Succession and Career Development Release Details Q1 Q4 · Q2 2016 SuccessFactors Succession and Development. Enhanced People Profile Portlets ... Q3 2016 SuccessFactors Succession

Succession and Career Development Release Details

Q1 – Q4

Q1 2016 SuccessFactors Succession and Development

Succession: Enhancements in Talent Search v2

A number of enhancements within Talent Search v2 have been enabled:

• Cascading Picklists: it is now possible to configure depending picklists, which are considered in the Talent Search v2 UI: values in the dependent picklist are shown filtered based on the value of the parent picklist.

• More flexible combination of language and education criteria: for frequently combined search criteria “Language” and “Education”, users can now choose various search criteria with different attributes and combine them flexibly as OR or AND search criteria.

• Display match percentage for keyword hits accurately: when users search with keywords, the match percentage is now shown even more accurately in the hit list.

Enhancements in Talent Search v2 –Screenshot

Succession: Enhancements in Succession Org Chart (SOC) v12

A number of enhancements within Succession OrgChart (SOC) v12 have been enabled:

• Legend for the Talent Flags on SOC v12: “View” options list now contains respective icons representing the field within the SOC cards.

• Navigate to “Assess Readiness” from successor card: within the main menu of the successor card, users can now navigate to the “Assess Readiness” forms provided in PM v11 and PM v12 / v12A.

• Legacy job description of new Job Profile is now displayed from SOC.

Legend in Org Chart

Option to navigate to “Evaluate Readiness“ form

Option to navigate to “Evaluate Readiness“ form

Legacy job description and new Job Profile

Intelligent Services for Succession Planning

Use Case 1

An employee who is a successor leaves the organization (event „Employee Termination“). Adaptations may need to be made in Succession Planning. The responsible succession planner now receives a notification in his Notifications tray.

Intelligent Services for Succession Planning

Use Case 2 An employee who is a successor goes on leave of absence (event „Employee Time Off”). The succession planner may need to make adaptations, e.g. if the person was nominated as emergency successor and would thus not be available short-term. If leave of absence (Employee Time Off) is recorded for a successor, the responsible succession planner receives a notification in his Notifications tray.

Q2 2016 SuccessFactors Succession and Development

Enhanced People Profile Portlets

With this enhancement, you can display talent pool assignments in the Succession and Nomination portlets of the new People Profile and navigate to the talent pool. You can also now see color-coded readiness level and ranking information in these portlets.

Nomination History & Ranking Label added

The “nomination history” dialog is now available in Succession Organizational Chart v12. This is the same feature as was available in previous UI versions.

“Nominate” dialog enabled for legacy-position

Talent Search v2 now supports nomination dialog, even if you are using the legacy position-based nomination.

Auto-remove successor once he/she turns into incumbent

Once an employee becomes a successor, you can automatically have his/her name removed from the successor nomination list in Succession Planning. Currently, it works on legacy-position based nomination only.

Q3 2016

SuccessFactors Succession and Development

Succession Planning V12 UI Maturity UI consistency and consumer-grade look and feel has been an important theme over the last releases, also for Succession Planning. The most frequently used sub-modules within Succession Planning are now available on V12 UI version.

Performance and Potential Matrix

Succession Planning V12 UI Maturity

•Click anywhere in a cell’s background area to enlarge it •Click again to reduce the cell to original size

Matrix View


Show portrait, name and configured attribute icons.

Show only names and configured attribute icons.

Show only portraits.


Click on an employee’s mini-card in a cell to bring up the Talent Card .

User can select to display or hide further attributes.


Shows all employees whose performance or potential rating is “unrated” or “too new to rate”.

Opens print preview of all content of all cells.

Succession Org Chart



You can now add external candidates--from the Recruiting Management module--as successors in Succession Org Chart v12.


Talent Search •So far, users can only export up to 20 results into an offline file such as XLS. This handling was chosen to have a good end-user experience as regards performance. •Now, users can also download more than 20 results, but the file will be created as Scheduled Job. •In a popup users define the name of the file and which fields to include in the export.

Succession Talent Pools

View Talent Pool nominations •When this permission is active, users will see nominations within talent pools. If this is inactive, users can see the Talent Pools but not the nominations within the the Talent Pools.

Add / edit / delete Talent Pool nominations •Provides permission to add, edit and delete nominations to Talent Pools. •“View talent pool nominations” is prerequisite for this permission

Career Worksheet UI Refresh

UI Refresh of the Career Worksheet main page aligned with SAP FIORI design language.

Q4 2016

SuccessFactors Succession and Development

Succession Matrix Grids V12

Performance and Potential Matrix


Talent Card contains Performance Trend info


URL configuration now available

•Customers can configure URLs to point to a customer-specific help page. •Is not shown within cell (as in previous UI version), but one link per matrix screen only.

Career Development Planning

Mentoring Solution Mentoring supports the creation and administration of mentoring programs, with automated recommendations & matching.


•Admins can create new programs and see programs in various stages. •Cards indicate stage of program, number of mentors/mentees signed up, etc. •Blue action button updates to show admin next step.


Create Program Wizard Most important on the Program Details Page is the choice of Supervised (admin-driven) or Unsupervised (mentee requests match, mentor approves) matching. •Name, Description & key dates •Program Owners, who can administer but not create programs •Program image •Maximum mentees/mentor thresholds can be set.


Add mentors & mentees Admins can add people by name or by employee group. After a group is added, individuals can be added or removed as well. Note that when a group is added, only the members of the group on that day are added to the program, and any new members of the group will not be added.


Matching criteria Admins choose fields based on the data model for their company, such as location, department, and skill or competency. The matching algorithm is optimized to find mentees the best matches for their preferences. Admins choose the question wording. They can use the email template link to edit the invitation emails.


Users navigate from the home page to Mentoring, which is found under Development. For each program a user is invited to, a page will either allow them to sign up, or if they are already signed up, display details, including matched mentor/mentee.


Mentee sign up experience Mentee sign up is very similar, but includes recommended mentors and the option to choose a preferred mentor—a choice that either improves the match score in the matching algorithm (Supervised matching), or sends a request directly to the mentor (Unsupervised matching).


Mentee sign up experience As the mentee makes choices, a list of recommended mentors is filtered down to those who match their choices best. Users make selections, then choose a preferred mentor and complete sign up. At the bottom of the page, users could seek out and request a mentor who is not on the recommended list.


Admin Matching Experience On the Admin Matching page, Admins can see that all mentors and mentees are matched, and can look at the matches to check their quality. She sees that a couple of matches are “average,” which means they are in the bottom 50% by quality. For Supervised matching programs, admins can change the matches, either removing a match or assigning a new mentor.

thank you..

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Succession and Career Development Release Details Q1 Q4 · Q2 2016 SuccessFactors Succession and Development. Enhanced People Profile Portlets ... Q3 2016 SuccessFactors Succession