TO SAP SuccessFactors) SAP SuccessFactors Employee Central Technical and Functional Specifications CUSTOMER ET run simpieSAP SuccessFactors ) TABLE OF CONTENTS KEY FEATURES AND FUNCTIONALITIES HR TRANSACTIONS INCLUDING CHANGES AND TRANSFERS NEW HIRES AND ONBOARDING. CONTINGENT WORKFORCE MANAGEMENT. POSITION MANAGEMENT, GLOBAL BENEFITS APPRENTICE MANAGEMENT. TIME OFF. REPORTING, COMPLIANCE AND AUDITING.. INFOPORTER MIGRATION TOOL. INTEGRATION & EXTENSIBILITY. 10 MOBILE 4 ‘TRADEMARK INFORMATION. DISCLAIMER, 12 ‘www.sap.com/eontactsapThis specifications document describes key features and functionalities of SAP SuccessFactors Employee Central, as of the Q4 2020 Release. KEY FEATURES AND FUNCTIONALITIES * HR Transactions including Changes and Transfers New Hires and Onboarding Contingent Workforce Management Position Management Global Benefits Apprentice Management Time Off Reporting, Compliance and Auditing Infoporter Migration Too! Integration & Extensibility Mobile HR TRANSACTIONS INCLUDING CHANGES AND TRANSFERS Effective-Dated Transactions Process future-dated and for retroactive HR transactions, report Using effective datos and prodefinad periods in time, and provide cffective-dated transactions with full history for employee records and valid table values. Sell-Service Users can access and update information for which they have permissions. They can update personal data, update bank information, and access pre-integrated payroll and benefits portals. Managers can initiate and execute many types of changes for anyone on their team: promotion, relocation, termination, bonus, salary change, and so on, Workflow Automation ‘Automate workflows and track transactions through the lifecycle from initiation to execution, including triggering, routing, and historical tracking. You can create and manage as many levels of approvals as needed for selected transactions. You can set permissions to allow for automated or manual delegation of ‘workflows and have stalled workflows escalated, Workflows can be sorted, fitered, and mass approvals are supported. Basic Organizational Chart HR professionals, managers and employees can use a basic org chat to understand reporting relationships. You can find people in your organization and discover more about them using the ‘employee quickcard. You can also view information about a person's alternate managers, either direct or maix. In addition, the position organization chart provides a graphical representation of positions in your organization, who occupies them, and how they relate to other positions, whether those are higher-level positions, lower-level positions, or peer positions. You can also create positions and postion requisitions there.Company Structure Overview Customer can visualize one or more ofits organizational structures (business unit, division, department, cost center, and so on) and their relationships to one another. Alerts & Notifications Set up To-Do alerts and email notifications to be sent when a Certain period approaches its end to remind the user to take action. For example, you can define that the HR Admin is notified 10 days before an employee's contract ends. Mass Changes Change job information andlor job relationships for any user defined selection of employees to efficiently execute organizational changes of manager reassignments affecting large numbers of ‘employees. You can also sel this to cascade down to existing employees, ‘Track Employee Status Track whether employees are active, on leave, or terminated ‘Track Employee Transfer Information ‘Track employee transfer information, including reason for transfer, transfer date, transfer to and from departments, transfer from one company to anather, and transfer supervisor. Track Specific Change or Transfer Dates For each employee, track dates of hire, rehire, seniority, adjusted service, anniversary, effectiveness of union code, transfer, termination, retirement, and promotion, Leave of Absence Track dates and information pertaining to employee leave of absence and return Global Expatriate Assignments ‘Support assignment to foreign countries. Includes the ability to have different employee assignments for the same employee in ‘multiple countries. Employees on a global assignment can be converted from a temporary to a permanent assignment and regular employment Mutiple Employment Employee Central supports concurrently employed employees. This means that employees with one main employment can have ‘one or more secondary employments in addition in the same company, All employments point to the same person and they can start and end independently of each other. Promotions and Demotions Track & maintain data pertaining to promotions & emotions, including grade change, ttle change, transfer, responsibilly change, cost center change, and step progression, Document Management Employee Central supports the upload of document attachments directly to the screen where its required. This is important since ‘most countries require attachments of certain documents, for ‘example, work permit birth certificate, work contract, tax ID, and so Data Retention Management Data Retention Management