PUBLIC

Document Version: 2H 2024 – 2025-02-12

Implementing and Managing Career Development

Planning
© 2025 SAP SE or an SAP affiliate company. All rights reserved.

THE BEST RUN

Content

1 Overview of Career Development Planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

2 Enabling Career Development Planning in Provisioning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

3 Role-Based Permissions for Career Development Planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9

4 Configuring Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
4.1 Template Examples. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

5 Development Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
5.1 Development Goal Plan Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
5.2 Working with Goal Plan Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Basics About Goal Plan Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28
Permissions for Goal Plan Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74
Importing a Goal Plan Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .87
Configuring Goal Plan Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .88
5.3 Configuring Email Notifications. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 108
5.4 Development Goal Import. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 109
Importing Development Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 109
CSV File for Development Goal Import. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 110
5.5 Managing Development Content. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112
Importing and Exporting Learning Activity Catalogs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112
Importing and Exporting Competency Mappings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 114
Managing Competency Mappings with Admin Tools. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115
5.6 Enabling Development Goals on the Detailed 360 Report. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .116
5.7 Configuring Development Goals Block in People Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117
Configuring Template to Show All Development Goals in the Block. . . . . . . . . . . . . . . . . . . . . . . . . 118
5.8 Reporting on Development Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119
Syncing Development Goal Data to Table Reports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120
5.9 Development Goals on Performance Management Forms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121

6 Working with the Latest Goal Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 123

6.1 Overview of the Latest Goal Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 124
6.2 Supported and Unsupported Features. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .125
6.3 Alternatives to Deprecated Legacy Features. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 141
6.4 Changes to Goal Plan Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 143
6.5 Enabling the Latest Goal Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 146
6.6 Converting Existing Goal Plan Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 148

Implementing and Managing Career Development Planning

2 PUBLIC Content
6.7 Generative AI Features in the Latest Goal Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .150
Enabling AI-Assisted Goal Creation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 150
AI-Assisted Writing. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 151
Enabling AI-Assisted Writing. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 152

7 Learning Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 154

7.1 Setting Up Integration with SAP SuccessFactors Learning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 157
7.2 Transcript Learning Activity Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 158
Fields in Transcript Learning Activity Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 158
Permissions in Transcript Learning Activity Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 162
Configuring Status Field. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 165
Configuring Certifications Field. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 166
Configuring Field Layout. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 168
Configuring Template to Enable a Deep Link to SAP SuccessFactors Learning . . . . . . . . . . . . . . . . . 170
Configuring Template to Disable Fancy Layout for Name, Description, and Status Fields. . . . . . . . . . 171
Configuring Template to Show Expected Rating as N/A in the Learning Activities by Attributes
Dialog. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 171
7.3 Importing Custom Learning Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 172
7.4 Legacy Learning Activity Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 174

8 Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 177

8.1 Permissions for Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 178
Granting Access Permission to Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 178
Granting Access Permission to Career Worksheet Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 179
Permission Settings in Career Worksheet Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 180
8.2 Career Worksheet Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 183
Configuring Template to Hide Current Employees and Open Positions. . . . . . . . . . . . . . . . . . . . . . . 184
Configuring Template to Show Not-Applicable Competencies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 186
Configuring Template to Show "Too New to Rate". . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 188
Configuring Template to Show Development Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 189
Configuring Template to Show or Hide Behaviors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 191
Configuring Template to Show Job Profiles from Job Profile Builder. . . . . . . . . . . . . . . . . . . . . . . . 192
8.3 Role Readiness. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 193
Calculation Options. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 194
Configuring Calculation Option in Career Worksheet Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . 196
Specifying Competency Rating Source for Role Readiness Calculation. . . . . . . . . . . . . . . . . . . . . . 197
Assessment Form for Role Readiness. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 198
Enabling Employees to Launch Role Readiness Forms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200
Enabling More Roles to Launch Role Readiness Forms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 201
Enabling Self-Assessment for Current Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 203
8.4 Suggested Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .205
Configuring Suggested Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 207

Implementing and Managing Career Development Planning

Content PUBLIC 3
 Enabling Filters for Suggested Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 208
8.5 Links to SAP SuccessFactors Learning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 209
8.6 View of Career Path in Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .210
8.7 Configuring Links to Preferred Next Move in People Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .211

9 Overview of Latest Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 213

9.1 Recommended Roles in Latest Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .213
9.2 Enabling Latest Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 215
9.3 Feature Comparisons Between Legacy and Latest Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . 216
9.4 AI-Assisted Career Insights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 217
9.5 Enabling AI-Assisted Career Insights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 218

10 Career Path. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .219

10.1 Granting Permissions to Use Career Path. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 221
10.2 Career Path Import. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 222

11 Mentoring. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 224

12 Career Explorer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 225

12.1 Enabling People Connection. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 226
12.2 Configuring Manage People Connection Integration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 227
12.3 Enabling Career Explorer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 228
12.4 Managing Job Roles for Data Sync. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 230
12.5 How Job Role Recommendations Are Generated. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 231
12.6 Types of Data Used for Job Role Recommendations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 231

13 Using Skills in Career Development Planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 233

13.1 Using Skills in Career Worksheet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 234

14 Centralized Data Protection and Privacy. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 236

15 Using the Check Tool to Solve Issues. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 237

15.1 Benefits of the Check Tool. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 239
15.2 Running Checks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 239
15.3 Check Types. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 240
15.4 Check Results. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 241
15.5 Creating Technical Support Tickets from the Check Tool. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .242
15.6 Using the Quick Fix Feature. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 243
15.7 Exports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 244
Exporting Configuration Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 244
Exporting Check Results. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .245
Exporting a List of All Checks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 245

Implementing and Managing Career Development Planning

4 PUBLIC Content
1 Overview of Career Development Planning

Career Development Planning enables employees to benefit from a wide range of employee development and
career planning activities, and provides managers with standardized methods to track the success of their direct
reports.

 Note

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

Consisting of various development-related features, Career Development Planning provides tools and opportunities
for the following areas:

• Personal Growth
• Undertaking relevant development activities
• Ensuring follow-through on development plans
• Career Planning
• Identifying interesting future job roles
• Researching the skills and competencies needed to perform in those roles
• Corrective Remedies
• Closing competency gaps with time-bound development plans
• Succession Candidates
• Linking to development plans and career notes from Succession Planning
• Development Relationships
• Connecting employees of different career levels in a development relationship where a more experienced
person mentors a less experienced person

Recommended Implementation Sequence

To help you with your implementation, we recommend the following implementation sequence.

Implementing and Managing Career Development Planning

Overview of Career Development Planning PUBLIC 5
• Enabling Career Development Planning in Provisioning [page 7]
• Role-Based Permissions for Career Development Planning [page 9]
• Setting Up Integration with SAP SuccessFactors Learning [page 157]
• Configuring Templates [page 10]
• Development Goals [page 25]
• Career Worksheet [page 177]
• Role Readiness [page 193]
• Mentoring
• https://help.sap.com/docs/SAP_SUCCESSFACTORS_SUCCESSION_AND_DEVELOPMENT/
64ae041fbac7421f9816ca6d762f4612/8ec607433d76416a8cf119f33e65214e.html [https://
help.sap.com/docs/SAP_SUCCESSFACTORS_SUCCESSION_AND_DEVELOPMENT/
64ae041fbac7421f9816ca6d762f4612/8ec607433d76416a8cf119f33e65214e.html]

Implementing and Managing Career Development Planning

6 PUBLIC Overview of Career Development Planning
2 Enabling Career Development Planning in
Provisioning

Select available settings in Provisioning to enable the features of Career Development Planning.

Prerequisites

You have access to Provisioning.

 Remember

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

Procedure

1. In Provisioning, select a company.

2. Under Edit Company Settings, select Company Settings.
3. Under Career & Development Planning, select the following settings as needed.

Setting Description

CDP Full (Development Plan) This option is required for selecting the Enable Development
Plan V12 option.

Enable Development Plan V12 Enables Development Plan v12. This option requires the se-
lection of the CDP Full (Development Plan) option.

Career Worksheet Enables Career Worksheet v11 (not supported).

Career Worksheet V12 Enables Career Worksheet v12.

Enable Career Path V2 Enables Career Path v2. If not selected, customers can use
Career Path v1.

To use Career Path v2, we recommend that you also enable

the Career Worksheet V12 option.

Transcript This option is required for an integration with SAP Success-

Factors Learning.

Use default value for required field validation Do NOT enable this option. If this option is enabled, when
users change the status of learning activities to completed,
the system compares the current value of each field with
the default value in the template and reports errors. Default
values are treated as mandatory fields.

Implementing and Managing Career Development Planning

Enabling Career Development Planning in Provisioning PUBLIC 7
 Setting Description

Enable Add Learning Activity Manually Enables users to create custom learning activities in a devel-
opment goal plan.

4. Save your changes.

Implementing and Managing Career Development Planning

8 PUBLIC Enabling Career Development Planning in Provisioning
3 Role-Based Permissions for Career
Development Planning

When you set up Career Development Planning, it's important to grant role-based permissions to right people.

Administrators with required permissions can manage and configure various features in Career Development
Planning. Users with required permissions can access and use the various features.

To see a full list of the permissions for Career Development Planning, refer to List of Role-Based Permissions by
using filters and key words.

Related Information

List of Role-Based Permissions

Implementing and Managing Career Development Planning

Role-Based Permissions for Career Development Planning PUBLIC 9
4 Configuring Templates

Configure the templates required for Career Development Planning features to define settings, permissions, and so
on.

Prerequisites

You have access to Provisioning.

 Remember

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

Context

The following features require template configuration before you use them:

• Development Goals
• Learning Activities
• Career Worksheet

Procedure

1. In Provisioning, select a company.

2. Under Managing Plan Template, choose one of the following options.

• Import/Update/Export Development Plan Templates

• Import/Update/Export Learning Activities Templates
• Import/Update/Export Career Worksheet Templates
3. Import a new template, or export an existing template, edit the template, and upload it.
4. Optional: Select a default template, change a template to active or inactive, and adjust the display order.

Next Steps

For more information on each template, refer to respective topics in Related Information.

Implementing and Managing Career Development Planning

10 PUBLIC Configuring Templates
Related Information

Development Goal Plan Templates [page 25]

Transcript Learning Activity Template [page 158]
Career Worksheet Templates [page 183]

4.1 Template Examples

Following are examples of templates used in Career Development Planning.

Development Goal Plan Template

<obj-plan-template spellchk="true" new-obj-share-status-public="false" instructions-

viewdefault="on" alerts-viewdefault="on" cascade-parent-viewdefault="on" cascade-
child-viewdefault="on" pager-max-objs-per-page="8" pager-max-page-links="9" pager-
max-children-per-parent="0" display-alignment-format="names" more-details-child-
format="goal-plan" share-confirm="false" unshare-confirm="false" allow-group-
goal="false" goal-tree-link="false" expand-collapse-categories="false" use-text-for-
privacy="true" cws-people-role="true" overwrite-target-population="true" swap-goal-
link="false" learning-activity-deep-link="false" show-total-goalscore="false" show-
goal-id="false">
<obj-plan-id>2001</obj-plan-id>
<obj-plan-type>Development</obj-plan-type>
<obj-plan-name>2011 Development Goals</obj-plan-name>
<obj-plan-name lang="de_DE">Entwicklungsziele 2011</obj-plan-name>
<obj-plan-name lang="es_ES">Objetivos de desarrollo 2011</obj-plan-name>
<obj-plan-name lang="fr_FR">Objectifs de développement 2011</obj-plan-name>
<obj-plan-name lang="ko_KR">2011년도 개발 목표</obj-plan-name>
<obj-plan-name lang="nl_NL">Ontwikkelingsdoelstellingen voor 2011</obj-plan-name>
<obj-plan-name lang="pt_BR">Objetivos de Desenvolvimento 2011</obj-plan-name>
<obj-plan-name lang="zh_CN">2011 发展目标</obj-plan-name>
<obj-plan-desc><![CDATA[Development Goals]]></obj-plan-desc>
<obj-plan-lastmodified>1/28/05 11:02 PM</obj-plan-lastmodified>
<obj-plan-start>01/01/2011</obj-plan-start>
<obj-plan-due>12/31/2011</obj-plan-due>
<text-replacement for="Instructions">
<text><![CDATA[ ]]></text>
<text lang="de_DE"><![CDATA[ ]]></text>
<text lang="nl_NL"><![CDATA[ ]]></text>
</text-replacement>
<text-replacement for="add-goal-to-plan">
<text lang="de_DE"><![CDATA[Neues Entwicklungsziel erstellen]]></text>
<text lang="fr_FR"><![CDATA[Créer un nouvel objectif de développement]]></text>
</text-replacement>
<text-replacement for="category">
<text lang="de_DE"><![CDATA[Kategorie]]></text>
<text lang="fr_FR"><![CDATA[Catégorie]]></text>
<text lang="ko_KR"><![CDATA[범주]]></text>
</text-replacement>
<learning-activities template-id="4201"/>
<category id="Goals">
<category-name>Development Goals</category-name>
<category-name lang="de_DE">Entwicklungsziele</category-name>
<category-name lang="es_ES">Objetivos de desarrollo</category-name>

Implementing and Managing Career Development Planning

Configuring Templates PUBLIC 11
 <category-name lang="fr_FR">Objectifs de développement</category-name>
<category-name lang="ja_JP">能力開発目標</category-name>
<category-name lang="ko_KR">개발 목표</category-name>
<category-name lang="nl_NL">Ontwikkelingsdoelstellingen</category-name>
<category-name lang="pt_BR">Objetivos de Desenvolvimento</category-name>
<category-name lang="zh_CN">发展目标</category-name>
</category>
<category id="my_coaching_goals">
<category-name>Coaching Goals</category-name>
<category-name lang="de_DE">Coaching-Ziele</category-name>
<category-name lang="es_ES">Objetivos de tutoría</category-name>
<category-name lang="fr_FR">Objectifs de coaching</category-name>
<category-name lang="ko_KR">코칭 목표</category-name>
<category-name lang="nl_NL">Coachingdoelstellingen</category-name>
<category-name lang="pt_BR">Objetivos Treinador</category-name>
</category>
<field-definition id="name" type="textarea" required="true" detail="false"
viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Goal</field-label>
<field-label lang="de_DE">Ziel</field-label>
<field-label lang="es_ES">Objetivo</field-label>
<field-label lang="fr_FR">Objectif</field-label>
<field-label lang="ja_JP">目標</field-label>
<field-label lang="ko_KR">목표</field-label>
<field-label lang="nl_NL">Doelstelling</field-label>
<field-label lang="pt_BR">Objetivo</field-label>
<field-label lang="zh_CN">目标</field-label>
<field-description>Goal</field-description>
<field-description lang="de_DE">Ziel</field-description>
<field-description lang="fr_FR">Objectif</field-description>
<field-description lang="ja_JP">目標</field-description>
</field-definition>
<field-definition id="metric" type="textarea" required="false" detail="false"
viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Measure of Success</field-label>
<field-label lang="de_DE">Erfolgskriterium</field-label>
<field-label lang="es_ES">Indicador de realizaciones</field-label>
<field-label lang="fr_FR">Mesure du succès</field-label>
<field-label lang="ja_JP">成功基準</field-label>
<field-label lang="ko_KR">성과 측정 기준</field-label>
<field-label lang="nl_NL">Mate van succes</field-label>
<field-label lang="pt_BR">Indicador de Sucesso</field-label>
<field-label lang="zh_CN">成功准则</field-label>
</field-definition>
<field-definition id="start" type="date" required="false" detail="true"
viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Start Date</field-label>
<field-label lang="de_DE">Anfang</field-label>
<field-label lang="es_ES">Inicio</field-label>
<field-label lang="fr_FR">Début</field-label>
<field-label lang="ja_JP">開始日</field-label>
<field-label lang="ko_KR">시작일</field-label>
<field-label lang="nl_NL">Startdatum</field-label>
<field-label lang="pt_BR">Início</field-label>
<field-label lang="zh_CN">开始日期</field-label>
<field-description>Start Date</field-description>
<field-description lang="de_DE">Anfang</field-description>
<field-description lang="fr_FR">Début</field-description>
</field-definition>
<field-definition id="due" type="date" required="false" detail="true"
viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Due Date</field-label>
<field-label lang="de_DE">Fälligkeitsdatum</field-label>
<field-label lang="es_ES">Fecha de vencimiento</field-label>

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12 PUBLIC Configuring Templates
 <field-label lang="fr_FR">Échéance</field-label>
<field-label lang="ja_JP">期限</field-label>
<field-label lang="ko_KR">완료일</field-label>
<field-label lang="nl_NL">Vervaldatum</field-label>
<field-label lang="pt_BR">Data de Vencimento</field-label>
<field-label lang="zh_CN">完成日期</field-label>
<field-description>Due Date</field-description>
<field-description lang="de_DE">Fälligkeitsdatum</field-description>
<field-description lang="fr_FR">Échéance</field-description>
<field-description lang="ja_JP">期限</field-description>
</field-definition>
<field-definition id="state" type="enum" required="false" detail="false"
viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Status</field-label>
<field-label lang="de_DE">Status</field-label>
<field-label lang="es_ES">Estatus</field-label>
<field-label lang="fr_FR">Statut</field-label>
<field-label lang="ja_JP">進捗状況</field-label>
<field-label lang="ko_KR">상태</field-label>
<field-label lang="nl_NL">Status</field-label>
<field-label lang="pt_BR">Situação</field-label>
<field-label lang="zh_CN">状态</field-label>
<enum-value value="Not Started" style="background:white;color:black;">
<enum-label>Not Started</enum-label>
<enum-label lang="de_DE">Nicht begonnen</enum-label>
<enum-label lang="es_ES">No Iniciado</enum-label>
<enum-label lang="fr_FR">Non démarré</enum-label>
<enum-label lang="ja_JP">未着手</enum-label>
<enum-label lang="ko_KR">미착수</enum-label>
<enum-label lang="nl_NL">Niet gestart</enum-label>
<enum-label lang="pt_BR">Não Iniciado</enum-label>
<enum-label lang="zh_CN">未开始</enum-label>
</enum-value>
<enum-value value="On Track" style="background:yellow;color:black;">
<enum-label>On Track</enum-label>
<enum-label lang="de_DE">Im Zeitplan</enum-label>
<enum-label lang="es_ES">En Curso</enum-label>
<enum-label lang="fr_FR">En cours</enum-label>
<enum-label lang="ja_JP">予定通</enum-label>
<enum-label lang="ko_KR">진행중</enum-label>
<enum-label lang="nl_NL">Op schema</enum-label>
<enum-label lang="pt_BR">Em Andamento</enum-label>
<enum-label lang="zh_CN">按计划进行</enum-label>
</enum-value>
<enum-value value="At Risk" style="background:blue;color:white;">
<enum-label>At Risk</enum-label>
<enum-label lang="de_DE">Gefährdet</enum-label>
<enum-label lang="es_ES">A riesgo</enum-label>
<enum-label lang="fr_FR">Risque d'échec</enum-label>
<enum-label lang="ko_KR">위험</enum-label>
<enum-label lang="nl_NL">In gevaar</enum-label>
<enum-label lang="pt_BR">Em risco</enum-label>
<enum-label lang="zh_CN">面临风险</enum-label>
</enum-value>
<enum-value value="Behind" style="background:red;color:black;">
<enum-label>Behind</enum-label>
<enum-label lang="de_DE">Verspätet</enum-label>
<enum-label lang="es_ES">Atrasado</enum-label>
<enum-label lang="fr_FR">En retard</enum-label>
<enum-label lang="ja_JP">遅延</enum-label>
<enum-label lang="ko_KR">지연</enum-label>
<enum-label lang="nl_NL">Achter op schema</enum-label>
<enum-label lang="pt_BR">Atrasado</enum-label>
<enum-label lang="zh_CN">落后于目标</enum-label>
</enum-value>
<enum-value value="Completed" style="background:green;color:white;">
<enum-label>Completed</enum-label>

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 <enum-label lang="de_DE">Fertig</enum-label>
<enum-label lang="es_ES">Finalizado</enum-label>
<enum-label lang="fr_FR">Terminé</enum-label>
<enum-label lang="ja_JP">完了</enum-label>
<enum-label lang="ko_KR">완료</enum-label>
<enum-label lang="nl_NL">Voltooid</enum-label>
<enum-label lang="pt_BR">Concluído</enum-label>
<enum-label lang="zh_CN">完成</enum-label>
</enum-value>
</field-definition>
<field-definition id="competency" type="competencies" required="true"
detail="false" viewdefault="on" showlabel="false" field-show-coaching-
advisor="false" cascade-update="push-down">
<field-label>Competencies</field-label>
<field-label lang="de_DE">Kompetenzen</field-label>
<field-label lang="es_ES">Competencias</field-label>
<field-label lang="fr_FR">Compétences</field-label>
<field-label lang="ja_JP">能力</field-label>
<field-label lang="ko_KR">역량</field-label>
<field-label lang="nl_NL">Competenties</field-label>
<field-label lang="pt_BR">Competências</field-label>
<field-label lang="zh_CN">能力</field-label>
<field-description>Competencies</field-description>
<field-description lang="de_DE">Kompetenzen</field-description>
<field-description lang="fr_FR">Compétences</field-description>
<field-description lang="ja_JP">能力</field-description>
</field-definition>
<field-definition id="purpose" type="enum" required="false" detail="false"
viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Purpose</field-label>
<field-label lang="de_DE">Zweck</field-label>
<field-label lang="es_ES">Motivo</field-label>
<field-label lang="fr_FR">Motivation</field-label>
<field-label lang="ja_JP">目的</field-label>
<field-label lang="ko_KR">목적</field-label>
<field-label lang="nl_NL">Doel</field-label>
<field-label lang="pt_BR">Finalidade</field-label>
<field-label lang="zh_CN">目的</field-label>
<enum-value value="">
<enum-label></enum-label>
<enum-label lang="de_DE"></enum-label>
<enum-label lang="fr_FR"></enum-label>
</enum-value>
<enum-value value="Current role">
<enum-label>Current role</enum-label>
<enum-label lang="de_DE">Aktuelle Rolle</enum-label>
<enum-label lang="es_ES">Rol actual</enum-label>
<enum-label lang="fr_FR">Rôle actuel</enum-label>
<enum-label lang="ko_KR">현재 역할</enum-label>
<enum-label lang="nl_NL">Huidige rol</enum-label>
<enum-label lang="pt_BR">Posição actual</enum-label>
<enum-label lang="zh_CN">目前的岗位</enum-label>
</enum-value>
<enum-value value="Future role">
<enum-label>Future role</enum-label>
<enum-label lang="de_DE">Künftige Rolle</enum-label>
<enum-label lang="es_ES">Rol futuro</enum-label>
<enum-label lang="fr_FR">Rôle futur</enum-label>
<enum-label lang="ko_KR">미래 역할 </enum-label>
<enum-label lang="nl_NL">Toekomstige rol</enum-label>
<enum-label lang="pt_BR"> Futura posição</enum-label>
<enum-label lang="zh_CN">将来的岗位</enum-label>
</enum-value>
<enum-value value="General skillset">
<enum-label>General skillset</enum-label>
<enum-label lang="de_DE">Allgemeine Qualifikation</enum-label>
<enum-label lang="es_ES">Competencias generales</enum-label>

Implementing and Managing Career Development Planning

14 PUBLIC Configuring Templates
 <enum-label lang="fr_FR">Compétences générales</enum-label>
<enum-label lang="ko_KR">일반적 기술역량</enum-label>
<enum-label lang="nl_NL">Algemene vaardigheden</enum-label>
<enum-label lang="pt_BR">Competências gerais</enum-label>
<enum-label lang="zh_CN">加強技能</enum-label>
</enum-value>
</field-definition>
<permission for="private-access">
<description><![CDATA[
Employees and their managers up the reporting chain may view unshared/
private goals.
]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM+]]></role-name>
</permission>
<permission for="create">
<description><![CDATA[
Only the employee, manager and form reviewers may create goals in
a user's plan.
]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[F]]></role-name>
</permission>
<permission for="delete">
<description><![CDATA[
Only the employee may delete goals in his/her own plan.
]]></description>
<role-name><![CDATA[E]]></role-name>
</permission>
<permission for="share">
<description><![CDATA[
Only the employee may share and unshare goals in his/her own plan.
]]></description>
<role-name><![CDATA[E]]></role-name>
</permission>
<field-permission type="read">
<description><![CDATA[Everyone may read all fields]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="name"/>
<field refid="metric"/>
<field refid="start"/>
<field refid="due"/>
<field refid="state"/>
<field refid="competency"/>
<field refid="purpose"/>
</field-permission>
<field-permission type="write">
<description><![CDATA[The owner, manager and form reviewer may write to all
fields]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[F]]></role-name>
<field refid="name"/>
<field refid="metric"/>
<field refid="start"/>
<field refid="due"/>
<field refid="state"/>
<field refid="competency"/>
<field refid="purpose"/>
</field-permission>
<plan-layout>
<column weight="50.0">
<field refid="name"/>
</column>
<column weight="50.0">
<field refid="metric"/>
</column>

Implementing and Managing Career Development Planning

Configuring Templates PUBLIC 15
 <column weight="18.0">
<field refid="competency"/>
</column>
<column weight="0.0">
<field refid="start"/>
</column>
<column weight="15.0">
<field refid="due"/>
</column>
<column weight="20.0">
<field refid="state"/>
</column>
</plan-layout>
<form-layout><![CDATA[#set ($group = "name")
<table width="100%" cellspacing="0" cellpadding="0">
<tr>
<td valign="top" width="50%">#if ($display.name) <b>${label.name}:</b><br>
${field.name} #end</td>
<td>&nbsp;&nbsp;&nbsp;</td>
<td valign="top" width="50%">#if ($display.competency) <b>${label.competency}:</
b><br>
${field.competency} #end</td>
</tr>
</table>## turn off grouping for subsequent fields #set ($group = "")
<table width="100%" cellspacing="0" cellpadding="0">
<tr>
<td valign="top" width="50%">
<div style="margin:0.5em 0">
#if ($display.state)
<div class="objPair" style="display:none" id="${util.newHiddenDivId()}">
<b>${label.state}:</b> ${field.state}
</div>#end
</div>
</td>
<td valign="top" width="50%">
#if ($display.purpose)
<div class="objPair" style="display:none" id="${util.newHiddenDivId()}">
<b>${label.purpose}:</b> ${field.purpose}
</div>#end
</td>
</tr>
<tr>
<td valign="top" width="50%">
#if ($display.start)
<div class="objPair" style="display:none" id="${util.newHiddenDivId()}">
<b>${label.start}:</b> ${field.start}
</div>#end
</td>
<td valign="top" width="50%">
#if ($display.due)
<div class="objPair" style="display:none" id="${util.newHiddenDivId()}">
<b>${label.due}:</b> ${field.due}
</div>#end
</td>
</tr>
</table>
<div class="clear">
&nbsp;
</div>]]></form-layout>
<pdf-layout><![CDATA[${row.start} ${field.category} ${row.end} ${row.start}
#if ($display.name) ${label.name}${field.name} #end ${row.end} ${row.start}
#if ($display.description) ${label.desc}${field.description} #end ${row.end}
${row.start} #if ($display.state) ${label.state}${field.state} #end #if
($display.start) ${label.start}${field.start} #end #if ($display.due) ${label.due}
${field.due} #end #if ($display.purpose) ${label.purpose}${field.purpose} #end $
{row.end}]]></pdf-layout>
<details-layout><![CDATA[**** NOT USED for IDP ****]]></details-layout>
<competency-wizard-layout id="comp" app="pmform">

Implementing and Managing Career Development Planning

16 PUBLIC Configuring Templates
 <field-reference>name</field-reference>
<field-reference>metric</field-reference>
<field-reference>start</field-reference>
<field-reference>due</field-reference>
<field-reference>state</field-reference>
<field-reference>purpose</field-reference>
</competency-wizard-layout>
</obj-plan-template>

Transcript Learning Template

<obj-plan-template spellchk="false" new-obj-share-status-public="true" instructions-

viewdefault="off" alerts-viewdefault="off" cascade-parent-viewdefault="off" cascade-
child-viewdefault="off" pager-max-objs-per-page="9999" pager-max-page-links="9999"
pager-max-children-per-parent="-1" display-alignment-format="goals" more-details-
child-format="goal-plan" share-confirm="false" unshare-confirm="false" allow-group-
goal="false" goal-tree-link="false" expand-collapse-categories="false" use-text-
for-privacy="false" overwrite-target-population="true" swap-goal-link="false" show-
total-goalscore="false" show-goal-id="false" learning-activity-deep-link="true">
<obj-plan-id>4201</obj-plan-id>
<obj-plan-type>LearningActivity</obj-plan-type>
<obj-plan-name>Learning Activity</obj-plan-name>
<obj-plan-desc><![CDATA[This is the Learning Activity template.]]></obj-plan-desc>
<obj-plan-lastmodified>5/28/10 2:23 PM</obj-plan-lastmodified>
<switches>
<switch for="transcript-disable-fancy-pod" value="on"/>
</switches>
<field-definition id="assignee" type="text" required="true" detail="false"
viewdefault="on" showlabel="true" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Employee</field-label>
<field-description>Employee</field-description>
</field-definition>
<field-definition id="completed_date" type="date" required="false" detail="false"
viewdefault="on" showlabel="true" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Completed Date</field-label>
<field-label lang="cs_CZ">Dokončeno dne</field-label>
<field-label lang="de_DE">Datum (Status Abgeschlossen)</field-label>
<field-label lang="es_ES">Fecha de cumplimiento</field-label>
<field-label lang="fr_FR">Date de réalisation</field-label>
<field-label lang="ja_JP">完了日</field-label>
<field-label lang="pl_PL">Data ukończenia szkolenia</field-label>
<field-label lang="pt_BR">Data de conclusão</field-label>
<field-label lang="ru_RU">Дата окончания</field-label>
<field-label lang="sl_SI">Datum dokončanja</field-label>
<field-label lang="tr_TR">Tamamlama tarihi</field-label>
<field-description>Completed Date</field-description>
<field-description lang="cs_CZ">Dokončeno dne</field-description>
<field-description lang="de_DE">Datum (Status Abgeschlossen)</field-description>
<field-description lang="es_ES">Fecha de cumplimiento</field-description>
<field-description lang="fr_FR">Date de réalisation</field-description>
<field-description lang="ja_JP">完了日</field-description>
<field-description lang="pl_PL">Data ukończenia szkolenia</field-description>
<field-description lang="pt_BR">Data de conclusão</field-description>
<field-description lang="ru_RU">Дата окончания</field-description>
<field-description lang="sl_SI">Datum dokončanja</field-description>
<field-description lang="tr_TR">Tamamlama tarihi</field-description>
</field-definition>
<field-definition id="name" type="text" required="false" detail="false"
viewdefault="on" showlabel="true" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Learning Activity</field-label>

Implementing and Managing Career Development Planning

Configuring Templates PUBLIC 17
 <field-label lang="cs_CZ">Vzdělávací aktivity</field-label>
<field-label lang="de_DE">Weiterbildungsmaßnahme</field-label>
<field-label lang="es_ES">Actividad de aprendizaje</field-label>
<field-label lang="fr_FR">Activité de formation</field-label>
<field-label lang="ja_JP">学習アクティビティ</field-label>
<field-label lang="pl_PL">Szkolenie</field-label>
<field-label lang="pt_BR">Atividade de aprendizagem</field-label>
<field-label lang="ru_RU">Учебное мероприятие</field-label>
<field-label lang="sl_SI">Učna aktivnost</field-label>
<field-label lang="tr_TR">Gelişim Aktiviteleri</field-label>
<field-description>Name</field-description>
<field-description lang="cs_CZ">Jméno</field-description>
<field-description lang="de_DE">TBD</field-description>
<field-description lang="es_ES">TBD</field-description>
<field-description lang="fr_FR">TBD</field-description>
<field-description lang="ja_JP">名前</field-description>
<field-description lang="pl_PL">Nazwa</field-description>
<field-description lang="pt_BR">Nome</field-description>
<field-description lang="ru_RU">TBD</field-description>
<field-description lang="sl_SI">Učna aktivnost</field-description>
<field-description lang="tr_TR">TBD</field-description>
</field-definition>
<field-definition id="description" type="textarea" required="false"
detail="false" viewdefault="on" showlabel="true" field-show-coaching-
advisor="false" cascade-update="push-down">
<field-label>Description</field-label>
<field-description>Description</field-description>
</field-definition>
<field-definition id="status" type="enum" required="true" detail="false"
viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Status</field-label>
<field-label lang="cs_CZ">Status</field-label>
<field-label lang="de_DE">Status</field-label>
<field-label lang="es_ES">Estatus</field-label>
<field-label lang="fr_FR">État</field-label>
<field-label lang="ja_JP">進捗状況</field-label>
<field-label lang="pl_PL">Status</field-label>
<field-label lang="pt_BR">Status</field-label>
<field-label lang="ru_RU">Статус</field-label>
<field-label lang="sl_SI">Status</field-label>
<field-label lang="tr_TR">Statü</field-label>
<enum-value value="Planned">
<enum-label>Planned</enum-label>
<enum-label lang="cs_CZ">Plánováno</enum-label>
<enum-label lang="de_DE">Geplant</enum-label>
<enum-label lang="es_ES">Planeado</enum-label>
<enum-label lang="fr_FR">Planifié</enum-label>
<enum-label lang="ja_JP">設定済</enum-label>
<enum-label lang="pl_PL">Zaplanowane</enum-label>
<enum-label lang="pt_BR">Planejado</enum-label>
<enum-label lang="ru_RU">Запланировано</enum-label>
<enum-label lang="sl_SI">Načrtovano</enum-label>
<enum-label lang="tr_TR">Planlandı</enum-label>
</enum-value>
<enum-value value="Completed">
<enum-label>Completed</enum-label>
<enum-label lang="cs_CZ">Splněno</enum-label>
<enum-label lang="de_DE">Abgeschlossen</enum-label>
<enum-label lang="es_ES">Completado</enum-label>
<enum-label lang="fr_FR">Réalisé</enum-label>
<enum-label lang="ja_JP">完了</enum-label>
<enum-label lang="pl_PL">Zrealizowane</enum-label>
<enum-label lang="pt_BR">Concluido</enum-label>
<enum-label lang="ru_RU">Выполнено</enum-label>
<enum-label lang="sl_SI">Zaključeno</enum-label>
<enum-label lang="tr_TR">Tamamlandı</enum-label>
</enum-value>

