration session at a time low subjects in multiple sessions.

Common Warning Messages

Warning Message Cause Resolution

Subjects have already been selected in You’ve selected the users as subjects in Use a different template with different
other sessions. other sessions that are created using the data range or data source, or remove the
templates with the same data range and users from the session.
data source.

Users are inactive. The users are in inactive status. Change the user status to active, or re­
move the users from the session.

33.2.4  Calibration Session Performance

The Calibration session view can exhibit performance issues when the number of displayed subjects is very large.

Your Product Support consultant will configure display and filter options to ensure the optimal performance for the
Calibration session view.

33.3 Configuring the Data Model

Rating elements, display options, and filter options are all based on the configuration of the data model.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Product Support.

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33.3.1  Rating Elements
The rating elements are available based on the configuration of the data model. Not all rating elements are used for
every customer. The configured labels appear in the Calibration template and session.

• sysOverallPerformance
• sysOverallPotential
• sysOverallCompetency
• sysOverallObjective
• sysOverallCustom01
• sysOverallCustom02

 Note

The rating element IDs are case sensitive.

 Sample Code

<background-element id="sysOverallCustom1" type-id="35" scale-id="Custom1" max-

entries="50" feedback-type="27">

Other data can be displayed in the Bin or Matrix Grid view in addition to the rating elements mentioned:

• riskOfLoss
• impactOfLoss
• reasonForLeaving

 Note

If there is only one language enabled in customer's company instance, frequent Matrix Grid rating scale change
may lead to rating ID inconsistencies. Thoroughly test reporting with the revised or new matrix rating scale
before using it in production instance.

33.3.2  Display Options
Display options can help users focus on just the relevant subject information.

There are several hard-coded fields that always appear in the display options:

• First Name
• Last Name
• Count

If you have enabled the quickcard option in a template, the following display option will also be available:

• QuickCard

Any display option fields that you have defined in the Matrix Grid Classifier tool are also displayed. The Matrix Grid
Classifier is a tool that is typically used for SAP SuccessFactors Succession to define the icons for a given field. The
icons are then displayed to visually represent certain data elements.

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33.3.3  Filter Options

Filter Options can help narrow the number of subjects to be displayed for a calibration session.

Filter Options has a mix of both hard-coded fields, and extra filters that customers can define.

The hard-coded Filter Option fields are as follows:

• Manager
• Department
• Division
• Location
• Job Code
• Risk of Loss
• Impact of Loss

 Note

Risk of Loss, Impact of Loss, and Reason for Leaving are fields you can enable or disable on the Data tab when
you configure a template. If these fields are defined in your data model, regardless of whether or not they are
enabled at the template level, they still show up as an entry under Filter Option.

To add fields to the Filter Option list, you must navigate to the Succession Data Model. There is a special place for
<custom-filters> where various modules define the filter-ability of fields in their module. The <custom-filters> is
also where Calibration sets the filter-ability of certain fields.

By using the tag <filter-module id=”calibration”> under <custom-filters> in Succession Data Model, you can define
other custom fields to appear in the Filter Option list for your sessions.

<custom-filters>
 
<filter-module id="calibration">
<standard-element-ref refid="custom01"/>
<standard-element-ref refid="custom02"/>
<standard-element-ref refid="custom03"/>
<filter-module>
 
<custom-filters>

 Note

Filter Option is a global setting and cannot be configured for each Calibration template.

33.3.4  Calibration History Block

The Calibration History block can be configured to display in Employee Profile. This block displays up to 5 rating
types from calibration sessions. The displayed items are configured in the Calibration template.

When the following code is present in the Succession Data Model, you’re able to add the Calibration History block to
the Employee Profile view.

<background-element id="calibrationHistoryPortlet" type-id"138">

 
<label>Calibration History Block</label>
 
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 </background-element>

33.4 Talent Search

Talent Search is a configurable search tool that allows users to find employees based on defined fields and
permissions.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Initially designed to allow Succession Planners to find successors effectively, Talent Search has grown beyond that
and is being used by HR Managers, and Employees. For example, it is often used as a tool for staffing projects,
moving people to new jobs, internal recruiting, global assignment, and measuring bench strength.

 Note

To be consistent with all other Succession planning pages, the content width for the Talent Search page has
been changed to full page. The background color of the page stays unchanged.

33.5 Calibration Views

Calibration provides different user interface views for users to visualize and interact with sessions: Dashboard, List
View, Bin View, Matrix Grid View, and Executive Review.

Each view offers different functions. When reviewing a specific session, users can choose and edit subjects in
different views. Users' selections of subjects apply to all views. To clear the selections, users can click the Deselect
All in the Actions dropdown menu.

To move business beyond bias, the calibration sessions can be made photoless and can have gender indicators to
help the calibrators avoid any unintentional bias towards the calibration subjects. You can select Enable Gender
Indicators under Admin Center Manage Calibration Templates Advanced to show Male and Female
gender values. After the setting is complete, users can see gender indicators in different views of a calibration
session.

