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What’s New in the 1H 2021 SAP

SuccessFactors Performance Management
Release
As of April 9, 2021, SAP has released their documentation for the H1 2021 release.
st
Preview release will be April 16 and production will be released May 21 . You can view the
full set of documentation in the W
(https://help.sap.com/doc/62fddbd651204629b46bbccbabf886ba/2011/en-
US/159bda31b711402c884ae5686446840d.html)hat’s New Vie
US/159bda31b711402c884ae5686446840d.html)wer
US/159bda31b711402c884ae5686446840d.html) here.
:
US/159bda31b711402c884ae5686446840d.html) For full details on the release cycle, check
out the SAP SuccessFactors official product updates blog here
(https://community.successfactors.com/t5/Product-Updates-Blog/bg-
p/ProductUpdates).
For tips on how to manage a release, check out our blog here
(https://worklogix.blog/2020/06/11/properly-prepping-for-an-sap-successfactors-regular-
release/).
For your convenience, we’ve summarized the highlights of what’s new for 2021
Performance Management below.
The updates for Performance Management are primarily targeted for 360 Reviews so we
will start with those. The PM form updates will be discussed after these features have been
reviewed. Calibration updates can be found in our separate blog here.
What’s New for 360 Forms – Fiori Version
Here are the 10 universal updates made for the Fiori version of 360 forms to provide the
same features that are available 360 Reviews v11.
Add Approvers in 360 Reviews
Approvers may now be added in the Modify stage.

:
AddApprovers
IntheSelectedApproverssection,youcanusetheupanddownarrowstodecideinwhichordertheseselectedapprovers
receivetheform.
FindaUser
[Enterauser'sname
SelectedApprovers
Employee Division Department Location Action
Noapproverswereselected.
Save Cancel
Development Goal Section Available in 360 Reviews
A development goal section may be added to a 360 Review form template. These enables
employees the opportunity to add and edit development goals.
Display a Data Table for a Chart

:
Within a 360 Executive Review and Detailed 360 Report, a user may select the table icon on
a chart to see a data table. This provides text equivalents for non-text content.
Display External Users in Search Results When Adding

Participants
It is now possible to add external users as participants without having to disable the system
setting Hide External Users from search results.
EZ Rater Available in 360 Reviews
When enabled, the EZ Rater option provides a more condensed list view for rating goal and
competencies.
:
Form History Available in 360 Reviews
Prior performance and 360 forms are now available within a 360 Review. The History button
will display options to view either form type if available.
More Form Actions Available in 360 Reviews

:
Additional action options are now available for 360 forms. Information about the form may
be viewed and the form may be deleted.
Print Preview Available in 360 Reviews
When the user clicks the Print button, a popup displays a preview of the form. This provides
the user the opportunity to select the entire form or selected sections to print.
:
Stack Ranker Available in 360 Reviews
Stack Ranker can be enabled which allows side by side ranking of employee competencies.
Ratings may be modified and comments added.
Section Descriptions Fully Displayed by Default
Now section descriptions are fully displayed by default and can be collapsed. Clicking Show
Less to hide content. Previously sections were collapsed and the user had to click Show More
to see the content.
:
What’s New for PM Forms
There are 5 universal updates for PM forms.
Customized Weighted Rating Supported in Import Overall

Scores
Previously it was only possible to import overall scores into the Objective Competency
Summary, and Performance Potential Summary, and Summary sections. The new release
enables you to update overall scores for the Customized Weighted Rating section.
On the import file, use <PERFORMANCE> rating in the CSV file. The rating field is also
used to update the Summary and Performance Potential section overall rating. If there is more
than one PERFORMANCE rating, there is a priority for updating. The section order for
uploading from high to low is:
Customized Weighted Rating

Performance Potential Summary
Summary
:
Deep Link to Performance Management Forms
There is now a deeplink available to access a performance form: /sf/openFormByDocId
New OData V2 API Entity

FormCustomizedWeightedRatingSection
There is a new OData V2 API Entity: FormCustomizedWeightedRatingSection. It can be

used to get the Customized Weighted Rating section details of a performance form in order
to update the manual ratings section of the performance form.
Target Population in Role-Based Permissions for Import

Overall Scores
This update pertains to the Customized Weighting Rating import that we just covered. Role
based permissions may now be used to restrict users to importing scores for only their
target population.
Select a role in Manage Permission Roles. Go to Permission>Administrator Permissions>Manage

Document and select “Import Overall Scores Only for Target Population” and “Include All
Employees” which allows granted users to update manual overall scores for all employees.
:
Live Profile Section Deleted
A Live Profile section can no longer be added to PM forms. Information in the existing
section is no longer available. A link to People Profile can be used on the form instead.
What’s New in Continuous Performance

Management (CPM)
There are some new early adapter features for the latest version of Continuous Performance
Management (CPM). They are admin opt-in or opt-out features. We won’t cover these here
since the latest version is not widely enabled. When the latest version of CPM is enabled,
these email reminder notifications will become obsolete: Conduct 1:1 Meeting, Update
Status, along with Activity and Achievement reminder notifications.
The latest version will handle notifications differently since multiple roles can be used and
meeting channels can be created. Requests and meeting notifications can be created for
anyone in the user’s meeting channel.
We have now covered the highlights of the PM related updates for H1 2021. See our blog
(https://worklogix.blog/2021/04/10/whats-new-in-the-1h-2021-sap-successfactors-
calibration-release/)for Calibration release features.
:
Do you need help managing your SuccessFactors Release cycles? Download our support
services brochure
(https://mcusercontent.com/f078db4bc7d8cc1de3ec7daca/files/c914dba3-4edc-40eb-baf5-
615265378e29/Worklogix_Support_Services.pdf) or email info@worklogix.com
(mailto:info@worklogix.com) to see how we can help!
Susan Traynor Employee Performance Management, Performance Management,

Release Updates, Talent Management Leave a comment October 17, 2021
4 Minutes
SAP SuccessFactors 2H 2021 What’s New in

Performance Management
:
SAP has announced the 2H 2021 SuccessFactors release information.
:
Preview release is on October 15 and production will be released November 19. You can
view the full set of documentation in the W
US/159bda31b711402c884ae5686446840d.html) For full details on the release cycle, check
out the SAP SuccessFactors official product updates blog here
(https://community.successfactors.com/t5/Product-Release-Road-Map/bd-
p/Product_Release_Information). (https://community.successfactors.com/t5/Product-
Release-Road-Map/bd-p/Product_Release_Information)
For tips on how to manage a release, check out our blog here
release/).
Highlights are identified by module and the type of change.
Universal- for modules enabled, universal means no steps are required to have access to the
new functionality. These features are automatically made available.
Admin Opt-In – the admin must enable the new feature, usually in Admin Tools
Admin Opt-Out – the admin must disable the new feature, usually in Admin Tools
Provisioning Opt-In and Opt-Out require a Partner or Product Support request
For your convenience, we’ve summarized the highlights of what’s new for 2H 2021
Performance Management below.
Performance Management
There is not much in the way of new functionality, just one universal update.
General Availability – Universal Updates