Implementing and Managing Career Development Planning

18 PUBLIC Configuring Templates
 <enum-value value="Failed">
<enum-label>Failed</enum-label>
</enum-value>
<default-value>Planned</default-value>
</field-definition>
<field-definition id="guid" type="text" required="true" detail="true"
viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Product Key</field-label>
<field-label lang="cs_CZ">Označení školení</field-label>
<field-label lang="de_DE">Produktschlüssel</field-label>
<field-label lang="es_ES">Código del Programa</field-label>
<field-label lang="fr_FR">Clé du produit</field-label>
<field-label lang="ja_JP">プロダクト Key</field-label>
<field-label lang="pl_PL">Klucz szkolenia</field-label>
<field-label lang="pt_BR">Código do Treinamento</field-label>
<field-label lang="ru_RU">Код предоставляемых услуг</field-label>
<field-label lang="sl_SI">Produktni ključ</field-label>
<field-label lang="tr_TR">Ürün Anahtarı</field-label>
<field-description>Product Key</field-description>
<field-description lang="cs_CZ">Označení školení</field-description>
<field-description lang="de_DE">Produktschlüssel</field-description>
<field-description lang="es_ES">Código del Programa</field-description>
<field-description lang="fr_FR">Clé du produit</field-description>
<field-description lang="ja_JP">プロダクト Key</field-description>
<field-description lang="pl_PL">Klucz szkolenia</field-description>
<field-description lang="pt_BR">Código do Treinamento</field-description>
<field-description lang="ru_RU">Код предоставляемых услуг</field-description>
<field-description lang="sl_SI">Product Key</field-description>
<field-description lang="tr_TR">Ürün Anahtarı</field-description>
</field-definition>
<field-definition id="type" type="text" required="false" detail="true"
viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Product Type</field-label>
<field-label lang="cs_CZ">Druh školení</field-label>
<field-label lang="de_DE">Produkttyp</field-label>
<field-label lang="es_ES">Tipo de Programa</field-label>
<field-label lang="fr_FR">Type de formation</field-label>
<field-label lang="ja_JP">プロダクトタイプ</field-label>
<field-label lang="pl_PL">Rodzaj szkolenia</field-label>
<field-label lang="pt_BR">Tipo do Treinamento</field-label>
<field-label lang="ru_RU">Тип услуги</field-label>
<field-label lang="sl_SI">Tip produkta</field-label>
<field-label lang="tr_TR">Ürün Tipi</field-label>
<field-description>Product Type</field-description>
<field-description lang="cs_CZ">Druh školení</field-description>
<field-description lang="de_DE">Produkttyp</field-description>
<field-description lang="es_ES">Tipo de Programa</field-description>
<field-description lang="fr_FR">Type de formation</field-description>
<field-description lang="ja_JP">プロダクトタイプ</field-description>
<field-description lang="pl_PL">Rodzaj szkolenia</field-description>
<field-description lang="pt_BR">Tipo do Treinamento</field-description>
<field-description lang="ru_RU">Тип услуги</field-description>
<field-description lang="sl_SI">Tip produkta</field-description>
<field-description lang="tr_TR">Ürün Tipi</field-description>
</field-definition>
<field-definition id="dev_goals" type="text" required="false" detail="false"
viewdefault="on" showlabel="true" field-show-coaching-advisor="false" cascade-
update="push-down">
<field-label>Development Goals</field-label>
<field-label lang="cs_CZ">Rozvojové cíle</field-label>
<field-label lang="de_DE">Entwicklungsziele</field-label>
<field-label lang="es_ES">Objetivos de Desarrollo</field-label>
<field-label lang="fr_FR">Objectifs de développement</field-label>
<field-label lang="ja_JP">育成ターゲット</field-label>
<field-label lang="pl_PL">Cele rozwojowe</field-label>
<field-label lang="pt_BR">Medidas de Desenvolvimento</field-label>

Implementing and Managing Career Development Planning

Configuring Templates PUBLIC 19
 <field-label lang="ru_RU">Цели развития</field-label>
<field-label lang="sl_SI">Razvojni cilji</field-label>
<field-label lang="tr_TR">Gelişim Hedefleri</field-label>
<field-description>Development Targets</field-description>
<field-description lang="cs_CZ">Rozvojové cíle</field-description>
<field-description lang="de_DE">Entwicklungsziele</field-description>
<field-description lang="es_ES">Objetivos de Desarrollo</field-description>
<field-description lang="fr_FR">Objectifs de développement</field-description>
<field-description lang="ja_JP">育成ターゲット</field-description>
<field-description lang="pl_PL">Cele rozwojowe</field-description>
<field-description lang="pt_BR">Medidas de Desenvolvimento</field-description>
<field-description lang="ru_RU">Цели развития</field-description>
<field-description lang="sl_SI">Razvojni cilji</field-description>
<field-description lang="tr_TR">Gelişim Hedefleri</field-description>
</field-definition>
<permission for="create">
<description><![CDATA[Employee, manager, learning admin, educ rep and HR rep
can create learning activities in the employee's plan.]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[EL]]></role-name>
<role-name><![CDATA[EJ]]></role-name>
<role-name><![CDATA[F]]></role-name>
<role-name><![CDATA[EH]]></role-name>
<role-name><![CDATA[EC]]></role-name>
</permission>
<permission for="delete">
<description><![CDATA[Only the learning admin can delete learning activities in
the employee's plan.]]></description>
<condition><![CDATA[status eq Planned]]></condition>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[EL]]></role-name>
<role-name><![CDATA[EJ]]></role-name>
<role-name><![CDATA[EH]]></role-name>
<role-name><![CDATA[EC]]></role-name>
</permission>
<permission for="move">
<description><![CDATA[Move not supported in transcript.]]></description>
</permission>
<field-permission type="read">
<description><![CDATA[Employee, manager, learning admin, educ rep and HR rep
may read the following fields when the learning activity status is Planned.]]></
description>
<condition><![CDATA[status eq Planned]]></condition>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[EL]]></role-name>
<role-name><![CDATA[EJ]]></role-name>
<role-name><![CDATA[EH]]></role-name>
<role-name><![CDATA[EC]]></role-name>
<field refid="completed_date"/>
<field refid="assignee"/>
<field refid="name"/>
<field refid="description"/>
<field refid="status"/>
<field refid="guid"/>
<field refid="type"/>
<field refid="dev_goals"/>
</field-permission>
<field-permission type="read">
<description><![CDATA[Employee, manager, educ rep and HR rep may read the
following fields when the learning activity status is Completed.]]></description>
<condition><![CDATA[status eq Completed]]></condition>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[EL]]></role-name>
<role-name><![CDATA[EJ]]></role-name>

Implementing and Managing Career Development Planning

20 PUBLIC Configuring Templates
 <role-name><![CDATA[EH]]></role-name>
<role-name><![CDATA[EC]]></role-name>
<field refid="completed_date"/>
<field refid="assignee"/>
<field refid="name"/>
<field refid="description"/>
<field refid="status"/>
<field refid="guid"/>
<field refid="type"/>
<field refid="dev_goals"/>
</field-permission>
<field-permission type="write">
<description><![CDATA[Employee, manager, educ rep and HR rep may read the
following fields when the learning activity status is Completed and Locked.]]></
description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[EJ]]></role-name>
<role-name><![CDATA[EH]]></role-name>
<role-name><![CDATA[EC]]></role-name>
<field refid="dev_goals"/>
</field-permission>
<plan-layout>
<column weight="40.0">
<field refid="name"/>
<field refid="description"/>
</column>
<column weight="7.0">
<field refid="status"/>
</column>
</plan-layout>
<form-layout><![CDATA[## Not used.]]></form-layout>
<pdf-layout><![CDATA[## Not used.]]></pdf-layout>
<details-layout><![CDATA[## Not used.]]></details-layout>
<transcript-list-layout>
<transcript-list-data itemid="br">
<transcript-list-data-label lang="en_US" display="br" value=""/>
</transcript-list-data>
</transcript-list-layout>
<transcript-detail-layout>
<transcript-detail-portlet id="details" column="1" row="2">
<transcript-detail-portlet-label lang="sl_SI">Podrobnosti</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="en_GB">Details</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="pt_BR">Informações Adicionais</
transcript-detail-portlet-label>
<transcript-detail-portlet-label lang="cs_CZ">Bližší informace</transcript-
detail-portlet-label>
<transcript-detail-portlet-label lang="pl_PL">Informacje szczegółowe</
transcript-detail-portlet-label>
<transcript-detail-portlet-label lang="en_US">Details</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="tr_TR">Detaylar</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="ja_JP">コース詳細</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="de_DE">Details</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="es_ES">Detalles</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="ru_RU">Детали</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="fr_FR">Détails</transcript-detail-
portlet-label>
<field refid="guid"/>
<field refid="type"/>
<field refid="dev_goals"/>

Implementing and Managing Career Development Planning

Configuring Templates PUBLIC 21
 </transcript-detail-portlet>
<transcript-detail-portlet id="tracking" column="2" row="2">
<transcript-detail-portlet-label lang="sl_SI">Spremljanje</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="en_GB">Tracking</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="pt_BR">Em andamento</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="cs_CZ">Sledování průběhu</transcript-
detail-portlet-label>
<transcript-detail-portlet-label lang="pl_PL">Śledzenie statusu realizacji
szkolenia</transcript-detail-portlet-label>
<transcript-detail-portlet-label lang="en_US">Tracking</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="tr_TR">Takip</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="ja_JP">トラッキング</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="de_DE">Tracking</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="es_ES">Seguimiento</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="ru_RU">Отслеживание</transcript-detail-
portlet-label>
<transcript-detail-portlet-label lang="fr_FR">Suivi</transcript-detail-
portlet-label>
<field refid="completed_date"/>
</transcript-detail-portlet>
</transcript-detail-layout>
</obj-plan-template>

Career Worksheet Template

<obj-plan-template instructions-viewdefault="on" share-confirm="false" unshare-

confirm="false">
<!-- Valid Id for CareerWorkSheet is 5001 to 5099 -->
<obj-plan-id>5001</obj-plan-id>
<obj-plan-type>CareerWorksheet</obj-plan-type>
<obj-plan-name>Career Worksheet</obj-plan-name>
<obj-plan-desc><![CDATA[Example Career Worksheet]]></obj-plan-desc>
<obj-plan-lastmodified>1/28/05 11:02 PM</obj-plan-lastmodified>
<obj-plan-start>01/01/2005</obj-plan-start>
<obj-plan-due>12/31/2005</obj-plan-due>
<!--============================================================-->
<!-- Text replacements for custom UI labels -->
<!--============================================================-->
<text-replacement for="Instructions">
<text><![CDATA[Use this worksheet to view job roles and their associated
competencies. Consider prioritizing development goals for competencies that need
work and will be critical to your future success.]]></text>
<text lang="fr_FR"><![CDATA[(fr_FR)Use this worksheet to view job roles and
their associated competencies.]]></text>
</text-replacement>
<!--============================================================-->
<!-- Categories <NO Categories needed for Career Worksheet -->
<!--============================================================-->
<!--============================================================-->
<!-- Field
Definitions
-->
<!--============================================================-->
<field-definition id="competency_name" type="text" required="true" detail="false"
viewdefault="on" showlabel="false">

Implementing and Managing Career Development Planning

22 PUBLIC Configuring Templates
 <field-label>Required Competencies</field-label>
<field-description></field-description>
</field-definition>
<field-definition id="last_rated_form" type="text" required="true" detail="false"
viewdefault="on" showlabel="false">
<field-label>Last Rated Form</field-label>
</field-definition>
<field-definition id="last_rated_date" type="date" required="true" detail="true"
viewdefault="on" showlabel="false">
<field-label>Last Rated Date</field-label>
</field-definition>
<field-definition id="last_rating" type="number" required="true" detail="true"
viewdefault="on" showlabel="false">
<field-label>Last Rating</field-label>
<field-format>#.#</field-format>
<rating-scale rate-on-form-option ="false">
<rating-scale-id>2005b</rating-scale-id>
</rating-scale>
</field-definition>
<field-definition id="gap_graph" type="number" required="true" detail="true"
viewdefault="on" showlabel="false">
<field-label>Gap</field-label>
<field-format>#.#</field-format>
</field-definition>
<field-definition id="development_goals" type="text" required="true"
detail="true" viewdefault="on" showlabel="false">
<field-label>Development Goals</field-label>
</field-definition>
<!--============================================================-->
<!--
Permissions
-->
<!--============================================================-->
<permission for="private-access">
<description><![CDATA[
Employees and their managers up the reporting chain may view unshared/
private roles.
]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM+]]></role-name>
</permission>
<permission for="create">
<description><![CDATA[
Only the employee, manager may add a role in a user's worksheet.
]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
</permission>
<permission for="delete">
<description><![CDATA[
Only the employee may delete role in his/her worksheet.
]]></description>
<role-name><![CDATA[E]]></role-name>
</permission>
<permission for="move">
<description><![CDATA[
Only the employee, manager and form revieweres may move oles in a
user's plan.
]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[F]]></role-name>
</permission>
<permission for="share">
<description><![CDATA[
Only the employee may share and unshare role in his/her own plan.
]]></description>
<role-name><![CDATA[E]]></role-name>

Implementing and Managing Career Development Planning

Configuring Templates PUBLIC 23
 </permission>
<field-permission type="read">
<description><![CDATA[Everyone may read any public field]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="competency_name"/>
<field refid="last_rated_form"/>
<field refid="last_rated_date"/>
<field refid="last_rating"/>
<field refid="gap_graph"/>
<field refid="development_goals"/>
</field-permission>
<field-permission type="write">
<description><![CDATA[No one can write to any fields]]></description>
<role-name><![CDATA[]]></role-name>
<field refid="competency_name"/>
</field-permission>
<plan-layout>
<column weight="15.0">
<field refid="competency_name"/>
</column>
<column weight="20.0">
<field refid="last_rated_form"/>
</column>
<column weight="0.0">
<field refid="last_rated_date"/>
</column>
<column weight="0.0">
<field refid="last_rating"/>
</column>
<column weight="0.0">
<field refid="gap_graph"/>
</column>
<column weight="0.0">
<field refid="development_goals"/>
</column>
</plan-layout>
<!--============================================================-->
<!-- Form
Layout
-->
<!--============================================================-->
<form-layout><![CDATA[
## Not used in CareerWorksheet
]]></form-layout>
<!--============================================================-->
<!-- PDF
Layout
-->
<!--============================================================-->
<pdf-layout><![CDATA[
## Not used in CareerWorksheet
]]></pdf-layout>
<!--============================================================-->
<!-- More Details, Cascade to Others
Layout -->
<!--============================================================-->
<details-layout><![CDATA[
## Not used in CareerWorksheet
]]></details-layout>
</obj-plan-template>

Implementing and Managing Career Development Planning

24 PUBLIC Configuring Templates
5 Development Goals

Users can create development goals for their career development. They can also add competencies and learning
activities to development goals to guide their growth.

Development Goal Plan Templates [page 25]

A development goal plan template, specified in an XML file, defines the categories and fields of users'
development goals.

Working with Goal Plan Templates [page 27]

A goal plan template is specified in an XML file, defining categories and fields for users' goal plans.

Configuring Email Notifications [page 108]

You can configure email notifications for creating, deleting, modifying, and commenting on development
goals.

Development Goal Import [page 109]

You can import development goals to users' development plans using CSV files, including creating, editing,
and deleting development goals.

Managing Development Content [page 112]

There are two elements to development content: the catalog of learning activities, and the mappings
between learning activities and competencies.

Enabling Development Goals on the Detailed 360 Report [page 116]

Enable a setting in 360 Reviews form templates, so that the Detailed 360 Report shows a link to
development goals on users' default development plan.

Configuring Development Goals Block in People Profile [page 117]

Configure the Development Goals block in People Profile so that users can view, create, edit, and delete
development goals in People Profile.

Reporting on Development Goals [page 119]

You can use reporting tools to report on development goals along with competencies and learning
activities.

Development Goals on Performance Management Forms [page 121]

Development goals can be shown on Performance Management forms. When a form is created,
development goals are auto-populated to the form. Development goals can also be auto-synced between a
development goal plan and form.

5.1 Development Goal Plan Templates

A development goal plan template, specified in an XML file, defines the categories and fields of users' development
goals.

Development goal plan templates are similar to goal plan templates in Goal Management. For more information on
configuring templates, such as configuring elements and fields, refer to Working with Goal Plan Templates.

Implementing and Managing Career Development Planning

Development Goals PUBLIC 25
Here're the differences from goal plan templates you need to know.

• Development goal plan IDs must be in the range of 2001-2999.

• The value of the obj-plan-type element should be "Development".
• If used, the learning activity template must be referenced before field definitions, for example, <learning-
activities template-id="4201"/>.

 Note

Only one learning activity template can be active at a time. Make sure your active development plans
always reference the latest default learning activity template. Otherwise, when a new default learning
activity template is introduced, existing learning activities disappear from existing development plans.

• Cascading and aligning are not supported in development goals. Remove the following permissions from your
template:
• cascade-push
• cascade-pull
• cascade-align
• unalign-parent
• unalign-child
• You can define various goal statuses. Note that the last status, regardless of the name, would be considered as
one that indicates completion of the goal. For goals of this status, no more learning activities can be created.
Therefore, make sure that the Completed status is always the last status on the list.
• When you add custom fields, do not use punctuation or any special characters, for example, "-" or "_", in field
IDs. Spell check is not supported in custom fields with IDs that contain punctuation or special characters.
• In most cases, customers have a single development plan instead of one plan per year. Development goals,
unlike performance goals, frequently span multiple years, especially as career-oriented features are added
to the product. Customers who want to separate completed goals from in-progress goals, can use goal
categories to achieve this. Additionally, if customers use the Career Worksheet, it can only be linked to a
single development goal plan template.
• To make development goal fields visible in People Profile, add the show-in-pp3=”true” attribute to the
field-definition element.
• If you've configured goal plan states, note the following user permissions for activities and learning activities:
• If users can't edit goals according to the setup of goal plan states, they can still create activities with the
Continuous Performance Management permissions.
• If users can't edit goals according to the setup of goal plan states, they can still add and remove learning
activities according to the permissions defined in the learning activity template.
• If users can't view goals according to the setup of goal plan states, they can't view associated learning
activities either.
• The comments field isn't supported in Mobile apps. If you're using Mobile apps for development goals, remove
the comments field definition from your template.

Related Information

Working with Goal Plan Templates [page 27]

Implementing and Managing Career Development Planning

26 PUBLIC Development Goals
5.2 Working with Goal Plan Templates

A goal plan template is specified in an XML file, defining categories and fields for users' goal plans.

When you edit goal plan templates, make sure that you use the correct HTML formatting.

 Note

SAP SuccessFactors makes no commitments to any support services for customized HTML formatting. Test
and validate your customized HTML formatting.

Goal Plan Template Elements

A goal plan template consists of the following elements:

• File header
• Template Configuration Options containing Goal Plan Data including:
• Goal plan id
• Internal name of the goal plan
• Optional description of the goal plan
• Last-modified date
• Start date of the goal plan
• Due date of the goal plan
• An option to automatically number goals
• An option to define goal categories and a default or catch-all category
• (For performance goals only) An option to use the Goal Wizard
• Options to replace text
• (For performance goals only) An option to use a goal library
• Definition of the fields to be used in the goal plan and the order in which they're displayed
• Permission settings for modifying a goal plan
• Definition of the goals on a Performance Management form layout
• (For performance goals only) Metric lookup tables
• (For performance goals only) Rules
• (For performance goals only) Calculations

Goal Plan Template Functions

In a goal plan template, you can do the following:

• Specify the name of the plan.

• Define the goal categories.

Implementing and Managing Career Development Planning

Development Goals PUBLIC 27
• Define the fields to be used in the goal plan.
• Specify which roles have READ and WRITE permissions for each field in the goal plan.
• (For performance goals only) Assign permissions to use Goal Management features, such as Cascade Selected
and Delete Selected.
• Define the appearance of goals in the goal plan.
• Define the appearance of goals in a Performance Management form.
• Define which fields are listed and the order in which they appear in the Add Goal window.
• Define which fields are required. The red asterisk next to a field name indicates that the user must enter data in
the field.

5.2.1 Basics About Goal Plan Templates

Learn about the basic concepts related to goal plan templates.

DTD for Goal Plan Templates [page 28]

The Document Type Definition (DTD) file for the SAP SuccessFactors Goal Management 4.0 (objective-
template_4_0.dtd) defines the structure and all legal elements and attributes of the goal plan template
XML file.

File Header [page 29]

The file header is the first element in the goal plan template.

Goal Plan Template Elements and Attributes [page 29]

The <obj-plan-template> tag is the root element of a goal plan template. This tag contains various
elements and attributes.

Goal Plan Template Switches [page 59]

Switches are used to enable or disable features in a goal plan template. The default value of the switches is
off.

Goal Plan Template Fields [page 60]

The <field-definition> element defines each of the fields in a goal.

5.2.1.1 DTD for Goal Plan Templates

The Document Type Definition (DTD) file for the SAP SuccessFactors Goal Management 4.0 (objective-
template_4_0.dtd) defines the structure and all legal elements and attributes of the goal plan template XML
file.

Because not all of the attributes are included in the default XML file, you can refer to this DTD file to find additional
required attributes and the correct order.

To download the latest DTD file, go to Software Center . Navigate to INSTALLATION AND UPGRADE, select DTD
Configuration Files, and choose Download Basket.

Implementing and Managing Career Development Planning

28 PUBLIC Development Goals
5.2.1.2 File Header

The file header is the first element in the goal plan template.

The file header declares the DTD for the SAP SuccessFactors Goal Management 4.0 deployment descriptor. All
such deployment descriptors must include a DOCTYPE of the following format:

<!DOCTYPE obj-plan-template PUBLIC "-//SuccessFactors, Inc.//DTD Objective Template

4.0//EN" "objective-template_4_0.dtd">

5.2.1.3 Goal Plan Template Elements and Attributes

The <obj-plan-template> tag is the root element of a goal plan template. This tag contains various elements
and attributes.

The definition for the basic <obj-plan-template> tag in the DTD file is as follows:

<!ELEMENT obj-plan-template (obj-plan-id?, obj-plan-type?, obj-plan-name+,

obj-plan-desc?, obj-plan-lastmodified?, obj-plan-start?, obj-plan-due?, obj-plan-
numbering?, category-config?, add-wizard?, text-replacement*, obj-library?,
learning-activities?, category*, default-category?, field-definition+, permission*,
field-permission*, plan-layout, form-layout, pdf-layout?, details-layout)>
<!ATTLIST obj-plan-template
spellchk (true | false) “false”
instructions-viewdefault (on | off “off”
alerts-viewdefault (on|off “off”
cascade-parent-viewdefault (on | off | disable) “off”
cascade-child-viewdefault (on | off | disable) “off”
new-obj-share-status-public (true | false) “false”
share-confirm (true | false) “false”
unshare-confirm (true | false) “false”
allow-group-goal (true | false) “false”
goal-tree-link (true | false) “false”
pager-max-objs-per-page CDATA #IMPLIED
display-alignment-format (names | goals) “names”
use-text-for-privacy (true | false) “false”
>

Implementing and Managing Career Development Planning

Development Goals PUBLIC 29
5.2.1.3.1 Elements of a Goal Plan Template

This table describes elements that you can specify in the <obj-plan-template> tag.

Elements Description Additional Information

obj-plan-id The unique number that identifies the Numbers are assigned as follows:
goal plan
• 1–1000 for TGM Performance Goal Plans
• 2001–3000 for CDP Development Goal
Plans
• 4001–5000 for Learning Activity
• 5001–5099 for Career Worksheet

obj-plan-type Goal plan type This element is used to differentiate between

the types of plans. Values for this field are as
follows:

• Business (Indicates goal plan)

• Development (Indicates development
plan)
• LearningActivity (Indicates link be-
tween learning and development plan or
link between learning and performance
goal plan)
• CareerWorksheet (Used for compe-
tency of the current or future job role,
short as "CWS")

obj-plan-name Name of the goal plan This name appears in the UI. The user selects
the name in a dropdown list.

 Note
Do not include special or non-English
characters within the obj-plan-name
tag. For example, # or é. Otherwise, you
might encounter errors when you export
the goal plan.

obj-plan-desc Goal plan description The description does not appear in the UI.

obj-plan-lastmodified Last-modified date This field is automatically updated when the

XML file is successfully uploaded into Provi-
sioning.

obj-plan-start Start date of the goal plan Format must be MM/DD/YYYY. This element
establishes the default value for the start date
for each goal.

obj-plan-due Due date of the goal plan Format must be MM/DD/YYYY. This element
establishes the default due date for each goal.

obj-plan-numbering Option to automatically number goals For further information, see Enabling Auto-
matic Goal Numbering [page 93].

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30 PUBLIC Development Goals
Elements Description Additional Information

add-wizard (For performance goals only) Option For further information, see Adding Goal Wiz-
to use the Goal Wizard ard.

text-replacement Option to replace text See the example in Text Replacement in a Goal
Plan Template [page 35].

obj-library (For performance goals only) Option For further information, see Mapping of Goal
to use a goal library Library Content to Goal Plans.

category Option to define goal categories For further information, see Defining Category
and Default-Category [page 91].

default-category Option to define a default or catch-all For further information, see Defining Category
category and Default-Category [page 91].

field definition A list of general permissions For further information, see Goal Plan Tem-
permission plate Fields [page 60].

field-permission A list of goal field permissions For further information, see Goal Plan Tem-
plate Fields [page 60].

plan-layout The layout specification of a goal plan For further information, see Goal Plan Tem-
plate Fields [page 60].

form-layout Option to define how goal plan fields For further information, see Defining Goal Plan
appear on a Performance Manage- Field Layout in a Performance Management
ment form Form [page 100].

pdf-layout Not used

details-layout Not used

learning- (For development goals only) Option For further information, see Development Goal
activities template-id to associate a goal with learning ac- Plan Templates [page 25].
tivities

5.2.1.3.2 Attributes of a Goal Plan Template

This table describes attributes that you can specify in the <obj-plan-template> tag.

Attributes Valid Values Description Default

spellchk true A Spell Check link is displayed false

above the field. Only applies to
fields of the type textarea.

false Disables the spelling check for

all goals.

new-obj-share- true Goals are created as shared or false

status-public public goals.

false Goals are created as private

goals.

Implementing and Managing Career Development Planning

Development Goals PUBLIC 31
Attributes Valid Values Description Default

instructions- on Sets the Display Options off

viewdefault checkbox to automatically dis-
play Instructions to new users.  Note
off Instructions are not displayed This attribute only works
until users select the Display with Goal Management
Options Instructions check-
(GM) v11. Do not use this
box.
attribute if you're using
GM v12.

alerts-viewdefault on Selects the Alerts option in the on

Display Options dropdown list
to automatically display alerts
to users.

 Note
In the goal plan XML tem-
plate, alerts can be config-
ured to display by default.
Alerts appear when any of
the following events occur
on the goal plan:

• Goal is created by an-

other user on your
plan.
• Goal is modified by
another user.

off On-plan alerts are not dis-

played until the user selects
the Alerts option in the Display
Options dropdown list.

(For performance goals on To meet accessibility require- off

only) cascade-parent- ments, only off or disable
off is allowed in the current ver-
viewdefault
disable sion.

(For performance goals on To meet accessibility require- off

only) cascade-child- ments, only off or disable
off is allowed in the current ver-
viewdefault
disable sion.

new-obj-share- true Sets newly created goals as false

status-public public.

false Sets newly created goals as

private.

expand-collapse- true When the value is set to true,

categories users can expand or collapse
categories on the Goal Man-

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32 PUBLIC Development Goals
Attributes Valid Values Description Default

false agement page. This attrib-

ute only works when pager-
max-objs-per-page is
set to 0.

share-confirm true Displays a Windows dialog box false

prompting the user to confirm
changing the state of a goal
from unshared to shared.

false Allows users to change

the state of a goal from
unshared to shared with-
out further confirmation.

unshare-confirm true Displays a Windows dialog box false

prompting the user to confirm
changing the state of a goal
from shared to unshared.

false Allows the user to change the

state of a goal from shared
to unshared without further
confirmation.

(For performance goals only) true Allows the goal administrator false
allow-group-goal to create and assign group
goals. This attribute enables
goals for workgroups who re-
port to the same manager.

false Disables group goals.

(For performance goals only) true Creates an icon that links false
goal-tree-link users to the Goal Alignment
Spotlight report directly from
their goal plan.

false The icon is not enabled.

pager-max-objs-per- <number> Sets the number of goals dis-

page played per page on the goal
plan. If the value is set to 0,
all goals are displayed on one
page.

(For performance goals original Displays aligned-down goals original

only) more-details- as a list, showing only the full
child-format name, user name, and goal
name.

goal-plan Displays aligned-down goals

in a format similar to viewing
goals in a plan.

Implementing and Managing Career Development Planning

Development Goals PUBLIC 33
Attributes Valid Values Description Default

show-goal-id true Displays goal-id on the false

Goal Plan page as a column,
on the Goal Detail page, and
on the Edit Goal page.

False Does not display the goal-

id.

(For performance names Displays the goal owner name

goals only) display- and contains a link to view the
alignment-format goal on that user's plan.

goals Displays the owner, goal

name, and other fields that are
hard coded to display.

use-text-for-privacy true Displays text to show goals as false

public or private. Additionally,
a goal can be set as public or
private when the goal is cre-
ated.

false Displays icons to show goals

as public or private. You can
set it to hide the Visibility
field in the latest Goal Man-
agement.

5.2.1.3.3 Examples of Elements and Attributes

Refer to examples of some elements and attributes.

First Part of a Goal Plan Template

<?xml version="1.0" encoding="UTF-8"?>

<!DOCTYPE obj-plan-template PUBLIC "-//SuccessFactors, Inc.//DTD Objective
Template 4.0//EN""objective-template_4_0.dtd">
<obj-plan-templatespellchk="true"new-obj-share-status-public="true"instructions-
viewdefault="on"alerts-viewdefault="on"cascade-parent-viewdefault="off"cascade-
child-viewdefault="off"pager-max-objs-per-page="10"display-alignment-
format="goals"more-details-child-format="goal-plan"share-confirm="false"unshare-
confirm="false"allow-group-goal="true"goal-tree-link="false">
<obj-plan-id>3</obj-plan-id>
<obj-plan-type>Business</obj-plan-type>
<obj-plan-name>2006 Goals</obj-plan-name>
<obj-plan-desc><![CDATA[This is the goal plan for 2006.*]]></obj-plan-desc>*
<obj-plan-lastmodified>5/29/04 4:02 PM</obj-plan-lastmodified>
<obj-plan-start>01/01/2006</obj-plan-start>
<obj-plan-due>12/31/2006</obj-plan-due>
<obj-plan-numbering>
<obj-plan-number-format><![CDATA[#.]]></obj-plan-number-format>
<obj-plan-number-format><![CDATA[#.]]></obj-plan-number-format>
<obj-plan-number-format><![CDATA[#.]]></obj-plan-number-format>

Implementing and Managing Career Development Planning

34 PUBLIC Development Goals
 </obj-plan-numbering>

Text Replacement in a Goal Plan Template

</obj-plan-numbering>
<text-replacement for="Instructions">
<text><![CDATA[<P>Check out our SuccessFactors website!</P>]]></text>
</text-replacement>
<text-replacement for="category">
<text><![CDATA[Goal Classification ]]></text>
</text-replacement>
<obj-library name="SuccessFactors Library">

<text-replacement for="percentage-symbol">
<text><![CData[]></text>
<text-replacement>

5.2.1.3.4 Supported Elements and Attributes Comparison:

Legacy and Latest

We've made a comparison table for you to find out what elements and attributes are supported in the legacy Goal
Management and latest Goal Management.

Navigation Tips

We understand that some elements and attributes are of your particular interest. To facilitate your search for these
items, you can follow the instructions below to effectively navigate the comparison table:

• switches:
Enter the word “switches” into the search box in the Parent Element column.
• field-definition:
To locate field id, type and other attributes of field-definition, enter the word “field-definition” into
the search box in the Sub-element column. For more details about field id and type in the latest Goal
Management, see Changes to Goal Plan Template in the Related Information section.
To locate sub-elements of field-definition, enter the word “field-definition” into the search box of the
Parent Element column.
• Table fields:
Enter one of the words into the search box of the Parent Element column: “tasks”, “milestones”, “targets”,
“metric-lookup-table” or “certifications”. For more details about table fields in the latest Goal Management, see
Changes to Goal Plan Template in the Related Information section.

Implementing and Managing Career Development Planning

Development Goals PUBLIC 35
Comparison Table of Elements and Attributes

Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- show- Yes Yes Yes Yes Available

template total-
goalscore

obj-plan- max-goals Yes Yes Yes Yes Available

template

obj-plan- min-goals Yes Yes Yes Yes Available

template

obj-plan- max- Yes Yes Yes Yes Available

template weight

obj-plan- min- Yes Yes Yes Yes Available

template weight

obj-plan- max- Yes Yes Yes Yes Available

template weight-
per-obj

obj-plan- min- Yes Yes Yes Yes Available

template weight-
per-obj

obj-plan- new-obj- Yes Yes Yes Yes Available

template share-
status-
public

obj-plan- use-text- Yes Yes Yes Yes Available

template for-
privacy

obj-plan- spellchk Yes No Yes No Unavailable

template

obj-plan- instructi Yes No Yes No Unavailable

template ons-
viewdefau
lt

obj-plan- alerts- Yes No Yes No Unavailable

template viewdefau
lt

obj-plan- goal- Yes No Yes No Unavailable

template tree-link

Implementing and Managing Career Development Planning

36 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- overwrite Yes No Yes No Unavailable

template -target-
populatio
n

obj-plan- swap- Yes No Yes No Unavailable

template goal-link

obj-plan- expand- Yes No Yes No Unavailable

template collapse-
categorie
s

obj-plan- pager- Yes No Yes No Unavailable

template max-objs-
per-page

obj-plan- pager- Yes No Yes No Unavailable

template max-page-
links

obj-plan- pager- Yes No Yes No Unavailable

template max-
children-
per-
parent

obj-plan- display- Yes No Yes No Unavailable

template alignment
-format

obj-plan- more- Yes No Yes No Unavailable

template details-
child-
format

obj-plan- show- Yes No Yes No Unavailable

template goal-id

obj-plan- learning- No No Yes No Unavailable

template activity-
deep-link

obj-plan- allow- Yes Yes No No Available

template group-
goal

obj-plan- cascade- Yes No No No Unavailable

template parent-
viewdefau
lt

Implementing and Managing Career Development Planning

Development Goals PUBLIC 37
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- cascade- Yes No No No Unavailable

template child-
viewdefau
lt

obj-plan- share- Yes No No No Unavailable

template confirm

obj-plan- unshare- Yes No No No Unavailable

template confirm

obj-plan- obj-plan- Yes Yes Yes Yes Available

template id

obj-plan- obj-plan- Yes Yes Yes Yes Available

template type

obj-plan- obj-plan- lang Yes Yes Yes Yes Available

template name

obj-plan- obj-plan- Yes Yes Yes Yes Available

template desc

obj-plan- obj-plan- Yes Yes Yes Yes Available

template lastmodif
ied

obj-plan- obj-plan- Yes Yes Yes Yes Available

template start

obj-plan- obj-plan- Yes Yes Yes Yes Available

template due

obj-plan- obj-plan- Yes No Yes No Unavailable

template numbering

obj-plan- switches switch Yes Yes Yes Yes Available

template

obj-plan- custom- scale-min No No No No Unavailable

template scale

obj-plan- custom- scale-max No No No No Unavailable

template scale

obj-plan- category- Yes No Yes No Unavailable

template config

obj-plan- add- mode="sma Yes No No No Unavailable

template wizard rt goal"

obj-plan- summary- filter Yes No Yes No Unavailable

template section

Implementing and Managing Career Development Planning

38 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- text- for="add- Yes No Yes No Unavailable

template replaceme goal-to-
nt form"

obj-plan- text- for="add- Yes No Yes No Unavailable

template replaceme existing-
nt goal-to-
form"

obj-plan- text- for="add- Yes No Yes No Unavailable

template replaceme goal-to-
nt plan"

obj-plan- text- for="dele Yes No Yes No Unavailable

template replaceme te-goal-
nt from-
form"

obj-plan- text- for="copy Yes No Yes No Unavailable

template replaceme -from-my-
nt other-
goal-
plan"

obj-plan- text- for="v12- Yes No Yes No Unavailable

template replaceme add-new-
nt btn-desc"

obj-plan- text- for="v12- Yes No Yes No Unavailable

template replaceme copy-btn-
nt desc"

obj-plan- text- for="perc Yes No Yes No Unavailable

template replaceme entage-
nt symbol"

obj-plan- text- for="cate Yes No Yes No Unavailable

template replaceme gory"
nt

obj-plan- text- for="Inst Yes Yes Yes Yes Available

template replaceme ructions"
nt

obj-plan- text- for="goto No No Yes No Unavailable

template replaceme LMS"
nt

obj-plan- text- for="goal Yes No No No Unavailable

template replaceme -wizard"
nt

Implementing and Managing Career Development Planning

Development Goals PUBLIC 39
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- text- for="lib- Yes No No No Unavailable

template replaceme goal-btn-
nt desc"

obj-plan- text- for="grou Yes No No No Unavailable

template replaceme p-goal-
nt btn-desc"

obj-plan- text- for="v12- Yes No No No Unavailable

template replaceme goal-
nt wizard-
btn-desc"

obj-plan- text- for="casc Yes No No No Unavailable

template replaceme ade-
nt selected"

obj-plan- text- for="pers Yes No No No Unavailable

template replaceme onal-
nt goal-btn-
desc"

obj-plan- obj- name Yes Yes No No Available

template library

obj-plan- obj- id Yes Yes No No Available

template library

obj-plan- obj- default- Yes Yes No No Available

template library lang

obj-plan- learning- template- Yes No Yes Yes Available

template activitie id
s

obj-plan- category id Yes Yes Yes Yes Available

template

obj-plan- category max-goals Yes Yes Yes Yes Available

template

obj-plan- category min-goals Yes Yes Yes Yes Available

template

obj-plan- category max- Yes Yes Yes Yes Available

template weight

obj-plan- category min- Yes Yes Yes Yes Available

template weight

obj-plan- category show- Yes No Yes No Available

template total-
goalscore

Implementing and Managing Career Development Planning

40 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- default- id Yes Yes Yes Yes Available

template category

obj-plan- default- max-goals Yes Yes Yes Yes Available

template category

obj-plan- default- min-goals Yes Yes Yes Yes Available

template category

obj-plan- default- max- Yes Yes Yes Yes Available

template category weight

obj-plan- default- min- Yes Yes Yes Yes Available

template category weight

obj-plan- default- show- Yes Yes Yes Yes Available

template category total-
goalscore

obj-plan- field- id="name" Yes Yes Yes Yes Available

template definitio
n

obj-plan- field- id="desc" Yes Yes Yes Yes Available

template definitio
n

obj-plan- field- id="start Yes Yes Yes Yes Available

template definitio "
n

obj-plan- field- id="due" Yes Yes Yes Yes Available

template definitio
n

obj-plan- field- id="done" Yes Yes Yes Yes Available

template definitio
n

obj-plan- field- id="miles Yes Yes Yes Yes Available

template definitio tones"
n

obj-plan- field- id="metri Yes Yes Yes Yes Available

template definitio c"
n

obj-plan- field- id="actua Yes Yes Yes Yes Available

template definitio l-
n achieveme
nt"