 Note

Three additional gender values, Unknown, Undeclared, and Others, are supported now. As a prerequisite, select
Upgrade Now under Upgrade Center Optional Upgrades Enhancement to Gender Values – Inclusion
of Additional Gender Values Learn More & Upgrade Now . The indicators for five gender values have been
redesigned. For more details, see Field Requirements for the User Data File.

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Dashboard View

The Dashboard view provides users with an aggregated view of data in a particular session. The Calibration
dashboard is automatically created to summarize the current state of the calibration process.

If any of the following conditions is met, the bar charts in the Dashboard view show the actual distribution for each
rating from the rating scale:

• More than one rating is included in a guideline.

• An operator other than = is configured in a guideline.
• A rating appears more than once in multiple guidelines.
• Not all ratings are configured in all guidelines.

The blue bar indicates that the actual distribution matches the guideline while the orange bar indicates that the
actual distribution doesn't match the guideline. When you hover the mouse over a bar, you can compare between
the target distribution and the actual distribution. If a group of ratings is configured in a guideline, both the target
distribution and the actual distribution refer to the distribution for the group of ratings.

List View

The List view enables users to:

• See a quick tabular view of subjects in a calibration session.

• Quickly select checkboxes to mark off items as already discussed or to access forms, development plans, or
personal information.

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Bin View

The Bin view enables users to:

• Calibrate any ratings from SAP SuccessFactors.

• Drag and drop in the user interface.
• Edit a source form (for example, the Performance Management form).

 Note

Users can readjust the width of a bin by using the splitter bar.

If a guideline includes an individual rating, the numbers in a bin direct you to add or remove subjects per the
guidelines in order to comply with the guidelines. If a guideline includes a group of ratings, a warning message
shows above the bins how to adjust the total number of subjects for those ratings to meet the guidelines.

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Matrix Grid View

The Matrix Grid view enables users to:

• Easily view any two data elements from supported sources.

• Use drag and drop support in the user interface.
• Edit a source form (for example, the Performance Management form).

The Matrix view has multiple views within it that display the names and photos, only names, and only photos of the
calibration subjects. The screenshot shows the inline notes used in the Matrix view. All the views within the Matrix
view show the gender ratios for each cell.

 Note

As an effort to move business beyond bias, users can add inline notes to each cell in the Matrix view. Inline
notes help the decision makers in a calibration session to have the same understanding of each cell, while
calibrating the subjects. Inline notes help in avoiding any unintentional bias, due to difference in perception of
the cells in Matrix view. Users can add inline notes while configuring the Matrix view in a calibration template,
and the notes appear in the calibration sessions based on that template. Inline notes are available only if the
SAP Fiori option for Calibration has been enabled.

Executive Review View

The Executive Review View enables HR and business executives:

• Easily view aggregated graphs and session details for a given calibration template used in a talent management
cycle.

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• Drill down to a Subjects List page and have a close look at details of employees with the same data, such as
ratings.

The bar charts in the Executive Review view work the same way as those in the Dashboard view.

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34 Onboarding Employees

Social and Mobile HCM technology drives Inclusion.

Social and mobile technology create more inclusive organizations that fully leverage the capabilities and needs of a
diverse workforce. Organizations must focus on helping employees collaborate with each other after their hire date,
and they should create a culture that values diverse perspectives, viewpoints, and ideas.

Barriers to creating an inclusive workforce community:

• Diverse talent can develop restrictive social networks.

• Diverse talent may find it uncomfortable to share ideas.
• Diverse talent may perceive available resources as irrelevant or not helpful.
• Accessibility to technology and location could impede workforce inclusion.

Use SAP SuccessFactors technology to promote inclusion at work:

• Utilize Onboarding to bring new employees into your most important “in-group”: Your company.
• Utilize Jam to drive social collaboration and discussion.
• Utilize Jam to manage your Employee Resource Groups.
• Enable Mobile to ensure everyone has access to HR information on-the-go.

34.1 About Onboarding 1.0 Mobile

This feature in Onboarding 1.0 allows Hiring Managers to provide information to new hires before their first day at
the company. This information includes, where to go, what to bring, who they'll meet, and similar details.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

The Onboarding 1.0 Mobile application is shown to a new employee who downloads and accesses the
SuccessFactors HCM Mobile app before their start date. The Onboarding 1.0 mobile experience doesn’t require
a separate app, just the SuccessFactors HCM application. The Onboarding 1.0 Mobile application provides new
hires with a variety of information to alleviate first day anxiety.

