SAP SuccessFactors Career

Development Planning & Mentoring

Project Team Orientation (PTO)
HR845
Q1 2019
About this Guide

Welcome to the Project Team Orientation for SAP SuccessFactors Career Development Planning &
Mentoring.

The overall goal for this guide is to provide a knowledge transfer on the core out-of-the box
functionality of SAP SuccessFactors Career Development Planning. This will enable you to gain a
high-level understanding of the concepts and capabilities of the software.

Using this guide, you will learn about key elements of the SAP SuccessFactors Career Development
Planning & Mentoring module and make decisions about how you will use the module so that your
organization can work with SAP SuccessFactors Professional Services consultants in planning and
implementing an effective configuration.

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Topics

 Career Development Planning & Mentoring Overview

 Development Plan v12
 Career Worksheet v12
 Career Path v2
 Mentoring
 Integration and Data Privacy Information

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Innovation Alert: Career Development Planning Tools

Career Development Planning offers a number of new UI versions. These are in line with the overall SAP
SuccessFactors UI Design and are recommended for use for all customers now. Therefore, for the following
screens / features have received innovations:
 Development Plan v11  Career path v1
 Career Worksheet v11

Innovation Alert

As of Q2 2019, the migration of the career development Planning tools of the Career Worksheet v11 and
Development Plan v11 will begin and automatically update the new v12 UI versions for all those customers
who have not yet enabled the versions themselves. Career Path v1 has no date set at this time. This is a
change from the original date of Q1 2019.

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Career Development Planning
& Mentoring Overview
Career Development Planning & Mentoring Overview

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 within the Career Worksheet
 Researching the skills and competencies needed to perform in those roles

Corrective Remedies
 Closing competency gaps with time-bound development plans
 Protecting sensitive goals by indicating as private

Flagging Talent in Succession

 Linking to development plans and learning activities from the SOCv12
 Reviewing preferred next moves and top-rated competencies during planning
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Career Development Planning & Mentoring Overview

Career Development Planning &

Mentoring, also seen as Development
from the Navigation dropdown, offers
employees the opportunity to engage in
development goals, competencies,
learning activities, future roles, career
paths, or mentoring.

The tools within this area vary based on

template permissions and role-based
permissions.

Each tool uniquely assist hiring managers

and human resources in noting an
employee’s progress and ambitions.

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Career Development Planning & Mentoring Tools

The latest Career Development Planning &

Mentoring tools have a user-friendly features,
such as:
 Development Plan v12
 Learning Activities
 Career Worksheet v12
 Career Path v2
 Mentoring

As we progress, each feature will be further

detailed. Please note that the screenshots
may vary based on whether your instance is
integrated to Employee Central, Job Profile
Builder or our Learning Management System.

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Development Plan v12
The Development Plan v12

The Development Plan v12 appears on a dedicated page. Employees engage in creating development goals for
current or future roles. Managers and HR practitioners benefit from the ability to view private or public goals with
or without learning activities. These goals may also display in the Career Worksheet or Succession.

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Learning Activities for Development Goals

Development goals can be composed of several

fields. The most frequently used are as follows:
 Name
 Measure of success
 Status
 Start and due date
 Competencies

Development goals can also have one or more

learning activities associated to them. They can be
added directly from the development plan with the
proper configuration.

These activities may also come from the catalog or

users can add custom learning activities.

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Competencies in the Development Goals

You can link development goals to one or more

competencies that the employee is trying to develop.

The competency field can list competencies in a

variety of way:
 By role
 By libraries
 By categories
 By form

There is a configuration option to require users to

choose one single competency preventing the
selection of multiple competencies. In this case,
there is a dropdown list instead of checkboxes.

Optionally, you can use a link called “Add Competencies,” and the users will be able to add additional
competencies
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Development Goals in the Succession Org Chart of Succession Management

With a full implementations of Career Development Planning and

Succession Management, the development goals can display inside
of the Succession Org Chart v12 when adding a potential successor.

If the employee does not have any development goals within the
development goal plan of CDP, then the Development goals section
will appear empty.

If you would like to see this information relay into the Succession
module, you should consult during your CDP implementation. If you
do not have the development plan template permissioned and set up
correctly, you will not see this information populate.

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Adding Learning Activities from the Succession Org Chart

In addition, you may add a

learning activity within the
Succession Org Chart v12 by
clicking “Add Development
Goals” button. However, the
learning activity template
must originate in the Career
Development Planning
module and be properly
configured.