Implementing and Managing Career Development Planning

Development Goals PUBLIC 41
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- field- id="categ Yes Yes Yes Yes Available

template definitio ory"
n

obj-plan- field- id="weigh Yes Yes Yes Yes Available

template definitio t"
n

obj-plan- field- id="state Yes Yes Yes Yes Available

template definitio "
n

obj-plan- field- id="comme Yes Yes Yes Yes Available

template definitio nts"
n

obj-plan- field- id="contr Yes Yes Yes Yes Available

template definitio ol-
n category-
element"

obj-plan- field- id="goal- Yes Yes Yes Yes Available

template definitio score"
n

obj-plan- field- id="metri Yes Yes No No Available

template definitio c-lookup-
n table"

obj-plan- field- id="targe Yes Yes No No Available

template definitio t-
n baseline"

obj-plan- field- id="tasks Yes No Yes No Unavailable

template definitio "
n

obj-plan- field- id="targe Yes No Yes No Unavailable

template definitio ts"
n

obj-plan- field- id="certi Yes No Yes No Unavailable

template definitio fications
n "

obj-plan- field- id="actua Yes No Yes No Unavailable

template definitio l-
n achieveme
nt_text"

Implementing and Managing Career Development Planning

42 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- field- id="num1" Yes No Yes No Unavailable

template definitio
n

obj-plan- field- id="num2" Yes No Yes No Unavailable

template definitio
n

obj-plan- field- id="goto- Yes No Yes No Unavailable

template definitio url"
n

obj-plan- field- id="bizx- Yes Yes No No Unavailable

template definitio actual"
n

obj-plan- field- id="bizx- Yes Yes No No Unavailable

template definitio target"
n

obj-plan- field- id="bizx- Yes Yes No No Unavailable

template definitio pos"
n

obj-plan- field- id="bizx- Yes Yes No No Unavailable

template definitio strategic
n "

obj-plan- field- id="bizx- Yes No No No Unavailable

template definitio effort-
n spent"

obj-plan- field- id="bizx- Yes No No No Unavailable

template definitio status-
n comments"

obj-plan- field- id="obj- Yes No Yes No Unavailable

template definitio plan-
n field1"

obj-plan- field- id="compe No No Yes Yes Available

template definitio tencies"
n

obj-plan- field- type="tex Yes Yes Yes Yes Available

template definitio t"
n

obj-plan- field- type="tex Yes Yes Yes Yes Available

template definitio tarea"
n

Implementing and Managing Career Development Planning

Development Goals PUBLIC 43
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- field- type="dat Yes Yes Yes Yes Available

template definitio e"
n

obj-plan- field- type="per Yes Yes Yes Yes Available

template definitio cent"
n

obj-plan- field- type="enu Yes Yes Yes Yes Available

template definitio m"
n

obj-plan- field- type="tab Yes Yes Yes Yes Available

template definitio le"
n

obj-plan- field- type="num Yes Yes Yes Yes Available

template definitio ber"
n

obj-plan- field- type="com Yes Yes Yes Yes Available

template definitio ment"
n

obj-plan- field- type="com Yes No Yes Yes Available

template definitio petencies
n "

obj-plan- field- type="boo Yes No Yes No Unavailable

template definitio l"
n

obj-plan- field- type="che Yes No Yes No Unavailable

template definitio ckbox"
n

obj-plan- field- type="rat Yes No Yes No Unavailable

template definitio ing"
n

obj-plan- field- type="lin Yes No Yes No Unavailable

template definitio k"
n

obj-plan- field- required Yes Yes Yes Yes Available

template definitio
n

obj-plan- field- maxlength Yes Yes Yes Yes Available

template definitio
n

Implementing and Managing Career Development Planning

44 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- field- reportabl Yes Yes Yes Yes Available

template definitio e
n

obj-plan- field- linearity Yes Yes Yes Yes Available

template definitio
n

obj-plan- field- default- Yes Yes No No Available

template definitio calc-type
n

obj-plan- field- cascade- Yes Yes No No Available

template definitio update
n

obj-plan- field- use-min- Yes Yes No No Available

template definitio target-
n as-rating

obj-plan- field- detail Yes No Yes No Unavailable

template definitio
n

obj-plan- field- viewdefau Yes No Yes No Unavailable

template definitio lt
n

obj-plan- field- showlabel Yes No Yes No Unavailable

template definitio
n

obj-plan- field- field- Yes No Yes Yes Available

template definitio show-
n coaching-
advisor

obj-plan- field- display Yes No Yes No Unavailable

template definitio
n

obj-plan- field- show- Yes No No No Unavailable

template definitio allow-
n rollup-
override

obj-plan- field- rollup- Yes Yes No No Unavailable

template definitio calc-type
n

Implementing and Managing Career Development Planning

Development Goals PUBLIC 45
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- field- rollup- Yes No No No Unavailable

template definitio rounding
n

obj-plan- field- level Yes No Yes No Unavailable

template definitio
n

obj-plan- field- show-in- Yes No Yes No Unavailable

template definitio pp3
n

obj-plan- obj-plan- Yes Yes Yes Yes Available

template states

obj-plan- permissio for="priv Yes Yes Yes Yes Available

template n ate-
access"

obj-plan- permissio for="crea Yes Yes Yes Yes Available

template n te"

obj-plan- permissio for="dele Yes Yes Yes Yes Available

template n te"

obj-plan- permissio for="shar Yes Yes Yes Yes Available

template n e"

obj-plan- permissio for="crea Yes Yes Yes Yes Available

template n te-row"

obj-plan- permissio for="dele Yes Yes Yes Yes Available

template n te-row"

obj-plan- permissio for="move Yes Yes Yes Yes Available

template n -row"

obj-plan- permissio for="chan Yes Yes Yes Yes Available

template n ge-state"

obj-plan- permissio for="move Yes No Yes No Unavailable

template n "

obj-plan- permissio for="casc Yes Yes No No Available

template n ade-pull"

obj-plan- permissio for="casc Yes Yes No No Available

template n ade-push"

obj-plan- permissio for="dele Yes No No No Unavailable

template n te-group-
goal"

Implementing and Managing Career Development Planning

46 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- permissio for="unal Yes Yes No No Unavailable

template n ign-
parent"

obj-plan- permissio for="unal Yes Yes No No Unavailable

template n ign-
child"

obj-plan- permissio for="bizx Yes No No No Unavailable

template n -request-
update"

obj-plan- permissio for="impo Yes No No No Unavailable

template n rt-goal"

obj-plan- permissio for="expo Yes No No No Unavailable

template n rt-goal"

obj-plan- permissio for="casc Yes Yes No No Unavailable

template n ade-
align"

obj-plan- permissio override- Yes No No No Unavailable

template n goal-
admin

obj-plan- field- type Yes Yes Yes Yes Available

template permissio
n

obj-plan- field- override- Yes No No No Unavailable

template permissio goal-
n admin

obj-plan- value- No No Yes Yes Available

template permissio
n

obj-plan- calculato Yes Yes No No Available

template r

obj-plan- auto- Yes Yes No No Available

template populatio
n

obj-plan- plan- Yes No Yes No Unavailable

template layout

obj-plan- form- Yes Yes Yes Yes Unavailable

template layout

obj-plan- pdf- Yes No Yes No Unavailable

template layout

Implementing and Managing Career Development Planning

Development Goals PUBLIC 47
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

obj-plan- details- Yes No Yes No Unavailable

template layout

obj-plan- transcrip No No Yes No Unavailable

template t-detail-
layout

obj-plan- competenc No No Yes Yes Available

template y-filters

obj-plan- competenc id No No Yes No Unavailable

template y-wizard-
layout

obj-plan- competenc app No No Yes No Unavailable

template y-wizard-
layout

obj-plan- custom- id No No Yes No Unavailable

template wizard-
layout

obj-plan- custom- app No No Yes No Unavailable

template wizard-
layout

obj-plan- custom- layout- No No Yes No Unavailable

template wizard- order
layout

obj-plan- transcrip No No Yes No Unavailable

template t-list-
layout

obj-plan- mobile- Yes No Yes No Unavailable

template field-
list

obj-plan- obj-plan- Yes No Yes No Unavailable

numbering number-
format

switches switch for="perc Yes Yes Yes Yes Available

entage-
value-
over-100"

switches switch for="thre Yes Yes Yes Yes Available

aded-
feedback"

Implementing and Managing Career Development Planning

48 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

switches switch for="show No No Yes No Available

-competen
cy-
browser"

switches switch for="cont Yes No Yes No Unavailable

inuouspm-
integrati
on"

switches switch for="casc Yes Yes No No Available

ader-
role"

switches switch for="turn Yes Yes Yes No Unavailable

off-add-
personal-
goal-
button"

switches switch for="tran No No Yes No Unavailable

script-
disable-
fancy-
pod"

switches switch for="deve No No Yes No Unavailable

lopment-
scorecard
-show-
all-
goals"

switches switch for="hide No No Yes No Unavailable

-position
-count"

switches switch value Yes Yes Yes Yes Available

category- max-per- Yes No Yes No Unavailable

config category

add- include- Yes No No No Unavailable

wizard goal-
align

Implementing and Managing Career Development Planning

Development Goals PUBLIC 49
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

text- text lang Yes No, except for Yes No, except for Available
replaceme the attributes: the attributes:
nt • for="I • for="I
nstruc nstruc
tions" tions"
• for="c • for="c
ategor ategor
y", y",
which which
you can you can
configure configure
using the using the
admin admin
tool tool
Manage Manage
Language Language
s s

obj- field- src- Yes Yes No No Available

library mapping library-
field-id

obj- field- dst- Yes Yes No No Available

library mapping field-id

obj- hide- onload- No No Yes No Unavailable

library competenc autosearc
ies h

default- category- lang Yes Yes Yes Yes Available

category name

field- field- lang Yes Yes Yes Yes Available

definitio label
n

field- field- lang Yes Yes Yes Yes Available

definitio descripti
n on

field- table- lang Yes Yes Yes Yes Available

definitio row-label
n

field- enum- style Yes Yes Yes Yes Available

definitio value
n

Implementing and Managing Career Development Planning

50 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

field- enum- trigger- No Yes No Yes Available

definitio value completio
n n

field- table- id Yes Yes Yes Yes Available

definitio column
n

field- table- type Yes Yes Yes Yes Available

definitio column
n

field- table- required Yes Yes Yes Yes Available

definitio column
n

field- table- cascade- Yes Yes No No Available

definitio column update
n

field- table- validate- Yes Yes Yes Yes Unavailable

definitio column start-
n before-  Note  Note
due The "start The "start
before before
due" rule due" rule
is en- is en-
forced by forced by
default, default,
even if even if
the attrib- the attrib-
ute is not ute is not
config- config-
ured. ured.

field- table- order Yes No Yes No Unavailable

definitio column
n

field- table- width Yes No Yes No Unavailable

definitio column
n

field- table- rendered Yes No Yes No Unavailable

definitio column
n

field- default- lang Yes Yes Yes Yes Available

definitio value
n

Implementing and Managing Career Development Planning

Development Goals PUBLIC 51
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

field- field- Yes Yes Yes Yes Available

definitio format
n

field- rating- rate-on- Yes No No No Unavailable

definitio scale form-
n option

field- rating- default Yes No No No Unavailable

definitio scale
n

field- metric- Yes Yes No No Available

definitio lookup-
n table-
target-
auto-
populatio
n

enum- enum- lang Yes Yes Yes Yes Available

value label

table- column- lang Yes Yes Yes Yes Available

column label

table- column- lang Yes Yes Yes Yes Available

column descripti
on

table- enum- Yes Yes Yes Yes Available

column value

table- default- lang Yes Yes Yes Yes Available

column value

table- field- Yes Yes Yes Yes Available

column format

table- rating- Yes Yes No No Available

column value

metric- scale- lang Yes Yes No No Available

lookup- name
table-
target-
auto-
populatio
n

Implementing and Managing Career Development Planning

52 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

metric- mapping baseline- Yes Yes No No Available

lookup- percent
table-
target-
auto-
populatio
n

metric- mapping rating Yes Yes No No Available

lookup-
table-
target-
auto-
populatio
n

mapping mapping- lang Yes Yes No No Available

descripti
on

rating- rating- Yes Yes No No Available

scale scale-id

obj-plan- obj-plan- id Yes Yes Yes Yes Available

states state

obj-plan- obj-plan- default Yes Yes Yes Yes Available

states state

obj-plan- obj-plan- cascade- Yes Yes Yes Yes Available

states state without-
create

obj-plan- state- lang Yes Yes Yes Yes Available

state label

obj-plan- action- lang Yes Yes Yes Yes Available

state label

obj-plan- permissio Yes Yes Yes Yes Available

state n

obj-plan- field- Yes Yes Yes Yes Available

state permissio
n

permissio descripti Yes Yes Yes Yes Available

n on

permissio target- Yes Yes Yes Yes Available

n state

Implementing and Managing Career Development Planning

Development Goals PUBLIC 53
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

permissio role-name Yes Yes Yes Yes Available

n

permissio field Yes Yes Yes Yes Available

n

permissio condition No No Yes Yes Available

n

field- descripti Yes Yes Yes Yes Available

permissio on
n

field- role-name Yes Yes Yes Yes Available

permissio
n

field- field Yes Yes Yes Yes Available

permissio
n

field- table-col id Yes Yes Yes Yes Available

permissio
n

field- table-col field- Yes Yes Yes Yes Available

permissio refid
n

field- condition No No Yes Yes Available

permissio
n

value- descripti No No Yes Yes Available

permissio on
n

value- field No No Yes Yes Available

permissio
n

value- condition No No Yes Yes Available

permissio
n

value- role-name No No Yes Yes Available

permissio
n

value- allow- No No Yes Yes Available

permissio value
n

Implementing and Managing Career Development Planning

54 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

auto- rule Yes Yes No No Available

populatio
n

rule rule- calculato Yes Yes No No Available

condition r-id

rule table- Yes Yes No No Available

result

rule calculate calculato Yes Yes No No Available

d-result r-id

table- row Yes Yes No No Available

result

row col id Yes Yes No No Available

row col lang Yes Yes No No Available

column field Yes No Yes No Unavailable

transcrip transcrip id No No Yes No Unavailable

t-detail- t-detail-
layout portlet

transcrip transcrip column No No Yes No Unavailable

t-detail- t-detail-
layout portlet

transcrip transcrip row No No Yes No Unavailable

t-detail- t-detail-
layout portlet

transcrip transcrip lang No No Yes No Unavailable

t-detail- t-detail-
portlet portlet-
label

transcrip field No No Yes No Unavailable

t-detail-
portlet

competenc exclude type No No Yes Yes Available

y-filters

competenc include type No No Yes Yes Available

y-filters

competenc include match No No Yes Yes Available

y-filters

competenc include library No No Yes Yes Available

y-filters

Implementing and Managing Career Development Planning

Development Goals PUBLIC 55
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

competenc field- No No Yes No Unavailable

y-wizard- reference
layout

custom- menu- lang No No Yes No Unavailable

wizard- label
layout

transcrip transcrip itemid No No Yes No Unavailable

t-list- t-list-
layout data

transcrip transcrip lang No No Yes No Unavailable

t-list- t-list-
data data-
label

transcrip display No No Yes No Unavailable

t-list-
data

transcrip value No No Yes No Unavailable

t-list-
data

mobile- field Yes No Yes No Unavailable

field-
list

tasks table- id="desc" Yes No Yes No Unavailable

column

tasks table- id="start Yes No Yes No Unavailable

column "

tasks table- id="due" Yes No Yes No Unavailable

column

tasks table- id="date" Yes No Yes No Unavailable

column

tasks table- id="done" Yes No Yes No Unavailable

column

tasks table- id="compl Yes No Yes No Unavailable

column eted"

tasks table- id="targe Yes No Yes No Unavailable

column t"

tasks table- id="actua Yes No Yes No Unavailable

column l"

Implementing and Managing Career Development Planning

56 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

milestone table- id="desc" Yes Yes Yes Yes Available

s column

milestone table- id="start Yes Yes Yes Yes Available

s column "

milestone table- id="due" Yes Yes Yes Yes Available

s column

milestone table- id="done" Yes Yes Yes Yes Available

s column

milestone table- id="targe Yes Yes Yes Yes Available

s column t"

milestone table- id="actua Yes Yes Yes Yes Available

s column l"

milestone table- id="custo Yes Yes Yes Yes Available

s column mNum1"

milestone table- id="custo Yes Yes Yes Yes Available

s column mNum2"

milestone table- id="custo Yes Yes Yes Yes Available

s column mNum3"

milestone table- id="ratin Yes Yes Yes Yes Available

s column g"

milestone table- id="weigh Yes Yes Yes Yes Available

s column t"

milestone table- id="score Yes Yes Yes Yes Available

s column "

milestone table- id="actua Yes Yes Yes Yes Available

s column lNumber"

milestone table- id="date" Yes No Yes No Unavailable

s column

milestone table- id="compl Yes No Yes No Unavailable

s column eted"

targets table- id="date" Yes No Yes No Unavailable

column

targets table- id="targe Yes No Yes No Unavailable

column t"

targets table- id="actua Yes No Yes No Unavailable

column l"

Implementing and Managing Career Development Planning

Development Goals PUBLIC 57
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

targets table- id="desc" Yes No Yes No Unavailable

column

targets table- id="start Yes No Yes No Unavailable

column "

targets table- id="due" Yes No Yes No Unavailable

column

targets table- id="custo Yes No Yes No Unavailable

column mNum1"

targets table- id="custo Yes No Yes No Unavailable

column mNum2"

targets table- id="custo Yes No Yes No Unavailable

column mNum3"

targets table- id="ratin Yes No Yes No Unavailable

column g"

targets table- id="weigh Yes No Yes No Unavailable

column t"

targets table- id="score Yes No Yes No Unavailable

column "

targets table- id="actua Yes No Yes No Unavailable

column lNumber"

targets table- id="done" Yes No Yes No Unavailable

column

metric- table- id="achie Yes Yes No No Available

lookup- column vement"
table

metric- table- id="achie Yes No No No Unavailable

lookup- column vement-
table text"

metric- table- id="ratin Yes Yes No No Available

lookup- column g"
table

metric- table- id="descr Yes Yes No No Available

lookup- column iption"
table

certifica table- id="issue Yes No Yes Yes Unavailable

tions column _date"

certifica table- id="expir Yes No Yes Yes Unavailable

tions column e_date"

Implementing and Managing Career Development Planning

58 PUBLIC Development Goals
 Availability
Supported Supported Supported Supported after the uni-
for Legacy for Latest for Legacy for Latest De- versal push
Parent Ele- Performance Performance Development velopment of latest Goal
ment Sub-element Attribute Goals? Goals? Goals? Goals? Management

certifica table- id="name" Yes No Yes Yes Unavailable

tions column

Related Information

Changes to Goal Plan Templates [page 143]

5.2.1.4 Goal Plan Template Switches

Switches are used to enable or disable features in a goal plan template. The default value of the switches is off.

Supported Switches in Goal Plan Templates

Switches Descriptions

cascader-role (For performance goals only) Indicates whether the cascader

role is enabled.

turnoff-add-personal-goal-button (For performance goals only) Indicates whether the add-per-

sonal-goal button is removed from the Goal Wizard.

percentage-value-over-100 Indicates whether the number that is entered in the percent-

age field can be over 100.

threaded-feedback Indicates whether the threaded feedback feature is enabled.

continuouspm-integration Indicates whether the Continuous Performance Management

integration column displays.

development-scorecard-show-all-goals (For development goals only) Indicates whether users' devel-

opment goals are shown in the Development Goals block in
People Profile.

An Example of Switches in a Goal Plan Template

The following example shows that the percentage-value-over-100 switch is enabled.

<switches>
<switch for="percentage-value-over-100" value="on"/>

Implementing and Managing Career Development Planning

Development Goals PUBLIC 59
 </switches>

Related Information

Configuring Template to Show All Development Goals in the Block [page 118]

5.2.1.5 Goal Plan Template Fields

The <field-definition> element defines each of the fields in a goal.

 Note

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

DTD Definition for the <field-definition> Element

<!ELEMENT field-definition (field-label+, field-description*,

table-row-label*, enum-value*, table-column*, default-value?, field-format?,
rating-scale?,
field-show-coaching-advisor?)><!ATTLIST field-definitionid ID #REQUIREDtype
(text | textarea | date | percent | bool | enum | table | number |
comment | rating | competencies) #REQUIREDrequired (true | false)
"false"detail (true | false) "false"viewdefault (on | off) "on"showlabel (true |
false) "false"reportable (field1 | field2 | field3 | field4 | field5 | field6 |
field7
| field8 | field9 | field10 | field11 | field12 | field13 | field14 |
field15 | field16 |
field17 | field18 | field19 | field20) #IMPLIEDfield-show-coaching-advisor
(true | false) "false">

 Remember

This code snippet is a sample configuration. The exact configuration depends on your system settings.

Important Notes for Defining the <field-definition> Element

• You must define all fields that are used in the plan in this section.
• The order in which the fields are defined determines the order in which they're shown in the goal plan and goal
edit window.
• When you add a new field or remove an existing field from the goal plan template, remember to add or remove
the field references in these sections of the template:

Implementing and Managing Career Development Planning

60 PUBLIC Development Goals
 • <field-definition> section
• <field-permission> section
• <plan-layout> section
• <form-layout> section

 Remember

When you delete a field from the goal plan template, using either the Admin Center Manage
Templates tool or the XML file, do remember to delete the corresponding permissions of that field
from the <field-permission> section of the goal plan template. If you delete a field without deleting its
permissions from the goal plan template, you might encounter errors while using the goal plan.

• When you decide which fields are included in a goal plan, be aware of the following:
• It's important to determine what portlets under Summary on the Goal Plan page are used for reporting on
goals. The Objective Status portlet uses the Status field. The Objectives by Completion and Objective Due
Range portlets use the % Complete field and the Due field. They don't recognize completed goals because
they don't use the Status field.

• The Goal List report on the Goal Plan page displays fields set with certain defaults that individual users can
reset. The administrator can't set these defaults for the entire organization. If users deselect fields through
Display Options, these fields disappear from the report.

Implementing and Managing Career Development Planning

Development Goals PUBLIC 61
5.2.1.5.1 Subelements and Attributes of Fields

The tables describe subelements and attributes of fields in a goal plan template.

<field-definition> Subelements

Fields in a goal plan are controlled by <field-definition> elements in the goal plan template XML file. Each
field has its own unique field definition. <field-definition> includes the following subelements:

Subelements Description

field-label The field label that is displayed in the goal plan template. It can
be configured to use whatever term the customer wants.

field-description Used to put an internal comment. It doesn't display on the UI.

default-value Optionally used to specify a default value.

Goal Plan Field Attributes (Properties)

In addition to the subelements, you can also configure attributes for a <field-definition> element.

Attributes Valid Values Default Value Description

id Standard field IDs The internal name of the field

where the data is stored in
the database. For the list of
standard field IDs, see Stand-
ard Goal Fields [page 65]. In
addition, you can define cus-
tom field IDs.

Implementing and Managing Career Development Planning

62 PUBLIC Development Goals
Attributes Valid Values Default Value Description

type • text: a single line of text The type of the field. This at-
(nontyped) tribute is a combination of the
stored-data type and UI hints.
• textarea: multiple
lines of text (nontyped) We strongly recommend that
• date: a date (MM/DD/ you use the types as illus-
YYYY) (typed) trated in the XML because
• percent: an unformat- these types have been heav-
ted number (no "%" sign) ily tested and approved.
(typed) You must enter dates in
• enum: an enumerated date fields and numbers
type (shown as a pull-
in percent fields (numbers
down list; see Enum
are formatted according to
Fields [page 72] for de-
tails) field format and ap-
• table: a table of data pended with a "%" sign.)

• number: a number value

 Note
(typed)
• link: a link to a URL that If you define any field
creates a popup window with type="percent"
and want users to be
• bool: true or false
able to enter a value
(shown as a checkbox)
greater than 100 in
that field, set the value
of the percentage-
value-over-100
switch to on in the tem-
plate XML.

required true false • If the value is true, the

field is required and a red
false asterisk appears next to
it.
• If the value is false,
the field isn't required
and the field can be left
empty.

detail false This attribute isn't currently

true
used, and you can leave it at
false the default setting.

viewdefault on Determines whether the View

on
Option (or Display Options as
off it is sometimes called) for this
field is on or off in the plan
view.

Implementing and Managing Career Development Planning

Development Goals PUBLIC 63
Attributes Valid Values Default Value Description

showlabel true false Field labels aren't displayed by

default when you view goals
false
in the goal plan but they're al-
ways displayed when you cre-
ate or edit a goal.

• If the plan column head-

ings or table column
headings are adequate
in representing the fields
displayed, you may not
need to display field la-
bels. Not showing field
labels helps reduce verti-
cal scrolling when viewing
goals in the plan. For this
configuration, set this at-
tribute to false.
• If fields aren't in the
first row of the goal plan
(plan column headings),
especially if the fields in
those rows aren't the ta-
ble fields (tasks, targets,
milestones), consider dis-
playing field labels. For
this configuration, set
this attribute to true.

reportable fieldX (where X is the ID of Determines which fields are

the field)
available in the Goal List re-
port.

Only custom fields need this

attribute. All standard fields
are reportable by default.

For more details, see Custom

Fields [page 73].

field-show-coaching- true false If true, the link to the Coach-

advisor
ing Advisor displays above the
false
field.

Only applies to fields of type

textarea.

Implementing and Managing Career Development Planning

64 PUBLIC Development Goals
Attributes Valid Values Default Value Description

spellchk true false • If the value is true, a

Spell Check link is dis-
false played above the field.
Only applies to fields of
type textarea.
• If the value is false,
spell checking for all
goals is disabled.

5.2.1.5.2 Standard Goal Fields

The table shows the list of standard goal fields.

Standard Goal Fields

Field ID Type Typical Usage / Characteristics

name • text The name of the goal, sometimes rela-

beled as the goal description. This is the
• textarea
only mandatory field in a goal plan.

 Note
Whenever you use this field, the
field value appears in a larger font
on the application UI only when the
field is positioned as the first column
within the goal plan table. However,
when you print the goal plan, this
field value always appears in a larger
font regardless of the field's position
within the goal plan table.

desc • text Used for a detailed goal description if the

<name> field is used as a short name.
• textarea
It has a length limit of 2,000 characters.

metric • text Used to describe how a goal is measured,

in other words, success criteria.
• textarea
• enum

start date The start date of the goal. This field is

auto-populated with the start date de-
fined in the <obj-plan-start> ele-
ment. The format is defined by selected
language pack.

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Field ID Type Typical Usage / Characteristics

due date The due date of the goal. This field is

auto-populated with the due date defined
in the <obj-plan-due> element. The
format is defined by the selected lan-
guage pack

state enum (use text and textarea with Typically presented as a dropdown list of
care) values with colors to report the goal state
or status. Used as such in dashboard re-
ports. Limited to 128 characters. Often
labeled Status.

done percent Displayed as a number, formatted ac-

cording to field format, alongside a
graphical progress bar.

 Note
If you define this field with
type="percent" and want users
to be able to enter a value
greater than 100 in this field, set
the value of the percentage-
value-over-100 switch to on in
the template XML.

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Field ID Type Typical Usage / Characteristics

weight • number (recommended) The value in this field is used to auto-

populate the goal weight when the goal
• percent (recommended)
is added to a Performance Management
• enum form.
• text
• textarea  Note
If you define this field with
type="percent" and want users
to be able to enter a value
greater than 100 in this field, set
the value of the percentage-
value-over-100 switch to on in
the template XML.

 Remember
• If weight is configured as
enum type, the system doesn't
support min or max weight
warnings and its value can't be
used in calculated ratings.
• If weight is configured as the
text type, the text value en-
tered is used verbatim; and
if configured as text or
textarea, this field isn't sup-
ported in Table Reporting be-
cause the Sub Domain Schema
doesn't support nonnumeric
values for this field.

tasks table A table of individual tasks supporting the

goal. (See Table Fields [page 69] for
more details.)

targets table A table of individual targets towards ach-

ieving the goal. (See Table Fields [page
69] for more details.)

milestones table A table of individual milestones towards

achieving the goal. (See Table Fields
[page 69] for more details.)

metric text Defines a measurement for the goal, for

example, percentage of completion.

comments comment Used to configure the layout and permis-

sion for public comments. This field is
read-only and automatically includes the
name and date stamp when the com-
ments were entered.

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Field ID Type Typical Usage / Characteristics

group-rating rating (For performance goals only) Enables

group goal rating directly in the goal, for
when the goal is rated once for all par-
ticipants. Only the group goal owner can
modify this field. See Group Goals for de-
tails.

group-rating-comments rating (For performance goals only) Allows the

group goal owner to enter rating com-
ments. See Group Goals for details.

obj-plan-field1 text Reinforces messages to employees on

why they execute on the goals assigned
to them.

 Note
The field is introduced as a Mission
Statement, however, it can be reused
for other purpose with a different
field-label.

Consider the following scenarios when you configure the field length:

• Empty value: Initialized as "0" at backend. Uses default values as described in the following table.
• 0 < X < 4000: Uses customized value "X".
• >4000: Initialized as "0" at backend. Uses default values as described in the following table.

In general, all text fields have a default maximum length of 4000 characters. Some exceptional field types have
different maximum default lengths. Here are the corresponding default maximum length for the respective field
types:

Maximum Default Character Lengths for Different Fields

Field Type Description Maximum Field Length

TYPE_TEXT General text field 4000 characters

OBJ_MILE_TARGET_MAX_LENGTH Milestone target 8000 characters

OBJ_MILE_DESC_MAX_LENGTH Milestone description 2048 characters

OBJ_MILE_ACTUAL_MAX_LENGTH Milestone actual 2048 characters

OBJ_COMMENT_MAX_LENGTH Goal description 4000 characters

OBJ_PLAN_DESC_MAX_LENGTH Goal plan description 2048 characters

 Note

If the content that you enter in a text field is without natural spaces, the user interface doesn't wrap the text.
For example, if you enter "testesttesttesttesttesttesttestesttesttesttesttesttest", the user interface treats the
content as a single word and introduces a horizontal scroll bar instead of wrapping the text.

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Example: XML Example: Standard Fields

<field-definition id="name" type="textarea" required="true" detail="false"

viewdefault="on" showlabel="false"
field-show-coaching-advisor="false">
<field-label>Goal Name*</field-label>
<field-description>Goal Name</field-description>
</field-definition>
<field-definition id="done" type="percent" required="true" detail="false"
viewdefault="on" showlabel="false"
field-show-coaching-advisor="false">
<field-label>% Complete</field-label>
<field-description>Percent Complete</field-description>
<default-value>0.0</default-value>
</field-definition>

5.2.1.5.3 Table Fields

Learn about the supported table fields: Task, Milestone, Target, and Achievement Lookup.

A table field is a collection of fields that can be repeated for each goal. For example, each goal may have several
Tasks or Milestones associated with it. Tables can be renamed. For example, you can relabel the Task table as
<Subgoals>, <Activities>, or <Notes>.

You can use Permission tags to control who can create, modify, or delete rows of a table within a goal plan. You can
also set access permission for individual table columns.

Table Field Types

Table Field ID Must be of Type Maximum Field Length Notes

• Tasks desc textarea or text 2,048 characters • These are columns

• Milestones start date
that both the Mile-
stone and Task ta-
due date bles have.
• In the Task table,
date date
start and due dates
done percent are auto-populated
with the same
complete bool dates entered for
the goal whereas in
target textarea or text 2,048 characters
the Milestone table
actual textarea or text 2,048 characters they are not.

Milestones customNum1 number These are columns that

only the Milestone table
customNum2 number has.
customNum3 number

rating number

weight number

score number

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Table Field ID Must be of Type Maximum Field Length Notes

actualNumber number

Targets target textarea or text

actual textarea or text

date date

Achievement Lookup achievement number

achievement-text text

rating number

description text

Columns can be arranged in any order. You can add or remove columns as the customer requires, provided that the
column types match those types in the Table Field Types table shown. The date and percentage columns can't be
transformed to text fields.

Table Field Subelements

Subelements Description

table-row-label The label displayed on the UI. The word "Add" is always prepended to the label specified. For
example, "Task" is shown as "Add Task".

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Subelements Description

table-column id The internal name for the field where the data is stored in the database.

Refer to the list of standard field IDs in the Table Field Types table. You can't add custom fields
to a table.

Each table-column id has the following attributes:

• column-label
• column-description
• type
• default-value (optional)

You can change the values in the label or description attributes but you must not change the IDs
that are referenced because these IDs are recognized by the system.

The following additional attributes are available for this subelement:

• width: Specifies the width of the column in characters. For columns of type textarea,
specify a value to provide enough space for the user input. For all other column types,
ignore this attribute.
• validate-start-before-due: Applicable to all table columns that have the field ID
start and type date. If this attribute is set to true, the start date is before the due
date.

 Note
Typically, the Milestone table validates that the start date value is earlier than the due
date value. However, because you can relabel table fields as, for example, <target>
and <actual>, the validation may not be desirable. To avoid this, you can set this
attribute to false for the start field.

column-label The label that identifies the columns that appear in a table. You can configure this subelement
to use whatever term the customer wants.

column-description Used to put an internal comment. It doesn't display in the instance.

default-value The default or initial value of a field or column. It isn't mandatory.

• For fields or columns of type text or textarea, the value is copied directly to the
contents of a field in a new goal, accounting for the locale as specified by the optional
lang attribute.
• For fields or columns of type date, percent, number, or bool, the value is specified in
a nonlocalized format, and the lang attribute isn't allowed.

field-format Defines the format of a field or column. You can specify only the following formats:

• #.00: Number with two decimals

• '#'#: Prefix, formats 123 to "#123"
• #%: Convert to integer and append % to the end
• integer

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Example: XML Example: Table Field

<field-definition id="tasks" type="table" required="false" detail="false"

viewdefault="on" showlabel="true" field-show-coaching-advisor="false">
<field-label>Sub-Goals</field-label>
<table-row-label>Sub-Goal</table-row-label>
<table-column id="desc" type="textarea" required="true" width = 50>
<column-label>Sub-Goal Description</column-label>
<column-description>Sub-Goal Description</column-description>
</table-column>
<table-column id="done" type="percent" required="false">
<column-label>Percent Complete</column-label>
<column-description>Percent Complete</column-description>
<default-value>0</default-value>
</table-column>
<table-column id="start" type="date" required="false" validate-start-before-
due="false">
<column-label>Target Date</column-label>
<column-description>Target Date</column-description>
</table-column>
</field-definition>

Related Information

Table Field Permissions

Table Column Permissions [page 82]

5.2.1.5.4 Enum Fields

A field of type enum allows you to specify a dropdown list with all the possible values for the field.