:
Configuration Center Support For Performance Management Form
Templates
You can now view, download, and transport Performance Management form templates
across tenants using Configuration Center. Prior to this release, only Feature Configuration
was available under General Configuration for Performance Management. Now System
Configuration and Manage Templates are available.
New PM
Configuration
In
Configuration
Center
General Availability – Admin Opt-Ins
The admin opt-ins require the latest version of the home page.
PM Related Updates “For You Today” Section of the Latest Home

Page
When the latest home page is used, a “For You Today’ card will appear for PM tasks.
:
You can enable to-do tasks on the latest home page in the Upgrade Center.
The tasks are:
“Review Employee Performance” task available for managers

“Review Employee Performance” task available for employees
To give managers a view of the form that need their review, cards are grouped into Direct
Reports, Matrix Reports, and Other on the stack view. An example is shown below.
For You
Today
Performance
Tasks
Users can go directly to the performance review forms from this card to complete the tasks.
Goal Management
There is one universal update for Goal Management. The majority of the new functionality
is for the latest version of Goal Management. With each release more and more features
become available.
View, download, and transport Goal Management configurations

:
using Configuration Center.
It is now possible to use Configuration Center for Goal Management to view configurations,
download configurations, and transport configurations across tenants. Configuration Center
permission is required.
The view feature enables the admin to view configuration as well as see the username who
made changes with a date and timestamp.
The download feature is useful to take a backup of your application’s configurations as well
as for troubleshooting by an Implementation Partner or Customer Support.
The export feature can be used to export configuration in order to copy from the preview
system to production.
With this release, after selecting the Talent configuration area, Goal Management is visible.
The admin can then select the features to download.
Goal
Management
in
Configuration
Center
After selection, the admin goes to the “Transport Mode” tab to initiate the download
process.
Upon completion, the configuration bundles is downloaded in ZIP format. Configuration

types are available as separate files.
Latest Goal Management

:
With each release, the latest version of Goal Management has functionality added that is
already available in the current version,
Now supported in the latest version of Goal Management:
Beta Goal Import

Changing goal plan states in Goals
User search
Matrix relationships
Now available in the latest version of Goal Management:
Spell Check
Legal Scan
Advanced user search by criteria
We will look at the new supported functions that are available for those using the latest Goal
Management. We will start with the universal updates.
Early Adopters – Universal Updates
Mass Import Personal Goals in Latest Goal Management
It is now possible to use the “Import Performance Goals” for the latest version of Goal
Management.
Change Goal Plan States in Latest Goal Management
It is now possible to update the goal plan state in the latest version of Goal Management.
The ability to lock and unlock goal plans will be available and provides visibility of the goal
plan state using the latest version of GM.
Goal plan states are used to control the action and field permissions before and after a goal
plan is approved. Users with the “change-state” permission in the goal plan XML can now
change the goal plan state in a more straightforward manner.
An example using goal plan states in the latest version of a goal plan is shown below. The
current state has a dropdown list.
:
Latest Goal
Management
Goal Plan
Current
State
In addition, employees will be able to receive email notifications when their goal plan state
changes. The notifications will include who changed the goal plan state and what the
current goal plan state is.
Enhanced People Selector in Latest Goal Management
When using the latest version of goals management, the people selector will include matrix
manager and matrix reports. If these matrix roles have permission, they will have access to
view goal plans.
An example of the people selector in a goal plan is shown below.

:
People
Selector
with
Matrix
Manager
and
Reports
If these matrix roles have permission, they will have access to view goal plans.
360 Reviews
View, download, and transport 360 Reviews configurations using

:
Configuration Center
Similar to the Goal Management being available in Configuration Center, it is now possible to
use Configuration Center for 360 Reviews to view configurations, download configurations,
and transport configurations across tenants. Configuration Center permission is required
cross tenants.
Before this release, 360 was not available in Configuration Center Now when selecting the
Talent configuration area, 360 is visible. The admin can then select the features to download
fro the Transport Mode tab.
360 in
Configuration
Center
Add External Participants When Users Have No Search Permissions
Users without permission to search for external users may now add them as form
participants by email address. Users can enter the email address of an external user in the
“Add a New External Participant” dialog box.
If the external user already exists in the system, the First Name and Last Name fields are
automatically filled and users can select “Add” to add the external user as a participant.
An example is shown below.

:
Add
External
Participant
360 Reviews Tasks on the Latest Home Page
When the latest home page is used, a “For You Today’ card will appear for 360 Review tasks:
“Complete 360 Evaluation task” available for managers

“Complete Your 360 Evaluation task” available for employees
Found on the latest Home Page, for any 360 forms for an employee, manager or raters, there
is a card to prompt the user to review and complete the 360 Reviews form in the
Performance inbox.
For You Today Card for 360
Users can go directly to the 360 review form from this card.
:
Calibration
There is a universal update for a calibration session.
Set max rating change span
In “Manage Calibration Templates”, if your data source is “Performance”, it is now possible

to set a maximum rating change span. This setting can be found on the “Advanced” tab.
Once the span is set, if you make rating changes in the session, the following rules apply:
If the rating change made doesn’t exceed the maximum rating change span, the rating
will be changed
If the rating change exceeds the maximum rating change span, an error message displays
and the rating reverts to the original rating.
Shown below is the Calibration Template “Advanced Settings” tab.
Set
Maximum
Rating
Change
Span
:
Continuous Performance Management (CPM)
There are only admin opt-ins for this release of Continuous Performance Management.
New Qualtrics Survey for Continuous Performance Management
It is possible to integrate Qualtrics surveys with Continuous Performance Management.