Be sure to ask about the

different types of learning
activities, the use of a
learning catalog and an
integration to the SAP
SuccessFactors Learning
Management System.
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Decisions Checklist
(Refer to the list of Decisions you made in this section)

What roles need to view the development plan with What goal statuses and colors would you like?
Career Development Planning? In Succession?

What fields do you want to include in the development Would you like to utilize the learning activities?
plan?

Do you want to associate competencies with Do you plan to integrate the SAP SuccessFactors
development goals? Learning Management System?

Would you like to have a maximum or minimum Would you like to replace the button text?
number of goals?

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Career Worksheet v12
Career Worksheet v12

The Career Worksheet allows employees to select

from suggested roles to add the roles along with the
defined competencies to the Job Roles I’m
Considering. With these actions, employees can work
towards role specific competencies and create a
roadmap to reach future career aspirations.

This functionality requires configuration for the

competencies, families and roles, expected ratings and
the role readiness form.

With proper configuration and ratings, you can easily

compare the last rating (in blue) with the expected
rating (in green). You can also add, edit, and remove
development goals as well as learning activities
directly from the Career Worksheet. This will be
reflected in the development plan automatically.

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Career Worksheet v12: Suggested Roles

Adding a future role to the Career Worksheet is

a simple search within Suggested Roles and
click on the plus sign.

Criteria defined in the Admin Center settings

populate competency-based roles which reduce
the need for employees to look for jobs that
strictly match profiles.

The Suggested Roles tab is also controlled with

role-based permissions if you would like to limit
access to this area.

When Job Profile Builder is used, you may see

additional information within the area.

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Career Worksheet: Role-Readiness Meter

The Role-readiness meter is a feature

which resembles a thermometer.

The Role-Readiness meter

automatically calculates the
percentage of competencies met or
completed divided by the total number
of competencies assigned to the role in
families and roles or job profile builder.
Then, the system generates a
percentage based on the math of a
simple fraction.

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Career Worksheet: Competency Gap Graph

The Career Worksheet has the ability to

populate a graph depicting the gap
between a competency rating and the
expected rating. Or, if the last rating
exceeds the expect, the competency has
been “met.”

The rating indicated by the blue bar

typically comes an employee self-
assessment form called the role-readiness
form. The role readiness form is a
modified Performance or 360 form.

The vertical black bar (set at 3 in this image) is determined by using the Expected Rating from Families & Roles
or Job Profile Builder depending on the system you use. You must have both the expected rating and the last
rating from the role readiness form in order to have fully functional gap graph.

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Career Worksheet: Role Readiness Form

Sometimes, the competency

is not met because it has not
been evaluated. This is the
case in this screen shot for the
competency Budget/Cost
Control for no graph is
displayed.

With the correct permissions,

employees can launch the role
readiness form from the
career worksheet by clicking
the Evaluate your readiness
link. Once this action is taken,
the employee is able to rate
individual competencies for
the role being considered.

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Career Worksheet: Preferred Next Move

The employees have the option to

display future roles within the blocks of
people profile. This feature is often
referred to as Preferred Next Move.

By checking the box in the Career

Worksheet labeled Make public in Live
Profile, the system will autopopulate the
role name. In addition, these roles are
visible in Succession Talent Card with
proper configuration.

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Suggested Successors in Succession Management

With proper data and permissions in Career

Development Planning, the suggested
successors feature will appear on the
Succession Org Chart v12 when clicking the
Add Successor button. The competencies
assigned to the role associated with the
position are compared to the competencies of
users in the system.

Then the readiness is calculated by dividing the

number of role-competencies on which a user
has been rated by the total number of
competencies assigned to that role. The users
with the 10 highest readiness ratings are then
listed as suggested successors for the position.

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Decisions Checklist
(Refer to the list of Decisions you made in this section)

What roles should be permissioned to utilize the Do you currently utilize SAP SuccessFactors
career worksheet? All employees or specific roles? Performance Management or 360? This question is
relevant for the role readiness form is typically a
modified PM or 360 form.

Do you currently map competencies to job roles using

Do you currently weight or capture the expected
legacy families and roles or job profile builder?
rating of role competencies?

Do you want all of your employees to see the Do you currently use Succession Management or
Suggested Roles tab? What settings in Admin Center intend to use it in the future? Would you like the
best define your criteria for Suggested Roles? ability to see the development plan, learning
activities, competencies, or preferred next move
within the succession tools?