Enum Fields
Subelements Description

enum-value Defines one of the possible values for a field of <type="enum">. The order of the enum-
value subelements in the XML file determines the order in which the dropdown list is dis-
played, and the collation order for sorting by the field.

• The value attribute defines the nonlocalized, internal string, under which the data is
stored. (Use the enum-label subelement to define localized string labels).
• The style attribute optionally defines the background and text color.

enum-label The text that displays in the dropdown list. There must be at least one enum-label subele-
ment defined per enum-value.

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Example: XML Example: Enum Field

<field-
definitionid="state"type="enum"required="false"showlabel="false"viewdefault="on">
<field-label>Status</field-label>
<enum-valuevalue="none"style="background:white;color:black;">
<enum-label>none</enum-label>
</enum-value>
<enum-value value="Will meet target" style="background:green;color:white;">
<enum-label>Will meet target</enum-label>
</enum-value>
<enum-valuevalue="Don't know"style="background:yellow;color:black;">
<enum-label>Don't know</enum-label>
</enum-value>
<enum-value value="Will not meet target"style="background:red;color:white;">
<enum-label>Will not meet target</enum-label>
</enum-value>
<enum-value value="Goal completed"style="background:blue;color:white;">
<enum-label>Goal completed</enum-label>
</enum-value>
</field-definition>

5.2.1.5.5 Custom Fields

Custom fields aren't initially defined in the goal plan template. These goal field types aren't listed in the DTD, but
they can be defined in the same way as any of the standard fields.

Custom fields can't be of the table type and must be of the following types:

• text
• textarea (with a length limit of 2,000 characters)
• enum
• date
• percent
• number
• link
• bool

Only custom fields need the reportable attribute.

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Attribute Valid Value Description

reportable fieldX (where X is the ID of Determines which fields are available in the Goal List report.
the field)
At most 20 fields across an entire company can be reportable.
People Analytics is also supported.

If a company has more than one goal template, all of the

reportable="fieldX" fields must have the same ID and
be of the same type across all goal plans. For example, if you
have weight fields in two different goal plan templates, each
must have an identical ID. Field IDs typically ensure that they
are of the same field type.

5.2.2 Permissions for Goal Plan Templates

Learn about the permission settings in a goal plan template.

Action Permissions [page 74]

Action permissions grant the ability to perform specific actions on a goal plan, such as adding, deleting, or
cascading goals. The <permission> element describes general goal access permissions, and is referred to
as an action permission.

Roles in Goal Plans [page 79]

Roles are established based on what the system knows about relationships as determined by the employee
data in the instance. The <role-name> element defines who receives permissions.

Field Permissions [page 80]

Use the <field-permission> element in the goal plan template to define which roles have read and write
permissions for each field in a goal.

Goal Plan States [page 83]

Goal plan states provide the ability to have more than one set of permissions. The difference between
states can be subtle or drastic depending on the customer's needs.

5.2.2.1 Action Permissions

Action permissions grant the ability to perform specific actions on a goal plan, such as adding, deleting, or
cascading goals. The <permission> element describes general goal access permissions, and is referred to as an
action permission.

Overview

The following table describes the action permissions that you can configure for goals.

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Action Permission XML Code Grant the Ability To

Private access private-access See private goals, that is, goals that
aren't shared or made public.

Employees need this permission to re-

ceive email notifications for private goals.

Create create Create a goal in a user's goal plan.

A user with this permission sees a Save

as New button on the Edit Goal page.

 Note
Editing goals requires the write per-
mission.

Delete delete Delete a goal from a user's goal plan.

 Recommendation
We recommend that you list roles for
this permission when defining it.

Delete group goals delete-group-goal (For performance goals only) Delete a

group goal from a user's goal plan.

Move goal move Move and indent goals within a user's

own goal plan.

Share goal share Mark goals as shared or unshared (public

or private) in a user's goal plan.

If no roles are listed for this permis-

sion, the Make Selected Public and Make
Selected Private buttons still appear
when you view goals in your own plan.
However, after you choose the button,
a message appears indicating that you
don't have permission to perform this op-
eration.

Cascade pull cascade-pull (For performance goals only) Pull an-

other user's goals to one's own goal plan.

The only roles supported for this permis-

sion are * (Everyone) and no roles at
all. If no roles are listed, the Cascade to
My Plan button doesn't appear when you
view another user's goal plan.

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Action Permission XML Code Grant the Ability To

Cascade push cascade-push (For performance goals only) Push one's

own goals to another user's goal plan.

If no roles are listed for this permission,

the Cascade to Others button doesn't ap-
pear when you view your own goal plan.

If you grant this permission to the EX

(Matrix Manager), this button appears
for all users. Employees without matrix
reports can't select any users but can still
see the button.

Align to cascade-align (For performance goals only) Align one's

own goals with another user's goals.

This permission applies when two goals

are created individually but you want to
link them for reporting purposes.

If no roles are listed for this permission,

the Align To button doesn't appear when
you hover over a goal in another user's
goal plan.

Unalign parent unalign-parent (For performance goals only) Unalign a

parent (original) goal in a user' own plan.

If no roles are listed for this permission,

the Unalign button still appears when you
view aligned-up goals in your own plan.
However, after you choose the button,
a message appears indicating that you
don't have permission to perform this op-
eration.

Unalign child unalign-child (For performance goals only) Unalign a

child (cascaded or aligned) goal in a us-
er's own goal plan.

If no roles are listed for this permission,

the Unalign button still appears when
you view aligned-down goals in your own
plan. However, after you choose the but-
ton, a message appears indicating that
you don't have permission to perform
this operation.

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76 PUBLIC Development Goals
Action Permission XML Code Grant the Ability To

Create row create-row (For performance goals only) Create a

row in a field type of table (Tasks,
Targets, Milestones, or Achievement
Lookup).

You must define which table the permis-

sion applies to.

To revoke this permission from all roles,

define the permission by listing no roles.
Roles not included in the permission def-
inition don't have rights to create table
rows.

Delete row delete-row (For performance goals only) Delete a

row in a field type of table (Tasks,
Targets, Milestones, or Achievement
Lookup).

You must define which table the permis-

sion applies to.

To revoke this permission from all roles,

define the permission by listing no roles.
Roles not included in the permission def-
inition don't have rights to delete table
rows.

Move row move-row (For performance goals only) Move a

row up or down in a field type of table
(Tasks, Targets, Milestones, or Achieve-
ment Lookup).

You must define which table the permis-

sion applies to.

To revoke this permission from all roles,

define the permission with no roles listed.
Roles not included in the permission def-
inition don't have rights to move table
rows.

Change state change-state Change the state (status) of the current

goal.

Import goal import-goal Import the user's goals from another goal
plan.

Export goal export-goal Export the user's goals to another goal

plan.

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Example: Configuring Action Permissions in Goal Plan Templates

XML Example: Action Permissions for private-access

In this example, employees and their managers can view unshared or private goals.

<permission for="private-access">
<description> Employees and their managers can view unshared or private goals.
</description>
<role-name>E</role-name>
<role-name>EM</role-name>
</permission>

XML Example: Action Permissions for Table Fields

In this example, everyone can create, delete, or move rows of targets, tasks, milestones, or metric lookup tables.

<permission for="create-row">
<description><![CDATA[Anyone can create row.]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="targets"/>
<field refid="tasks"/>
<field refid="milestones"/>
<field refid="metric-lookup-table"/>
</permission>
<permission for="delete-row">
<description><![CDATA[Anyone can delete row.]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="targets"/>
<field refid="tasks"/>
<field refid="milestones"/>
<field refid="metric-lookup-table"/>
</permission>
<permission for="move-row">
<description><![CDATA[Anyone can move row.]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="targets"/>
<field refid="tasks"/>
<field refid="milestones"/>
<field refid="metric-lookup-table"/>
</permission>

XML Example: Action Permissions for Goal Import

In this example, employees can go to their goal plans to upload goals for themselves. Employees' managers can go
to goal plans of their employees and upload the goals for employees.

<permission for="import-goal">
<description><![CDATA[ Employees' manager can import the goals from the goal
plan. ]]></description>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[E]]></role-name>
</permission>

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5.2.2.2 Roles in Goal Plans

Roles are established based on what the system knows about relationships as determined by the employee data in
the instance. The <role-name> element defines who receives permissions.

Roles in Goal Plans

The following table lists the supported role names and their descriptions.

Role Name Description

* Everyone

E Employee or owner

EM Employee's manager

EMM Employee's second-level manager

EM+ Employee's manager, all the way up the reporting hierarchy

ED Employee's direct report

EDD Employee's second-level direct report

ED+ Employee's direct report, all the way down the reporting hierarchy

EMD Employee's manager's direct reports (employee's coworkers or peers)

EX Employee's matrix manager

EY Employee's matrix report

EH Employee's HR representative

F Form reviewer (Goal access is restricted through a performance form only. Users with this role
can’t leave comments on goals.)

OP (For performance goals only) Objective parent (For example, a project team lead's goal that is
aligned up from a team member's goal)

OC (For performance goals only) Objective child (For example, a team member's goal that is aligned
down from a team lead's goal)

cascader (For performance goals only) The person who is cascading a goal

TA (For development goals only) Talent administrator, or a similar role, who can manage employ-
ees' development goals

To configure this role in development goal plan templates, you need to grant talent admin-

istrators the Administrator Manage Career Development Manage User's Development

Goals permission and a defined target population.

Same as other roles, talent administrators must have the User Search and Goal Plan
Permissions permissions to search for employees and access their development goal plans.

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  Note

Roles are case sensitive and you must list them in all uppercase except for cascader, which is in lower case.

Actions Mapped for Each Role

The following table lists which roles can be assigned access to goal plan features.

Goal Sug-
Plan gesst
Fea- No ed
tures * E EM EMM EM+ ED EDD ED+ EMD EH EX EY F TA Role Roles

View Y Y Y Y Y Y Y Y Y Y Y Y Y Y N E or
pri- EM
vate
goals

Cre- Y Y Y N N N N N N N Y N Y Y N E or
ate EM,
goals or F

De- Y Y Y Y Y Y Y Y Y N Y Y N Y N E or
lete EM
goals

Move N Y N N N N N N N N N N N N Y E
goals

Share N Y Y Y Y Y Y Y Y Y Y Y N Y N E or
or EM
un-
share
goals

 Note

• The roles listed are also used to set read and write permissions when accessing goals in an individual's Goal
Plan.
• The following roles have the same level of support:
• EX and EM
• EY and ED

5.2.2.3 Field Permissions

Use the <field-permission> element in the goal plan template to define which roles have read and write
permissions for each field in a goal.

You can add field permissions to the goal plan template in the XML only. Permissions for table column fields are
scanned in XML source order, and the last applicable permission is the one that is used. For regular fields, the

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80 PUBLIC Development Goals
write permission has the highest priority, followed by the read permission, and the none permission has the lowest
priority. It's common practice to initially restrict access to all fields and then selectively allow permissions.

 Note

• Consider action permissions when you grant field permissions. Grant users who can create goals the write
permission for all fields or at least all required fields in a goal plan.
• If every individual in a group of people has the same kind of permissions for the same fields, you can put all
permissions within one element.

The following table describes the subelements and attributes inside the <field-permission> element.

Subelements or Attributes Description

type The following three types are available for field permissions:

• none (default). The user can't see or edit the field at all.
• read. The user can see but can't edit fields.
• write. The user can both see and edit fields.

<description> Store an internal comment.

<role-name> Enclose each role that is granted read or write access sepa-
rately within this tag. This tag applies to all permission sections
of the goal plan.

<field-refid> Enclose each field that the role has permission to access sepa-
rately within this tag.

<table-col> Enclose each table column field that the role has permission to
access separately within this tag.

Example

XML Example: Field Permissions

<field-permission type="read">
<description>Everyone can read name and metric for shared goals.</description>
<role-name>*</role-name>
<field refid="name"/>
<field refid="metric"/>
</field-permission>
<field-permission type="read">
<description>Direct reports can see all fields for Manager's shared goals.</
description>
<role-name>ED</role-name>
<field refid="name"/>
<field refid="desc"/>
<field refid="metric"/>
<field refid="state"/>
<field refid="due"/>
<field refid="done"/>
<field refid="tasks"/>
</field-permission>
<field-permission type="write">
<description>The owner, manager, and form reviewer can write to all fields.</
description>
<role-name>E</role-name>

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 <role-name>EM</role-name>
<role-name>F</role-name>
<field refid="name"/>
<field refid="desc"/>
<field refid="metric"/>
<field refid="state"/>
<field refid="due"/>
<field refid="done"/>
<field refid="tasks"/>
</field-permission>

5.2.2.3.1 Table Column Permissions

Table column permissions allow you to define permissions for columns in the table.

Supported tables are Tasks, Targets, Milestones, and Achievement Lookup.

Important Notes for Defining Table Column Permissions

• You can't define table permissions according to rows.

• If table column permissions aren't defined, the columns have the same permission level as the table defined in
field permissions to ensure backwards compatibility.
• Column-level permissions can only be equal to or lower than the field permission for the table.
You can't grant a role read permission to a table and then also grant the same role write permission to columns
in the table. For this scenario, grant write access to the table and then set table column permissions to read for
the columns that you don't want the role to edit.
• Required fields only apply when the role has write permission to the table column.
• Table column permissions aren't supported in Performance Management forms. Field permissions defined for
table columns aren't respected when you include a table in form-layout.

Best Practices for Defining Table Column Permissions

• Define table column permissions after table field permissions are defined in the XML.
• To hide a table from a role, define none permission at the table field level. Don't define the write permission
for the table at the field level and then set permissions for all table columns to none. This results in the table
header remaining visible.
• For the Achievement Lookup table,
• Define the same set of permissions for the table columns achievement and achievement-text.
• We don't recommend that you grant action permissions to roles that don't have the write permission for all
columns. This can lead to undesirable behavior in the Achievement Lookup table and calculated rating.

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Example

XML Example: Table Column Permissions

The use case is to create a Milestone table with four columns: Milestone, Start Date, Due Date, and % Complete.
The manager (EM) has full access to all columns but the employee (E) only has access to the % Complete column.
In this scenario, the manager is responsible for setting the milestones and the employee only for updating the
milestone percent completion.

<field-permission type="write">
<description>Manager and Employee can write to the milestone table.</
description>
<role-name>E</role-name>
<role-name>EM</role-name>
<field refid="milestones"/>
</field-permission>
<field-permission type="read">
<description>Employee can only read the description, start, and due fields.</
description>
<role-name>E</role-name>
<table-col id="desc" field-refid="milestones"/>
<table-col id="start" field-refid="milestones"/>
<table-col id="due" field-refid="milestones"/>
</field-permission>

5.2.2.4 Goal Plan States

Goal plan states provide the ability to have more than one set of permissions. The difference between states can be
subtle or drastic depending on the customer's needs.

You can't have permissions outside of goal plan states. Goal plan states control the action and field permissions
before and after a goal plan is approved.

The order in which available states are defined in the XML of the goal plan template determines the order in which
they're shown in the goal plan.

Locking and Unlocking a User's Goal Plan [page 84]

Allow components of the goal to be locked after an authorized user, such as E and EM, locks the plan.

Changing the Goal Plan State on Form Routing [page 85]

You can change the goal plan state of the user when a form is routed to the next step.

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5.2.2.4.1 Locking and Unlocking a User's Goal Plan

Allow components of the goal to be locked after an authorized user, such as E and EM, locks the plan.

Procedure

1. Add the <obj-plan-states> element after the last <field-definition> element in the XML of the goal
plan template.

The <obj-plan-states> element can have multiple <obj-plan-state> subelements.

2. Configure the following subelements or attributes inside <obj-plan-states>.

Subelements or Attributes Description

obj-plan-state Defines the single goal plan state.

Each <obj-plan-state> element can have its own ac-

tion and field permissions.

id Specifies the internal name of the plan state.

default Specifies the default state of the goal plan.

Set the value to true for only one plan state.

state-label Defines the name of the current state.

lang Shows the name as per the locale.

action-label (Only for the legacy Goal Management) Defines the clickable
option name of the goal plan state on the goal plan page.

 Example

The <obj-plan-states> Element

<obj-plan-states>
<obj-plan-state id="Locked" default="true">
<state-label lang="en_GB">Locked</state-label>
<state-label lang="en_US">Locked</state-label>
<action-label lang="en_US">Lock</action-label>
…
</obj-plan-state>
</obj-plan-states>

3. Add the action permission change-state inside <obj-plan-state>.

The target-state subelement inside the change-state permission defines the goal plan state to which the
goal plan can be switched (that is, Locked state and Unlocked state).

 Example

• Goal Plan State - Locked

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 <obj-plan-states>
<obj-plan-state id="Locked" default="true">
<state-label lang="en_GB">Locked</state-label>
<state-label lang="en_US">Locked</state-label>
<action-label lang="en_US">Lock</action-label>
<permission for="change-state">
<description><![CDATA[Manger can change the goal plan state.]]></
description>
<target-state><![CDATA[Unlocked]]></target-state>
<role-name><![CDATA[EM]]></role-name>
</permission>
…
</obj-plan-state>
</obj-plan-states>

• Goal Plan State - Unlocked

<obj-plan-states>
<obj-plan-state id="Unlocked" default="true">
<state-label lang="en_GB">Unlocked</state-label>
<state-label lang="en_US">Unlocked</state-label>
<action-label lang="en_US">UnLock</action-label>
<permission for="change-state">
<description><![CDATA[Manger can change the goal plan state.]]></
description>
<target-state><![CDATA[Locked]]></target-state>
<role-name><![CDATA[EM]]></role-name>
</permission>
…
</obj-plan-state>
</obj-plan-states>

4. Optional: Repeat the steps to configure multiple goal plan states inside <obj-plan-states>.

5.2.2.4.2 Changing the Goal Plan State on Form Routing

You can change the goal plan state of the user when a form is routed to the next step.

Context

When the form moves to a state where it's unlocked, the goal plan is in an unlocked state.

 Note

Creating a new form doesn't trigger a change of the goal plan state or put the goal plan back into initial state.

Procedure

1. Add the <obj-plan-state-change> element after the <meta-grp-label> element in the Goal section of
the Performance Management or 360 form template.

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 The <obj-plan-state-change> element defines the single goal plan state.
2. Configure the following subelements or attributes:

Subelements or Attributes Description

to-step Specifies the route step ID.

target-state Defines the state to which the goal plan can be switched.

id Specifies the internal name of the goal plan state.

Set the value to one of the goal plan state IDs defined in the
goal template.

to-complete-state Specifies whether to change the goal plan state when the
form is routed to the complete step.

on-form-delete Specifies whether to change the goal plan state when the
form is deleted.

 Example

The <obj-plan-state-change> Element

<obj-plan-state-change to-step="Step2">
<target-state id="B"></target-state>
</obj-plan-state-change>

You can't specify the to-step attribute when configuring either to-complete-state or on-form-delete
attribute.

 Example

The to-complete-state and on-form-delete Attributes

<obj-plan-state-change to-complete-state="true">
<target-state id="A"></target-state>
</obj-plan-state-change>

<obj-plan-state-change on-form-delete="true">
<target-state id="B"></target-state>
</obj-plan-state-change>

3. Optional: To change the goal plan state for each route step, add the configuration multiple times.

 Example

Several <obj-plan-state-change> Elements

<obj-plan-state-change to-step="Step2">
<target-state id="B"></target-state>
</obj-plan-state-change>
<obj-plan-state-change to-step="Step3">
<target-state id="C"></target-state>
</obj-plan-state-change>

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5.2.3 Importing a Goal Plan Template

Import a goal plan template so that users can use goal plan features.

Context

There's no interface in Provisioning that allows you to edit the XML of a goal plan template. Create and edit your
goal plan templates using an XML editor and import the goal plan to see your changes.

Procedure

1. Log in to Provisioning.

 Remember

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

2. Select your target company.

3. Under the Managing Plan Template section, select Import/Update/Export Development Plan Template.
4. Browse and select the template file that you prepared.
5. Upload the template file.

6. (For importing a new goal plan template only) Go to Provisioning Company Settings , locate Refresh RBP
Permission Configuration, and choose Refresh.

 Note

When importing a modified goal plan template over an existing one, your changes are reflected in the
system right away, even if goals already exist within that goal plan.

Next Steps

If multiple goal plan templates are imported into an instance, to set the default template, select the radio button in
the Default column.

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5.2.4 Configuring Goal Plan Templates

You can configure your goal plan templates to best suit the business needs of customers through both Admin
Center within an instance and in XML.

Prerequisites

You've imported goal plan templates in Provisioning.

 Remember

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

Context

Many changes to a goal plan template can be made through Admin Center, but all changes can be made within the
XML of a template.

It's best to perform as much of the configuration as possible in Admin Center, and then export the XML file to make
more advanced changes.

Procedure

1. Go to Admin Center Manage Templates .

2. On the Development tab, select the template that you want to configure.
3. Specify general settings, and edit or add categories and fields as needed.
4. Save your changes.
5. To make more advanced changes, export and configure the XML file of the goal plan template.

Exporting a Goal Plan Template [page 89]

You can export a goal plan template to reuse it or to update it.

Adding Link Fields [page 90]

Link fields allow you to set up a goal plan field to point to a URL. Link fields don't display on the
performance form, but can be displayed in the goal plan.

Defining Category and Default-Category [page 91]

Use the category and default-category elements to determine sections of a goal plan to which the
goals are allocated.

Enabling Automatic Goal Numbering [page 93]

Use the obj-plan-numbering element to automatically number goals in the goal plan.

Configuring Goal Weight Rules and Goal Count Rules [page 95]

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 Configure goal weight rules and count rules at various levels using attributes in the XML of the goal plan
template.

Configuring Custom Checkbox [page 97]

Configure the custom checkbox field using the type attribute bool in the XML to display a checkbox for the
Add Goal and Edit Goal dialog boxes.

Enabling Goal Comments [page 98]

Configure the comments field to allow users to edit or delete their own comments.

Defining Column Width in Goal Plan [page 99]

Use the <plan-layout> section to define the column width of the tables in Goal Plan.

Defining Goal Plan Field Layout in a Performance Management Form [page 100]
Use the <form-layout> element to determine which goal plan fields appear and how they're arranged on
the Goal Details tab of a Performance Management form.

Linking Development Goals to Competencies [page 103]

Configure the competencies field in a development goal plan template, so that users can link development
goals to one or more competencies that they're trying to develop.

Enabling Coaching Advisor [page 107]

Enable Coaching Advisor in a text area field for development goals, so that users can add predefined
content in Coaching Advisor to development goals.

Showing Achievements Linked to Goals [page 108]

Configure a goal plan template to show the achievements that users add in Continuous Performance
Management in goal plans. It enables employees and managers to view achievements and feedback
received on the achievements, directly in goal plans.

5.2.4.1 Exporting a Goal Plan Template

You can export a goal plan template to reuse it or to update it.

Context

Although offers the capability of exporting goal plan templates, we recommend that you maintain a source copy of
your template in a file. By doing so, you can:

• Preserve any comments that you may have added to date and track updates that you make to the template (for
example, a change log)
• Preserve comments in the template that help distinguish one section from another

 Note

Comments are stripped from the goal plan template when you import the template and hence any templates
that you export don't include your comments.

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Procedure

1. Log in to Provisioning.

 Remember

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

2. Select your target company.

3. Under the Managing Plan Template section, select Import/Update/Export Development Plan Template.
4. Choose the icon in the Export column to export the goal plan template that you want.

5.2.4.2 Adding Link Fields

Link fields allow you to set up a goal plan field to point to a URL. Link fields don't display on the performance form,
but can be displayed in the goal plan.

Procedure

Configuring Goal Plan Templates

1. Go to Admin Center Manage Templates .

2. On the Development tab, select the template that you want to configure.
3. Select Edit Fields, and then choose Add a New Field.
4. Select Custom Field, specify the field ID and label, and select link as the field type.
5. Save your changes.

Or you can add link fields through the template XML by adding the following sample code:

 Sample Code

<field-definition id="link" type="link" required="false" detail="false"

viewdefault="on" showlabel="false" field-show-coaching-advisor="false">
<field-label>Link Data</field-label>
<field-label lang="es_ES">Actual</field-label>
</field-definition>

Configuring the Goal Plan Page

6. Go to the Development Plan page, choose Display Options, select the link field that you specified, and choose
Update.

7. Go to Action Edit development goal , specify the link label and URL.
8. Save your changes.

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Results

You can see the link column in the goal plan. Choosing the link label that you specified opens a browser to display
the URL.

5.2.4.3 Defining Category and Default-Category

Use the category and default-category elements to determine sections of a goal plan to which the goals are
allocated.

Context

The category element defines a top-level category used to segment a goal plan.

The default-category element defines the default or catch-all category. Any goal not matching one of the
explicitly defined categories is placed in this category.

In a goal plan template, defining at least one category element is considered a best practice. It allows customers
to use more of reporting dashboard tiles from the SuccessStore because some tiles require a category to function.
The length limit for values of the ID for both elements is 128 characters.

• If no category element is defined, the goal plan isn't divided into sections.
• If one or more category elements are present in the template, the goal plans based on the template are
divided in sections according to the categories defined. The order of these sections in the goal plan is based on
the order of the category elements.

If you want to have a category pull-down element in the goal plan and don't want to divide the plan into sections,
define a field with the name category.

 Note

Don't include the category elements and a field called category in the same goal plan template.

Subelements or Attributes of category and default-category

Subelements or Attributes Description

id Defines the internal name that is used to store and identify the
category. This name can't be localized.

 Note
The & character is not supported in the attribute. To dis-
play this character in the category label of the goal plan,
use the ampersand wrapped in a pair of quotation marks,
that is, "&".

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Subelements or Attributes Description

category-name Defines the localized name of a category.

lang Defines the locale of the localized name for category-

name. This attribute is optional.

Procedure

1. For each category element, define at least one category-name element.

2. Define one category-name element without a locale to define the default localized name.
3. If you want to define the locale of the localized name, add the lang attribute with a value to category-name.

 Example

<category id="Performance Milestones:Financial">

<category-name>Financial</category-name>
<category-name lang="fr_FR_SF">Financier</category-name>
</category>

4. Place the default-category element after the last regular category element in the XML of the goal plan
template.

 Example

<category id="Customer">
<category-name>Customer</category-name>
</category>
<category id="Financial">
<category-name>Financial</category-name>
</category>
<category id="Learning and Development">
<category-name>Learning & Development</category-name>
</category>
<category id="Internal Business Operations">
<category-name>Internal Business Operations</category-name>
</category>
<default-category id="Other">
<category-name>Other</category-name>
</default-category>

5. To assign permissions to the category, add the control-category-element attribute with permissions to
the XML.

If control-category-element is not configured, the category field will still be visible when users create,
edit, copy, cascade, or assign goals.

If control-category-element is configured, you need to configure permissions to control who can see the
category dropdown.

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  Example

The control-category-element Attribute with Read and Write Permissions

<field-definition id="control-category-element" type="text" required="true"

detail="false" viewdefault="on" showlabel="false" field-show-coaching-
advisor="false" cascade-update="push-down">
<field-label lang="en_US">control-category-element</field-label>
<field-description>control-category-element</field-description>
</field-definition>

<field-permission type="read">
<description><![CDATA[Everyone can read the category]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="control-category-element"/>
</field-permission>
<field-permission type="write">
<description><![CDATA[HR can write to the category]]></description>
<role-name><![CDATA[EH]]></role-name>
<field refid="control-category-element"/>
</field-permission>

5.2.4.4 Enabling Automatic Goal Numbering

Use the obj-plan-numbering element to automatically number goals in the goal plan.

Context

If goal categories are defined, the first number segment always reflects the ordinal position of the goal category.

 Note

If you sort goals, for example, by Goal Name, in the goal plan, the Move goal up and Move goal down functions
don't take effect. To resolve this issue, you can reset the sorting criteria by adding the obj-plan-numbering
element.

Procedure

1. Include at least one line of obj-plan-number-format inside the obj-plan-numbering element.

 Example

• One Line of obj-plan-number-format

This example automatically numbers goals in the format 1.1, 1.2, 1.3, and so on (assuming you have one
goal category).

<obj-plan-numbering>

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 <obj-plan-number-format>#.</obj-plan-number-format>
</obj-plan-numbering>

• Two Lines of obj-plan-number-format

This example automatically numbers goals in the format 1.1, 2.1, 2.2, and so on. In this example, users
can't indent goals.

<obj-plan-numbering>
<obj-plan-number-format>#.</obj-plan-number-format>
<obj-plan-number-format>#.</obj-plan-number-format>
</obj-plan-numbering>

2. To enable users to indent goals to one or more levels, include at least three lines of obj-plan-number-
format.

 Example

This example automatically numbers goals in the plan as follows and allows a maximum indent level of one,
for example, 1.1.1.

1.1

1.1.1

1.2

1.2.1

...

<obj-plan-numbering>
<obj-plan-number-format>#.</obj-plan-number-format>
<obj-plan-number-format>#.</obj-plan-number-format>
<obj-plan-number-format>#.</obj-plan-number-format>
</obj-plan-numbering>

Users can indent goals through Action Indent goal on the Goal Plan page.

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5.2.4.5 Configuring Goal Weight Rules and Goal Count Rules
Configure goal weight rules and count rules at various levels using attributes in the XML of the goal plan template.

Prerequisites

• The goal plan minimum or maximum weight or count has a dependency on goal plan pagination. That is,
pager-max-objs-per-page must be greater than 0. Otherwise, the minimum or maximum doesn't appear.
• For category-level weights or counts, categories must be defined as elements. For example, <category
id="Financial">.

Context

For goal weight rules, you can configure the following:

• Minimum or maximum for the sum of all goal weights in a goal plan
• Minimum or maximum for the sum of all goal weights in a category
• Minimum or maximum supported weight value for an individual goal

For goal count rules, you can configure minimum or maximum at both the goal plan level and the category level.

When you add attributes for goal weight rules and goal count rules, it's important to ensure that the elements are in
the correct order. The following XML example shows the attributes in the order that they can be included.

 Example

<obj-plan-template spellchk="true" new-obj-share-status-public="true"

instructions-viewdefault="on" alerts-viewdefault="on" cascade-parent-
viewdefault="off" cascade-child-viewdefault="off" pager-max-objs-per-page="4"
pager-max-page-links="9" pager-max-children-per-parent="0" display-alignment-
format="goals" more-details-child-format="goal-plan" share-confirm="false"
unshare-confirm="false" allow-group-goal="false" goal-tree-link="true"
expand-collapse-categories="false" use-text-for-privacy="true" cws-people-
role="true" max-goals="10" min-goals="5" max-weight="100.0" min-
weight="40.0" max-weight-per-obj="20.0" min-weight-per-obj="10.0" overwrite-
target-population="false" swap-goal-link="false" learning-activity-deep-
link="false" show-total-goalscore="false" show-goal-id="false">

 Tip

• You don't have to configure both a minimum and a maximum. If no maximum is required, don't include the
attribute in the XML of the goal plan template.
• Plan-level weights or counts are independent of category-level weights or counts. You can configure a
category with a higher maximum or a lower minimum than the goal plan maximum or minimum.
• Decimals are supported for goal weights. For example, you can set maximum to 100.5%. Make sure that
your weight field definition also supports decimals in the field-format.
• The validation provides “soft” warnings instead of strictly enforced errors that prevent users from
exceeding the limits configured.

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Procedure

• Configure a Minimum or Maximum Weight

• (For a goal plan) Configure the attributes min-weight and max-weight inside the <obj-plan-template>
element.

 Example

In this example, for the goal plan, goals have a total minimum weight of 1% and a total maximum weight of
100%.

<obj-plan-template min-weight="1 max-weight="100">

</obj-plan-template>

• (For a category) Configure the attributes min-weight and max-weight inside the <category> element.

Each category can have a different minimum or maximum value.

 Example

In this example, for the Financial category, goals have a total minimum weight of 25% and a total maximum
weight of 50%.

<category id="Financial" min-weight="25" max-weight="50">

<category-name>Financial</category-name>
</category>

• (For an individual goal) Configure the attributes min-weight-per-obj and max-weight-per-obj inside the
<obj-plan-template> element.

 Example

In this example, each goal has a weight between 5% and 50%.

<obj-plan-template min-weight-per-obj="5" max-weight-per-obj="50">

</obj-plan-template>

• Configure a Minimum or Maximum Count

• (For a goal plan) Configure the attributes min-goals and max-goals inside the <obj-plan-template>
element.

 Example

In this example, the goal plan has a maximum of 15 goals.

<obj-plan-template max-goals="15">
</obj-plan-template>

• (For a category) Configure the attributes min-goals and max-goals inside the <category> element.

Each category can have a different minimum or maximum value.

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  Example

In this example, the Financial category requires a maximum of five goals in it.

<category id="Financial" max-goals="5">

<category-name>Financial</category-name>
</category>

5.2.4.6 Configuring Custom Checkbox

Configure the custom checkbox field using the type attribute bool in the XML to display a checkbox for the Add
Goal and Edit Goal dialog boxes.

Procedure

1. Export the goal plan template and open it with an XML editor.
2. Add the type attribute bool to the XML.

 Sample Code

<field-definition id="checkbox" type="bool" required="true" detail="false"

viewdefault="on" showlabel="true" field-show-coaching-advisor="false" cascade-
update="push-down" reportable="field10">
<field-label>Custom Checkbox</field-label>
<field-description>Checkbox for Manager</field-description>
</field-definition>

3. Save your changes and upload the XML in Provisioning.

Results

You can see a custom checkbox when you add or edit the goal plan.

Related Information

Exporting a Goal Plan Template [page 89]

Importing a Goal Plan Template [page 87]

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5.2.4.7 Enabling Goal Comments
Configure the comments field to allow users to edit or delete their own comments.

Context

Users can collapse or expand the comments section and edit or delete their own comments.

 Note

• There's a 4,000-character limit for the comments field.

• There's no limit on the number of comments that can be added to a particular goal.

Procedure

1. Configure the comments field in the goal plan template as follows:

<field-definition id="comments" type="comment" required="false" detail="false"

viewdefault="on" showlabel="false">
<field-label>comments</field-label>
<field-description>Public Comments</field-description>
</field-definition>

2. Add <field refid="comments"/> under <field-permission type="write"> in the goal plan template
to ensure the write permission.
3. Add the following code between goal plan dates and instruction sections in the goal plan template to enable the
threaded-feedback switch:

<switches><switch for="threaded-feedback" value="on"/></switches>

 Note

In the latest Goal Management, you don't need to configure this switch because threaded comments are
supported by default.

Results

You've enabled goal comments and users can see the following on the UI:

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  Note

• The comments field is invisible in the goal when the goal is opened in edit mode.
• Comments can be managed in Performance Management forms and 360 Review forms.

5.2.4.8 Defining Column Width in Goal Plan

Use the <plan-layout> section to define the column width of the tables in Goal Plan.

Context

The <plan-layout> section determines how the goal fields appear on the goal plan. When you define this section,
keep the following guidelines in mind:

• Any field that you want to show in the goal plan needs to be included in the <plan-layout> section; otherwise
it doesn't appear in the goal plan.
• Think of the fields as a series of columns. Align them from left to right, starting with the widest column to the
left (usually the goal name and tables).
• The XML is generated from top to bottom, with top correlating to your left-most field, and going down as you
move to fields on the right.
• Allocate sufficient weight for fields. If not, the characters in the fields may miss pixels. Don't position a
subcategory field in the first column of the goal plan layout.

The optional weight attribute defines relative weights for the layout of the column. The sum of all the column
weights equals 100.

• If this attribute is specified, it's converted to a percent when rendering the HTML column and then allows the
column to stretch and shrink with the browser.
• If this attribute isn't specified, the field only takes up as much space as it requires.

 Recommendation

We recommend that you define at least one column with a nonzero weight.

As a best practice, you can configure column widths as follows:

• Column 1: 60
• Column 2: 30
• Column 3: 10

Procedure

1. Locate the <plan-layout> element in the XML of the goal plan template.

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2. Configure the <column weight> attribute inside the <plan-layout> element.

 Example

In the following example, the goal name column takes up 50% of the entire table, apportioning the
remaining fields at 10% each.