tools enable you to purge inactive Users from your system, For occasions where employees don't appear on their he date (no shows), you can use this tool to delete those employees completely from the system. You can alsoUse this tool in test systoms to clean up the system from unwanted test dala. The deletion relies on an approval process that implements a four-eye-princpl. Terminations Initiate termination in the system, and track al relevant data, including termination dates (termination effective date, last day worked, pay through date, next pay date, etc.) termination reasons, rehire eligbilty stalus, severance, and customizable term checklists, NEW HIRES AND ONBOARDING Recruiting Integration ull new hire information directly from SAP SuccessFactors Recruiting Management, removing the need to re-enter data between employment stages. Onboarding Process new hires, including connecting new hires with the right people and relevant information, required forms. and task management. Basic Worker Information Track work demographics such as: postion/jb info, supervisorimanager, function, location, business unit and division, department, work locationimailstop, legal ent, cost center! general iedger code, gender, nationaltylethncity (where legally permitied) marital status, date of bith, National ID number, Social Security umber, allowances, emergency contacis, province, and Employee Type Capture and update employee type: regular, full-time, part-time, contractor, consultant, contingent, co-op or student hit Immigration and Citizenship Information Capture information lke visa/green card expiration dates, nationalities, passport number/place of issue and languages spoken, Capture & Validate SSN or Other Unique Identifier (SIN) Capture and validate social security numbers (SSN) or ‘other unique identifier to help ensure that there are no duplicates, Country-specific Information For those countries supported by Employee Central country-specific information 'sinclided forall employees. CONTINGENT WORKFORCE MANAGE! MENT Inclusion and Visiiity Allows separate configuration of external workers.Provides Ul Wizard for adding external worker. Allows Visualization in OrgChart and Search, Provides notification services for external workers and workflow. Allows external workers access to Employee Central and then to SAP SuccessFactors Learning and SAP Jam using Single Sign-On (SSO) access. Integration ‘Supports integration of master and transactional data with SAP Fieldglass, Prepackaged integration with SAP S/4HANA available. Optimization Provides standard advanced report ‘Supports integration with operational headcount planning, POSITION MANAGEMENT Position-Driven Succession Management Succession Management’, f used by the Customer, offers lifferent options for planning successors for employees. If you want to plan successors based on positions, then Succession allows the use of the same position abject and hierarchy as Employee Central Position-Driven Recruiting Customers using Recruting Management** may integrate and then create @ requisition from the Position in the Position OrgChart, Customers can use the Rules Engine to derive the job requisition template to be used for the ‘new requisition and furthermore to define field mapping between the position and the new requistion. Details of the requisition can then be viewed in position side panel in V12 Position Org Chart. Candidates are automatically assigned from the requisilion in ‘Pending Hires" to the position linked to that requisition, Create Positions, Store and Sync Related Information to Employee Jeb Information By using the Rule Engine, itis possible to define defaut values for positions to be created. Maintain position data to be stored and define the fields to be synchronized via business rules to incumbents (for example, job ttle, job classification, cost center account, department, division, business units and so on). Maintain Postion Hierarchy Maintain a position-based organizational structure visualized in Position OrgChart. Set supervisor automaticaly based on position hierarchy, it this isthe leading one as recommended. Abilty to synchronize position matrix relationships with the employee's job relations when assigning an employee to a position or changingladding matrix relationship on the postion. Position Vacancy Tracking ‘Track and maintain open positions and vacancies easily in the position-based organizational structure.Positions to be hired Abily to specify that the To Be Hired status is ‘automatically updated forthe position whenever an employee is assigned to the postion or unassigned from the position, Option to specify that the position To Be Hired status is automatically Set or reset ifthe position ‘Target FTE or employee's FTE is changed. + * Please note: Succession Management is sold separately as part of the SAP SuccessFactors Succession and Career Development product. + ** Please note: Recruiting Management is sold separately as part of the SAP SuccessFactors Recruiting Management product. GLOBAL BENEFITS Supported Beneft Types Managers and employees can enroll and manage reimbursements/claims/insurance plans, determine