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Career Path v2
Career Path v2

The Career Path v2 displays information about

the expected path for a position or various
positions.

Administrators or other assigned roles (HR

managers, for example) are responsible for
creating or managing Career Paths.
Employees simply utilize the paths as visual
next steps in career progression or transition.

Career Path v2 enables the creation of unique

and complex organizational career paths. HR
managers or other assigned roles can create
multiple new career paths, associate them to a
given role, and restrict access as needed
throughout the organization.

This feature also utilizes the Metadata

Framework and Role-Based Permissions.
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Configuration Options of Career Path v2

Decisions within Career Path v2 include the creation of the

object, design, and configuration of the node.

The first screenshot includes the options for creating a path

and ways to manually modify or edit the roles.

The second screenshot shows a career path with three role

nodes. Each node displays the following unless the
configuration is modified:
 Number of competencies needed for taking the job role
 Number of skills needed for taking the job role
 Number of people holding this role
 Number of Talent Pools
 Job Family
 Job Code

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View Career Paths in Career Worksheet

If end users select a role from the Career

Worksheet that is included in a career path,
they will be able to click a link to open the
career path.

When end users review the career path, they

will see a star for roles that are already
selected in the career worksheet.

If the role is included in multiple

career paths, the employee is
able to select the options via
the dropdown.

Clicking on the name of the

role will display additional
information to the employee.
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Decisions Checklist
(Refer to the list of Decisions you made in this section)

Are career paths defined for your organization? Who will decide how the career path will be
implemented? What roles will create paths?

Do you have job descriptions, competencies, and What information would you like to display on the
number of people in each role tracked? Are you using role node?
job profile builder or position management with
Employee Central?

Do you intend to manually create the career paths or What fields would you like captured in the career
import them into the system? path object?

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Mentoring
Mentoring

Mentoring is partnering with a more

experienced colleague to enhance
knowledge, skills, and self-awareness in
a certain area. Often, this critical
knowledge is not captured in formal
documentation but passed down in
person.

Within the Admin Center, you can utilize

the program wizard to identify details,
determine mentor and mentee groups,
and set timelines for each individual
program. Mentors and mentees match
based on the specific program selected.

Three program options currently exist

based your organizations flexibility or
structure level: Supervised,
Unsupervised, or Open Enrollment.
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Building a New Mentoring Program

Depending on the program selected, the

wizard may vary. With a supervised
program, program owners or
administrators have the option to define
the mentoring program details (program
name and description, owner, dates, etc.),
select the mentors and the mentees,
define the criteria for the sign up form and
review the summary. You may also add
translations or localization as needed by
clicking on the globe icon.

For Open Enrollment programs, there is

no need to select the mentors and
mentees. By default, all employees will be
invited to participate but there will be an
option to limit the participation by selecting
a target group.

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Administrator Matching Experience for Supervised Programs

Administrators will have the ability

to view all the matches of the
mentors and mentees. Based on
the quality of the matches,
administrators will be able to make
changes and create new
assignments. This is only applicable
to supervised programs.

Any match can be modified so long

as it respects the maximum number
of mentors per mentee and the
maximum number of mentees per
mentor defined at the program
level.

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Building a New Mentoring Program – Sign Up Form

The sign-up form is where administrators can define questions that will be visible when mentees and mentors sign
up. Available criteria like department, job family, or competency depends on your data model. Custom picklists
can also be added. Free text answers are supported but not included in matching criteria. And you can add
audience related questions which display to mentor or mentee. The email template and translations are captured
here as well.

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Building a New Mentoring Program – Summary Form

The summary page simply

summarizes the previous choices
in the wizard and presents the
data for review.

If you would like to save the

information to edit at a later date,
this option is available.

However, be aware that once you

launch the program it is difficult to
withdraw it. The program can be
completed and archived but not
easily deleted.

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Open Enrollment Mentoring Programs

As mentioned, open enrollment mentoring programs do not have strict dates, they are open to all or a subset of
the company. Users can be mentors, mentees or both at the same time. This option allow customers to keep
mentoring programs open at all times and allow self-registration.

With mentor self-registration, we may want to make

sure that mentors are well-qualified for the role.

There are two options to validate mentors for open

enrollment mentoring programs:

1. The administrator can review an

uploaded documentation. The
administrator has the option to
provide instructions about the
documents mentors have to
submit to support their
application.
2. The manager can approve

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Mentors and Mentees Experience

Within a Mentoring Program, the experience of the user

varies based on the defined role of Mentor or Mentee. To
begin, navigate to Development and select Mentoring. If
the Mentoring option does not exist, check to see if the
employee has the access permission to Mentoring.