<plan-layout>
<column weight="50.0">
<field refid="name"/>
<field refid="description"/>
</column>
<column weight="10.0">
<field refid="weight"/>
</column>
<column weight="10.0">
<field refid="start"/>
</column>
<column weight="10.0">
<field refid="due"/>
</column>
<column weight="10.0">
<field refid="state"/>
</column>
<column weight="10.0">
<field refid="metric"/>
</column>
</plan-layout>

5.2.4.9 Defining Goal Plan Field Layout in a Performance

Management Form

Use the <form-layout> element to determine which goal plan fields appear and how they're arranged on the Goal
Details tab of a Performance Management form.

Context

The order that you enter the fields in the <form-layout> element of the goal plan template determines how they
appear on the Goal Details tab.

 Note

Of the tabs available in the Performance Management form, the Goal Details tab is the only one that is
configurable. The Other Details tab, which includes the sub goal tables, is not.

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Procedure

1. Locate the <form-layout> element in the goal plan template.

2. Configure the <form-layout> element to include the goal plan fields in the order that you want.

 Example

<form-layout>
<![CDATA[#set ($group = "")
<table width="100%" cellspacing="0" cellpadding="0">
<tr>
<td valign="top" width="50%">#if ($display.name) <b>${label.name}:</b><br>
${field.name} #end</td><td>&nbsp;</td><td>&nbsp;</td>
<td valign="top" width="10%">#if ($display.state) <b>${label.state}:</
b><br>
${field.state} #end</td>
<td>&nbsp;</td><td valign="top" width="10%">#if ($display.comments) <b>$
{label.comments}:</b><br>
${field.comments} #end</td>
<td>&nbsp;</td><td valign="top" width="20%">#if ($display.weight) <b>$
{label.weight}:</b><br>
${field.weight} #end</td>

</tr>
</table>
<table width="100%" cellspacing="0" cellpadding="0">
<tr><td valign="top">
<div style="display:none" id="${util.newHiddenDivId()}">
#if ($display.metric) <b>${label.metric}:</b><br>
${field.metric} #end
</div>
</td>
</tr>
<tr><td valign="top">
<div style="display:none" id="${util.newHiddenDivId()}">
#if ($display.link) <b>${label.link}:</b><br>
${field.link} #end
</div>
</td>
<td>&nbsp;</td>
<td valign="top">
<div style="display:none" id="${util.newHiddenDivId()}">
#if ($display.actual) <b>${label.actual}:</b><br>
${field.actual} #end
</div>
</td>
<td valign="top">
<div style="display:none" id="${util.newHiddenDivId()}"><b>$
{label.category}:</b><br>
${field.category}
</div>
</td>
</tr>
<tr><td valign="top">#if ($display.start)
<div style="display:none" id="${util.newHiddenDivId()}"><b>$
{label.start}:</b><br>
${field.start} #end
</div>
</td>
<td>&nbsp;</td>
<td valign="top">#if ($display.due)
<div style="display:none" id="${util.newHiddenDivId()}"><b>$
{label.due}:</b><br>
${field.due} #end
</div>

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 </td>
<td>#if ($display.done)
<div class="objPair" style="display:none" id="$
{util.newHiddenDivId()}"><b>${label.done}:</b>${field.done}<br>
</div>#end
#if ($display.group-rating)
<div class="objPair"
style="display:none" id="${util.newHiddenDivId()}"><b>${label.group-
rating}:</b>${field.group-rating}<br>
</div>#end
</td>
</tr>
</table>
<div class="clear">
&nbsp;
</div>#if ($display.targets)
<div style="display:none" id="${util.newHiddenDivId()}"><b>$
{label.targets}</b><br>
${field.targets}
</div>#end]]>
</form-layout>

 Note

If you use goal comments, you can still add the comment field to the <form-layout> element, and the
threaded comments on a goal appears on the Performance Management form.

Results

You can see how the goal plan fields are displayed on the Goal Details tab of a Performance Management v12
Acceleration form:

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5.2.4.10 Linking Development Goals to Competencies

Configure the competencies field in a development goal plan template, so that users can link development goals to
one or more competencies that they're trying to develop.

Prerequisites

 Remember

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

Context

The competencies field can list competencies in a variety of ways:

• By roles
• By forms
• By libraries
• By categories

The competencies users can link are those defined in the current logged-in locale. If a competency is defined in
English only, and when a user signs in the system with Chinese, the competency isn't available for linking.

You can only have one competencies field per development plan.

Procedure

1. In a development goal plan template, add the competencies field definition.

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

detail="false" viewdefault="on" showlabel="false"
field-show-coaching-advisor="false">
<field-label>Competencies</field-label>
<field-description>Competencies</field-description>
<field-format>use-competencies</field-format>
</field-definition>

2. To use behaviors in this field instead of competencies, make sure that behaviors are added to competencies,
and set the <field-format> tag within the <field-definition> block as follows.

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

detail="false" viewdefault="on" showlabel="false"
field-show-coaching-advisor="false">
<field-label>Competencies</field-label>
<field-description>Competencies</field-description>

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 <field-format>use-behaviors</field-format>
</field-definition>

Only the competencies that have behaviors are shown to users. They can select behaviors under the parent
competency when creating a development goal. The competencies field then lists the selected behaviors.
3. To require users to choose a single competency, and prevent them from selecting multiple competencies, set
the <field-format> tag within the <field-definition> block as follows.

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

detail="false" viewdefault="on" showlabel="false"
field-show-coaching-advisor="false">
<field-label>Competencies</field-label>
<field-description>Competencies</field-description>
<field-format>use-competencies-single</field-format>
</field-definition>

The competencies field uses a dropdown list instead of a list with checkboxes.

 Note

The single-select option isn't supported for behaviors.

4. To define a source of competencies, add the <competency-filters> tag before the <field-definition>
block as follows.

Source of Competencies XML Configuration

Forms and roles No configuration

Forms ...
</default-category>
<competency-filters>
<exclude type="roles"/>
</competency-filters>
<field-definition ...>

 Note
When you mass create forms with custom competen-
cies, those competencies are not saved to the necessary
places in the system to be linked to employees, until
the form is routed to the next step. If it's the first time
the competencies have been linked to the employees,
development goals don't display the competencies until
the form is routed. To get around this, users can delay
setting development goals until a later step in the route
map, or you can add those competencies to all roles
related to the required users.

Roles ...
</default-category>
<competency-filters>
<exclude type="forms"/>
</competency-filters>
<field-definition ...>

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 Source of Competencies XML Configuration

Roles, except hidden competencies ...

</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="hidden"/>
</competency-filters>
<field-definition ...>

A specific library ...

</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>
<include type="library"
match="library name"/>
</competency-filters>
<field-definition ...>

 Note
If you're using Job Profile Builder, and define a library
or category as a competency filter, the filter works in
different locales. Before that, make sure that competen-
cies have corresponding translations in desired locales.
The system filters the competencies by library or cat-
egory according to the default locale defined in Provi-
sioning. However, when you change the signed-in locale

(for example, from English to Chinese) via Options

Change Language , the competencies in Chinese are

filtered out.

If you're using Job Description Manager, competency

libraries of multiple languages aren't supported.

A specific category ...

</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>
<include type="category"
match="category name"/>
</competency-filters>
<field-definition ...>

A specific category of a specific library, except hidden ...

competencies </default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>
<exclude type="hidden"/>
<include type="category"
match="category name"
library="library name"/>

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 Source of Competencies XML Configuration

</competency-filters>
<field-definition ...>

Multiple categories ...

</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>
<include type="category"
match="category name A"/>
<include type="category"
match="category name B"/>
</competency-filters>
<field-definition ...>

(For customers using Job Description Manager) Roles, ex- ...

cept skills and questions associated to roles </default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="skills"/>
<exclude type="questions"/>
</competency-filters>
<field-definition ...>

5. To allow users to add additional competencies from all available libraries, add the following switch.

<switch value="on" for="show-competency-browser"/>

When users create a development goal, a Competencies link appears next to a list of available competencies.
When they choose the link, the Add Competencies dialog pops up, where competencies are organized into
hierarchical lists of categories under tabs for each library. Users can select competencies to add them to the
development goal.

Results

The template is configured properly for users to link competencies or behaviors.

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106 PUBLIC Development Goals
5.2.4.11 Enabling Coaching Advisor

Enable Coaching Advisor in a text area field for development goals, so that users can add predefined content in
Coaching Advisor to development goals.

Prerequisites

 Remember

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

Context

When users choose Coaching Advisor in the text area field, a popup window showing the competencies for the
employee's role appears. Users can drill down on to find predefined content to add to development goals.

If you're using Job Profile Builder, Coaching Advisor content can be managed in Manage Writing Assistant and
Coaching Advisor. For more information, refer to Adding Writing Assistant and Coaching Advisor Content from the
UI.

Procedure

In a development goal plan template, set the field-show-coaching-advisor attribute of a text area field to
true.

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

detail="false" viewdefault= "on" showlabel= "false" field-show-coaching-
advisor="true">

Results

Coaching Advisor is enabled for development goals.

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5.2.4.12 Showing Achievements Linked to Goals

Configure a goal plan template to show the achievements that users add in Continuous Performance Management
in goal plans. It enables employees and managers to view achievements and feedback received on the
achievements, directly in goal plans.

Prerequisites

Continuous Performance Management is enabled.

Context

 Note

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

Procedure

1. In Admin Center, go to Manage Templates.

2. On the Development tab, select the template that you want to configure.
3. Choose General Settings and select Display Continuous PM Achievements on Development goal plan.
4. Save the template.

Results

If users have achievements linked to goals, the achievements are shown on users' goal plans.

5.3 Configuring Email Notifications

You can configure email notifications for creating, deleting, modifying, and commenting on development goals.

The configuration is the same as for performance goals. For more information, refer to related topics in the
Implementing Goal Management guide.

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108 PUBLIC Development Goals
Related Information

Configuring Email Notifications

5.4 Development Goal Import

You can import development goals to users' development plans using CSV files, including creating, editing, and
deleting development goals.

If the competencies field is configured in your development goal plan template, you can update competencies
using the OBJECTIVE_competency column in CSV files. You can input multiple competency GUIDs and separate
them by comma, for example, "7,8". The competencies are then associated to development goals. To update
competencies, leave the OBJECTIVE_competency column blank, and original associations are not updated.

5.4.1 Importing Development Goals

Import a CSV file to add, edit, or delete development goals using Import Development Goals.

Prerequisites

You have the Import Goals permission.

Procedure

1. In Admin Center, go to Goal Management Feature Settings and select Goal Import.
2. In Admin Center, go to Import Development Goals.
3. Select a development goal plan template from the Available List of Templates dropdown, and choose Generate
a CSV Header to download the import template.
4. Fill in the CSV file and upload it.
5. Choose Import.

Results

When the import job is finished, you receive an email about the job results.

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5.4.2 CSV File for Development Goal Import

Learn about the supported fields in the import template of development goals.

The following table introduces the descriptions and suggested values for the header fields in CSV files.

Column Description Example

^TYPE Identifies the item that the ACTION is OBJECTIVE

taken on. Valid options are: OBJECTIVE,
TASK, MILESTONE, and LEARNING. Val-
ues are case-sensitive.

ACTION Describes the action to take on the item ADD

identified in TYPE. Valid options are:
ADD, UPDATE, and DELETE. Values are
case-sensitive.

ID Identifies the development goal's internal 12345

ID that is created by the system. It's
an optional field that is used when the
import file needs to update a goal that
doesn't have a GUID.

Fill out the ID field only when updating

an existing goal. If you're creating a new
goal, you can leave the field blank, and
the system automatically assigns a new
value.

GUID Refers to Global Unique Identifier that al- Imp123

lows you to import and update data in the
system. GUIDs are mandatory fields for
all ADD actions, and can be found with
table reports. The value of GUID must be
unique in the system.

 Note
If you're updating a manually added
goal, for example, with a learning ac-
tivity, use the "ID" of a development
goal instead of "GUID", as manually
added goals don't have a GUID.

OBJECTIVE_CATEGORY Indicates category ID as defined in the Goals

development goal plan template. It's rec-
ommended to use "Goals".

OBJECTIVE_PARENTID Used to manage goal alignment. This is 3364

the internal goal ID for the goal to be
aligned up to.

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110 PUBLIC Development Goals
Column Description Example

OBJECTIVE_PUBLIC Defines whether a development goal is Y

public or private. Use "1" or "Y" if you
want the development goal to be public,
and "0" or "N" if you want the goal to be
private.

OBJECTIVE_name Maps to field-definition Improve Communication

id="name"

OBJECTIVE_competency Maps to field-definition 7,8

id="competency"

 Note
When you add competencies, input
the GUID of competencies.

OBJECTIVE_start Maps to field-definition 3/1/2018

id="start"

 Note
When you import the file, the date
format must be MM/DD/YYYY.

OBJECTIVE_due Maps to field-definition 12/31/2014

id="due"

 Note
When you import the file, the date
format must be MM/DD/YYYY.

OBJECTIVE_state Maps to field-definition In Progress

id="state". The enum value is ac-
cepted.

OBJECTIVE_link Represents the URL field supported in [[http://www.<app-server-do-

a development goal plan. The format is: main>.com][Click here]]
[[URL][Label]].

LEARNING_name Shows the name of a learning activity Improve communication skills

LEARNING_status Shows the status of a learning activity locked

LEARNING_assignee Shows the user ID of learning assignee 3019

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5.5 Managing Development Content

There are two elements to development content: the catalog of learning activities, and the mappings between
learning activities and competencies.

Permission to manage development content is granted via roles. To grant this permission, in Admin Tools, choose
Set User Permissions Manage Permission Roles , then select the role for which you want to grant access
to managing development content. In the Permission Role Detail page, choose Permission. Under Administrator
Permissions, choose Manage Career Development.

5.5.1 Importing and Exporting Learning Activity Catalogs

Administrators can import the development catalog under Admin Tools Manage Learning Activity Catalogs .

Learning Management System

Column Name Comments
Data

1 ENTRY_TYPE Valid options: "LACatalog", "LearningActivity"

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 Learning Management System
Column Name Comments
Data

2 GUID Customer-supplied unique identifier for each record. CourseID

Must be numeric (supports large numbers).

3 LOCALE Valid options: "en_US", "en_FR_SF", etc. en_US

4 ENTRY_NAME Name of activity. Displayed in the list view. Course name

5 PARENT_ENTR Must reference the GUID of the parent record. For Catalog ID
Y_ID LearningActivity records, these should reference the
LACatalog record.

6 FIELD1 Activity description should go here. Supports long Course summary

text. Since the complete description is included in the
list view, however, it is recommended that the length
not exceed about 2000 characters.

7 FIELD2 Max length: 1000 chars Leave blank. (Reserved for future
use; possibly duration)

8 FIELD3 Max length: 1000 chars Leave blank. (Reserved for future
use; possibly vendor name)

9 FIELD4 Max length: 1000 chars Leave blank. (Reserved for future
use; possibly prerequisites)

10 FIELD5 Max length: 1000 chars Leave blank. (Reserved for future
use; possibly cost)

11 FIELD6 Max length: 1000 chars. URL for activity launch (if URL
applicable) would typically go here. To launch the
target in a separate window, include <popup> as
a prefix to the url. For example: <popup>http://
mylmsurl/activity.doc

12 ACTIVITY Type of activity. Examples: "ILT", "OLT", etc. Type of course

13 ACTIVE 1 (active) or 0 (inactive). Only active learning activi- 1

ties will be displayed in the catalog view.

14 EDITABLE 1 (editable) or 0 (read-only). Planned for future use; 1

will offer the ability to prevent end-users from editing
learning activities once they are inserted into their
development plans. (Currently, activities are always
editable.)

Common CSV formatting rules apply. For example, text strings that might have commas within them should be
surrounded by double quotes ("), and quotes within text strings should be escaped by doubling them. See the entry
on Comma-separated values in Wikipedia for more information.

Following is an example of a catalog file with just one learning activity:

ENTRY_TYPE,GUID,LOCALE,ENTRY_NAME,PARENT_ENTRY_ID,FIELD1,FIELD2,FIELD3,
FIELD4,FIELD5,FIELD6,ACTIVITY,ACTIVE,EDITABLE
LACatalog,100,en_US,My course catalog,,,,,,,,,,
LearningActivity,101,en_US,"Basics of Microsoft Word",100,"Want to become a
""power user"" of Microsoft Word?
This course will teach you how!",,,,,,ILT,1,1

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Although the system can support multiple catalogs loaded with a single import file, for administrative simplicity we
recommend that each import file only reference a single learning catalog. Development catalogs can be exported
from this page:

5.5.2 Importing and Exporting Competency Mappings

Learning Activity to Competency mappings are managed in the Admin Tools page under Manage Development
Manage Learning Activity to Competency mappings .

You can view, import, delete, and export competency mappings from this page:

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114 PUBLIC Development Goals
The competency mapping file format is CSV and should use the following columns, with a header row:

Column Name Comments

1 COMPETENCY_ID or This column can be either the competency ID or GUID; be sure to

COMPETENCY_GUID specify which one you are importing by using the correct header.
They are frequently the same, but if they are different the GUID is
easier to retrieve from competency lists and exports.

2 ENTRY_ID The GUID of the learning activity record.

3 ENTRY_TYPE Always "1"

 Recommendation

Although the system can support mapping activities from multiple catalogs with a single import file, we
recommend that each import file only reference activities from a single learning catalog.

The export function exports the mappings as a CSV file, with the same format as the import file. The exported file
always uses the competency GUID, not the competency ID.

5.5.3 Managing Competency Mappings with Admin Tools

As an alternative to the mappings import file, administrators can manage competency mappings with a mapping
tool in the Admin Tools.

This tool looks similar to some of the other mapping tools within the product, where the user finds the records on
each side of the tool, and then selectively adds items from the right side to the selected item on the left.

The tool is located with the other Career Development Planning links at the bottom of the Admin Tools menu.

To protect the administrator from accidentally overwriting or corrupting the competency mappings, you must
identify which system is considered the master source of the data. In Provisioning, select Company Settings then
locate the option Learning Activities and Competencies Mapping Tool:

 Remember

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

Specify which option is the master of the data:

• External Master: the imported mapping file (typically generated by SAP SuccessFactors Learning) is the master
of the data:
• The mapping tool allows the data to be viewed, but not updated.
• Mappings can be re-imported at any time.
• CDP Master: Career Development Planning is the master of the data:
• The mapping tool enables the administrator to change the mappings and save the changes.
• Mappings can be imported only if there are no mappings already in the system.

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  Note

You must also have valid development goal and learning activity templates loaded before you can map
competencies to activities.

5.6 Enabling Development Goals on the Detailed 360 Report

Enable a setting in 360 Reviews form templates, so that the Detailed 360 Report shows a link to development goals
on users' default development plan.

Prerequisites

Users have a development plan with the competencies field configured.

Procedure

1. In Provisioning, go to Form Template Administration.

 Remember

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

2. Open a 360 Reviews form template, and select Enable Development Plan Integration.

In the XML form template, the embed-cdp-goals attribute becomes true.

3. Choose Save Form.

Results

If users have development goals related to the competencies or behaviors shown in a 360 Reviews form, the
Detailed 360 Report for this form shows the Development Goals link. Choosing the link, users see a list of
development goals with an option to edit goals. The standard goal edit window provides access to learning activities
as well as catalogs.

They can also add new development goals. The new goals are saved to users' default development plan.

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5.7 Configuring Development Goals Block in People Profile

Configure the Development Goals block in People Profile so that users can view, create, edit, and delete
development goals in People Profile.

Context

If users have the permissions to view, create, edit, and delete development goals in the development plan, they can
take the same action in the Development Goals block.

Procedure

1. Configure the data model.

a. In Provisioning, go to Import/Export Data Model.

 Remember

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

b. Select Export file and choose Submit.

The data model XML file is downloaded.

c. In the data model, add the following background element:

<background-element id="sysScoreCardDevelopmentObjectivesPortlet" type-

id="101">
<label>Development Goals Block</label>
<data-field id="title" field-name="vfld1" required="true" hidden="true" max-
length="4000" max-file-size-KB="1000">
<label>Development Goals</label>
</data-field>
</background-element>

d. Save the data model and import the file to Provisioning where you export it.
2. Configure the Development Goals block.
a. In Admin Center, go to Configure People Profile.
b. Place the Development Goals block in an available section.
c. Edit block settings and choose Save.

You must select at least one development goal plan template. Otherwise, the block shows no data.
3. Grant users the permission to view the block.
a. In Admin Center, go to Manage Permission Roles.
b. Select a role and choose Permission....
c. In the User Permissions section, choose Employee Data.

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 d. In the Background section, select View or Edit for Development Objectives Portlet.

With this permission, users can view the block in People Profile. Whether they can view or edit the content
in the block depends on the permissions in the development plan template.
e. Choose Done and Save Changes.

5.7.1 Configuring Template to Show All Development Goals in

the Block

Configure the development plan template so that users' all development goals created out of this template are
shown in the Development Goals block in People Profile.

Prerequisites

You have access to Provisioning.

 Remember

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

Context

In the development plan, for each development goal, users can add it to or remove it from the Development Goals
block. When you enable showing all development goals in the block, users can't remove the goals from the block.

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Development Plan Templates .

2. Export the template in which you want to enable the feature.
3. In the template, add the following XML code in the <switches> element:

<switch for="development-scorecard-show-all-goals" value="on" />

 Sample Code

<obj-plan-template spellchk="true" new-obj-share-status-public="true"

instructions-viewdefault="on" alerts-viewdefault="on" cascade-parent-
viewdefault="on" cascade-child-viewdefault="on" pager-max-objs-per-page="8"
pager-max-page-links="9" pager-max-children-per-parent="0" display-alignment-
format="names" more-details-child-format="goal-plan" share-confirm="true"

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 unshare-confirm="true" allow-group-goal="false" goal-tree-link="true"
expand-collapse-categories="false" use-text-for-privacy="true" cws-people-
role="true" overwrite-target-population="true" swap-goal-link="false"
learning-activity-deep-link="true" show-total-goalscore="false" show-goal-
id="false">
<obj-plan-id>2001</obj-plan-id>
<obj-plan-type>Development</obj-plan-type>
<obj-plan-name>Career Development Plan</obj-plan-name>
<obj-plan-name lang="de_DE">Karriere-Entwicklungsplan</obj-plan-name>
<obj-plan-name lang="es_ES">Plan de desarrollo profesional</obj-plan-name>
<obj-plan-name lang="fr_FR">Plan de développement de carrière</obj-plan-
name>
<obj-plan-name lang="ja_JP">キャリア開発プラン</obj-plan-name>
<obj-plan-name lang="ko_KR">경력 개발 계획</obj-plan-name>
<obj-plan-name lang="nl_NL">Ontwikkelingsdoelstellingen voor 2012</obj-plan-
name>
<obj-plan-name lang="pt_BR">Plano de desenvolvimento de carreira</obj-plan-
name>
<obj-plan-name lang="ru_RU">План карьерного роста</obj-plan-name>
<obj-plan-name lang="zh_CN">职业发展计划</obj-plan-name>
<obj-plan-name lang="zh_TW">職業發展計劃</obj-plan-name>
<obj-plan-desc><![CDATA[Development Goals]]></obj-plan-desc>
<obj-plan-lastmodified>10/26/18 10:41 PM</obj-plan-lastmodified>
<obj-plan-start>01/01/2018</obj-plan-start>
<obj-plan-due>12/31/2020</obj-plan-due>
<switches>
<switch for="continuouspm-integration" value="on" />
<switch for="development-scorecard-show-all-goals" value="on"/>
</switches>

4. Save the template and upload it to Provisioning where you export the template.

Results

Users' all development goals created out of this template are shown in the Development Goals block in People
Profile.

5.8 Reporting on Development Goals

You can use reporting tools to report on development goals along with competencies and learning activities.

The Development Goals report domain allows you to report on development goals and associated competencies
and learning activities. It can be used regardless of having Transcript enabled. If Transcript is enabled, specific
field IDs supported in the learning activity template are reportable by default. If Transcript is not enabled, see the
information below in Reporting on Learning Activities.

For reporting on custom fields, refer to Related Information.

Most of the reports available for performance goals are also available for development goals. Note the following
differences:

• The same portlet can't be used more than once on a dashboard, and portlets don't further separate or filter the
data included in the Processes. It's recommended you set up a separate dashboard for development goals with
a Process that doesn't include performance goals.

Implementing and Managing Career Development Planning

Development Goals PUBLIC 119
• Because development goals can't be cascaded or aligned, portlets that report on alignment aren't relevant for
development goals.

Reporting on Learning Activities

The Learning Activities report domain requires having Transcript enabled. It allows you to report on both custom
learning activities and learning from SAP SuccessFactors Learning.

The Learning Activities - historical report domain allows you to report on the same information as the Learning
Activities domain. However, the Learning Activities - historical domain doesn't have the People pill tab or respect
role-based permissions. It brings all data available in the system, including data from inactive users, and therefore
it's best intended for administrators who should have access to every employee's learning activities and want to get
a full report of learning activities available in the system.

For customers without Transcript and SAP SuccessFactors Learning enabled, to report on learning activities in
reports, make sure that you add the reportable=fieldX attribute in the field definition. "X" stands for 1-20 in the
learning activity template.

 Note

For both goals and learning activities:

• The standard name of a description is "desc", and not "description". If you previously specified
"description", treat it as a custom field and add a reportable field for it.
• The "plan" parameter in the script points to the goal plan ID that is associated to the learning activity
template.
• There can be a maximum of 20 reportable fields for a learning activity.

Related Information

Custom Fields [page 73]

5.8.1 Syncing Development Goal Data to Table Reports

After defining custom fields as reportable fields in your development goal plan template, sync the existing data
from the custom fields to table reports.

Procedure

1. In Provisioning, go to Company Settings.

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120 PUBLIC Development Goals
  Remember

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

2. Choose Sync for Sync development goal data to ad hoc report and Sync Learning Activities data to ad hoc
report.

The Create New Job dialog box appears.

3. Select a job owner and choose Create & Run Job.

 Note

When running the sync, you must select each development goal plan individually. Do not select all in one
job.

The sync job runs.

Results

When the job is done, development goal data is synced to table reports.

5.9 Development Goals on Performance Management Forms

Development goals can be shown on Performance Management forms. When a form is created, development goals
are auto-populated to the form. Development goals can also be auto-synced between a development goal plan and
form.

Prerequisites

You have an SAP SuccessFactors Performance & Goals license and have enabled Performance Management.

Configuration

To show development goals on forms, configure a goal section in a form template and link it to a development goal
plan. For more information, refer to Goal Section.

To auto-sync development goals between a development goal plan and form, configure the autosync attribute in
an XML form template. For more information, refer to Including Goals from Goal Plan into Goal Section. You can't
enable the auto-sync feature for development goals in Admin Center.

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Use

To learn about how auto-populate and auto-sync work, refer to Auto-Populate and Auto-Sync.

To learn about what users can do with development goals on forms, refer to Working with Goals on Forms.

Related Information

Goal Section
Auto-Populate and Auto-Sync
Working with Goals on Forms
Including Goals from Goal Plan into Goal Section

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6 Working with the Latest Goal Management

Learn about the setup and configuration of the latest Goal Management.

 Caution

Upgrading to the latest Goal Management cannot be undone. You cannot revert to the legacy version. The
legacy and latest versions of Goal Management don't support exactly the same features. Features you use
in legacy Goal Management are not necessarily supported in the latest Goal Management. Make sure you've
reviewed the feature differences before the upgrade.

For customers who have legacy Development Goals enabled but haven't migrated from Job Description
Manager to Job Profile Builder or Talent Intelligence Hub (with Growth Portfolio enabled), the upgrade won't
work.

Overview of the Latest Goal Management [page 124]

The latest version of Goal Management, consisting of performance goals and development goals, provides
a new experience to set up, track, distribute, and manage goals in your organization.

Supported and Unsupported Features [page 125]

This is a main list of supported and unsupported features in the latest Goal Management.

Alternatives to Deprecated Legacy Features [page 141]

As we're planning to universally upgrade customers to the latest Goal Management, some features
available in the legacy Goal Management will be deprecated. Here we list alternatives in the latest Goal
Management, if any, to the deprecated features, and explain reasons why we retire them.

Changes to Goal Plan Templates [page 143]

To offer end users more flexibility and provide better visual appearance on the UI, we've simplified
configurations and set new validations in goal plan templates of the latest Goal Management.

Enabling the Latest Goal Management [page 146]

To use the latest Goal Management, enable it in the Upgrade Center.

Converting Existing Goal Plan Templates [page 148]

Convert your existing goal plan templates so that you can use and edit your templates and the related goal
data in the latest Goal Management. Template conversion is mandatory for integration with Continuous
Performance Management, Onboarding 1.0, Onboarding 2.0, Performance Management forms, and 360
Reviews forms

Related Information

Frequently Asked Questions for Latest Goal Management

Implementing and Managing Career Development Planning

Working with the Latest Goal Management PUBLIC 123
6.1 Overview of the Latest Goal Management

The latest version of Goal Management, consisting of performance goals and development goals, provides a new
experience to set up, track, distribute, and manage goals in your organization.

Benefits of the Latest Goal Management

In the latest Goal Management, users can now view an unlimited number of goals without any restrictions in the
goal list view and the team goal list view.

As a manager or an employee, you can benefit from the latest Goal Management in the following scenarios:

• Set up and manage your goals.

With our upgraded user interfaces, you can more efficiently set up and manage your goals and view your
activities.
• Navigate to goals.
You can access Performance Goal and Development Goal on the same page and switch between these goal
types with just a click.

 Note

To use Development Goal in the latest Goal Management, the SAP SuccessFactors Succession &
Development license and feature enablement in Provisioning are still required. If you’ve enabled the
latest Goal Management, access to Development Plan is removed from Career Development Planning and
integrated into the latest Goal Management.

• Locate relevant information.

With streamlined goal list views, you can easily spot critical information, glean insights, and apply quick
changes.
• Gain insights from module integrations.
Integrate with other SAP SuccessFactors modules and you can explore goals in a broader perspective.

Supported and Unsupported Features

For the complete list of features, see Supported and Unsupported Features in the Related Information section.

If the feature is not listed, it is not supported in the latest Goal Management.

Integrations with Other Modules

Upon template conversion, integration between the latest Goal Management and other modules is supported the
same way as it is supported in the legacy Goal Management.

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124 PUBLIC Working with the Latest Goal Management
Note that the way that fields are displayed might differ between Goals and other modules due to delays in adopting
the latest Goal Management.

The latest Goal Management can be integrated with the modules in the table below.

Integrations apply to mo-

Module bile? Note

Continuous Performance Yes Only the role-based permission User Permissions

Management
Continuous Performance User Permission Access to
Continuous Performance Management is required. The set-
ting Display Continuous PM Achievements on goal plan in
Manage Templates is no longer required.

Performance Management Yes

forms

360 Reviews forms Yes

Learning No

Home page Yes

Objectives and Key Results No

(OKR) for Dynamic Teams

Related Information

Supported and Unsupported Features [page 125]

Integrating Dynamic Teams with Goal Management

6.2 Supported and Unsupported Features

This is a main list of supported and unsupported features in the latest Goal Management.

Use filters to find the features you want to know about.

Who can use

Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Create personal Supported Web Performance End user

Make sure users have the User
goals Mobile goal
Development Permissions Goals Goal Plan
goal Permissions permission.

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Working with the Latest Goal Management PUBLIC 125
 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Create personal Supported Web Performance End user Enables users to create personal
goals from a Mobile goal
goals by selecting and editing goals
goal library
from a goal library.

Make sure the following prerequi-

sites are met:

• A goal library is linked to the

goal plan.
• Goal library files configured in
the languages of users are im-
ported.

• Users have the User

Permissions Goals Goal

Plan Permissions permis-

sion.

Cascade per- Supported Web Performance End user We recommend cascading goals
sonal goals Mobile goal one by one.

Copy personal Supported Web Performance End user

goals from goal Mobile goal
plans Development
goal

View, edit, and Supported Web Performance End user

delete goals Mobile goal
Development
goal

Delete a goal Supported Web Performance End user

from the goal goal
card Development
goal

View goals on Supported Web Performance End user

the home page Mobile goal
Development
goal

View other peo- Supported Web Performance End user To view other people's job titles or
ple's goals Mobile goal photos, users must have the View
Development permission for these employee
goal
data under User Permissions

Employee Data .

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126 PUBLIC Working with the Latest Goal Management
 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

People Selector Supported Web Performance End user To see the default list and search
Mobile goal for people in People Selector, users
Development
must have the User Permissions
goal
General User Permissions User

Search permission.

 Note
On mobile, people search is
available at the search menu
entrance.

Change goal Supported Web Performance End user Changing goal plan states on Per-
plan states in Mobile goal formance Management form is still
Goals Development supported.
goal

Receive goal no- Supported Web Performance End user Enables users to receive email no-
tifications Mobile goal tifications on web or push notifica-
Development tions on mobile.
goal
Notifications of changes to goal
plan states can be received via
email only.

Add learning Supported Web Development End user Make sure you've enabled Tran-
courses to goals goal script learning and set up inte-
gration with SAP SuccessFactors
Learning.

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 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Add competen- Supported Web Development End user Competencies are available only
cies to goals Mobile goal
when Job Profile Builder or Talent
Intelligence Hub is enabled.

Be aware of the following feature

differences from the legacy ver-
sion:

• Using
<field-format>use-
competencies-
single</field-
format> to allow
users to select only one
competency isn't supported.
• Using <exclude
type="hidden"/> to ex-
clude hidden competencies
isn't supported. Hidden com-
petencies are excluded by de-
fault.
• Competencies are added
through a picker by default,
regardless of the configura-
tion of the for="show-
competency-browser"
attribute.

Display the Supported Web Development End user

number of com- goal
petencies on a
goal card

Select compe- Supported Web Development End user

tencies at the li- goal
brary or cate-
gory level

Create and view Supported Web Performance End user Enables users to create and view
activities Mobile goal activities between direct manager
Development and employees through Continu-
goal
ous Performance Management.

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 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

View achieve- Supported Web Performance End user Enables users to view achieve-
ments linked to Mobile goal ments linked to goals through
goals Development Continuous Performance Manage-
goal
ment.

Standalone achievements can't be

displayed.

Calculate actual Supported Web Performance End user

ratings and tar- Mobile goal
get achievement
levels automati-
cally

Add, edit, and Supported Web Performance End user

delete threaded Mobile goal
comments on Development
goals goal

View audit his- Supported Web Performance End user "Shared" and "Unshared" are sup-
tory of goals goal ported as new action types.
Development
goal

Manage mile- Supported Web Performance End user

stones for goals Mobile goal
Development
goal

Enter negative Supported Web Performance End user

numbers for the goal
number field Development
type goal

Switch back to Supported Web Performance End user Allows users to switch back to the
the legacy view goal legacy view to see the full field
Development length or unsupported fields that
goal are no longer displayed after tem-
plate conversion.

As of 1H 2024, users can no longer

view goals in a goal plan with an
unconverted template in the latest
view. Instead, they are instructed
to switch to the legacy view.

Print goals to Supported Web Performance End user

PDF output goal
Development
goal

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 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Create, edit, de- Supported Web Performance End user

lete, assign, and Mobile goal
unassign team
goals

Share owner- Supported Web Performance End user

ship of team Mobile goal
goals

Search for key- Supported Web Performance End user

words when cre- goal
ating goals from
goal library

Copy source Supported Web Performance End user

team goals from goal
goal plans

Legal Scan Supported Web Performance End user

goal
Development
goal

Coaching Advi- Supported Web Development End user

sor goal

Metric lookup Supported Web Performance End user Logic of editing and reading the
table Mobile goal
rating scale of a metric lookup ta-
ble has been standardized in the
latest Goal Management.

If users have no permission for

MLT table fields and all table col-
umns, the rating scale is invisible
from them.

Only when they have the write per-

mission for both MLT table fields
and all table columns, they can edit
the rating scale. Otherwise, the rat-
ing scale is read-only.

Create goals us- Supported Web Performance End user

ing generative AI goal
(AI-assisted Development
goals) goal

AI-assisted writ- Supported Web Performance End user

ing goal
Development
goal

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130 PUBLIC Working with the Latest Goal Management
 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Goal Alignment Supported Web Performance End user Goal Alignment Chart works for
Chart goal one or more goal plan templates
in which goals were cascaded. Goal
fields shown in an alignment chart
include the user's display name,
goal name, due date, and status.