This integration allows you to collect feedback from employees after 1:1 sessions with their
managers.
To use this feature:
CPM must be enabled

Qualtrics license for website and app feedback projects required
“Manage Qualtrics Integrations” feature is enabled in Upgrade Center
The Qualtrics account is used to create the survey and view survey feedback.
An employee will be prompted to complete the survey. An example is shown below.
Start
Survey
within
CPM
:
The user will see questions to answer.
Survey
Questions
Once completed, the admin may view the survey feedback.
Early Adopter – Admin Add -Ins
Enhanced Achievement Experience for Continuous Performance

Management
This feature is only available if the latest version of CPM is used.
Achievements can be the default view on the CPM landing page, which enables quick access
to achievements. The admin would have to select “Achievements view” as the default on
the “Continuous Performance Management Configuration” page. An example is shown
below.
:
Set
Default
View
When a user accesses CPM, the default view will now be the Achievements tab.
Achievements
tab default
view
Feedback Integration with Microsoft Outlook
Continuous feedback may be enabled from a Microsoft Outlook add-in to make giving
feedback easier.
In order to use this feature:
Latest version of CPM must be enabled

SAP SuccessFactors user attributes are mapped to Microsoft Active Directory
:
Continuous Feedback outlook integration is enabled and the manifest file downloaded
SAP SuccessFactors user attributes mapped to Microsoft Active Directory.
The employee will see an option to give feedback.
CPM
Feedback
within
Outlook
Start
Giving
Feedback
:
The feedback questions display and enable the employee to provide feedback.
Feedback
Questions
Upon submission, a confirmation message displays. An example is shown below.

:
Completion
of
Providing
Feedback
Depreciation
Deprecation of 360 Reviews v11 Version
November 18, 2022 is the end of maintenance for 360 Reviews v11 and will be deleted on
May 20, 2023.
We have now covered the highlights of the PM related updates for 2H 2021. See our blog
(https://worklogix.blog/2021/10/15/sap-successfactors-h2-2021-whats-new-in-
performance-management/) (https://worklogix.blog/2021/10/15/sap-successfactors-2h-
2021-whats-new-in-career-development/)for 2H 2021 Career Development release features.
services brochure
:
Susan Traynor 360 Multirater, Continuous Performance Management, Employee

Performance Management, Goal Plan, Performance Management Leave a
comment October 15, 2021October 17, 2021 7 Minutes
What’s New in the 1H 2021 SAP

SuccessFactors Calibration Release
What’s New in Calibration?
As of April 9, 2021, SAP has released their documentation for the H1 2021 release. You can
view the full set of documentation in the W
US/159bda31b711402c884ae5686446840d.html) As a reminder, preview release will be April
st
16 and production will be released May 21 . For full details on the release cycle, check out
the SAP SuccessFactors official product updates blog here
:
(https://community.successfactors.com/t5/Product-Updates-Blog/bg-
p/ProductUpdates). For tips on how to manage a release, check out our blog here
release/).
For your convenience, we’ve summarized the highlights of the 7 new universal features for
2021 Calibration along with the an admin opt-in. Let’s start with the universal features.
Universal
Distribution Range and Group of Ratings in Guidelines
When defining your Calibration template and Performance was selected as the data source
on the Data tab, previously an individual percentage could be set for each rating with one
rating in a guideline.
It is now possible to create a distribution range for ratings including a group of ratings in a
guideline.
In addition to an individual rating, a group of ratings can be used when creating a

guideline. As an added bonus, more operators besides “=” can be used:
<
<=
>
>=
is between
This allows you to set a distribution range for ratings and also include a group of ratings in
a guideline with different operators.
:
Group Ratings and Distribution Ranges in Bin View
Here is a feature that works with the new distribution ranges and groups of ratings in
guidelines. When a guideline includes an individual rating with a distribution range, in Bin
View, you can see the number of subjects in a range that can be added or removed from the
bin to meet the guidelines. A warning message will display above the bins if a guideline
includes a group of ratings.
You may modify the total number of subjects for groups of ratings to meet the guidelines.
You may also adjust the number of subjects displayed as a range within a bin.
Dashboard and Executive Review Bar Charts
Working in tandem with the new distribution range and groups of ratings that can be
configured in guidelines, there is a new UI for bar charts for the Dashboard view and the
Executive Review view. The bar charts identify actual distribution for each rating from the
rating scale. Blue and orange bars are used to identify the distribution that matches or does
not match the guideline.
:
Hover over the chart to see target vs. actual distribution if any of these conditions are met:
A rating appears more than once in multiple guidelines.

Not all ratings are configured in all guidelines.
There is more than one rating in a guideline.
There is more than “equal” configured in a guideline.
When none of these conditions are met, the bar charts will still display the actual
distribution and the guideline.
Filters in Manage Calibration Settings
Within Manage Calibration Settings, the “Search Results Fields” tab has been relabeled as
“Search and Filter Fields”.
On this tab, the existing columns has been relabeled:
“Include Field” is now “Include Search Results Fields”

“Make Default” is now “Default Search Results Fields”
There is a new column, “Filter Fields”, applies to all views of a calibration session and
allows you to identify the default filters.
:
There are also new filter fields: Name, First Name, Middle Name, Last Name, Title, Username,
Email, Gender, Level, and Status.
Manager Created Calibration Sessions
It is now easier for a manager to create his team calibration session. Previously a manager
could identify the template, session name and number of reporting levels when creating the
session. Now the manager has more options. Session co-facilitators may be chosen, the
default co-facilitators changed and the direct reports may also be participants rather than
just subjects. The default co-facilitators option will only appear if the admin opt-in on
Manage Calibration Settings is used. It will be explained in the admin opt-in section at the end
of this blog.
Deep Links to Performance Management

:
Within a calibration session view, it is now possible to use a deep link to view a
performance form:
/sf/viewPMFormFromCAL
Also to use a deep link to edit a performance form:
/sf/editPMFormFromCAL
Appending the deep link to the application server address will go to a Performance
Management form in calibration views as well.
My Jobs Downloads
Previously Calibration reports could be downloaded from the Scheduled Reports page in
Classic View. Reports may now be downloaded from My Jobs page within Report Center. This
eliminates the need to switch to Classic View prior to downloading.
A report with multiple files can be downloaded in a compressed .zip file or downloaded
individually.
Admin Opt-In
There is one admin opt-in for Calibration which we touched upon when looking at manager
created calibration sessions.
Specify Default Facilitators for Manager-Initiated Calibration

Sessions
A manager initiated calibration session can now have default facilitators. To set this up, a
user who has access to Manage Calibration Settings would go to the Global tab and use the
setting: Choose one or more users as default facilitators for a new manager calibration session to
identify active users to default as facilitators.
:
This can be useful to specify an HR manager to act as a co-facilitator in order to access a
manager initiated session.
When creating a session, the New Session dialog window will display the default facilitators
but can be edited by the manager.
We have now reviewed what is coming soon for Calibration.
services brochure
Susan Traynor Calibration, Release Updates 3 Comments April 10,