Each program launch may vary based on the type of

program. For example, open enrollment programs land in
the Open Enrollment tab until one signs up to be a
mentee or mentor. After the initial sign up, the program
moves to the section entitled My Mentoring Program.

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Mentors and Mentees Experience

When signing up, the employee may be invited to be a mentor within a specific mentoring program like a
supervised program. Or, all employees may become participants unless you designate specific groups as in open
enrollment programs. As the questions are completed by both parties, matches occur and requests are sent to the
mentors for acceptance. Based on the criteria settings for each program, you may even have multiple mentors to
one mentee.

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Mentors and Mentees Experience

Using the sign-up wizard, the employee

may choose preferences like department,
job family, and competencies. This offers
the opportunity to match with others based
on interests, location or criteria originally
set up in the Admin Center.

Generally, matching occurs with mentors

and mentees based on the answers of
dropdown questions. However, when
using a supervised program, the program
administrator matches the mentors and
mentees in the Admin Center.

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Search and Display Behaviors in Program Overview Pages
On the Mentors or Mentees tabs of administrator program overview page, the display is limited to a list of 200
users. In order to assure that any user can be displayed, you can search for users by their user name or full name.

On the Matches tab, the results page of total matched pairs or unmatched users displays only up to 200 or 500
results, respectively. No results will be displayed if the number of matched pairs is between 200 and 1000, or the
number of unmatched users is between 500 and 2000. However, it is possible to refine your search criteria to
narrow down the search results.

In addition, if there are more than 1000 total matches or 2000 total unmatched users, neither display nor search
will be available.

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Mentee Sign-up and Matching

The mentee sign-up experience begins with information about the

program and preferences.

In the preferences, the mentee can do the following:

 Choose the departments, job family, and competencies of
greatest interest
 Select a preferred mentor and complete sign up

For unsupervised programs, preferred mentors receive a match

request.

For supervised programs, the preferred mentors are promoted by

the matching algorithm.

At the bottom of the page, the mentee could also seek out and
request a mentor who is not on the recommended list.
Simply use the search feature to find or
select a different person as your mentor.
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Reviewing New Mentee Requests

When a mentee matches or requests a potential mentor, this potential mentor will receive an e-mail notification
and may view the mentoring preferences including free text answers within the system. Then, the mentor can
choose to accept or decline the new mentee request.

If declining the new mentee request, a comment or reason is documented. When accepting the new mentee
request, mentors are matched to the mentee until one of them ends the relationship or the mentoring program
ends.

Mentors in open enrollment or unsupervised programs can receive up to 20 new mentee requests at a time based
on configuration
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Mentors and Mentees Preferences and Activities
Mentors and Mentees can easily edit their matching preferences. To capture activities, simply click the plus sign
to add information. Mentoring also integrates with Jam for further discussion around activities and questions.

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Decisions Checklist
(Refer to the list of Decisions you made in this section)

Do you want to use mentoring for all your employees or specific groups?

Do have specific mentoring programs you would like to automate?

Would you like a formal or informal structure or both?

Have you already identified mentors or would like for the mentor to self-identify?

Would you like to use custom picklists? Text Replacement?

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Next Steps

Use the space below to capture information about next steps and any additional questions you want to be sure to
remember to ask your SAP SuccessFactors Professional Services Consultant.

Key Dates:

Contact Information:

Questions:

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Integration and Data Privacy Information
Data Protection and Privacy Features

With recent releases, several new data protection and privacy features have been made available to our
customers and some existing features have been enhanced.

The data protection and privacy features include, for instance, the ability to report on personal data changes and
the capacity to report on all the data subject’s personal data available in the application. Customers will also have
options to configure data retention rules at country level for active and inactive employees that will permanently
purge personal data from SAP SuccessFactors applications.

It is the customer’s responsibility to adopt the features that they deem appropriate. More information can be found
on the SAP Help Portal: http://help.sap.com/cloud4hr

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Additional Resources

For more information about SAP SuccessFactors, refer to these resources:

Company Website https://www.successfactors.com

Customer Community https://community.successfactors.com

HCM Suite Help Portal https://help.sap.com/cloud4hr

Training Webshop https://training.sap.com

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© 2019 SAP SE or an SAP affiliate company. All rights reserved.
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In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
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