Initiatives Supported Web Performance End user Initiatives can be linked to both
goal
personal or team goals. Users can
make changes to initiatives in the
"edit" step when assigning team
goals. However, editing initiatives is
not supported in these processes:
copy goals from goal plans, cre-
ate goals from library, and cascade
goals.

Display goal Supported Web Performance End user

weight on goal Mobile goal
cards and goal Development
plan header goal

Display goal Supported Web Performance End user

weight at the goal
category level Development
goal

Search for peo- Supported Web Performance End user

ple to unassign goal
team goals

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Working with the Latest Goal Management PUBLIC 131
 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Create legacy Supported Web Development End user Using legacy learning activities
learning activi- goal
means you haven't enabled Tran-
ties
script learning. We recommend
that you enable Transcript learning
to use the learning activities fea-
ture. For more information, refer to
Learning Activities in Related Infor-
mation.

Be aware of the following feature

differences from the legacy learn-
ing used in the legacy Development
Goals:

• The comment field is not sup-

ported. Users can add com-
ments on goals instead. The
comments provided in the leg-
acy version are not shown in
the latest version, but users
can use Table reports to re-
port on these comments.
• The goto-url field is not
supported and links to web
pages are not available.
• The Manage Learning Activity
Catalogs, Manage Learning
Activity to Competency
Mappings, and Mapping
Learning Activities to
Competencies admin tools are
not supported. Users can't
add learning activities from
learning catalogs.

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132 PUBLIC Working with the Latest Goal Management
 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Advanced user Supported Web Performance End user Use this feature to cascade per-
search by crite- goal
sonal goals or assign team goals.
ria
Make sure that Enable Solr
People Search (requires Role-
based Permission) is enabled in
Provisioning.

 Remember
As a customer, you don't
have access to Provisioning.
To complete tasks in Provision-
ing, contact your implementa-
tion partner or Account Execu-
tive. For any non-implementa-
tion tasks, contact Technical
Support.

Make sure users have the following

role-based permissions:

• User Permissions

General User Permissions

User Search
• For search criteria permis-
sions, refer to Configuring
Search Criteria for People
Search in the Related Informa-
tion section.
• For search results permis-
sions, refer to Configuring
Role-Based Permissions to Al-
low Logged In User to View
Certain Employee Information
in People Search Results in the
Related Information section.

 Note
Goal Management doesn't
support the permission valida-
tion for the search criterion
User Role. If users use this

Implementing and Managing Career Development Planning

Working with the Latest Goal Management PUBLIC 133
 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

search criterion when cascad-

ing goals, people who don't
have permission to receive the
goals will probably appear in
the search results. To avoid
such a case, we recommend
that users not use this search
criterion.

Edit or delete Supported Web Performance End user

goals of inactive goal
users on the UI Development
goal

Display team Supported Web Performance End user

goal weight on goal
team goal cards

Copy personal Supported Web Performance End user The goals created through copying
goals on behalf goal remain within the target user's goal
of others Development plan.
goal

Allow duplicate Supported Web Performance End user With this feature, users' choice of
assignment of goal Replace in a duplicate assignment
team goals confirmation will replace the most
recently assigned team goal.

Roll-up calcula- Supported Web Performance End user • You can set the rollup-
tion for cas- goal calc-type attribute to
caded and
avg or sum for the bizx-
linked goals
actual, bizx-target,
and bizx-pos fields.
• Roll-up calculations are auto-
matic, so manual confirma-
tion on these fields isn't sup-
ported.
• Each time a parent goal is cas-
caded or linked, two audit re-
cords are generated for it. One
record indicates the action
type, either "Cascaded" or
"Linked," based on the action
taken. The other record shows
"Modified" due to changes in
the roll-up fields. Likewise, a
"Modified" audit record is gen-
erated for the child goal.

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134 PUBLIC Working with the Latest Goal Management
 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Search for inac- Supported Web Performance End user This feature is enabled by de-
tive users in goal fault, requiring no configuration
People Selector Development of switches or role-based permis-
goal sions.

Link goals Supported Web Performance End user In the latest Goal Management,
goal users can only unalign goals from
their own goal details view. Addi-
tionally, the "Unlinked" audit record
is only generated for the child goal
and not for the parent goal.

Implementing and Managing Career Development Planning

Working with the Latest Goal Management PUBLIC 135
 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Create and link Supported Web Development End user Make sure you've enabled Tran-
custom learning goal Admin script learning and the option for
activities
users to create custom learning.

Be aware of the following feature

differences from the legacy ver-
sion:

• The link field is not sup-

ported and the percent field
type is not supported.
• The <plan-
layout>, <transcript-
list-layout>,
and <transcript-
detail-layout> elements
are not used.
The field layout in the
Create Custom Learning or
Edit Custom Learning dialog
is determined by the se-
quence of field definitions
in the template. There's no
fancy layout for the name,
description, and status
fields.
In the Custom Learning
subsection, only name,
description, and status
fields are shown.
• In the legacy version, users
link development goals to
learning activities when creat-
ing or editing a custom learn-
ing activity.
In the latest version, users link
learning activities to develop-
ment goals on the goal details
page.

Allow duplicate Supported Web Performance Admin

assignment of goal
team goals dur-
ing import

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136 PUBLIC Working with the Latest Goal Management
 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Import personal Supported Web Performance Admin Features supported in this function
or team goals goal are limited to the supported fea-
through Admin Development tures of the latest Goal Manage-
Center goal
ment.

Import goal li- Supported Web Performance Admin

brary files goal

Manage tem- Supported Web Performance Admin

plates goal
Development
goal

Transfer goals Supported Web Performance Admin

between users goal

Configure email Supported Web Performance Admin

notifications goal
Development
goal

Import or export Not supported Web Performance

goals directly Mobile goal
from a goal plan Development
goal

Add goals using Not supported Web Performance The SMART Goal Wizard option
the SMART Goal Mobile goal is not supported in Performance
Wizard Development Management either.
goal

Print goals to Not supported Web Performance

HTML output Mobile goal
Development
goal

Add develop- Not supported Web Development

ment goals to Mobile goal
People Profile

Move goal up/ Not supported Web Performance

down on the Mobile goal
goal plan Development
goal

Indent/Outdent Not supported Web Performance

goal on the goal Mobile goal
plan Development
goal

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 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Navigate from Not supported Web Performance

goal plans to Mobile goal
Goal Alignment Development
Spotlight goal

Mass assign Not supported Web Performance

group goals via Mobile goal
the goal plan Development
goal

Summary sec- Not supported Web Performance

tion on the goal Mobile goal
plan Development
goal

Layout configu- Not supported Web Performance This includes custom learning ac-
ration of the Mobile goal tivities.
goal plan Development
goal

Automatic goal Not supported Web Performance

numbering Mobile goal
Development
goal

Tasks or targets Not supported Web Performance

of subgoals Mobile goal
Development
goal

Peers in People Not supported Web Performance

Selector Mobile goal
Development
goal

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 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

OData APIs (V4) Not supported Web Performance • These include APIs used for
Mobile goal
solution extensions.
Development
goal • OData APIs (V2) support leg-
acy team goals, but not latest
team goals.

 Caution
To prevent data loss, avoid us-
ing OData APIs (V2) to cre-
ate goals in the latest Goal
Management. The new version
has constraints, like character
length limits, that V2 APIs
don’t fully enforce because
they still count using bytes. For
example, entering 4,000 Jap-
anese characters may result
in only 1,333 being saved, as
1,333 characters exceed 4,000
bytes. This means goals cre-
ated with OData APIs (V2)
may be successfully created
but could be truncated when
viewed on the UI.

For more information about using

OData APIs (V2) with Goal Man-
agement, see SAP SuccessFactors
API Reference Guide (OData V2):
Goals.

For more information about OData

APIs (V4), see About the OData API
Reference Guide (V4).

Spell Check Not supported Web Performance

Mobile goal
Development
goal

Group goals Not supported Web Performance In the latest Goal Management,
Mobile goal group goals are replaced by team
Development goals. Users cannot perform any
goal actions on group goals except for
viewing group goals v2.

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 Who can use
Performance the feature?
Supported or Goal or Devel- Admin or End
Feature Not Supported Web or Mobile opment Goal user Notes

Allow duplicate Not supported Web Performance

assignment of Mobile goal
group/team Development
goals on the UI goal

Allow actions on Not supported Web Performance

goals of inactive Mobile goal
users during im- Development
port goal

Related Information

Linking Development Goals to Competencies [page 103]

Important Notes About Goal Management on the Home Page
Configuring Search Criteria for People Search
Configuring Role-Based Permissions to Allow Logged In Users to View Certain Employee Information in People
Search Results
Learning Activities [page 154]
SAP SuccessFactors API Reference Guide (OData V2): Goals
About the OData API Reference Guide (V4)

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140 PUBLIC Working with the Latest Goal Management
6.3 Alternatives to Deprecated Legacy Features

As we're planning to universally upgrade customers to the latest Goal Management, some features available in the
legacy Goal Management will be deprecated. Here we list alternatives in the latest Goal Management, if any, to the
deprecated features, and explain reasons why we retire them.

Alternative Fea-
Deprecated Fea- Reason for Depre- ture in Latest Goal Availability of Al-
ture ciation Management ternative Feature More Info

Group goals Existence of a simi- Team goals Already available Latest team goals support the same
lar feature
business process as group goals.

While creating a team goal, you can

choose to assign it to yourself or not. If
assigned, the goal appears on your per-
formance goal plan.

There are some new role-based permis-

sions that are introduced for latest team
goals. For more information about the
role-based permissions, see Permissions
for the Latest Team Goals.

For more information about latest team

goals, see Team Goals in the Latest Goal
Management.

Tasks or targets of Existence of a simi- Milestones Already available The alternative feature allows users to
subgoals lar feature
break down a goal into achievement mile-
stones. Users can set the duration of
milestones and define actual and target
values for each milestone.

The latest Goal Management supports

the same fields for milestones as the
fields for tasks.

Note that tasks, targets and other tables

will not be migrated. In this case, if you
need to access those data, you need to
switch to the Legacy View or go to Report
Center.

For more information, see Table Column

Permissions [page 82].

Spell check Existence of a simi- Browser’s spell Already available

lar feature check

Implementing and Managing Career Development Planning

Working with the Latest Goal Management PUBLIC 141
 Alternative Fea-
Deprecated Fea- Reason for Depre- ture in Latest Goal Availability of Al-
ture ciation Management ternative Feature More Info

Mass assign group Low feature usage Import perform- Already available Access the alternative feature in Admin
goals via the goal ance goals
Center.
plan through the
CSV file Fore more information, see Goal Import.

Import or export Low feature usage Import perform- Already available Access the alternative feature in Admin
goals directly from ance goals
Center.
a goal plan
Fore more information, see Goal Import.

Add goals using the Replacement by a Create goals with Already available This alternative feature will offer an AI-
SMART Goal Wiz- different feature generative AI driven approach to creating goals that
ard meet all the facets of SMART goals.

For more information, see Enabling AI-

Assisted Goal Creation [page 150].

Layout configura- Does not conform No alternative Not applicable

tion of the goal to new design pat-
plan, including cus- terns
tom Learning Activ-
ities

Automatic goal Does not conform No alternative Not applicable

numbering to new design pat-
terns

Indent/Outdent Does not conform No alternative Not applicable

goals on the goal to new design pat-
plan terns

Move goals up/ Does not conform No alternative Not applicable

down on the goal to new design pat-
plan terns

Summary section Low feature usage No alternative Not applicable

on the goal plan

Navigate from the Low feature usage No alternative Not applicable

goal plan to
Goal Alignment
Spotlight

Add goal to Outlook Low feature usage No alternative Not applicable

Allow duplicate as- Low feature usage No alternative Not applicable

signment of group/
team goals on the
UI

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6.4 Changes to Goal Plan Templates

To offer end users more flexibility and provide better visual appearance on the UI, we've simplified configurations
and set new validations in goal plan templates of the latest Goal Management.

Supported Elements and Attributes

For more information about supported elements and attributes in the latest Goal Management, see Supported
Elements and Attributes Comparison: Legacy and Latest.

Unsupported Fields

What's not supported in the legacy version remains unsupported in the latest version. The following standard fields
are particularly not supported in the latest Goal Management:

Field Type Field ID

For goals bool None of the field IDs for this type is supported.

checkbox None of the field IDs for this type is supported.

table
Only metric-lookup-table and milestones are sup-
ported.

metric-lookup-table is not supported in development

goal plan templates as before.

text All other field IDs for this type are supported except the follow-
ing:

• obj-plan-field1
• achievement-text
• actual-achievement-text
• goto-url

link None of the field IDs for this type is supported.

For milestones bool Field ID completed is not supported.

date Field ID date is not supported.

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Changes to Fields

Learn about the changes that are made to the following fields in the latest Goal Management:

 Note

You can adjust the character limits to 4,000 for desc, metric, comments, and custom field IDs of the
textarea type. However, the previously recommended limits of 1,000 and 2,000 remain as best practices.

It's important to note that template conversion results in automatic application of maxlength configurations.
Therefore, if you've previously converted goal plan templates or set character limits to 1,000 or 2,000 before 1H
2024 and want to take advantage of the new 4,000-character limit, you'll need to manually change the limits in
your goal plan template and re-upload it to Provisioning.

 Remember

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

Field ID Field Type Changes

name
You must have this field with the attribute required set to true in
the goal plan template.

This is the first field displayed on the UI when users create a goal.

The maximum length allowed for this field is 500.

desc The maximum length allowed for this field is 4,000. The recom-
mended length is 2,000.

metric The maximum length allowed for this field is 4,000. The recom-
mended length is 1,000.

start The start date must be between the obj-plan-start element

value and the obj-plan-due element value in the goal plan tem-
plate.

due The due date must be between the obj-plan-start element

value and the obj-plan-due element value in the goal plan tem-
plate.

state You can use the trigger-completion configuration to specify

what state triggers the completion of a goal.

The background in the style attribute is not supported.

The text color is supported. The color configuration only supports

HEX and the color name. Other configurations, such as RGB, are not
supported.

weight If the rules for the max-weight-per-obj and min-weight-

per-obj attributes are not met, users can't create a goal.

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Field ID Field Type Changes

competency This field is supported only in development goals with Job Profile
Builder enabled.

You can't define this field to require users to choose only one compe-
tency.

metric-lookup-table Metric lookup tables don't allow empty rows when the write permis-
sion is granted to this field.

The text in <field-description> is used as the tooltip for the

Information icon of this field.

When you define this field using the <auto-population> ele-

ment, the manual mode of this element is no longer supported and
the system updates the auto-population results in real time. Also, the
built-in calculators in this element are not fully supported. We recom-
mend that you not use the built-in calculators.

If the linearity attribute of this field is set to true and you've

entered the nonliner data in metric lookup tables, you can't save your
changes when you edit a goal.

If the relationship between the achievement and rating fields

is nonlinear but the linearity attribute of the metric-lookup-
table field is set to true, you must update the relationship between
these fields to linear or set the linearity attribute to false.
Otherwise, you can't upload a goal plan template in Provisioning.

Ratings are displayed only as numeric values (for example, 1, 2, 3,

4). Text-based ratings (such as "Exceeds Expectation") or combined
formats (such as "4 - Exceeds Expectation") are not supported.

milestones The text in <field-description> is used as the tooltip for the

Information icon of this field.

comments comment The maximum length allowed for this field is 4,000. The recom-
mended length is 1,000.

The code <switch for="threaded-feedback"

value="on"/> is no longer needed to configure this field.

<custom field ID> text The maximum length allowed for this field type is 500. However, the
maximum length allowed for the standard field ID takes precedence.
For example, if the field ID of this field type is desc, the maximum
length allowed for this field is 2,000.

<custom field ID> textarea The maximum length allowed for this field is 4,000. The recom-
mended length is 2,000. However, the maximum length allowed for
the standard field ID takes precedence. For example, if the field ID of
this field type is name, the maximum length allowed for this field is
500.

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  Note

• You can't set field ID to type, flag, initiatives, id, or category because they are reserved as part of
the definition for API entity and property.
• For fields with character countdown, characters in multi-byte languages are counted as one character
each, in contrast to the previous logic where one character could account for multiple units. As of 2H 2024,
this change also applies to reports generated in Report Center.
• For fields name, desc, metric, comments, text, and textarea, if the value you entered exceeds the
maximum length before the upgrade to the latest Goal Management, you can only see the value within the
character limit in the goal plan of the latest Goal Management. However, you can switch to the Legacy View
or go to Report Center to see the full value in the report. If users want to update a field value and save it,
they need to reduce the value length to conform to the new character limit.

Related Information

Supported Elements and Attributes Comparison: Legacy and Latest [page 35]
Goal Plan Template Elements and Attributes [page 29]
Goal Plan Template Fields [page 60]

6.5 Enabling the Latest Goal Management

To use the latest Goal Management, enable it in the Upgrade Center.

Context

 Recommendation

We recommend that you first test this feature in preview or test environments before enabling it for production
environments. This feature targets those who use simpler goal functions and goal plan templates without
complex configurations.

After you upgrade to the latest Goal Management, existing goal plan templates and related goal data across all
supported modules will be available in read-only mode through the Legacy View unless converted. They remain
accessible and fully reportable.

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Procedure

1. Go to Admin Center Upgrade Center .

2. Under Optional Upgrades, go to Latest Goal Management, and then choose Learn More & Upgrade Now.
3. Choose Upgrade Now.

 Caution

This upgrade can't be undone.

4. Follow the upgrade instructions.

5. (For SAP SuccessFactors Mobile only) Install the latest version of the SAP SuccessFactors Mobile app on your
mobile device.

• The SAP SuccessFactors Mobile app can be downloaded from App Store for iOS or Google Play for
Android. The Android app is available from Tencent App Store if you're in mainland China.
• Enabling the latest Goal Management automatically enables the new experience for both web and mobile
applications. Mobile enablement is no longer controlled by Enable Mobile Features settings.

Results

You've upgraded to the latest Goal Management. You can view the completed upgrade through Admin Center
Upgrade Center View Recently Completed Upgrades .

Next Steps

• (Recommended) Upload a new goal plan template in Provisioning or add a new template from SuccessStore
through Admin Center Manage Templates for the latest Goal Management.

 Remember

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

• If you want to use existing goal plan templates and the related goal data in the latest Goal Management,
convert these templates.

Related Information

Converting Existing Goal Plan Templates [page 148]

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6.6 Converting Existing Goal Plan Templates

Convert your existing goal plan templates so that you can use and edit your templates and the related goal data
in the latest Goal Management. Template conversion is mandatory for integration with Continuous Performance
Management, Onboarding 1.0, Onboarding 2.0, Performance Management forms, and 360 Reviews forms

Prerequisites

You've upgraded to the latest Goal Management.

Context

The conversion can't be stopped or undone. Converting a template takes from a few minutes to several hours,
depending on the configuration and the amount of data in it.

 Note

• An existing goal plan template can be converted only once.

• We recommend that:
• You convert existing goal plan templates that you actively use in the current goal cycle.
• You convert the next template only after the previous one is converted.
• We don't recommend that you convert existing goal plan templates that contain many complex calculation
rules.
• Existing goal plan templates that contain data of group goals (both v1 and v2), including those belonging to
inactive users, cannot be converted. In such cases, the recommended course of action is to upload a new
template. You can also handle inactive users and their associated data in two ways:
• Purge the inactive users entirely from the system, along with their data.
• Filter out only group goals of the inactive users and delete them.
If you still want data of the group goals used in the latest Goal Management, go to Report Center to export
the goals. Back up the goal data somewhere in the CSV file and delete the goals in bulk through import.
After you've converted the template, use the admin tool Import Performance Goals to import the CSV file
and use the Assign action to transfer the group goals as the latest team goals.
• tasks and targets are no longer supported in the latest Goal Management. If you want to continue using
those data, go to Report Center to export the data, and then back up the data. After you've converted the
template, use the admin tool Import Performance Goals to import the data as milestones. Only this way,
legacy tasks or targets are converted to milestones so as to be visible in the latest Goal Management.
• For templates that contain auto-population rules, if the rules are modified after template conversion, rating
values may be updated to new values. As a result, integrations with other modules might be impacted, for
example, goals in Performance Management forms.

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Procedure

1. Go to Admin Center Manage Templates .

2. Select the goal plan template that you want to convert.
3. Choose Convert.
4. Follow the conversion instructions.

Results

Your template is converted and available for use in the latest Goal Management. The converted template retains the
original ID and name so that it can integrate with other modules properly.

For backup and reference, the original goal plan template is copied with a new ID, renamed <Original Name>
Backup, and set to the read-only mode. This backup template preserves any fields or data not yet supported
in the latest Goal Management prior to conversion. The backup template appears in the available templates list,
with role-based permissions from the original template automatically applied. This ensures all users and roles with
access to the original template can seamlessly access the backup template as well.

 Note

• Unsupported fields are not shown in the latest Goal Management. If you want to view this data, either
create a report on the backup template if the template is already converted or go to Legacy View of the
unconverted template.
• As the field ID name is required in the latest Goal Management, we'll fill in the field for you if you haven't set
it before template conversion. Additionally, field refid="name" is added for field permissions "read"
and "write".
• The system automatically applies the maxlength attribute to templates that have been converted.

Related Information

Enabling the Latest Goal Management [page 146]

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6.7 Generative AI Features in the Latest Goal Management

6.7.1 Enabling AI-Assisted Goal Creation

Take advantage of AI to enable users to create personal goals efficiently.

Prerequisites

• The latest Goal Management is enabled.

• You've purchased the AI units license. For more information about AI units license, contact your Account
Executive.
• You have the Administrator Permissions Manage AI Capabilities AI Services Administration
permission.

Context

 Caution

Check the legal and regulatory framework of your organization before you enable this function. For details on
how SAP SuccessFactors processes user data, please refer to SAP Sub-processors & Data Transfer Factsheets.

The prompt template automatically applies goal plan configurations, such as start, due, and maxlength, to
AI-generated goals. Goal fields available for AI generation are name, desc, metric, start, due, milestones,
and custom fields of text and textarea types. Among the supported fields, AI generates content for whatever
fields you configured, except for read-only fields, which cannot be populated by AI. By providing meaningful text for
<field-description> for custom text and textarea fields, you give context that helps improve the quality of
AI-generated suggestions, ensuring more accurate and relevant results for goals.

Once enabled, users can use this feature in both the latest Goal Management and the modules integrating with
Goal Management, such as Performance Management, 360 Reviews, and Continuous Performance Management.
While in the mobile experience, users can only view or edit the AI-generated goals in these integrated modules.

To be able to use AI for goal creation, users should read carefully and agree to the AI Usage Acknowledgment. Users
should always review AI-generated content and make necessary changes before saving a goal.

Procedure

1. Go to Admin Center AI Services Administration .

2. Enable Assisted Performance Goals or Assisted Development Goals as needed.

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Next Steps

Grant users the following permissions:

• User Permissions AI Access Assisted Performance Goals

• User Permissions AI Access Assisted Development Goals

Related Information

Accessing the AI Services Administration Page

Viewing the AI Usage Acknowledgment Statement
SAP Sub-processors & Data Transfer Factsheets
SAP Trust Center

6.7.2 AI-Assisted Writing

The AI-assisted writing tool is an interactive tool that uses generative AI capabilities to assist employees with their
writing tasks. While writing content in the SAP SuccessFactors applications, employees can leverage the features of
the AI-assisted writing tool to enhance multiple aspects of their writing, such as clarity, conciseness, and tone.

The AI-assisted writing tool helps improve the content of goals, such as goal name, description, and other
content provided in goal fields of text and textarea types. It isn't yet supported in custom learning activities
of development goals.

The following is a summary of the capabilities offered by the AI-assisted writing tool:

• Uses language processing capabilities to understand the context of a sentence and suggest enhancements in
grammar, spelling, vocabulary choices, and phrasing.
• Ensures improved readability and a consistent tone (professional, personable, or constructive) to suit the
communication needs for different audience groups in the organization.
• Provides the options to communicate a message in fewer or more words and transform paragraphs to bulleted
lists.
• Provides additional actions in the context of the tasks that users perform in their SAP SuccessFactors
applications.

The following table outlines the available actions in the AI-assisted writing tool.

Action Description

Enhance Writing Suggests enhancements in grammar, spelling, vocabulary choices, and phrasing in the con-
text of the selected line or paragraph.

Change Tone Provides options to change the tone of the selected line or paragraph to professional,
personable, or constructive to suit the communication needs for different audience groups
in the organization.

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Action Description

Make Shorter Shortens a selected line or paragraph to convey the message more concisely.

Make Longer Rewrites a selected line or paragraph by adding more words to provide a detailed explana-
tion based on the original content.

Make Bulleted List Converts a selected line or paragraph into a bulleted list to simplify complex information,
and enhance readability by breaking it down into easy-to-read points.

Analyze Text Performs a safety scan on each text box, prompt entry, or Generative AI output in order to
detect bias, and suggest replacement text for any language flagged as potentially biased,
discriminatory, or harmful.

Translate Translates the written text into the target language chosen by the user. The following capa-
bilities are supported with this action:

• Translation from en-US (US English) to all 46 languages supported in SAP SuccessFac-
tors.
• Full translation between the following languages: English (US), German, French, Span-
ish, Portuguese, Chinese (Simplified) and Japanese.

 Note

For information about the languages supported by the AI-assisted writing tool, refer to SAP Note 3396784 .

Related Information

Enabling AI-Assisted Writing [page 152]

6.7.3 Enabling AI-Assisted Writing

Enable AI-assisted writing, including Translation and Text Analyzer features in SAP SuccessFactors applications to
help users enhance the quality of their writing.

Prerequisites

• You've purchased the AI units license. For more information about AI units license, please contact your Account
Executive.
• You have the Administrator Manage AI Capabilities AI Services Administration permission.
• Users have the User Permissions AI Access Assisted Writing permission.

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152 PUBLIC Working with the Latest Goal Management
Procedure

1. Go to Admin Center AI Services Administration .

2. In Global Features, enable the Assisted Writing switch.
Allows users to access the Enhance Writing, Change Tone, Make Shorter, Make Longer, and Make Bulleted List
actions, and other module-specific actions (if applicable) in the assisted writing menu.
3. Under Assisted Writing, you can enable additional switches as needed.
Ensure that the Assisted Writing switch is enabled before proceeding.
a. Choose the Translation switch.
Allows users to access the Translate action in the assisted writing menu to convert their content into a
target language.
b. Choose the Text Analyzer switch.
Allows users to access the Analyze Text option in the assisted writing menu to review their text for bias,
discriminatory, or harmful language.

 Note

The Translate and Analyze Text options appear in the assisted writing menu only when their respective
toggles are enabled.

Next Steps

Users can view the AI-assisted writing tool icon when they navigate to the text input area and use the options in the
assisted writing menu to enhance their writing.

Related Information

Accessing the AI Services Administration Page

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7 Learning Activities

In development goal plans, users can add and create learning activities to help achieve their development goals.
Administrators can also import learning activities for users.

 Note

Make sure you've enabled Transcript learning and set up integration with SAP SuccessFactors Learning.

Here's a list of features supported for managing learning activities:

Option in Legacy De- Option in Latest Devel-

Feature velopment Goals opment Goals Prerequisites More Details

Add learning directly Add New Learning Add Learning From • Users have the Users can't add learn-
from SAP SuccessFac- access permission ing from SAP Success-
Activity Find in Library
tors Learning to the learn- Factors Learning when
Catalog ing activity tem- acting as a proxy as an-
other user.
plate in User
Goals Goal Plan
Permissions in
Manage Permission
Roles.
• Users have action
and field permis-
sions in the learn-
ing activity tem-
plate.

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154 PUBLIC Learning Activities
 Option in Legacy De- Option in Latest Devel-
Feature velopment Goals opment Goals Prerequisites More Details

Add learning from SAP Add New Learning Add Learning By • The When users choose the
SuccessFactors Learn-
Activity Search by Competency competencies option, a dialog pops up
ing according to the field is configured
Competency where they can see the
competencies linked to in the development
development goals competencies they've
goal plan template.
linked and a list of learn-
• Users have linked
ing items related with
competencies to
each competency. They
development goals.
can also see two ratings
• Users have the
access permission for each competency
to the learn- to guide them on how
ing activity tem- much they need to work
plate in User on the competency:

Goals Goal Plan • Current Rating: The

Permissions in most recent rating
Manage Permission that users have re-
Roles. ceived for a com-
• Users have action petency from Per-
and field permis-
formance Manage-
sions in the learn-
ment forms or
ing activity tem-
plate. other sources.
• Expected Rating:
The expected rat-
ing of a compe-
tency specific to
users' job role,
which is defined in
Job Profile Builder.

Create custom learning Add New Learning Create Custom Learning • Enable Add
activities Learning Activity
Activity Custom
Manually is se-
Learning Activity lected in Provision-
ing.
• Users have the
access permission
to the learn-
ing activity tem-
plate in User
Goals Goal Plan
Permissions in
Manage Permission
Roles.
• Users have action
and field permis-
sions in the learn-
ing activity tem-
plate.

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Learning Activities PUBLIC 155
 Option in Legacy De- Option in Latest Devel-
Feature velopment Goals opment Goals Prerequisites More Details

Connect development The option is available Link Custom Learning • Users are able
goals with learning ac- to create custom
when users create or
tivities Users can link learn- learning activities.
edit a custom learning
ing activities to develop- • The dev_goals
activity.
ment goals, but can't field is configured
Users can link develop- link development goals in the learning ac-
ment goals to learning to learning activties. tivity template.
activities, but can't link • Users have read
learning activities to de- and write per-
velopment goals. missions to the
dev_goals field.

Remove learning from Delete Remove • Users have the

development goal plans access permission
to the learn-
ing activity tem-
plate in User
Goals Goal Plan
Permissions in
Manage Permission
Roles.
• Users have action
and field permis-
sions in the learn-
ing activity tem-
plate.

Import custom learning Admin Center Admin Center See more details. Importing Custom
activities Learning Activities
Import Development Import Development
Goals Goals

 Note

• In a development goal plan that was migrated from another development goal plan, any updates to existing
learning activities in the new development goal plan are reflected in the old development goal plan. This
situation doesn't happen if learning activities are added to the new development goal plan after migration.
• Users are not allowed to add or create learning activities after development goals are completed.
• If you've enabled the Prevent removal of learning activities from completed development goals setting in
Manage Templates Development <development goal plan template> General Settings , users are
not allowed to remove learning activities after development goals are completed. This setting is only
applicable to the latest version of Development Goals.

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7.1 Setting Up Integration with SAP SuccessFactors Learning

Set up integration with SAP SuccessFactors Learning in Provisioning so that users can add or create learning
activities in their development goal plan.

Prerequisites

• You've set up and configured permissions to SAP SuccessFactors Learning.

•  Remember

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

Procedure

1. In Provisioning, select a company.

2. Under Edit Company Settings, select Company Settings.
3. Under Career & Development Planning, select Transcript.

 Note

We do not recommend you select Use default value for required field validation.

4. Select Enable Add Learning Activity Manually to allow users to create custom learning activities.
5. Select Enable SuccessFactors Learning integration and specify the SuccessFactors Learning Integration URI.

You can request the URI from the Data Center Operations.

 Example

https://companyID.scdemo.<app-server-domain>.com

6. Optional: If you use Akamai or reverse proxy, you should specify the SuccessFactors Learning Integration API
URI.
7. Save your changes.

Next Steps

You need to configure and import the learning activity template.

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Related Information

SAP SuccessFactors Learning

Transcript Learning Activity Template [page 158]
Configuring Templates [page 10]

7.2 Transcript Learning Activity Template

A Transcript learning activity template defines the fields, permissions, and layout of learning activities. Only one
learning activity template is supported in the system.

Here are the key differences between learning activity and development goal plan templates:

• Learning activity template IDs must be in the range of 4001-4999.

 Recommendation

Use the template ID 4201.

• The value of obj-plan-type should be LearningActivity.

• The following permissions are not used for learning activities and shouldn't have roles associated with them:
• private-access
• cascade-pull
• cascade-push
• cascade-align
• Use the plan-layout section to specify how the learning activity fields are listed within development goals.
The form-layout, pdf-layout, and details-layout are not used.

7.2.1 Fields in Transcript Learning Activity Template

The following table describes the supported fields in a Transcript learning activity template.

Field ID Description Entity Type Length

guid Unique ID of a learning Common String 255

activity

name Name of a learning ac- Common String 256

tivity

description Description of a learn- Common String 4,000

ing activity

language Language Common String 32

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158 PUBLIC Learning Activities
Field ID Description Entity Type Length

type Product type Common String. It can be config- 60

ured as the text type
only.

category Category Common String 256

duration_days Duration days of a Common Number

learning activity

duration_hours Duration hours of a Common Number

learning activity

source_type Source of a learning ac- Common String 128

tivity (used in the sys-
tem integrated with a
third-party learning sys-
tem)

source_id Unique key of a learn- Common String 128

ing activity (used in the
system integrated with
a third-party learning
system)

link External link to open a Common String 1,024

learning activity

cert_training Indicates whether a Common String 1

learning activity offers a
certificate

certifications Certificate information Certificate Table

name Name of a certificate Certificate String 1,024

issue_date Issue date of a certifi- Certificate Date

cate

expire_date Expiry date of a certifi- Certificate Date

cate

dev_goals Development goals as- Certificate Text

sociated with a learning
activity. You must grant
users write permission
to this field.

assignee Assignee of a learning Learning String 100

activity

score Score Learning String 32

status Status Learning String 128

cost Cost Learning Number (12,2)

currency Currency Learning String 10

purpose Purpose Learning String 1,024

start_date Start date Learning Date

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Field ID Description Entity Type Length

due_date Due date Learning Date

planned_by Planned by Learning String 100

planned_date Planned date Learning Date

begin_date Begin date Learning Date

end_date End date Learning Date

completed_by Completed by Learning String 100

completed_date Completed date Learning Date

 Note
This field is to au-
tomatically record
the date when the
status is set to
"Completed". We
recommend that do
not grant users the
write permission to
this field.

confirmed_by Confirmed by Learning String 100

confirmed_date Confirmed date Learning Date

confirmed_status Indicates whether a Learning String 1

learning activity is con-
firmed

customtext1 Custom text Learning String 4,000

customtext2 Custom text Learning String 4,000

customtext3 Custom text Learning String 4,000

customtext4 Custom text Learning String 4,000

customtext5 Custom text Learning String 4,000

customtext6 Custom text Learning String 4,000

customtext7 Custom text Learning String 4,000

customtext8 Custom text Learning String 4,000

customtext9 Custom text Learning String 4,000

customtext10 Custom text Learning String 4,000

customtext11 Custom text Learning String 4,000

customtext12 Custom text Learning String 4,000

customtext13 Custom text Learning String 4,000

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Field ID Description Entity Type Length

customtext14 Custom text Learning String 4,000

customnum1 Custom number Learning Number

customnum2 Custom number Learning Number

customnum3 Custom number Learning Number

customnum4 Custom number Learning Number

customdate1 Custom date Learning Date

customdate2 Custom date Learning Date

Mandatory Fields

The following fields are mandatory for adding learning from SAP SuccessFactors Learning and field data is synced
with data in SAP SuccessFactors Learning:

• assignee
• completed_date
• name
• description
• status
• guid
• type
• dev_goals

Supported Field Types

The following field types are supported:

• text
• textarea: Supports Coaching Advisor, Legal Scan, and Spell Check.
• date
• percent
• bool
• enum
• checkbox
• number

 Note

The comment field type is not supported in the learning activity template. If users do need to add comments,
they can add them to corresponding development goals.

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7.2.2 Permissions in Transcript Learning Activity Template

Learn about the permission settings in a Transcript learning activity template.

Action Permissions

Action permissions define users' ability to perform specific actions on learning activities. The following table
describes the elements used for configuring action permissions.

Element Description

<permission for=""> Type of actions. The following actions are supported:

• create: Users can add learning from SAP SuccessFac-

tors Learning and create custom learning.
• delete: Users can remove learning from development
goal plans.

<description> Description for permission settings. Internal only.

<role-name> Name of the roles that you want to configure permissions for

Here's an example of action permissions.