2021April 20, 2021 4 Minutes
H2 2020 SAP SuccessFactors Performance

Management Release Updates
:
:
What’s New
There are new universal and admin opt-in features in the H2 2020 Performance
Management release along with a large number of universal features. We will start with
what’s new. There are two admin opt-in updates and two universal 360 related updates.
New Admin Opt-ins
There are two new admin opt-ins available and we will look at them both.
Latest Version of Goal Management
The latest version of Goal Management provides users with an upgraded user interface with
a comprehensive view of goals and development goals. This streamlined tool also enables
access to the latest version of Continuous Performance Management (CPM) to create and
view linked activities.
A notable change is combining performance goals and development goals within the
navigation menu. Development goals now appear as a tab within Goal Management. An
example is shown below.
Development
:
Development
Plan Tab
For both plans, the view is cleaner and more visually appealing. Goals are more
prominently displayed and may be viewed by status as well. You can see what the new goal
plan looks like below.
Linked achievements for the latest version of Continuous Performance Management (CPM)
may be viewed here rather than having to go out of the goal plan and navigating to CPM.
Activities can be added directly to goals and linked activities may also display. An example
of activities tied to a goal is shown below.
Linked
:
Linked
Goal
Activities
For managers, the new look is especially helpful. It is easy to navigate to direct report’s
plans or any other users in their target population. An example the manager’s goal plan
view is seen below.
Manager
View of
Goal
Plans
Job Profile Builder Support for Writing Assistant and

Coaching Advisor
The other new admin opt-in feature pertains to competencies when Job Profile Builder (JPB) is
used. Previously, to use Writing Assistant and Coaching Advisor for competencies in a
performance form, the Teasers and Tunings were added to a competency library via an
import file in Provisioning.
Now this task may be accomplished in the UI with the tool “Manage Writing Assistant and
Coaching Advisor“. This update fills a gap between JPB and Job Description Manager. Within
this tool, a competency library overview page will display. After selecting the library and
finding the competency to update, teasers and tunings can be added to the performance
details. An example is shown below.
:
Adding
Teasers
when
JPB is
Enabled
This new feature enables users without Provisioning access to create and modify the writing
assistant and coaching advice content.
New Universal Updates
There are two new universal updates for H2 2020 both for 360 Reviews.
Advanced Search of Universal People Search Available in

360 Reviews – SAP Fiori Version
Advanced Search of Universal People Search is now available for 360 reviews. When
searching for employees, when the “Find Employee” dialog box appears, there will be
advanced search options. This search can be used in the “Add Participants” dialog box, in the
“Send a Copy” dialog box and in the “360 Executive Review” page. The updated search screen
is displayed below.
:
Advanced
Search of
Universal
People
Search
Detailed 360 Report in 360 Reviews – SAP Fiori Version
There is a revised version of the Detailed 360 Report. It has cleaner and easier to read layout.
:
Detailed
360
Report
The settings are now housed at the top of the report and fonts are bigger and brighter for the
gap values. Comments are more visible and appear beside ratings.
There is a radar chart to display competencies and ratings on the Graphical Summary tab. The
print set up dialog box now offers an option to print specific views.
Admin Opt-in Updates

:
There are three admin opt-in updates available: New Competency Picker in Forms, Qualtrics
Surveys for Steps in Performance Reviews and Customized Labels for Calculated Rating and
Manual Rating in Customized Weighted Rating Section. Since there are sever
New Competency Picker in Forms
This opt-in is available when Job Profile Builder (JPB) is enabled and is used when adding
competencies to a performance form. The new competency picker is used on PM forms to
find competencies to add. Competencies can be found using a hierarchy structure and a
search option. Competences can be selected by competency library or job roles and using
keywords search. An example is shown below.
Add
Competencies
Qualtrics Surveys for Steps in Performance Reviews

:
If you are using Qualtrics surveys in your performance process, the current version only
allows the survey to appear after the employee signature step. In the new version, you may
select which steps and for which roles the survey should display. The survey can be used for
single role, iterative, and collaboration steps.
Customized Labels for Calculated Rating and Manual Rating

in Customized Weighted Rating Section
The labels for the calculated rating and the manual rating in the Customized Weighted Rating
section can now be customized using an XML file. In the previous version, the labels for the
calculated rating and the manual rating were hardcoded as Calculated Form Rating and
Overall Form Rating.
Universal Updates
There are several universal updates for Performance Management. Many revolve
around the Customized Weighted Rating Section of a performance form. We will look at
these but first we will look at the other universal updates.
Message to Remind Users Before Removing Signers
In a performance form that allows for a signer to be removed, there is now a reminder in the
Remove Signer confirmation pop-up. The message is to remind users that by removing a
singer, the form automatically routes to the next step. If that is not the user’s intent, they
need to add a new signer before removing the current signer. An example of the new
reminder is shown below.
:
Message
Added
to
Remove
Signer
New Feedback Data in Goal Plans
Feedback from Continuous Performance Management (CPM) is now available to display in

performance and development goals plans. The CPM achievements column for a goal
currently shows the count of achievements tied to a goal. With the latest version of CPM,
achievement related feedback will also display. In the CPM achievements column, clicking
on the count will now display the feedback topic title along the topic title and three sets of
questions/answers from the Achievements tab.
New Feedback Data in Performance Management Forms
The CPM achievements column in the performance and development goal sections of a PM
form currently shows the count of achievements tied to a goal. With the latest version of
CPM, achievement related feedback will also display. In the CPM achievements column for
a goal, clicking on the count will now display the feedback topic title along with the three
related feedback question/answers.
:
If any achievements or feedback is deleted in CPM, the data is also deleted from PM forms,
including completed forms.
You can check out my blog on the H2 2020 CPM Release Updates to see what else is new.
The remaining universal updates that we will discuss pertain to a very specific summary
section of a performance form: Customized Weighted Rating.
Removal of Enable Customized Rating Calculation from

Form Template Settings
“Enable Customized Rating Calculation” no longer appears in Form Template Settings as seen
in the example below.
Current
Method to
Enable
Customized
Rating
Calculation
“Enable Customized Rating Calculation” was a prerequisite to enable the calculation.
In the new version, simply adding the Customized Weighted Rating section to a form template
acts as the prerequisite to enable the calculation of the overall customized weighted rating.
:
Enable
Customized
Weighted
Rating
The business rules that trigger the calculation must also be configured.
Rating Scale for Customized Weighted Rating Section
In the previous version, the rating scale for the Customized Weighted Rating section used the
same rating scale as the other rating section. In the new version, the Customized Weighted
Rating section has its own rating scale.
“Unrated” and “Too New to Rate” in Previous Ratings of

Customized Weighted Rating Section
In the previous version, “Unrated” and “Too New to Rate” were not in the Previous Ratings
table of the Customized Weighted Rating section of a PM form and just displayed as 0. In the
new version, “Unrated” and “Too New to Rate” are displayed in the Previous Ratings table of
the Customized Weighted Rating section and both are ignored in the calculation of the overall
customized weighted rating.
Allow Override of Unrated Manual Rating for Customized