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  Note

• If configured, the new hire activities are displayed on a custom card on the new home page. For more
information, refer to Onboarding 1.0 on the Latest Home Page in the Related Information section.
• The SAP SuccessFactors HCM Mobile app includes only SAP SuccessFactors Onboarding 1.0 mobile
experience. Though some of the screens for SAP SuccessFactors Onboarding may be mobile responsive,
SAP SuccessFactors Onboarding isn’t part of the SAP SuccessFactors Mobile app.

Parts of the Onboarding 1.0 Mobile App

• First Day Countdown: Based on the New Hire start date, configured during the onboarding process.
• Office Locations:Either based on HR data or configured by the Hiring Manager as part of the Onboarding
Program. On the new hire's first day, this will be the location of their first meeting. If the customer is using
Employee Central, in the case that the new hire's first meeting is an orientation and the location is somewhere
other than their home office, this displays the location of the orientation.
• Onboarding Program: The Onboarding Program displays meetings configured for the new hire by their

manager and by the HR administrator.

• What to Bring (EC integration only): Configured by the HR administrator using Admin Tools
• People to Meet: The hire's Manager, New Hire Buddy and recommended people. In the People to Meet section,
a new hire can call, email, or message their new contacts. They can also create a Touchbase item or view their
mobile profile by tapping on the photo.

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• My Peers:Based on the organization chart
• My Profile:Based on the new hire's mobile profile

Onboarding 1.0 Mobile Workflow

Before Day 1

Before a new hire's official start date, a countdown to their first day at the company shows in the Onboarding 1.0
Mobile application. They can also see their office location, what items to bring, key meetings and who to meet. In
the People to Meet feature, the hire can email, call or message key contacts. The Onboarding Program shows the
expanded details of the first day's meetings.

Selecting My Peers displays the company's organization chart.

Day 1

On the new hire's first day, a welcome message from their manager will display, along with the other information
that appeared before their start date. The countdown no longer appears.

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After Day 1

The Onboarding Application appears as an option in the mobile app for the hire's first 30 days. After 30 days, the
Onboarding option disappears.

If the Onboarding Guide is not showing up in the mobile app for the new hire, check the new hire's start date.
The Onboarding guide expires 30 days after the start date and no longer shows up as a notification tile in the
mobile app. If the Mobile Onboarding Guide doesn’t show some content (Links, What to Bring, and so on), the
content comes from different sources. Orientation Meeting and What to bring are only available for customers with
Employee Central and can be configured under Onboarding in Admin UI. Links are available on the mobile app only
if using the new hiring manager experience.

Troubleshooting

• If the Onboarding Guide is not showing in the mobile app, check the start date of the new hire – the Onboarding
guide expires 30 days after the start date and no longer shows as a notification tile in the mobile app.
• If the mobile onboarding guide doesn’t show some content (for example, Links, What to Bring, and so on),
this may be because the customer's instance doesn’t have the required elements for the content. For example,
Orientation Meeting and What to Bring are only availalbe for customers with Employee Central. Links are only
available on the mobile app if the customer is using the new hiring manager experience.

Related Information

Onboarding 1.0 on the Latest Home Page

34.1.1  Enabling Onboarding 1.0 Features on the Mobile App

To access Onboarding 1.0 on the mobile application, enable the Mobile features from Admin Center and grant the
necessary role-based permissions.

Procedure

1. Go to Admin Center Enable Mobile Features .

The Mobile Settings page opens.

2. Choose Modules on the left panel, and then choose the Onboarding checkbox.
3. Grant the following role-based permissions:

• User Permissions General User Permissions Mobile Access

• Administrator Permissions Manage On/Offboarding Manage onboarding additional content

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Results

With Onboarding 1.0 features in the mobile application, managers or participants in the onboarding process can
use the mobile app to complete the onboarding activities.

34.1.2  Configuring the Onboarding Program on the Onboarding

Mobile App

The “Onboarding Program” block of the mobile app for Onboarding 1.0 displays details of the meetings the
admin user has configured for New Hires. These meetings are separate from meetings configured in the New
Hire Activities by the hiring manager. The Central Orientation Meeting feature is only available with the Employee
Central Integration.

Context

 Note

Tool: SuccessFactors Onboarding Administration

Procedure

1. Navigate to Admin Tools Manage Onboarding Maintain Central Orientation Meetings

2. To create a new Central Orientation Meeting, choose Create New.
3. Choose Edit in the newly created meeting record.
4. In the pop-up window, specify the effective date for the new meetings, then choose Proceed
5. Enter the relevant information about the meeting. The following fields are required: Meeting Date, Meeting
Start Time, and Time Zone.
a. To define the users who must see this meeting, first define a time frame for hires by choosing a date for
Valid for users with a start date on or after and Valid for users with a start date on or before. The start
date on or after is the beginning of the defined time frame, and the start date on or before is the end. The
meeting appears for new hires with start dates between the two dates.
b. Once the timeframe is defined, select the office locations where new hires attend this meeting. You can
make multiple selections for this element, but the meeting deails (location, description, and so on) remain
the same for all selected locations.

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