 Sample Code

<permission for="create">
<description><![CDATA[All roles can add and create learning in the employee's
plan.]]></description>
<role-name><![CDATA[*]]></role-name>
</permission>
<permission for="delete">
<description><![CDATA[Only employee and manager can remove learning from the
employee's plan.]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
</permission>

Field Permissions

Field permissions define users' ability to view and edit fields of learning activities. The following table describes the
elements used for configuring field permissions.

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Element Description

<field-permission type=""> Type of field permissions. The following types are supported:

• none: Users can't view or edit fields.

• read: Users can view fields.
• write: Users can view and edit fields.

<description> Description for permission settings. Internal only.

<condition> (Optional) condition for field permissions. The following condi-

tional expressions are supported:

• A eq B: If the value of a field (A) is equal to something

(B), the permission takes effect.
• A nq B: If the value of a field (A) is not equal to some-
thing (B), the permission takes effect.
• GUID startsWith MANUAL$
• GUID !startsWith MANUAL$

<role-name> Name of the roles that you want to configure permissions for

<field refid=""> ID of the fields that you want to configure permissions

Here's an example of field permissions.

 Sample Code

<field-permission type="read">
<description><![CDATA[All roles can view the following fields when the
learning activity status is Planned.]]></description>
<condition><![CDATA[status eq Planned]]></condition>
<role-name><![CDATA[*]]></role-name>
<field refid="link"/>
<field refid="assignee"/>
<field refid="guid"/>
<field refid="type"/>
<field refid="start_date"/>
<field refid="due_date"/>
<field refid="name"/>
<field refid="description"/>
<field refid="purpose"/>
<field refid="cost"/>
<field refid="dev_goals"/>
<field refid="customtext4"/>
<field refid="completed_date"/>
<field refid="certifications"/>
</field-permission>

Value Permissions

Value permissions define the values that users can edit for a field. The following table describes the elements used
for configuring value permissions.

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Element Description

<value-permission> Main element

<description> Description for permission settings. Internal only.

<field refid=""> ID of the fields that you want to configure permissions

<role-name> Name of the roles that you want to configure permissions for

<allow-value> Field values that users can edit

Here's an example of value permissions.

 Sample Code

<value-permission>
<description><![CDATA[All roles can change the status to Planned, In Progress,
and Completed.]]></description>
<field refid="status"/>
<role-name><![CDATA[*]]></role-name>
<allow-value><![CDATA[Planned]]></allow-value>
<allow-value><![CDATA[In Progress]]></allow-value>
<allow-value><![CDATA[Completed]]></allow-value>
</value-permission>
<value-permission>
<description><![CDATA[EL role can change the status to Planned, In Progress,
Completed, and Locked.]]></description>
<field refid="status"/>
<role-name><![CDATA[EL]]></role-name>
<allow-value><![CDATA[Planned]]></allow-value>
<allow-value><![CDATA[In Progress]]></allow-value>
<allow-value><![CDATA[Completed]]></allow-value>
<allow-value><![CDATA[Locked]]></allow-value>
</value-permission>
<value-permission>
<description><![CDATA[EJ, EC, EH roles can change the status to Planned when
the status is Completed.]]></description>
<field refid="status"/>
<condition><![CDATA[status eq Completed]]></condition>
<role-name><![CDATA[EJ]]></role-name>
<role-name><![CDATA[EC]]></role-name>
<role-name><![CDATA[EH]]></role-name>
<allow-value><![CDATA[Planned]]></allow-value>
</value-permission>

Supported Roles

The following table describes supported roles in learning activities.

Role Description

E Employee

EM Manager

EH HR representative

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Role Description

EC HR developer

7.2.3 Configuring Status Field

Configure the status field in the learning activity template so that users can choose statuses for learning
activities.

Prerequisites

 Remember

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

Context

The default statuses in the learning activity template are as follows:

• Planned
• Completed
• Locked
• Deleted
• Failed

When goals are completed, all the related learning activities must be set to Completed or Locked, after which no
new statuses can be added to the learning activities.

 Recommendation

To allow users to add learning from SAP SuccessFactors Learning, you must configure the Planned status. We
also recommend you configure the Completed and Failed statuses.

 Note

Changes to the learning statuses made in SAP SuccessFactors Learning are synced to associated development
goals. However, you must make sure that users have signed in to the Learning solution with the SAP
SuccessFactors HCM suite credentials. Any status changes users make, except the Completed status, while
still using the Learning sign-in credentials are saved in the solution only and not synced to development goals.

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Procedure

1. In Provisioning, go to Managing Plan Template Import/Update/Export Learning Activities Templates .

2. Export the learning activity template.
3. Add a field definition for the status field.

The field type is enum. You can use <enum-value> and <enum-label> to define status options and use
<default-value> to define the default status.

 Sample Code

<field-definition id="status" type="enum" required="false" detail="false"

viewdefault="on" showlabel="false" field-show-coaching-advisor="false"
cascade-update="push-down">
<field-label>Status</field-label>
<enum-value value="Planned">
<enum-label>Planned</enum-label>
</enum-value>
<enum-value value="In Progress">
<enum-label>In Progress</enum-label>
</enum-value>
<enum-value value="Completed">
<enum-label>Completed</enum-label>
</enum-value>
<default-value>Planned</default-value>
</field-definition>

4. Grant users the read and write permissions to this field.

5. Add this field to <plan-layout> and <transcript-detail-layout> to define the field layout.
6. Save the template and upload it to Provisioning where you exported the template.

7.2.4 Configuring Certifications Field

Configure the certifications field in the learning activity template so that users can upload one or two
certificates to a completed custom learning activity.

Prerequisites

 Remember

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

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Procedure

1. In Provisioning, go to Managing Plan Template Import/Update/Export Learning Activities Templates .

2. Export the learning activity template.
3. Add a field definition for the certifications field.

The field is formatted as a table. You can use name, issue_date, and expire_date to define table columns.

 Sample Code

<field-definition id="certifications" type="table" required="false"

detail="false" viewdefault="on" showlabel="true" field-show-coaching-
advisor="false" cascade-update="push-down">
<field-label>Certificates</field-label>
<field-description>Certificates</field-description>
<table-row-label>Certificate</table-row-label>
<table-column id="name" type="text" required="false" width="30" cascade-
update="push-down">
<column-label>Name</column-label>
<column-description>Name</column-description>
</table-column>
<table-column id="issue_date" type="date" required="false" width="30"
cascade-update="push-down">
<column-label>Issue Date</column-label>
<column-description>Issue Date</column-description>
</table-column>
<table-column id="expire_date" type="date" required="false" width="30"
cascade-update="push-down">
<column-label>Expiry Date</column-label>
<column-description>Expiry Date</column-description>
</table-column>
</field-definition>

4. Grant users the read and write permissions to this field.

 Sample Code

<field-permission type="read">
<description><![CDATA[Employee, manager, learning admin, educ rep and HR
rep can view the following fields.]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="assignee"/>
…
<field refid="certifications"/>
<table-col id="name" field-refid="certifications"/>
<table-col id="issue_date" field-refid="certifications"/>
<table-col id="expire_date" field-refid="certifications"/>
</field-permission>

<field-permission type="write">
<description><![CDATA[Employee, manager, learning admin, educ rep and HR
rep can edit the following fields.]]></description>
<role-name><![CDATA[*]]></role-name>
<field refid="assignee"/>
…
<field refid="certifications"/>
<table-col id="name" field-refid="certifications"/>
<table-col id="issue_date" field-refid="certifications"/>
<table-col id="expire_date" field-refid="certifications"/>
</field-permission>

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5. (For legacy Development Goals only) Add this field to <transcript-detail-layout> to define the field
layout in the Add New Learning Activity or Edit Learning Activity dialog.

 Sample Code

<transcript-detail-layout>
<transcript-detail-portlet id="details" column="1" row="1">
<transcript-detail-portlet-label lang="en_US">Details</transcript-detail-
portlet-label>
<field refid="purpose"/>
<field refid="name"/>
<field refid="description"/>
<field refid="start_date"/>
<field refid="due_date"/>
<field refid="cost"/>
</transcript-detail-portlet>
<transcript-detail-portlet id="tracking" column="2" row="2">
<transcript-detail-portlet-label lang="en_US">Tracking</transcript-detail-
portlet-label>
<field refid="status"/>
<field refid="completed_date"/>
<field refid="certifications"/>
</transcript-detail-portlet>
</transcript-detail-layout>

6. Save the template and upload it to Provisioning where you exported the template.

7.2.5 Configuring Field Layout

Configure the field layout in the learning activity template to determine how learning activity fields are shown on
the UI.

Prerequisites

• This configuration is available for the legacy version of Development Goals.

• You've configured field definitions and permission settings.

•  Remember

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

Context

You can use the following elements:

• <plan-layout>: Defines the field layout in development goal plans.

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• <transcript-detail-layout>: Defines the field layout in the creating or editing learning activities dialog.

Procedure

1. In Provisioning, go to Managing Plan Template Import/Update/Export Learning Activities Templates .

2. Export the learning activity template.
3. Add <plan-layout> configuration after permission settings.

In the legacy version of Development Goals, learning activities are shown in a table below a development goal
and learning activity fields are shown as table columns. In the following example, the table consists of four
columns, showing the name and description, status, completed_date, and purpose fields respectively.

 Sample Code

<plan-layout>
<column weight="40.0">
<field refid="name"/>
<field refid="description"/>
</column>
<column weight="20.0">
<field refid="status"/>
</column>
<column weight="20.0">
<field refid="completed_date"/>
</column>
<column weight="20.0">
<field refid="purpose"/>
</column>
</plan-layout>

4. Add <transcript-detail-layout> configuration afterward.

In the legacy version of Development Goals, learning activity fields in the creating or editing dialog are shown in
sections. In the following example, there are three sections, from left to right namely, General Info, Details, and
Process Info.
• The General Info section shows the start_date, due_date, and customtext11 fields.
• The Details section shows the guid, customdate1, and customtext12 fields.
• The Process Info section shows the comfirmed_status and confirmed_by fields.

 Sample Code

<transcript-detail-layout>
<transcript-detail-portlet id="general" column="1" row=“1”>
<transcript-detail-portlet-label lang="en_US">General Info</transcript-
detail-portlet-label>
<field refid="start_date"/>
<field refid="due_date"/>
<field refid="customtext11"/>
</transcript-detail-portlet>
<transcript-detail-portlet id="details" column="1" row="2">
<transcript-detail-portlet-label lang="en_US">Details</transcript-detail-
portlet-label>
<field refid="guid"/>
<field refid="customdate1"/>
<field refid="customtext12"/>
</transcript-detail-portlet>

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 <transcript-detail-portlet id="process" column="2" row="1">
<transcript-detail-portlet-label lang="en_US">Process Info</transcript-
detail-portlet-label>
<field refid="confirmed_status"/>
<field refid="confirmed_by"/>
</transcript-detail-portlet>
</transcript-detail-layout>

5. Save the template and upload it to Provisioning where you exported the template.

7.2.6 Configuring Template to Enable a Deep Link to SAP

SuccessFactors Learning

Configure the learning activity template to enable a deep link for learning activities. When users choose a learning
activity added from SAP SuccessFactors Learning, they can be directed to the Learning page.

Prerequisites

• This configuration is available for the legacy version of Development Goals.

•  Remember

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

Procedure

1. In Provisioning, go to Managing Plan Template Import/Update/Export Learning Activities Templates .

2. Export the learning activity template.
3. Add the learning-activity-deep-link attribute and set the value to true.

 Sample Code

<obj-plan-template spellchk="false" new-obj-share-status-public="true"

instructions-viewdefault="off" alerts-viewdefault="off" cascade-parent-
viewdefault="off" cascade-child-viewdefault="off" pager-max-objs-per-
page="9999" pager-max-page-links="9999" pager-max-children-per-parent="-1"
display-alignment-format="goals" more-details-child-format="goal-plan"
share-confirm="false" unshare-confirm="false" allow-group-goal="false"
goal-tree-link="false" expand-collapse-categories="false" use-text-for-
privacy="false" cws-people-role="true" overwrite-target-population="true"
swap-goal-link="false" learning-activity-deep-link="true" show-total-
goalscore="false" show-goal-id="false">

4. Save the template and upload it to Provisioning where you exported the template.

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7.2.7 Configuring Template to Disable Fancy Layout for Name,
Description, and Status Fields

Configure the learning activity template to disable the fancy layout for the name, description, and status fields
shown in the popup where users create or edit custom learning activities.

Prerequisites

This configuration is available for the legacy version of Development Goals.

 Remember

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

Procedure

1. In Provisioning, go to Managing Plan Template Import/Update/Export Learning Activities Templates .

2. Export the learning activity template.
3. Add the following switch to the template.

<switches>
<switch for="transcript-disable-fancy-pod" value="on"/>
</switches>

4. Save the template and upload it to Provisioning where you exported the template.

7.2.8 Configuring Template to Show Expected Rating as N/A in

the Learning Activities by Attributes Dialog

Configure the learning activity template to show competencies' expected rating as N/A in the Learning Activities by
Attributes dialog when users' current rating is N/A.

Prerequisites

 Remember

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

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Context

The default rating scale used in the Learning Activities by Attributes dialog is 1–5. If users' current rating has been
provided in a different rating scale, the system uses the custom rating scale to calculate the expected rating. For
example, the custom rating scale is 0–4, the expected rating percent defined in Job Profile Builder is 50%, and the
expected rating is calculated as 2 (50% * (4-0) + 0). If users' current rating is N/A, the system uses the default
rating scale (1–5) to calculate the expected rating. In the example above, the expected rating is calculated as 3
(50% * (5-1) + 1).

However, customers who're not using the 1–5 rating scale can choose to show the expected rating as N/A when
users' current rating is N/A, so as to avoid confusion to users.

Procedure

1. In Provisioning, go to Managing Plan Template Import/Update/Export Learning Activities Templates .

2. Export the learning activity template.
3. Add the <custom-scale></custom-scale> element according to the following order:

obj-plan-id?,obj-plan-type?,obj-plan-name+,obj-plan-desc?,obj-plan-
lastmodified?,obj-plan-start?,obj-plan-due?,obj-plan-numbering?,switches?,custom-
scale?,
category-config?,add-wizard?,summary-section?,text-replacement*,obj-
library?,behaviors?,self-assessment?,assessment-filters?,learning-activities?,
category*,default-category?,competency-filters?,field-definition+,obj-plan-
states?,permission*,field-permission*,value-permission*,calculator*,
auto-population*,plan-layout,form-layout,pdf-layout?,details-layout,competency-
wizard-layout?,custom-wizard-layout?,transcript-list-layout?,
transcript-detail-layout?,mobile-field-list?

4. Save the template and upload it to Provisioning where you exported the template.

7.3 Importing Custom Learning Activities

Import a CSV file to create, edit, or delete custom learning activities using Import Development Goals.

Prerequisites

• You've set up integration with SAP SuccessFactors Learning.

• You have the Import Goals permission.

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Procedure

1. In Admin Center, go to Goal Management Feature Settings and select Goal Import.
2. In Admin Center, go to Import Development Goals.
3. Select a development goal plan template from the Available List of Templates dropdown, and choose Generate
a CSV Header to download the import template.

Columns for learning activities in the template are appended immediately after development goal fields and are
the same as the fields configured in the learning activity template.
4. Fill in the CSV file and upload it.
a. To create a learning activity, fill in the CSV file as follows:

LEARNING_as- Other columns

^TYPE ACTION GUID signee LEARNING_name you want to fill in

LEARNING ADD <GUID of a devel- <user ID> <name of a learn-

opment goal> ing activity>

Leave the SUBGUID and LEARNING_guid columns blank. When a learning activity is created, the system
automatically generates a value starting with MANUAL$. Leave the LEARNING_dev_goals column blank as
well. The column is used to specify the mapping relationship between a development goal and learning
activity. When a learning activity is created, the system automatically generates a value for it.

If you create, edit, or delete a learning activity for a development goal that was created on the UI, use the ID
column to enter the development goal ID instead of GUID.

b. To edit a learning activity, fill in the CSV file as follows:

LEARNING_as- Columns you

^TYPE ACTION GUID SUBGUID signee want to update

LEARNING UPDATE <GUID of a devel- <GUID of a learn- <user ID>

opment goal> ing activity>

c. To delete a learning activity, fill in the CSV file as follows:

^TYPE ACTION GUID SUBGUID LEARNING_assignee

LEARNING DELETE <GUID of a develop- <GUID of a learning <user ID>

ment goal> activity>

You can mass delete learning activities through one CSV file, but you can't do it in one row. Instead, specify
a row for each learning activity.

When deleted, the backend status of a learning activity is changed from IS_ACTIVE to N, which means the
learning activity becomes inactive, but the learning record or relevant mappings are not deleted.

5. Choose Import.

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Results

When the import job is finished, you receive an email about the job results.

Related Information

Setting Up Integration with SAP SuccessFactors Learning [page 157]

7.4 Legacy Learning Activity Templates

This topic discusses legacy learning activity templates.

 Remember

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

The following fields are supported in legacy learning activity templates:

Field ID Type Description

name text Name of the learning activity

type enum Type of the learning activity

description textarea Description of the learning activity

state enum Status of the learning activity

start date Start date

due date Due date

year text Year of the learning activity

goto-url text URL to the learning activity delivery or

registration page

You can search learning activities by relevant competencies. The display of competency-related information in the
learning catalog pop-up window is controlled by the optional hide-competencies tag.

• Without the <hide-competencies> tag (default):

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• With the <hide-competencies> tag:

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 Implementing and Managing Career Development Planning
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8 Career Worksheet

Career Worksheet allows users to manage the job roles they're considering and the associated competencies, so as
to gain an understanding of the development efforts required to move into target roles.

 Note

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

Each role on the Career Worksheet displays the job code, description, and required competencies. It can also
display a gap analysis for each competency, comparing the last rating specified for the employee with an expected
rating for the role. If a competency has either a last rating or expected rating, or both, a horizontal bar graph for
ratings is shown below the competency.

Permissions for Career Worksheet [page 178]

You can manage the access permissions to Career Worksheet and specific career worksheet plans. In
addition, you can also define the permissions to view, add, or remove the target job roles in the career
worksheet plans or the read permissions of fields in the plans.

Career Worksheet Templates [page 183]

A Career Worksheet template, specified in an XML file, defines fields, features, and permissions of Career
Worksheet.

Role Readiness [page 193]

Role readiness provides valuable metrics that help employees plan their career development. By adding
roles they are considering to Career Worksheet, they can start regularly tracking and measuring
development to prepare themselves for the future roles and responsibilities.

Suggested Roles [page 205]

Future roles are automatically suggested to employees based on a set of criteria you can adjust.

Links to SAP SuccessFactors Learning [page 209]

Customers who have SAP SuccessFactors Learning can assign learning activities to their learning
management system to-do list in the Career Worksheet page of each target role.

View of Career Path in Career Worksheet [page 210]

Users can access a graphic view of the different career paths that their current role or target roles could
lead them to.

Configuring Links to Preferred Next Move in People Profile [page 211]

In the Career Worksheet, you can include the Show in People Profile checkbox on each target role for users
to select, so they can specify the job role as a career interest in their People Profile.

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8.1 Permissions for Career Worksheet

You can manage the access permissions to Career Worksheet and specific career worksheet plans. In addition, you
can also define the permissions to view, add, or remove the target job roles in the career worksheet plans or the
read permissions of fields in the plans.

1. Granting Access Permission to Career Worksheet [page 178]

Grant the required role-based permission so that the permitted roles can access Career Worksheet under
Development.
2. Granting Access Permission to Career Worksheet Template [page 179]
Grant the access permission to the Career Worksheet template so that users can view the individual's
Career Worksheet.
3. Permission Settings in Career Worksheet Template [page 180]
The detailed permission to target job roles and read permission to certain fields in a career worksheet
plan are defined in the career worksheet template. Note that the career worksheet template can only be
exported for editing through Provisioning.

8.1.1 Granting Access Permission to Career Worksheet

Grant the required role-based permission so that the permitted roles can access Career Worksheet under
Development.

Prerequisites

You have administration permission to manage career development.

Procedure

1. Go to Admin Center Manage Permission Roles .

2. Choose the role or roles to assign access and click Permission.
3. Go to the User Permissions section and select Career Development Planning.
4. Verify that Career Development Plan (CDP) Access Permission is selected.

Career Development Plan (CDP) Access Permission controls access to Career Development Planning
5. Enable Career Worksheet Access Permission. You can also enable Career Worksheet Suggested Roles Access
Permission, which allows the role to access the Career Worksheet Suggested Roles tab.

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Results

The Career Worksheet tab is now available to the permitted roles.

Next Steps

To be able to access the content of the Career Worksheet tab, users must have the permission to the career
worksheet template. Without the permission to the career worksheet template, when they open the Career
Worksheet tab, they are not authorized to view the career worksheet plan.

Task overview: Permissions for Career Worksheet [page 178]

Next task: Granting Access Permission to Career Worksheet Template [page 179]

8.1.2 Granting Access Permission to Career Worksheet

Template

Grant the access permission to the Career Worksheet template so that users can view the individual's Career
Worksheet.

Prerequisites

You have administrator permissions under Manage Career Development.

Context

The permission to view Career Worksheet is managed by target population. For example, an employee can view
their own Career Worksheet but isn't allowed to view others' Career Worksheet. A manager, however, can view the
Career Worksheet of their direct reports.

Procedure

1. In Admin Center, go to Manage Permission Roles.

2. Choose a role to grant access and choose Permission....
3. Go to the User Permissions section and choose Goals.

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4. Select Goal Plan Permissions, and make sure that the relevant Career Worksheet template is selected by
granting permissions either to all templates or to individual templates.
5. Choose Done to save the settings.
6. Go to the Grant this role to… section and define a target population for the role permission.
7. Save your changes.

Results

The relevant role can view the Career Worksheet of the people who belong to their target population.

Next Steps

You can further customize the permission to target roles and read permissions for certain fields in the Career
Worksheet.

Task overview: Permissions for Career Worksheet [page 178]

Previous task: Granting Access Permission to Career Worksheet [page 178]

Next: Permission Settings in Career Worksheet Template [page 180]

8.1.3 Permission Settings in Career Worksheet Template

The detailed permission to target job roles and read permission to certain fields in a career worksheet plan are
defined in the career worksheet template. Note that the career worksheet template can only be exported for editing
through Provisioning.

 Remember

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

Permission Roles

The permissions in the career worksheet template are assigned based on roles, and the common roles that you can
use are as follows:

• E: Employee

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• EM: Employee’s managers, including all the managers in the reporting line
• EH: Employee’s HR manager
• EX: Employee’s matrix manager
• *: All users in the system

Permissions over Target Job Roles

You can define detailed permissions over the target job roles in the Roles I’m Considering... section, that is, who can
view, add, or remove target job roles of an user.

Following are the available permissions and XML definition examples that you can use in the template file:

Permission Description XML Definition Example

private-access The permission to view the available tar- Employees themselves, all the managers
get roles of an employee. in their reporting lines, and their HR man-
ager can view the target roles. For this
scenario, you can define the definition as
follows:

<permission for="private-
access">
<description><!
[CDATA[Employees and
their managers up
the reporting chain
may view “Job Roles
I’m Considering”.]]></
description>
<role-name><!
[CDATA[E]]></role-name>
<role-name><!
[CDATA[EM+]]></role-name>
<role-name><!
[CDATA[EH]]></role-name>
</permission>

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Permission Description XML Definition Example

create The permission to add target job roles for Only the employees themselves and their
the employee. direct managers can add target job roles.
For this scenario, you can define the defi-
nition as follows:

<permission for="create">
<description><!
[CDATA[Only the employee
and their direct manager
may add a role in
a user's worksheet.]]></
description>
<role-name><!
[CDATA[E]]></role-name>
<role-name><!
[CDATA[EM]]></role-name>
</permission>

delete The permission to remove target job Only the employees themselves can re-
roles from the section. move target job roles. For this scenario,
you can define the definition as follows:

<permission for="delete">
<description><!
[CDATA[Only the employee
may delete role in
his/her worksheet.]]></
description>
<role-name><!
[CDATA[E]]></role-name>
</permission>

Fields for Read Permission

You can define the read permissions for the fields in the career worksheet plans. Note that the write permission is
not supported.

The read permission can be defined for the following fields:

• readiness_meter
The percentage rate of readiness for the target roles.
• development_goals
Development goals associated with each competency or behavior. The number of development goals and the
button to add a new development goal are displayed by default. But the details of the development goals
nested under a competency or behavior is controlled by the permission defined here.

 Note

By default, the read and write permissions for the user are derived from the development plan template
configuration. If a user is granted the read permission in the career worksheet template without permission
to view development goals, they still cannot view the details of the goals.

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• competency_name
Name of the competencies.

 Note

If a role has the read permission to other competency-related details (for example, last_rated_date and
last_rated_form), this read permission to competency_name should also be granted. Otherwise, the
competency will be listed as “undefined” as its name.

• last_rated_date
The date on which the competency was last rated.
• last_rated_form
The form in which the competency was last rated.
• gap_graph
A graphical representation of comparison between the expected competency rating and the user’s latest
rating.
• last_rating
The user’s latest competency rating. Note that the read permission for last_rating is a prerequisite
for a user to view the graphical representation (gap_graph). If you have defined the read permission for
gap_graph, define it for last_rating as well.

Parent topic: Permissions for Career Worksheet [page 178]

Previous task: Granting Access Permission to Career Worksheet Template [page 179]

8.2 Career Worksheet Templates

A Career Worksheet template, specified in an XML file, defines fields, features, and permissions of Career
Worksheet.

The following elements in the template can be modified:

• Field labels
• Inclusion of fields, for example, you can remove the gap_graph field if you don't want to include the gap
analysis graph.
• The rating-scale-id, in the last_rating field definition. It's the normalized scale used for showing rating
comparisons.
• Permissions for features and fields
• The maximum number of job roles that users can add, with the max-per-category attribute

 Example

<category-config>
<max-per-category>5</max-per-category>
</category-config>

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  Recommendation

Maximum recommended roles is 20 for performance reasons.

• Instructions on the top of the page, with the text-replacement tag

Fields Valid in Career Worksheet Template

ID Type

competency_name text

last_rated_form text

last_rated_date date

last_rating number

gap_graph number

development_goals text

readiness_meter percent

Here are notes about configuring the Career Worksheet template:

• Don't change any field IDs or other elements of the template.

• You can't create custom fields for use in Career Worksheet.

8.2.1 Configuring Template to Hide Current Employees and

Open Positions

In the Career Worksheet, by default, users can view the number of employees who are in their target roles and the
number of open positions of their target roles. You can configure the Career Worksheet template in Provisioning to
hide both of them or open positions only.

Prerequisites

Employee Directory and True Position Hierarchy are selected in Provisioning.

 Remember

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

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Context

In the Career Worksheet, users can view the information of at most 20 current employees by choosing [Number]
Employees. If the number of current employees is more than 20, they can choose Show All [Number] Employees to
view all on the Directory Search page.

If Employee Directory isn't selected in Provisioning, users can only view the number of current employees, but can't
choose [Number] Employee to view the detailed information.

Open positions shown in the Career Worksheet are from legacy Succession positions, not from MDF positions.

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates .

2. Export the template in which you want to disable the feature.
3. Follow one of the following options based on your business need.

• To hide both current employees and open positions, change the cws-people-role attribute from "true"
to "false".
• To hide open positions only, add the following XML code in the <switches> element:

<switch for="hide-position-count" value="on" />

 Sample Code

<obj-plan-template spellchk="false" new-obj-share-status-public="false"

instructions-viewdefault="on" alerts-viewdefault="on" cascade-parent-
viewdefault="off" cascade-child-viewdefault="off" pager-max-objs-per-page="0"
pager-max-page-links="0" pager-max-children-per-parent="-1" display-alignment-
format="names" more-details-child-format="original" share-confirm="false"
unshare-confirm="false" allow-group-goal="false" goal-tree-link="true"
expand-collapse-categories="false" use-text-for-privacy="false" cws-people-
role="false" overwrite-target-population="true" swap-goal-link="false"
learning-activity-deep-link="true" show-total-goalscore="false" show-goal-
id="false">
<obj-plan-id>5001</obj-plan-id>
<obj-plan-type>CareerWorksheet</obj-plan-type>
<obj-plan-name>Career Worksheet</obj-plan-name>
<obj-plan-name lang="de_DE">Karriere-Arbeitsblatt</obj-plan-name>
<obj-plan-name lang="es_ES">Hoja de cálculo profesional</obj-plan-name>
<obj-plan-name lang="fr_FR">Fiche Carrière</obj-plan-name>
<obj-plan-name lang="ja_JP">キャリアワークシート</obj-plan-name>
<obj-plan-name lang="ko_KR">경력 워크시트</obj-plan-name>
<obj-plan-name lang="pt_BR">Planilha de carreira</obj-plan-name>
<obj-plan-name lang="ru_RU">Ведомость карьерного роста</obj-plan-name>
<obj-plan-name lang="zh_CN">职业工作表</obj-plan-name>
<obj-plan-name lang="zh_TW">職業工作表</obj-plan-name>
<obj-plan-desc><![CDATA[Example Career Worksheet]]></obj-plan-desc>
<obj-plan-lastmodified>6/10/20 5:55 AM</obj-plan-lastmodified>
<obj-plan-start>01/01/2020</obj-plan-start>
<obj-plan-due>12/31/2020</obj-plan-due>
<switches>
<switch for="hide-position-count" value="on" />
<switch for="new-role-readiness-calculation" value="on" />

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4. Save the template and upload it to Provisioning where you exported the template.

8.2.2 Configuring Template to Show Not-Applicable

Competencies

Configure the Career Worksheet template to show not-applicable competencies so that users can view the details
of those competencies in the Career Worksheet. The details include expected rating, last rating, rating date, and
rating source.

Prerequisites

You have access to Provisioning.

 Remember

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

Context

Not-applicable competencies refer to the competencies that were unrated in employees' last performance review.
By default, they are listed in the section of the competencies that employees need to work on, and a horizontal bar
chart showing last rating and expected rating is not available.

When you enable showing not-applicable competencies in the Career Worksheet template in Provisioning, users
can see the following changes on the Job Roles I'm Considering and My Current Roles tabs.

• My Current Roles has a new section of not-applicable competencies.

• If not-applicable competencies have a rating from an even earlier performance review, such as 5 or "Too New to
Rate", the last rating is shown.

 Note

For employees' target roles, the last rating of not-applicable competencies is not included in the calculation
of role readiness.

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates .

2. Export the template in which you want to enable the feature.

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3. In the template, add the following XML code in the <switches> element:

<switch for="show-not-applicable-competencies" value="on" />

 Sample Code

<obj-plan-template spellchk="false" new-obj-share-status-public="false"

instructions-viewdefault="on" alerts-viewdefault="on" cascade-parent-
viewdefault="off" cascade-child-viewdefault="off" pager-max-objs-per-page="0"
pager-max-page-links="0" pager-max-children-per-parent="-1" display-alignment-
format="names" more-details-child-format="original" share-confirm="false"
unshare-confirm="false" allow-group-goal="false" goal-tree-link="true"
expand-collapse-categories="false" use-text-for-privacy="false" cws-people-
role="true" overwrite-target-population="true" swap-goal-link="false"
learning-activity-deep-link="true" show-total-goalscore="false" show-goal-
id="false">
<obj-plan-id>5001</obj-plan-id>
<obj-plan-type>CareerWorksheet</obj-plan-type>
<obj-plan-name>Career Worksheet</obj-plan-name>
<obj-plan-name lang="de_DE">Karriere-Arbeitsblatt</obj-plan-name>
<obj-plan-name lang="es_ES">Hoja de cálculo profesional</obj-plan-name>
<obj-plan-name lang="fr_FR">Fiche Carrière</obj-plan-name>
<obj-plan-name lang="ja_JP">キャリアワークシート</obj-plan-name>
<obj-plan-name lang="ko_KR">경력 워크시트</obj-plan-name>
<obj-plan-name lang="pt_BR">Planilha de carreira</obj-plan-name>
<obj-plan-name lang="ru_RU">Ведомость карьерного роста</obj-plan-name>
<obj-plan-name lang="zh_CN">职业工作表</obj-plan-name>
<obj-plan-name lang="zh_TW">職業工作表</obj-plan-name>
<obj-plan-desc><![CDATA[Example Career Worksheet]]></obj-plan-desc>
<obj-plan-lastmodified>6/10/20 5:55 AM</obj-plan-lastmodified>
<obj-plan-start>01/01/2020</obj-plan-start>
<obj-plan-due>12/31/2020</obj-plan-due>
<switches>
<switch for="hide-position-count" value="on" />
<switch for="new-role-readiness-calculation" value="on" />
<switch for="show-self-assessment-in-current-role-tab" value="on" />
<switch for="show-not-applicable-competencies" value="on" />
</switches>

4. Save the template and upload it to Provisioning where you exported the template.

Results

Users can view the details of not-applicable competencies in the Career Worksheet.

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8.2.3 Configuring Template to Show "Too New to Rate"

Configure the Career Worksheet template to show "Too New to Rate" so that the rating is available in the horizontal
bar chart for ratings in the Career Worksheet.

Prerequisites

You have access to Provisioning.

 Remember

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

Context

"Too New to Rate" relates to a special rating on the rating scale that performance reviewers can select when they
think it's too early to give a regular rating. By default, it is not shown in the employees' Career Worksheet.

When you enable showing "Too New to Rate" in the Career Worksheet template in Provisioning, users can see the
following changes on the Job Roles I'm Considering and My Current Roles tabs.

• If the last competency rating is "Too New to Rate", a stop sign ( ) representing "Too New to Rate" is shown in
green on the left side of the horizontal bar. Expected rating, if any, is shown in blue.
• If the last competency rating is not "Too New to Rate", the stop sign is shown in black on the left side of the
horizontal bar.

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates .

2. Export the template in which you want to enable the feature.
3. In the template, add the following XML code in the <switches> element:

<switch for="enable-too-new-to-rate" value="on" />

 Sample Code

<obj-plan-template spellchk="false" new-obj-share-status-public="false"

instructions-viewdefault="on" alerts-viewdefault="on" cascade-parent-
viewdefault="off" cascade-child-viewdefault="off" pager-max-objs-per-page="0"
pager-max-page-links="0" pager-max-children-per-parent="-1" display-alignment-
format="names" more-details-child-format="original" share-confirm="false"
unshare-confirm="false" allow-group-goal="false" goal-tree-link="true"
expand-collapse-categories="false" use-text-for-privacy="false" cws-people-
role="true" overwrite-target-population="true" swap-goal-link="false"

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 learning-activity-deep-link="true" show-total-goalscore="false" show-goal-
id="false">
<obj-plan-id>5001</obj-plan-id>
<obj-plan-type>CareerWorksheet</obj-plan-type>
<obj-plan-name>Career Worksheet</obj-plan-name>
<obj-plan-name lang="de_DE">Karriere-Arbeitsblatt</obj-plan-name>
<obj-plan-name lang="es_ES">Hoja de cálculo profesional</obj-plan-name>
<obj-plan-name lang="fr_FR">Fiche Carrière</obj-plan-name>
<obj-plan-name lang="ja_JP">キャリアワークシート</obj-plan-name>
<obj-plan-name lang="ko_KR">경력 워크시트</obj-plan-name>
<obj-plan-name lang="pt_BR">Planilha de carreira</obj-plan-name>
<obj-plan-name lang="ru_RU">Ведомость карьерного роста</obj-plan-name>
<obj-plan-name lang="zh_CN">职业工作表</obj-plan-name>
<obj-plan-name lang="zh_TW">職業工作表</obj-plan-name>
<obj-plan-desc><![CDATA[Example Career Worksheet]]></obj-plan-desc>
<obj-plan-lastmodified>6/10/20 5:55 AM</obj-plan-lastmodified>
<obj-plan-start>01/01/2020</obj-plan-start>
<obj-plan-due>12/31/2020</obj-plan-due>
<switches>
<switch for="hide-position-count" value="on" />
<switch for="new-role-readiness-calculation" value="on" />
<switch for="show-self-assessment-in-current-role-tab" value="on" />
<switch for="enable-too-new-to-rate" value="on" />
</switches>

4. Save the template and upload it to Provisioning where you exported the template.

Results

Users can view "Too New to Rate" in the horizontal bar chart for ratings.