Weighted Rating Section
:
In the Customized Weighted Rating section of a form template, there is now the option to
override the unrated manual rating. The option, Allow Override of Unrated Manual Rating has
been added so this summary section can work like the others as seen in the example below.
Allow
Override
Unrated
In the previous version, the unrated manual rating displayed as Unrated. In the new version,
the unrated manual rating can be overridden by the calculated rating.
Too New to Rate in Customized Weighted Rating Section
Like the other summary sections, there is now the option to provide a label to explain why
an employee is not rated. An example using the current summary section is displayed
below.
:
Unable
to Rate
Label
The summary section example above shows the Unable to Rate field will be available as an
option in the Customized Weighted Rating section of a form template.
Calculated Rating from Customized Weighted Rating Section

in Ad Hoc Reports
If you are using the calculated rating in the Customized Weighted Rating section of a form
template, ad hoc reports use the unadjusted calculated rating from the performance
template summary section instead. An example of creating an ad hoc and selecting rating
columns is shown below.
:
Unadjusted
Calculated
Overall
Performance
Rating
In the new release, when creating an ad hoc report, when this same field is selected, the
Unadjusted Calculated Overall Performance Rating from the Customized Weighted Rating section
is used. This means reporting will accurately reflect the ratings in the performance forms.
This is especially important when the template has both the Summary section and the
Customized Weighted Rating section. The calculated rating from the Customized Weighted
Rating section overrides the unadjusted calculated rating from the Summary section.
Customized Weighted Rating Section and Ratings Displayed

in En Route Folder
In the prior version, when a form with the Customized Weighted Rating section was in the En
Route folder, this section’s ratings were not in sync with the in-progress form. In the new
version, the Customized Weighted Rating section section of a form will display in the En Route
folder and will be synced with the in-progress form. The Previous Ratings table of the
section will contain the ratings from the previous steps for the login role and by other roles.
Calculated Rating from Customized Weighted Rating Section

in Bin View
:
There is a another feature available when a calibration template is based on a performance
form template that contains a Customized Weighted Rating section. Currently, when the data
source for a calibration template is a performance form template with this summary section,
either the manual or the calculated rating can be calibrated. However, the calculated rating
cannot be displayed in the Bin view of a calibration session.
With the latest release, the calculated rating from the Customized Weighted Rating section
may display in the Bin view if this calculated rating comes form a PM form and the “Show
calculated rating in addition to manual rating (only applicable to Bin view)” setting is enabled. An
example is displayed below.
Calculated
Rating
Option for
Bin View
Label for Rating Scale Scores in Previous Ratings of

Customized Weighted Rating Section
In order to get a clear picture of what the numeric rating means, labels are now visible. In
the previous version, the ratings in the Previous Ratings table in the Customized Weighted
Rating section were displayed only as numeric values.

:
Numeric
Rating
in Prior
Version
In the new version, the ratings in the Previous Ratings table of the Customized Weighted Rating
section are displayed as numeric values with corresponding text labels. If rating numeric
values are mapped to labels in the manual rating scale, the label display next to the rating’s
numeric value. If no labels were mapped, the rating will continue to just display its numeric
value.
And example is shown below.
Customized
Rating
Section
with
Rating
Labels
There is a checkbox in the form template for this section: “Hide numeric rating values (only
show text labels)” similar to other summary sections.
If a rating’s numeric value is mapped to a certain label for the manual rating’s rating scale
scores, the corresponding label can be displayed next to the rating’s numeric value in the
Previous Ratings table. Otherwise, the rating is displayed as its numeric value.
There is an added checkbox for this form section in ” Manage Templates“. There is the option
to hide numeric rating values and only show text labels.
:
Customized Weighted Rating Section in Print and Save as
PDF
In prior versions, the section calculated rating details were not displayed in the printed or
saved performance form. Now the calculated rating details of the Customized Weighted
Rating section of a performance form will be included in the printed or PDF version of the
form.
To Learn More
All in all, there are over 20 items being changed or enhanced in this release for Performance
Management and we didn’t cover every detail here. For more information, check out the
What’s New Viewer here
US/159bda31b711402c884ae5686446840d.html).
Do you need help managing your SuccessFactors Release cycles? Email

info@worklogix.com (mailto:info@worklogix.com) to see how we can help!
Susan Traynor Performance Management, Release Updates, Talent Management

1 Comment October 14, 2020April 20, 2021 9 Minutes
“Ask for Feedback” vs.”Get Feedback” in the

SAP SuccessFactors Performance
Management Form
:
You may wonder if these are just different terms for the same thing.
But these features on the SuccessFactors Performance form
serve different purposes and impact the form in different ways.
So what’s the difference?
“Get Feedback” is a feature allows the manager to send the performance form to someone
that is not part of the performance process. This enables the manager to route the form to a
specific user to get edits and/or comments directly on the form.
“Ask for Feedback” is a feature that enables the manager to send an email to solicit
feedback. The performance form is not sent to the feedback provider, they will just reply to
the email with their comments.
How do they work?
Both required permissions based on role and route step. A later blog post will detail the
configuration needed for both.
Both require permissions based on role and route step.
How does the manager “Get Feedback”?

There are two ways for the manager to “Get Feedback”:
Click on the “Get Feedback” button on the bottom of the performance form as shown
below to initiate the request.
Click on Actions for the current step on the Route Map on the performance form to see
:
the options. Select “Get Feedback” as shown below.
In either case, a popup like the one below will display and the manager may search for a
user.
Once the designated feedback provider is selected, the manager may decide to request edits
or comments. Additionally, the manager may opt to add comments to the email that is sent
with the request as shown below.
:
How does the “Get Feedback” provider get notified? As long as the routing document
email notification is enabled, the feedback provider will receive an email similar to the email
shown below.
:
If the email notification is not enabled, the feedback provider will still see at To Do item in
their performance tile on their Home page. Based on the configuration decisions made, once
the form is in their inbox, the feedback provider may add ratings and comments to the
goals, competency and overall performance sections of the form. Upon completion, the
feedback provider submits the form and it goes back into the manager’s inbox to complete
the step.
Can the form be recalled? Yes, it may. While the form is with the feedback provider, the
manager may recall the form. On the Team Overview page, the manager may click on the
Review button to recall the form.
A read-only version of the form will then display and at the bottom of the form, the
manager will see just one button: Recall Feedback
After clicking the “Recall Feedback” button, the editable version of the form will display
and the manager may send the form to someone else for feedback or complete the form and
submit to the next step.
How does the manager “Ask for Feedback”? The manager asks for feedback via the Team
Overview page within Performance. The manager will see all of the launched forms and
may opt to ask for feedback for any or all of their team.
:
As shown below, the manager may request feedback for any launched forms by clicking
“Ask for Feedback”.
“Ask for Feedback” is initiated within Team Overview
A popup will display and the manager may select any internal or external feedback
provider as long as they have a valid email address. The manager may also modify the
default email text before submitting the request as shown below.
:
How does the “Ask for Feedback” provider respond? The feedback provider will receive
an email like the sample shown and will just need to reply back with their comments.
:
Which email notification is used for “Ask for Feedback”? In order to ask for feedback, the
Feedback Request Notification must be enabled as shown below.
Where do the “Ask for Feedback” comments go? The “Ask for Feedback” comments are
available to view in two locations.
Stored within the Supporting Information pod on the performance form.
Pod has indicator to show the number of feedback responses received