deductibles for a variety of benefit types globally, Benefit types supported are: allowances, insurance plans, Pensionsiretirementisaving plans, and reimbursements. Benefit Eligiilty Rules Benefit eligibility rules can be defined for employees based on their ob, personal information parameters, or ‘dependent data and can also be based on other plans they are enrolled in, Integration with 3rd Party Providers There are a few choices to support the Customer in building integrations to 3rd party providers (subject to applicable license terms) ‘+ HCI standard integration templates ‘+ SAP Integration Center ‘+ Flat file exports using ODS reports Reporting Customers can generate standard ODS reports, pension enrollments, reimbursement costs, claims history, insurance ervollments, and cost analysis. Run them on the fly or on any predefined schedule and generate them in local languages, as available. Notifications Customers can send email notifications after enrollment identifying the plan enrolled in, effective date, nominee detail, and a link for futher pian information Workflows ‘Automate workflows to support auto enroliment using jobs and eligibility rules. Enrollment Selt Service Employees can use a self-service to support enrollment, as well as edits during enrollment period including ‘deduction allocation from different accounts, There is also an auto enrollments feature in insurance plans. The open enrollment process in the U.S. is supported,Integration to SAP and Employee Central Integrated to Employee Central deductions and payments. Integrated to Employee Central Payroll and SAP ERP Payroll (Infolype 0014 and Infotype 0018). Carrier Integration ‘The ED! 834 fle template is available to support carrier integration using the EC Integration Center Calculations The system calculates premiums and salary deductions including rounding for the benefits chosen. Country-Specific Benefits Benefit types required for various countries can be configured using the Global Benefits framework Configuration of some of the country-specific benefits are Provided in the implementation guide. US Benefit Types Supported Employee Central supports the following US benefit types: ‘+ Medical (HDHP, CDHP), Dental, Vision Insurance ‘+ Life Insurance— Basic, Supplemental, Spouse, Dependent Life + HSA, FSA, 401K = AD&D, LTD and STD APPRENTICE MANAGEMENT Efficiont Planning Efficiently plan and manage apprenticeships. You can maintain school periods, plan internal training events and distribute apprentices to the required departments for on- the-job training, Share Apprentice Plans Apprentice Management serves the needs of the ‘apprentices, the supervisors in the various departments, and the apprentice supervisors, as they all have access to the apprentice schedules. TIME OFF Holiday Calendar and Work Schedules Ability to define the days and times employees will work. ‘Absence Management Allows employees to request different types of absences by using their mobile device or desktop. Ability to define lime types for absences such as vacation and sick leave, but also for long-term absences such as maternity eave, which might cause an employee status change. Ablity to implement validation rules to carry out specific checks while absence requests are being entered by the ‘employee. Custom fields can be configured if addtionalinformation should be entered as part of an absence request. Time Accounts Abily to track absences against balances on time accounts. Create new entillements of reqular accruals based on rules for time accounts and make them available to employees. Ability to define period end processing rules to clase time accounts and carry over balances. Enables HR Administrators to view employee time account balances to make changes or request absences on behalf of others. Workflows Ability to use notifications to inform an employee if ‘somgone has entered an absence request on their behalf Alerts can be configured to inform managers or HR professionals about an employee leaving or returning from leave. Reporting Enables standard reports to gain information on employee absences or time account balances, REPORTING, COMPLIANCE AND AUDI ITING Standard Reports Allows to generate any number of standard reports (for ‘example, data audlt, out-of-the-box HR reports, turnover reports, executive dashboards, and so on). The Customer may run them on the fly or on a predefined schedule, and ‘generate them in local languages, if generally availabe. Online Report Designer Allfslds in SAP SuccessFactors Employee Central can be reported on. Customer mays use the online report designer to build customized reports, Shareable Reports Ability to publish reports to any number of constituents based on security access rights. ‘As-of-Date Reporting ‘Allows customers to run reports based on data beginning ‘on a specified date Date Range Reporting ‘Allows customers to run reports based on data within a ‘specified date range, ‘Audit Reports ‘Allows customers to run various audit reports including, audits of inactive Users, audits of unauthorized User attempts, and security reports of Users’ capabilties by function ‘Audit Compliance Includes