This pod also may be configured to hold attachments
Clicking within the pod, the manager will be able to see feedback date, the author and the
comments as shown below.
:
Team Overview. The manager may also track the status of the “Ask for Feedback”
requests on the Team Overview page and view the responses as shown below.
The
manager
may
track
number
of
request
sent and
their
status
:
So now what?
Now that you are familiar with the differences, which type of feedback is best for your
organization?
When to use “Get Feedback”?
Use “Get Feedback” in cases where an employee transferred to a new manager but you
would like the prior manager to provide input to the year-end evaluation.
When you would like someone outside of the roles on the route map to provide ratings
and comments.
:
When you would like ratings and comments on objectives, competencies and the overall
performance of an employee and not just general feedback.
Disadvantages of “Get Feedback”
When a form is sent for feedback, it is not available to the manager for edit. The manager
would have to recall the form or wait for the feedback provider to complete the form.
Form can only be sent to one feedback provider at a time. Once it it out for feedback, it
cannot be sent to another feedback provider until they complete the review or the
manager recalls the form.
“Get Feedback” cannot be used in a collaborative step.
The feedback provider would get an email notification if the document routing
notification is turned on, otherwise they would only see a To Do item on their Home
page.
When the feedback provider submits the form, it goes back to the step where the request
was made. The form cannot be routed on to a different step.
When to use “Ask for Feedback”
When you would like to have feedback from several individuals. Up to 30 requests are
permitted.
When you would like the manager to be able to edit the form while the feedback
responses are pending.
When you do not want the feedback providers to have any visibility to the performance
form.
When you would like to have feedback on the employee that may not be specific to the
goals and competencies found of the performance form.
When you would like to have the option for external feedback.
When you would like to allow feedback over a specific period of time which may span
several steps of the review process.
Disadvantages of “Ask for Feedback”
Once the feedback email request is sent, it cannot be recalled.

Feedback provider has no visibility into what the employee is being evaluated on so the
comments may not necessarily be relevant.
Once comments are provided, they cannot be deleted. The comments will appear in the
Supporting Information pod as well as in Team Overview.
:
Can a form use both types of feedback?
Absolutely! You may decide that you like the benefits of each type of feedback and may
configure the form to handle both. Either way, the manager is getting a more comprehensive
view of the employee which will make the performance evaluation more meaningful.
Susan Traynor Employee Performance Management 2 Comments

February 18, 2019September 28, 2020 5 Minutes
Things to Consider Before Enabling “Ask for

Feedback” on an SAP SuccessFactors
Performance Review Form
Is “Ask for Feedback” right for your organization?
It is if you need a fast, flexible method for gathering performance feedback from those
outside of the formal evaluation process. This feature enables a manager to get a more
comprehensive view of their employees which adds greater perspective and objectivity into
the assessments. With a click of a button, a manager may solicit feedback from anyone that
has a valid email address, both within the organization and externally. As soon as the
recipient replies, the feedback is available for the manager to use within the performance
appraisal in the Supporting Information pod.
:
Things to consider before enabling “Ask for Feedback”
Does your route map have “Start of Review” enabled on the first step? This checkbox
makes Team Overview available for managers and is where “Ask for Feedback” is initiated.
Ask for Feedback on Team Overview
Team Overview is also where the manager tracks the feedback requests: the number of
requests sent, the request recipients and the status of each request.
Do the majority of the organization’s employees have email addresses? Email is the
vehicle used to request and provide feedback so only those with a valid email address may
participate.
:
View of “Ask for Feedback” email to be sent
The feedback provider will not have access to the performance form. Without visibility to
the objectives and competencies that an employee is being evaluated on, the feedback
provider may be providing comments that are not relevant to the evaluation.
“Asking for Feedback” is not limited to the manager role. Any role contained in the route
map with access to Team Overview may be request feedback. Matrix managers, HR
managers, and next level managers that are part of the review process may request feedback
from others as well.
“Asking for Feedback” does not slow down the review process.
When configuring the form, the feedback period is set to determine the timeframe for
sending and receiving feedback requests. This means feedback may be requested in steps
before the form lands in the manager’s inbox. In addition, the manager may make multiple
requests and the form does not get “stuck” in a step until the feedback is received.
Up to 30 internal and/or external feedback requests may be initiated. Each non-employee

role from the route map may send out 30 requests. In addition, feedback may be requested
from the same user multiple times as long as it occurs on separate days. This is helpful later
in the year if the manager would like additional comments from someone that replied
earlier in the process.
:
Once the feedback request is sent, if cannot be recalled. The email goes out instantly,
so exercise caution when selecting feedback providers. If the email request is sent to
someone in error, it can’t be retrieved.
It is not possible to delete any feedback that has been received. Upon submission, all
comments are immediately available on the Team Overview page and within the
Supporting Information pod within the performance form.
View of
feedback
within
Supporting
Information
pod on
performance
form
If feedback is not received, it will not stop the performance form from moving
forward. There simply won’t be any feedback in the Supporting Info pod.
You may decide to allow employees to view the feedback.