auait tracking and reporting to support audit standards, Sarbanes-Oxley compliance, and compliance with other goverment regulations.Audit Tails Ability to view audit trails of current changes being made in @ comprehensive report, including when data is Updated as a result of interfacelintegration with another application, Compliance ‘Supports statutory and regulatory compliance through localization by delivering generally available country- specific functionality Report Center ‘The Report Center helps to simplty the creation, management, and execution of reports within the SAP SuccessFactors HCM suite. INFOPORTER MIGRATION TOOL Infoporter Migration Tool Allows to move existing SAP on Premise ERP solution to the new cloud-based Employee Central HCM solution using the Infoporter Migration Tool Customers can use the Infoporter tool to migrate core HR data from an on-premise SAP ERP HCM system to SAP SuccessFactors Employee Central. Once configured, Customers will be able to migrate both employee master data and organizational data from SAP ERP HCM to SAP SuccessFactors Employee Central. Customers can choose to run a one-time data replication or just run a replication of the delta of employee data and ‘organizational data. Organizational data includes information about ‘organizational units, jobs, positions, and relationships between these objects. After Customers have performed the data migration using the too, use the “ull Cloud”, "core hybria* integration scenario, INTEGRATION & EXTENSIBILITY Payroll Integrations SAP develops, supports, and maintains prebult, configurable end-to-end integration processes for SAP SuccessFactors Employee Central Payroll ‘These integrations are point-to-point and require no additional middleware. Some effort may be required to tailor the processes of a specific Customer. See implementation handbooks for detailed scope descristion: hp! help sap.com/hr_ecpayrall Prepackaged SAP ERP Integrations SAP develops, supports, and maintains prebult, configurable end-to-end integration processes for SAP ERP HCM and SAP ERP FIN, These integrations comprise add-ons for SAP ERP and middleware content for ‘SAP Cloud Platform Integration and Dell Boomi (operate by SAP). Some 10effort may be required to tallor the processes of a specific customer, See implementation handbooks for detailed scope description: hp: help.sap.com/hr_ecintegration Prepackaged Templates Provides template connectors for 3rd party benefts, time, payroll, finance, and travel, applications. Encapsulates HR-XML standards and best Practice knowledge of integration patterns in each of these categories. Helps expecite implementation. Prepackaged template integrations have to be maintained by the customer. APIs Ally to use APIs to build custom integrations on SAP Cloud Platform Integration technology and custom extensions on SAP HANA Cloud Platform, subject to the applicable Supplemental Terms and Conditions available at hitpsi/iwww.sap.comlabouv/agreements/cioud- services.himltag=language:english&search=Supplement8sort=latest_asc, Custom integrations and extensions have to be maintained by the Customer, Metadata Framework ‘Allows customers to create custom objects and functionalty in SAP SuccessFactors Employee Central as required. Abilty to define objects, Fields, behavior, and the look and feel of the application through a web- based user interface, without coding. Enables to create business rules to implement custom logic. Extension Center ‘The Extension Center allows customers to create and manage extensions to the system. An extension is a custom application, which is configured to process employee-centric business needs. For example, an Admin can Create applications to manage different HR programs, such as company car requests, employee wellness programs, tution reimbursement request, Pension plan programs, and so on. Rules Engine “The Rules Engine is based on the Metadata Framework (MDF) and is a tool that allows customers to create customer-specific rules. Customers can configure business rules that cover legal regulations, company polices, or other requirements. These rules are then executed by the system based on the citeria given in the rule configuration MOBILE Employee Self Service (ESS) ‘Allows each user the control to update personal information and public profle after accepting applicable ‘mobile terms and conditions. ‘Android does not support the editing of the v12 Profile. Manager Self Service (MSS) Tools to empower managers to make changes to thelr employees’ job information, initiate work flows, and reward their teams with bonuses. Requires People Profile v3 (PP3). ‘Supports iPhone and Android. iPad is not yet supported "ee Time Off Allows to request time off for vacation and other time off Pay Statements Abily to view current and past pay slips. 108 only, TRADEMARK INFORMATION * Dell Boomi® is a trademark of Dell, Inc. * i0S®, iPhone® and iPad? are registered trademarks of Apple, Inc. ‘+ Android® is a registered trademark of Google, Inc. DISCLAIMER SAP retains the right to change, at any time in its sole discretion, the Cloud Service as set forth in the Agreement between SAP and Customer.