Based on your organization, transparency to the feedback may be encouraged. Typically if
employees have access to the feedback, it is during the one-on-one meeting and signature
steps.
:
Feedback is not anonymous. All feedback includes a date stamp and the feedback
provider’s name. If you enable employees to view the feedback on their form, be aware that
they will know who provided the comments.
As you can see, there are not a lot of downsides to configuring this option. “Ask for
Feedback” provides a manager with an additional avenue to gather information in order to
conduct a more thorough performance review without adding complexity to the process.
At a later date, I will illustrate how to configure this feature, so please check back.
Susan Traynor Employee Performance Management 3 Comments

February 18, 2019September 28, 2020 3 Minutes
Performance Reviews: Can’t Live with ’em,

Can’t Operate a Productive Workspace
Without ’em
Companies large and small are recently being asked to forgo employee evaluations. When
industry giants like Adobe, Cigna, Microsoft, and GE give up on performance reviews, it’s
easy to assume that it’s all for the good of the organization, but the evidence is mixed. Why,
suddenly, are organizations passing up performance reviews and what good is it really
doing?
Why ditch the performance review process?
According to the Harvard Business Review (https://hbr.org/2015/09/why-more-and-

more-companies-are-ditching-performance-ratings), by 2015 thirty large companies had
either altered and reduced their performance reviews or had thrown them out altogether for
their combined 1.5 million employees. These companies claimed that performance reviews
were failing. Failing how, though? The four major reasons employers say they have replaced
or removed their performance review process are:
1. Numbers lie: Reviewers are increasingly finding it difficult to quantify work done by
employees, especially when an emphasis is put on team projects – where does one
person’s effort end and where does another person’s effort begin?
2. Cohesion and collaboration: Performance reviews aren’t like grading a test, only a
certain amount of As, Bs, and Cs can be given out. This hurts team cohesion when
:
employees feel they did more work but received a poorer rating than a coworker.
3. Limiting engagement: Annual performance reviews mean that, often, managers only
meet with employees and discuss their progress and performance once a year. Removing
performance reviews, apparently, encourages employers to speak to employees more
often.
4. Honesty and Openness: Both reviewers and reviewees report that they can have a more
open and honest dialogue about tasks and workload when they don’t have to justify a
rating come performance review time.
So, how do ratingless performance reviews

work?
If performance reviews don’t work, then what does?
Consulting firm ETS (https://www.etsplc.com/replacing-performance-ratings-how-

amazon-deloitte-and-google-do-it/) tracked the performance review changes from 6 major
corporations; Accenture, Adobe, Amazon, Deloitte, Google, and Netflix. Each of these
organizations has a specific replacement for traditional performance reviews. In
2015, Accenture (https://www.accenture.com/us-en/company-accenture-ceo-performance-
review) CEO Pierre Nanterme traded performance reviews with a process of “selecting
[and] hiring the best people” and “[to] get people to their very best.”
At Adobe (https://www.adobe.com/check-in/FAQ.html), they’ve replaced performance

reviews with “check-ins (https://www.adobe.com/check-in.html),” where managers are
given a budget, salary range and where each employee’s compensation sits within that
range. Based on this information, managers make recommendations in a “pay-for-
performance” philosophy.
Deloitte utilizes a performance snapshot

(https://www2.deloitte.com/us/en/pages/finance/articles/cfo-insights-performance-
management-process-strategy.html) which asks four yes or no questions about an
employee’s performance at the completion of every project (around 4 times every year).
According to the firm, this process saves over two million hours that would have been spent
on rating performance. Where Deloitte’s goal is efficiency, Amazon focuses on data-driven
results. Amazon has faced criticism for both its Anytime Feedback Tool
(https://www.businessinsider.com/amazon-employees-reportedly-slam-each-other-
through-this-internal-review-tool-2015-8) and its Organization Level Reviews
(https://www.geekwire.com/2016/amazon-radically-simplify-employee-reviews-
changing-controversial-program-amid-huge-growth/) which created an environment of
negativity and where one poor performance review could lead to firing.
:
Google (https://worklogixblog.files.wordpress.com/2018/08/b3318-google.pdf) and
Netflix (https://jobs.netflix.com/culture) have championed the 360 peer review process.
Google asks its employees to evaluate their coworkers semi-annually. These reviews ask
employees to tell their coworkers “…one thing the reviewee should do more of and one
thing that they could do in a different way.” These reports go anonymously to the reviewee
and their manager.
Netflix however, has no guidelines as to how to review the employee, nor has anonymity to
the reviews. Netflix utilizes a “keeper test” wherein they ask their management, if a member
of their team were leaving, would the manager try hard to keep the employee? If the answer
is no, the employee is cut.
What is the global perspective of performance

reviews?
While American companies have thrown the metaphorical baby out with the bathwater in
ditching performance reviews, abroad, companies have yet to adopt these radical changes.
While each organization has their own evaluation system, most European-based companies
(https://www.slideshare.net/ForeignStaffing/employee-performance-reviews-in-23-
countries) are sticking to the traditional approach. One exception, SAP
(http://fortune.com/2016/08/12/sap-ends-performance-reviews/), comes at the cross-
hairs of European and American influence. Since 2014, the German-based HR giant has been
under the guidance of American CEO Bill McDermott. In 2016, McDermott announced that
SAP would be scrapping their annual performance reviews. SAP’s shift is not just internal,
however. Senior Vice President of Human Resources for SAP Wolfgang Fassnacht
announced in February of 2016 that SAP would continue to market their traditional
performance assessment software as well as a new “continuous performance management”
software for those companies seeking to modernize their performance review process.
Are performance reviews here to stay?
Overhauling the performance appraisal process may aid in improving efficiency, team
cohesion or even employee satisfaction, but these replacements have their own issues,
including, in many cases, how to award compensation. Other cases, like the Netflix and the
Accenture models, are unsustainable in their philosophies: just hire the right people or just
remove employees who in any way underperform.
:
It’s easy to forget, too, that as much employers and managers rely on performance reviews,
employees also benefit from these processes. In a case study of pharmaceutical company Eli
Lilly, HR.com (https://www.hr.com/en?
t=/network/event/attachment.supply&fileID=1464633654696) host Edie Goldberg found
that employees who received high marks on their performance assessment felt, on average
70% more engaged with the company over the next year than employees who received low
marks on their performance assessment. And in a survey conducted by CEB, now Gartner
(https://www.gartner.com/smarterwithgartner/corporate-hr-removing-performance-
ratings-is-unlikely-to-improve-performance/), found that:
“…employee performance drops by around 10% when ratings are removed, and less than 5% of
managers can effectively manage employees without them.”
Performance review ratings will always be tricky, no matter how they are approached, but
managers, employees, and companies rely on the ability to track performance and progress.
Determining how to best go about designing an approach to performance assessment
requires introspection, not only on what information is expected to come from evaluating
the individuals, but also from evaluating the organization, as a whole. In the end it all comes
down to the simple fact that employees are incapable of meeting, or exceeding, expectations,
if management does not themselves know what those goals are.
(http://www.worklogix.com)
Worklogix (http://www.worklogix.com) partners

with clients to plan, configure, develop and
integrate HR products and custom applications. We have assembled a global team with years of
experience implementing HCM solutions. Our team is dedicated to understanding your business
challenges, helping you leverage your technology and implement solutions that deliver results.
Sources:
Adobe. (n.d.) Adobe Check-In. Accessed August 16 2018. http://www.adobe.com/check-
in.html (http://www.adobe.com/check-in.html). [Accessed 15 Aug 2018]
“Culture At Netflix | Netflix Jobs”. 2018. Jobs.Netflix.Com. Accessed August 16 2018.
jobs.netflix.com/culture.
Cunningham, L. (2015). Accenture CEO explains why he’s overhauling performance reviews.
Accenture.com. Available at: http://www.accenture.com/us-en/company-accenture-ceo-
performance-review (http://www.accenture.com/us-en/company-accenture-ceo-
performance-review) [Accessed 15 Aug. 2018].
de Mello, F. (2016). Case Study: How Google does Performance Reviews.
Squarespace.com. Available at: https://worklogixblog.files.wordpress.com/2018/08/b3318-
:
google.pdf (https://worklogixblog.files.wordpress.com/2018/08/b3318-google.pdf)
[Accessed 16 Aug. 2018].
ETS. (n.d.). Replacing performance ratings… How Amazon, Deloitte and Google do it.
Available at: http://www.etsplc.com/replacing-performance-ratings-how-amazon-deloitte-
and-google-do-it/ (http://www.etsplc.com/replacing-performance-ratings-how-amazon-
deloitte-and-google-do-it/) [Accessed 15 Aug. 2018].
“Employee Performance Reviews In 23 Countries”. 2016. Slideshare.Net. Accessed August
17 2018. http://www.slideshare.net/ForeignStaﬃng/employee-performance-reviews-in-23-
countries (http://www.slideshare.net/ForeignStaﬃng/employee-performance-reviews-in-23-
countries).
Fortune. (2016). SAP, Maker of Performance Review Software, Ditches Performance
Reviews. Available at: http://fortune.com/2016/08/12/sap-ends-performance-reviews/
(http://fortune.com/2016/08/12/sap-ends-performance-reviews/) [Accessed 16 Aug. 2018].
Goldberg, E. (n.d.). Continuous Employee Performance Management. HR.com. Available at:
http://www.hr.com/en?t=/network/event/attachment.supply&fileID=1464633654696
(http://www.hr.com/en?t=/network/event/attachment.supply&fileID=1464633654696)
[Accessed 17 Aug. 2018].
Rock, D. and Jones, B. (2015). Why More and More Companies Are Ditching Performance
Ratings. Harvard Business Review. Available at: https://hbr.org/2015/09/why-more-and-
more-companies-are-ditching-performance-ratings (https://hbr.org/2015/09/why-more-
and-more-companies-are-ditching-performance-ratings) [Accessed 15 Aug. 2018].
Sloan, N. (n.d.). Performance management: Does your process serve your strategy?.
Deloitte United States. Available at:
http://www2.deloitte.com/us/en/pages/finance/articles/cfo-insights-performance-
management-process-strategy.html
(http://www2.deloitte.com/us/en/pages/finance/articles/cfo-insights-performance-
management-process-strategy.html) [Accessed 16 Aug. 2018]
Soper, Taylor. 2016. Amazon To ‘Radically’ Simplify Employee Reviews, Changing
Controversial Program Amid Huge Growth. Geekwire. Accessed August 16 2018.
http://www.geekwire.com/2016/amazon-radically-simplify-employee-reviews-changing-
controversial-program-amid-huge-growth/ (http://www.geekwire.com/2016/amazon-
radically-simplify-employee-reviews-changing-controversial-program-amid-huge-growth/).
Stone, M. (2015). Amazon employees reportedly slam each other through this internal
review tool. Business Insider. Available at: http://www.businessinsider.com/amazon-
employees-reportedly-slam-each-other-through-this-internal-review-tool-2015-8
(http://www.businessinsider.com/amazon-employees-reportedly-slam-each-other-through-
this-internal-review-tool-2015-8) [Accessed 15 Aug. 2018].
Wiles, Jackie. 2018. “The Real Impact On Employees Of Removing Performance
Ratings”. Gartner.Com. Accessed August 17 2018.
http://www.gartner.com/smarterwithgartner/corporate-hr-removing-performance-ratings-is-
unlikely-to-improve-performance/ (http://www.gartner.com/smarterwithgartner/corporate-
hr-removing-performance-ratings-is-unlikely-to-improve-performance/).
Hannah Engber Employee Performance Management 1 Comment

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Worklogix Blog

Welcome to Worklogix's blog site

Tag: Performance Management

What’s New in the 1H 2021 SAP

What’s New for 360 Forms – Fiori Version

Add Approvers in 360 Reviews

Approvers may now be added in the Modify stage.

Employee Division Department Location Action

Development Goal Section Available in 360 Reviews

Display a Data Table for a Chart

Display External Users in Search Results When Adding

EZ Rater Available in 360 Reviews

More Form Actions Available in 360 Reviews

Print Preview Available in 360 Reviews

Section Descriptions Fully Displayed by Default

There are 5 universal updates for PM forms.

Customized Weighted Rating Supported in Import Overall

Customized Weighted Rating

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

New OData V2 API Entity

There is a new OData V2 API Entity: FormCustomizedWeightedRatingSection. It can be

Target Population in Role-Based Permissions for Import

Select a role in Manage Permission Roles. Go to Permission>Administrator Permissions>Manage

What’s New in Continuous Performance

Susan Traynor Employee Performance Management, Performance Management,

SAP SuccessFactors 2H 2021 What’s New in

Highlights are identified by module and the type of change.

Provisioning Opt-In and Opt-Out require a Partner or Product Support request

General Availability – Universal Updates

General Availability – Admin Opt-Ins

PM Related Updates “For You Today” Section of the Latest Home

The tasks are:

“Review Employee Performance” task available for managers

General Availability – Universal Updates

View, download, and transport Goal Management configurations

Upon completion, the configuration bundles is downloaded in ZIP format. Configuration

Latest Goal Management

Now supported in the latest version of Goal Management:

Beta Goal Import

Now available in the latest version of Goal Management:

Early Adopters – Universal Updates

Mass Import Personal Goals in Latest Goal Management

Change Goal Plan States in Latest Goal Management

Enhanced People Selector in Latest Goal Management

An example of the people selector in a goal plan is shown below.

General Availability – Universal Updates

View, download, and transport 360 Reviews configurations using

Add External Participants When Users Have No Search Permissions

An example is shown below.

General Availability – Admin Opt-Ins

360 Reviews Tasks on the Latest Home Page

“Complete 360 Evaluation task” available for managers

For You Today Card for 360

General Availability – Universal Updates

There is a universal update for a calibration session.

Set max rating change span

In “Manage Calibration Templates”, if your data source is “Performance”, it is now possible

Shown below is the Calibration Template “Advanced Settings” tab.

General Availability – Admin Opt-Ins

New Qualtrics Survey for Continuous Performance Management

It is possible to integrate Qualtrics surveys with Continuous Performance Management.

To use this feature:

CPM must be enabled