8.2.4 Configuring Template to Show Development Goals

Configure the Career Worksheet template to show the number of development goals for a competency created
from users' default development plan. Users can also create development goals for the competency directly in the
Career Worksheet.

Prerequisites

The development goal plan template must include a competencies field.

 Note

If you use behaviors instead of competencies, make sure that the competencies field is configured
accordingly.

 Remember

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

Implementing and Managing Career Development Planning

Career Worksheet PUBLIC 189
Context

Users who have read and write permissions for the competencies field in the development goal plan template
can view and add development goals in the Career Worksheet. The development goals that users create from the
Career Worksheet are added to their default development plan.

Because a development goal can be linked to more than one competency, the same goal can be counted more than
once in the Career Worksheet. The same goal can also be represented in more than one job role.

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates .

2. Export the template in which you want to enable the feature.
3. Add the development_goals field definition.

 Sample Code

<field-definition id="development_goals" type="text" required="true"

detail="true" viewdefault="on" showlabel="false" field-show-coaching-
advisor="false" cascade-update="push-down">
<field-label>Development Goals</field-label>
<field-label lang="de_DE">Entwicklungsziele</field-label>
<field-label lang="es_ES">Objetivos de desarrollo</field-label>
<field-label lang="fr_FR">Objectifs de développement</field-label>
<field-label lang="ja_JP">開発目標</field-label>
<field-label lang="ko_KR">개발 목표</field-label>
<field-label lang="pt_BR">Metas de desenvolvimento</field-label>
<field-label lang="ru_RU">Цели развития</field-label>
<field-label lang="zh_CN">发展目标</field-label>
<field-label lang="zh_TW">發展目標</field-label>
</field-definition>

4. Optional: To show the competency description by default, add the following switch.

<switches>
<switch for="cws-dispoption-competency-desc" value="on"/>
</switches>

5. Save the template and upload it to Provisioning where you exported the template.

Results

Development goals for competencies are shown in the Career Worksheet.

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8.2.5 Configuring Template to Show or Hide Behaviors

By default, behaviors that are mapped to a job role are shown in the list of required competencies for the role.
You can configure the Career Worksheet template to decide whether to show behaviors and behavior ratings, and
whether to include behavior ratings in role readiness calculation.

Prerequisites

 Remember

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

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates .

2. Export the template in which you want to configure the use of behaviors.
3. Add the following element after the text-replacement element and before the field-definition
element.

 Sample Code

<behaviors hide="false" hide-ratings="false" use-in-readiness="true"/>

a. To hide behaviors, set hide="true".

Behaviors aren't shown or included in role readiness calculation.

b. To show behaviors but hide ratings, set hide="false" and hide-ratings="true".

Behaviors are shown for each competency, but behavior ratings aren't shown or included in role readiness
calculation.
c. To show behaviors and ratings, but exclude the ratings from role readiness calculation, set hide="false",
hide-ratings="false", and use-in-readiness="false".

Behaviors and ratings are shown for each competency, but aren't included in role readiness calculation.
4. Save the template and upload it to Provisioning where you exported the template.

Results

The use of behaviors in Career Worksheet is configured based on your needs.

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8.2.6 Configuring Template to Show Job Profiles from Job
Profile Builder

Configure the Career Worksheet template to show the job profiles of job roles from Job Profile Builder.

Prerequisites

Job Profile Builder is enabled.

 Remember

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

Context

When you've enabled Job Profile Builder, we recommend that you perform this task. Otherwise, there will be data
discrepancies in Career Worksheet: My Job Roles and Suggested Roles sections show the job description defined
in Job Profile Builder, whereas the Browse job roles... dialog shows the job description defined in Job Description
Manager.

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates .

2. Export the template in which you want to enable the feature.
3. Add the following switch.

<switches>
<switch for="disable-jpb-profile-in-cws" value="off"/>
</switches>

4. Optional: To continue using job profiles in Job Description Manager, set value="on" as follows.

<switches>
<switch for="disable-jpb-profile-in-cws" value="on"/>
</switches>

5. Save the template and upload it to Provisioning where you exported the template.

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Results

The job profiles of job roles shown in Career Worksheet come from Job Profile Builder.

8.3 Role Readiness

Role readiness provides valuable metrics that help employees plan their career development. By adding roles they
are considering to Career Worksheet, they can start regularly tracking and measuring development to prepare
themselves for the future roles and responsibilities.

How Role Readiness is Calculated

A role might require a number of competencies and each competency can have an expected rating. An employee's
readiness for the role depends on whether the employee’s current competencies are up to the expected ratings. If
Job Profile Builder is used, when a competency's expected rating is 0, 0 is a valid value in the calculation of role
readiness. If Job Decription Manager is used, when a competency's expected rating is 0, the expected rating is
regarded as N/A (no expected rating) in the calculation of role readiness.

You have two options to calculate the role readiness:

• Summing up the number of ready competencies

• Averaging out competency readiness

Both calculation options require the employees’ current competency ratings of competencies, which can come
from the following:

• Latest rating from performance review

• Average rating in the 360 reviews

By default, the system uses the latest rating information in the system. You can also specify a specific form or a
couple of forms as the source of the existing ratings.

Related Information

Summing up Number of Ready Competencies [page 194]

Averaging out Competency Readiness [page 195]
Specifying Competency Rating Source for Role Readiness Calculation [page 197]

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8.3.1 Calculation Options

8.3.1.1 Summing up Number of Ready Competencies

Role readiness can be calculated as the percentage ratio between employees’ ready competencies and the total
of required competencies for the role: (number of competencies the employee is ready for)/(total number of
required competencies) %.

To determine whether an employee is ready in a competency, the system checks the employee’s current rating and
the expected rating required for the future role. If the current rating equals to or exceeds the expected rating, the
employee is ready for this competency.

 Note

However, you may not have an expected rating for all competencies, in that case, the employee is regarded as
not ready for that competency regardless of his or her current rating.

For example, a role requires five competencies. For one of the competencies, the expected rating is 4 and the
employee’s current rating is 5. And for all other four competencies, the employee isn’t ready, either because the
current rating is lower than expected or because the competency hasn’t been rated. Then, the role readiness is
calculated as (1/5) x 100% = 20%.

Behaviors you have defined for competencies in Job Profile Builder can also be considered when calculating role
readiness. Turn on the XML switch in the Career Worksheet template, and the role readiness is calculated as (total
number of current competencies and behaviors that the employee is ready for)/(total number of required
competencies and behaviors)%.

For example, a role requires two competencies and each competency has two specified behaviors. One of the
competencies and one of the behaviors equal to or exceed the expected ratings. In this case, the role readiness is
calculated as (1+1)/6 x 100% = 33%.

Related Information

Averaging out Competency Readiness [page 195]

Configuring Calculation Option in Career Worksheet Template [page 196]

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8.3.1.2 Averaging out Competency Readiness

With this averaging-out calculation option, the system first calculates readiness for each required competency for a
role, and then calculates an average of the competency readiness, which is used as the role readiness.

Competency readiness is calculated as follows:

Scenario Competency Readiness

The current competency rating equals to or is higher than the 100%

expected competency rating.

The employee’s current competency rating is lower than the (Current rating – smallest rating in the rating scale)/(Expected
expected rating. rating – smallest rating in the rating scale) 100%

The employee doesn’t have any rating for a competency or the 0

competency hasn't been rated.

The competency doesn’t have an expected rating. 0

 Note

The calculation is done in the rating scale defined in the Career Worksheet template. If you use a different scale
to rate the employee's competencies, the system will normalize the ratings for calculation.

Then, with the readiness for each competency calculated, the system adds up the readiness rating for all required
competencies in a role and divides the total by the number of competencies.

If you have defined behaviors and enabled behavior rating in role readiness calculation, the calculation logic of
behavior readiness is the same and role readiness is the average of both competency and behavior readiness.

Example

For a rating scale from 0 to 5, see the following expected ratings and the employee’s current rating.

Competency Expected Rating Current Rating Competency Readiness

Engineering 4 5 100%

Project Management 3 2 66.67%

Communication 4 3 75%

Email Etiquette 2 2 100%

Change Management 2 1 50%

Presentation 4 2 50%

Then, the role readiness is calculated as (100% + 66.67% + 75% +100% + 50% + 50%)/6 x 100% = 74%.

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Related Information

Summing up Number of Ready Competencies [page 194]

Configuring Calculation Option in Career Worksheet Template [page 196]

8.3.2 Configuring Calculation Option in Career Worksheet

Template

To specify the calculation option the system uses to calculate role readiness, define the calculation option switch in
the Career Worksheet template.

Prerequisites

You have access to Provisioning.

 Remember

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

Procedure

1. In Provisioning, go to Manage Plan Template Import/Update/Export Career Worksheet Templates , and

export the template.
2. In the template, add the XML switch that determines the calculation option:

Calculation Option XML Definition

By Summing up Number of Ready Competencies <switches>

<switch for="new-role-readiness-calculation"
value="off"/>
</switches>

By Averaging out Competency Readiness <switches>

<switch for="new-role-readiness-calculation"
value="on"/>
</switches>

If no switch configuration is added, the system, by default, calculates the role readiness by summing up the
number of ready competencies.

3. Save the template and import it into the system.

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Results

The system uses the specified calculation option to determine the role readiness.

Related Information

Summing up Number of Ready Competencies [page 194]

Averaging out Competency Readiness [page 195]

8.3.3 Specifying Competency Rating Source for Role Readiness

Calculation

By default, ratings from completed performance review or 360 review forms can be used to determine the current
competency rating. However, you can also specify a specific form or a number of forms as the only source of
existing ratings.

Prerequisites

You have access to Provisioning.

 Remember

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

Procedure

1. In Provisioning, go to Form Template Administration, and find the ID of the review form templates that you use
as the competency rating source.

2. Go to Manage Plan Template Import/Update/Export Career Worksheet Templates and export the
template.
3. In the template, add the XML definition that includes the source form template IDs. See the following XML
configuration sample:

<assessment-filters>
<include-form-ids lang="de_DE">1, 2, 3</include-form-ids>
<include-form-ids lang="en_US">1,5</include-form-ids>
</assessment-filters>

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4. Depending on whether you have defined behaviors for competencies, add the corresponding XML switch
setting:
• Behavior readiness NOT considered in calculation or shown in the Career Worksheet
<behaviors hide="true" hide-ratings="true" use-in-readiness="false"/>
• Behavior readiness considered in calculation and shown in the Career Worksheet
<behaviors hide="false" hide-ratings="false" use-in-readiness="true"/>
5. Save the template and import it into the system.

Results

You have configured the Career Worksheet template for the rating source and the system only uses the ratings
from the specified forms to calculate an employee’s readiness for a future role.

Related Information

Role Readiness [page 193]

8.3.4 Assessment Form for Role Readiness

You can include a link in the Career Worksheet, with which employees, managers, and any other roles who have
permission can launch an assessment form for role readiness and rate employees' competencies for a target role.

 Remember

To configure and use the role readiness form, you must have access to the Performance Management module.

Choosing the link directly opens the form, bypassing usual form creation steps. The default dates are used for
the form. The form is configured to auto-populate competencies and include all competencies for the role. As an
admin, you can't use proxy to access users' role readiness forms.

The competencies that are available in the role readiness form are the competencies that have been defined in the
current sign-in locale. If a competency is defined in English only, and when a user signs in the system with Chinese,
the competency isn't available in the form.

 Note

By default, the form setting in Admin Tools Company System and Logo Settings is All documents
will display their form template name at the time the document was created. This option does not support
translations of the document name. The form title has the following behaviors:

• Includes the target role name.

• When the form template name is changed in Admin Tools Form Template Settings after the form is
launched, the form title isn't changed.

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 • The form title is always displayed in the language of the logged-in user at the time when the user launched
the form.

You can enable All documents will display their current form template name as configured in the Form Template
Administration settings. This option supports translations of the document name, if you want the form title to
behave like the following:

• Doesn't include the role name.

• When the form template name is changed in Admin Tools Form Template Settings after the form is
launched, the form title is changed accordingly.
• If you configure the form template name in logged-in users' language in Form Template Settings, the form
title is displayed in logged-in users' language.

Once the form is complete, the updated ratings are used in the Career Worksheet. Users can relaunch the form as
many times as required. Rules governing the official competency ratings are as follows:

• The latest official rating from any form is the one used in the Career Worksheet.
• Competency ratings aren't differentiated by role (for example: a rating of 5 on Communications applies to both
the current role and a target role, if they share that competency).
• Some functions can differentiate ratings by form, including Dashboards, List Views, and People Profile.
• Other functions can't differentiate by form, including Career Worksheet, Talent Search, Side-by-Side
Comparison, and Succession Org Chart.

The following form configuration is recommended:

• Do not calculate an overall performance rating with this form.

• Route the form to a manager for a final rating (do not rely on the employee to enter an official rating). The route
map should be in the following order: E > EM > Complete
• Exclude this form from Dashboard processes used for current performance reporting.
• Ensure that succession planners understand that this form may provide competency ratings that override the
last performance review.
• In Admin Center Form Template Settings , don't select Only create for users who don't have an existing
form with an End Date between {date} and {date}. If the option is selected, when employees launch a form for
role readiness assessment, they can't launch another form for current role assessment based on the same
form template.

 Caution

Alternate configurations may not be supported and should be deployed with extreme care.

Related Information

Enabling Employees to Launch Role Readiness Forms [page 200]

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8.3.5 Enabling Employees to Launch Role Readiness Forms

Configure the Career Worksheet template to allow employees to launch role readiness forms for their target role.

Prerequisites

You have access to Provisioning.

 Remember

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

Context

Role readiness assessment is form-based, and you need to add the ID of the form template used for role readiness
assessment in the Career Worksheet template.

When available, the assessment results are just regarded as another rating source in addition to performance
review or 360 review. When employees open the Career Worksheet, the role readiness shown in the worksheet is
always calculated based on the latest ratings, be they from assessment forms, performance review, or 360 review.

Procedure

1. In Provisioning, go to Form Template Administration, and find the ID of the form template used for role
readiness assessment.

2. Go to Manage Plan Template Import/Update/Export Career Worksheet Templates and export the
template.
3. In the template, add the XML definition that includes the form template ID:

<self-assessment>
<each-assessment lang="locale">form template ID</each-assessment>
</self-assessment>

 Note

You can only specify one form template for role readiness assessment.

4. Save the template and import it into the system.

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Results

The Evaluate Readiness link appears in the competency section of Career Worksheet. Employees can choose the
link to launch role readiness forms.

Related Information

Role Readiness [page 193]

Assessment Form for Role Readiness [page 198]

8.3.6 Enabling More Roles to Launch Role Readiness Forms

Configure the Career Worksheet template to allow more roles such as manager and HR to launch role readiness
forms for an employee’s target role.

Prerequisites

• You have access to Provisioning.

 Remember

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

• You've enabled Performance Management and configured a form template for role readiness assessment. In
this form template, you've configured settings to allow other roles to launch forms for the employee role.
• Users are granted the private-access permission and the readiness_meter field permission in the Career
Worksheet template.

 Sample Code

<permission for="private-access">
<description><![CDATA[E, EM, and EH can view unshared/private roles.]]></
description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[EH]]></role-name>
</permission>

 Sample Code

<field-permission type="read">
<description><![CDATA[E, EM, and EH can view the percentage rate of
readiness for target roles.]]></description>

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 <role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[EH]]></role-name>
<field refid="readiness_meter"/>
</field-permission>

Context

As more roles obtain the ability to launch role readiness forms, the way the link to the forms shows in Career
Worksheet can vary. This variation occurs across route map steps and roles’ views. Consider a use case when
a manager is going to launch a form and the form's route map follows an E > EM > Completion sequence. The
following table explains the different scenarios in this case in detail.

Route Map Step Employee's View Manager’s View

Before a form is launched The link shows Evaluate Readiness, and The link shows Evaluate Readiness, and
the employee can choose it to launch a the manager can choose it to launch a
form. form.

EM (The step is automatically added The link shows In Progress, but it's not The link shows In Progress, and the man-
to the route map because the manager clickable because the form hasn't been ager can choose it to open the form and
launched the form.) routed to the employee's form inbox yet. take action.

E The link shows In Progress, and the em- The link shows In Progress, and the man-
ployee can choose it to open the form ager can choose it to open a read-only
and take action. version of the form.

EM The link shows In Progress, and the em- The link shows In Progress, and the man-
ployee can choose it to open a read-only ager can choose it to open the form and
version of the form. take action.

Completion The link shows Evaluate Readiness, and The link shows Evaluate Readiness, and
the employee can choose it to launch a the manager can choose it to launch a
new form. new form.

Procedure

1. In Provisioning, go to Form Template Administration and find the ID of the form template used for role readiness
assessment.

2. Go to Manage Plan Template Import/Update/Export Career Worksheet Templates and export the
template.
3. In the template, add the XML definition that includes the form template ID:

<self-assessment>
<each-assessment lang="locale">form template ID</each-assessment>
</self-assessment>

 Note

• You can specify only one form template for role readiness assessment.

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 • Though the XML definition is named as "self-assessment", it's not limited to self-assessment
scenarios. It's also applicable when roles other than employees launch role readiness forms.

4. In the template, configure the <permission for="launch-assessment-form"> setting.

In the following example, the employee, manager, and HR roles can launch role readiness forms for an
employee's target role.

 Sample Code

<permission for="launch-assessment-form">
<description><![CDATA[E, EM, and EH can launch role readiness forms for an
employee's target role.]]></description>
<role-name><![CDATA[E]]></role-name>
<role-name><![CDATA[EM]]></role-name>
<role-name><![CDATA[EH]]></role-name>
</permission>

 Note

Employees are allowed to launch role readiness forms without this permission configuration. However, if
you configure this permission setting to allow other roles to do so but don't include the employee role,
employees are no longer able to launch forms by themselves.

5. Save the template and import it into the system.

Results

The Evaluate Readiness link appears in the competency section of Career Worksheet. Users can choose the link to
launch role readiness forms.

8.3.7 Enabling Self-Assessment for Current Roles

You can allow employees to launch role assessment forms for their current roles directly in Career Worksheet.

Prerequisites

• You've configured a Performance Management form template for current role assessment. You can configure
the form template in the same way of configuring the form template for role readiness assessment. See
Assessment Form for Role Readiness [page 198].
• You have access to Provisioning.

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  Remember

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

Context

When you enable this function in the Career Worksheet template in Provisioning, employees don't have to navigate
to Performance to create assessment forms. They can launch forms for current role assessment directly from
Career Worksheet. If they have more than one current role, only the competencies of the selected role are to be
assessed in forms.

Procedure

1. In Provisioning, go to Form Template Administration and find the ID of the form template used for current role
assessment.

2. Go to Manage Plan Template Import/Update/Export Career Worksheet Templates and export the default
template.

You can only enable current role assessment in the default template.
3. In the template, add the following XML code:

<switch for="show-self-assessment-in-current-role-tab" value="on" />

4. In the template, add the following definition that includes a form template ID:

<current-self-assessment>
<current-each-assessment lang="en_US">form template ID</current-each-assessment>
</current-self-assessment>

5. Save the template and import it into the system.

Results

The Evaluate Readiness link appears in the competency section of Career Worksheet. Employees can choose the
link to launch self-assessment forms for current roles.

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8.4 Suggested Roles

Future roles are automatically suggested to employees based on a set of criteria you can adjust.

The Suggested Roles feature provides a proactive step in employee development by automatically recommending
future roles to an employee. The system uses an algorithm to produce the list of suggested roles and calculates a
score (0-1) for the role based on the following criteria:

Criteria Description Score Default Weight

Proximity of role in Career The score is calculated with 20%

Path the formula: If you're using Ca-

reer Path v2, then the distance
between roles in the career
path affects the score. The
further the role is on the ca-
reer path from the employee's
current role, the lower its as-
signed score. 1/(distance be-
tween the current role and
the lead-to role in terms of
number of career path no-
des).

For example, the score for the

immediate next role along the
career path is 1; the score for
the role after the next one is
0.5.

Competencies associated with The system uses the Career For example, if the readiness is 40%
the role Worksheet readiness calcula- 40%, the score is then 0.4.
tion to compute a competency
match score. The score com-
pares the employee's compe-
tency rating with the expected
rating for the role.

Common job family Roles in the same family as The score is determined ac- 20%

the employee's current role cording to whether a role be-

are given a higher score. longs to the same job family of
the employee's current role:

• 1: Same job family

• 0: Different job families

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Criteria Description Score Default Weight

Open positions for the role The algorithm looks at the The score is determined by 10%

open roles in legacy positions whether there are open posi-

from the Succession module. tions for a role:
If a legacy position is open,
• 1: with open positions
the corresponding role gets a
• 0: no open positions
higher score.

 Note
This criterion is only avail-
able when Position is
selected for Succession
nomination method in
Provisioning.

Popularity of the role within The more popular a role is in The score is calculated with 10%

team the employee's team, that is the formula: the number of

among those employees shar- peers who have a particular
ing the same manager, the role as their target role/the
higher the peer score. number of peers.

Each of these criteria is then multiplied with the configured weight to calculate a final score for each of the
considered roles. The roles are then ranked from highest score to lowest and displayed on the Suggested Roles tab.

 Note

The algorithm only fetches 60 roles. Any filters applied to the search filter those 60 roles. The display is limited
to 4 pages of role cards and is therefore affected by screen size.

The suggested roles are only accessible to the employees themselves. Managers can't view the suggested roles
of their direct reports.

1. Configuring Suggested Roles [page 207]

You can refine and control the algorithm that drives the results of suggested roles in Career Worksheet.
2. Enabling Filters for Suggested Roles [page 208]
Enable filters on the Suggested Roles tab to allow users to narrow the list of roles suggested.

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8.4.1 Configuring Suggested Roles

You can refine and control the algorithm that drives the results of suggested roles in Career Worksheet.

Prerequisites

• Enable Career Worksheet V12.

• Grant the user permission to access suggested roles.
• Grant the administrator permission to manage suggested roles.

Context

You can distribute weights for each set of criteria as well as remove some of the criteria all together.

Procedure

1. In Admin Center, go to Manage Suggested Roles.

2. Select which criteria set to enable.
3. Adjust the weight percentages for each of your selected criteria, making sure that the total is equal to 100%.

Next Steps

You can further enable filters to allow users to narrow the list of roles suggested.

Task overview: Suggested Roles [page 205]

Next task: Enabling Filters for Suggested Roles [page 208]

Related Information

List of Role-Based Permissions

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8.4.2 Enabling Filters for Suggested Roles

Enable filters on the Suggested Roles tab to allow users to narrow the list of roles suggested.

Prerequisites

• You have administrator permission to Suggested Roles.

• You have enabled Career Worksheet v12 and Suggested Roles.

Context

To allow users to filter out roles that are not aligned with their career interests, you can introduce the following
filters on the Suggested Roles tab in Career Worksheet:

• Competencies
• Job Families
• Relevant Industries

 Note

Filtering for relevant industries is only available when you use Job Profile Builder.

The list of suggested roles is determined based on the range of defined algorithm criteria and weighting. With the
filters, users can narrow down the suggested roles to those belonging to certain competencies, job families, or
industries. Nevertheless, in some circumstances, applying such filters may not influence the content and order of
the list. For example, you have adopted one criterion (Job Family) for the algorithm, and the employee can use the
Job Families filter to look for roles that belong to the same job family of his or her current role. In such cases, the list
of the suggested roles won’t change after the filtering.

Procedure

1. Go to Admin Center Admin Tools Manage Suggested Roles .

2. Select which filters to enable.

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Task overview: Suggested Roles [page 205]

Previous task: Configuring Suggested Roles [page 207]

Related Information

List of Role-Based Permissions

8.5 Links to SAP SuccessFactors Learning

Customers who have SAP SuccessFactors Learning can assign learning activities to their learning management
system to-do list in the Career Worksheet page of each target role.

Employees can add learning activities in the Career Worksheet by:

• Find in catalog: Locate learning activities directly in the catalog.

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• Search By Competency: Search for learning activities based on the competencies associated with the target
role.

8.6 View of Career Path in Career Worksheet

Users can access a graphic view of the different career paths that their current role or target roles could lead them
to.

For any role that has a career path defined in the system, users can access the graphical career path view by
choosing View Career Path in the Career Worksheet. The career path appears in a dialog box, shown as follows.

Users can take the following actions in the career path view:

• Select a related career path to view.

• View the role details by choosing the role.
• Remove the role with a star, which has been added to the Career Worksheet, by choosing Remove From Career
Worksheet under the dropdown icon.
• Add the role on the career path that interests them to the Career Worksheet by choosing Add To Career
Worksheet under the dropdown icon.

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To use the feature, make sure that Enable Career Path V2 is selected in Provisioning and users have the View
permission to any of the following permissions depending on your system:

• If the system uses Job Profile Builder, the permission is User Miscellaneous Permissions Career Path .
• If the system uses Job Description Manager, the permission is User Miscellaneous Permissions Legacy
Career Path .

8.7 Configuring Links to Preferred Next Move in People Profile

In the Career Worksheet, you can include the Show in People Profile checkbox on each target role for users to
select, so they can specify the job role as a career interest in their People Profile.

Prerequisites

You've specified preferredNextMove in the background-element tag defined in the live profile data model and
included title in the data-field tag defined within that background-element.

 Example

<background-element id="preferredNextMove" type-id="16">

<label>Preferred Next Move</label>
<data-field id="title" field-name="vfld1" required="true" max-length="4000">
<label>Title</label>
</data-field>
<data-field id="relocPref" field-name="vfld2" max-length="4000">
<label>Relocation Preferences</label>
</data-field>
</background-element>

 Remember

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

 Caution

Don't set any fields in the background-element to required="true", except for title. Otherwise, the
Career Worksheet can't add records to the background-element, since it's only populating the title field.

The fields must have a lowercase letter as the initial letter of the ID. If the first letter of the ID is uppercase, you'll
receive an error.

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Context

Note that this feature only copies the job role name from the Career Worksheet to the live profile data model. If
users enter a job role name directly in People Profile, and the job role is in their Career Worksheet, the checkbox is
selected automatically.

Be aware of the following feature differences when you've enabled the latest People Profile:

• Target roles only from the default Career Worksheet template with Show in People Profile selected are shown in
the Spotlight and Full Profile.
• If the Full Profile is not enabled yet, the Show in People Profile checkbox continues to be available in non-default
Career Worksheet templates. However, if the Full Profile is enabled, the checkbox is no longer available in
non-default templates.

Procedure

1. In the Career Worksheet template, enable the share permission for relevant roles.

In this example, only employees can select the checkbox to show target roles in People Profile.

<permission for="share">
<description><![CDATA[Only the employee may copy roles to their live profile
page.]]></description>
<role-name><![CDATA[E]]></role-name>
</permission>

2. Grant the roles the View permission for Manage Permission Roles User Permissions Employee Data
Preferred Next Move .

Results

Users with granted permissions can select the Show in People Profile checkbox in Career Worksheet.

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9 Overview of Latest Career Worksheet

Career Worksheet allows users to manage their current and target roles and associated skills and attributes.
Through the redesign of key features and interactions, we've significantly improved users' experience with it.

The new experience starts from Growth Portfolio, where users can preview the information about their current
roles and target roles, if any, in the Roles and Aspirations section. The information includes top three skills and
attributes they've already achieved or they need to improve, and their readiness for a role. Choosing the Explore
Career Options button directs users to a page where they can explore recommended career roles.

For each role, users can view more information about the role on its details page, including the following:

• Description of the job role.

• Job family, current employees, and organizational career paths of the job role.
• Skills and attributes they've already achieved or they need to improve.
• Recommendations for the skills and attributes associated with the role, such as learning, open jobs, and
mentors.

Users can also perform the following actions specific to a current, target, or recommended role:

• Add a recommended role as a target role.

• Create development goals.
• Evaluate role readiness by launching a self assessment form.
• Show or hide a target role in People Profile.
• Set or cancel a target role as the primary role they're considering to move into.
• Bookmark or share a role.

Related Information

Career Worksheet [page 177]

9.1 Recommended Roles in Latest Career Worksheet

Users can explore recommended roles in both card and chart views, and delve into a role's details by choosing the
role card.

Explore Career Options

By choosing Explore Career Options in Growth Portfolio, users are directed to a page, where recommendations are
organized in several sections.

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Section Description Prerequisites

Top Matches The system uses an algorithm to suggest

roles that best match an employee based
on the following factors:

• Skill and attribute ratings, and other

factors configured by administrators
in the Suggested Roles feature. See
Suggested Roles [page 205] for
more information.
• Skills and attributes with any of the
following conditions met in Growth
Portfolio:
• Associated with the Core or
Critical tag
• Marked as passionate

Next Career Move The system retrieves the next role of an • Enable Career Path V2 is selected in
employee's current role from organiza-
Provisioning.
tional career paths set by HR managers
and administrators. • Users have the View permission to
any of the following permissions de-
pending on your system:

• User Miscellaneous

Permissions Career Path , if

the system was migrated from
Job Profile Builder to Talent In-
telligence Hub.

• User Miscellaneous

Permissions Legacy Career

Path , if the system was mi-

grated from Job Description
Manager to Talent Intelligence
Hub.

Trending Roles The system recommends roles with open • MDF Position is selected for
positions.
Succession Nomination Method in
Provisioning.
• The system was migrated from Job
Profile Builder to Talent Intelligence
Hub.

Roles of People Like You The system uses role recommendations You've enabled Career Explorer. See Ca-
from the Career Explorer feature. reer Explorer [page 225] for more infor-
mation.

Each section recommends at most 16 roles. For the system migrated from Job Profile Builder to Talent Intelligence
Hub, on each role card, users can add the role to Bookmarks in Opportunity Marketplace, or mark it as not
interested.

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Navigate Career Paths

By choosing Navigate Career Paths on the Explore Career Options page, users can discover recommended roles in a
chart view. An employee's current role is the starting point of the chart, followed by recommended roles including
the "Organizational path" roles from organizational career paths and the "Personalized path" roles that are highly
matched with the employee.

• On the "Organizational path" role card, users can check a role's peer roles, if any.
• On the "Personalized path" role card, users can learn about why a role is recommended to them. The
recommendation reason could be one of the following factors according to their influence on the match score:
"[number] matched skills", "Same job family", "Progression role", "Open positions", and "Popular".

The chart view also supports switching between different current roles. If users have more than one current role,
they can select a role and discover the recommendations specific to the role. Expanding recommended roles in the
first layer gets recommendations from organizational career paths in subsequent layers. To get personalized role
recommendations in those layers as well, contact Product Support to enable the advanced feature.

9.2 Enabling Latest Career Worksheet

Enable the latest Career Worksheet in Upgrade Center so that your users can try out the new experience for using
Career Worksheet.

Prerequisites

• You've enabled Career Worksheet V12 in Provisioning.

• You've migrated to Talent Intelligence Hub and enabled Growth Portfolio.
• You've enabled Opportunity Marketplace in Provisioning.

 Remember

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

Context

If you haven't enabled Growth Portfolio or Opportunity Marketplace, the Latest Career Worksheet option is not
available in Upgrade Center.

When the upgrade is done, the Growth Portfolio landing page and the Role Details page in Opportunity Marketplace
are replaced with the new version, whereas the legacy Career Worksheet still exists through Development
Career Worksheet .

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Procedure

1. Go to Upgrade Center.
2. Under Optional Upgrades, find Latest Career Worksheet and choose Learn More & Upgrade Now.
3. Choose Upgrade Now.

Results

You've upgraded to the latest Career Worksheet. You can undo the upgrade within 30 days.

Related Information

Migrating from Job Profile Builder to Talent Intelligence Hub

Migrating from Job Description Manager to Talent Intelligence Hub
Enabling the Growth Portfolio
Enabling Opportunity Marketplace

9.3 Feature Comparisons Between Legacy and Latest Career

Worksheet

Learn about feature differences between the legacy and latest Career Worksheet and unsupported features and
known behaviors in the latest Career Worksheet.

Here are major feature differences between the legacy and latest Career Worksheet:

• Only the default Career Worksheet template is used in the latest version.
• Skills and attributes are shown in a card view in the latest version, consistent with those in Growth Portfolio. By
choosing the card, users can view more information about a skill or attribute in a dedicated page.
• The rating scale used in the latest version follows that configured in Growth Portfolio rather than the Career
Worksheet template.
• Expected and current ratings shown in the skill or attribute card are rounded to the nearest whole number in
the latest version.
• The Suggested Roles feature is enhanced in the latest version. See Recommended Roles in Latest Career
Worksheet [page 213] for more information.

Here is a main list of unsupported features in the latest Career Worksheet:

• View Career Worksheet instructions

• View open positions of a target role
• Add learning to a target role
• View location of the current role

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• View "Not Applicable" and "Too New to Rate" ratings
• View and rate on behaviors
• Browse all job roles to discover target roles
• View other's Career Worksheet
• Allow more roles to launch role readiness forms

Here is a known behavior in the latest Career Worksheet:

If a skill or attribute associated with a user's current or target role is not added to the user's Growth Portfolio,
there are issues with the skill or attribute card. We recommend that users add the skill or attribute to their Growth
Portfolio.

• When users choose the skill or attribute card, there's no response to open the details page.
• When users have given a rating on the skill or attribute in a self assessment form, the rating is not updated in
the skill or attribute card.

9.4 AI-Assisted Career Insights

Leveraging generative AI capabilities, employees can gain insights into development actions they can take towards
their target role.

In the latest Career Worksheet, employees can access the feature by choosing the Generate button in the new
Boost your career with AI-powered insights! section on a target role's details page. Generative AI produces insights
by considering several factors, including employees' current role information, their skill and attribute ratings, and
the description, required skills, and expected ratings of the target role. Such generated insights cannot be saved on
the page. If users refresh the page or return after leaving it, they can generate content again.

The insights are organized into sections to help employees grasp the most important aspects of their development:

• Summary: Provides a high-level overview of the employee's current role and target role.
• Suggestions for Improvement: Identifies three growth areas for upskilling and career development, and for
each area, provides achievable suggestions in the following aspects:
• Skills and attributes in this category
• Keywords of learning courses
• Ideal mentor's position
• Suggested development goal. Besides it, employees can directly create a development goal from scratch
or with the help of generative AI by choosing the Create Goal link.

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9.5 Enabling AI-Assisted Career Insights

Enable the AI-assisted career insights feature so that employees can gain insights into development actions they
can take towards their target role.

Prerequisites

• You've enabled the latest Career Worksheet.

• You've purchased the AI units license. For more information about AI units license, please contact your
Account Executive.
• You have the Administrator Manage AI Capabilities AI Services Administration permission.

Procedure

1. Go to Admin Center AI Services Administration .

2. Enable the Assisted Career Insights setting.

3. Go to Manage Permission Roles and grant employees the User AI Access Assisted Career Insights
permission.

Results

The feature is enabled and employees have access to the feature.

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10 Career Path

Career Path allows HR managers and HR administrators to create unique and complex organizational career paths.

Users can create multiple new career paths and associate them to a given role. They can also restrict employee
access to the career paths displayed in the Career Worksheet based on criteria such as role, department, and
division. The career paths created are instance-wide.

To access Career Path, users go to Development Career Path . Here's a screenshot of Career Path, where
users can create, view, and edit career paths.

Use

Viewing and Editing Career Paths

On the Career Path page, users can view existing career paths directly under the Career Paths tab. Alternately,
under the Job Roles tab, they can search for career paths via a specific job role and choose the role name for which
they want to see all associated career paths. If a job role has more than one career path associated, a dropdown
menu appears enabling them to choose the career path they want to view. If they're granted the Edit permission,
when a career path is displayed, they can edit it.

Creating Career Paths

To create a new career path, users choose + Create New Career Path under the Career Paths tab. They're prompted
to specify information for the new career path, including a code, name, business unit, division, and department.
The business unit, division, and department criteria are optional and enable users to restrict access to the career
path to employees belonging to these areas. They can update this information later on by choosing Edit Basic
Information for a given career path.

Users add the first node to the career path by choosing in the Select a role area. A role selection window appears
where they can select the role that they want to add as the first node in the career path. They can toggle between a
tree view (roles are organized hierarchically into families) and list view (all roles are displayed) in the role selection
window. They can also enter a role name or the start of a role name in the search field to narrow down the list of
roles displayed.

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After adding an initial role node, they can choose the down arrow in the upper-right part of the node to perform the
following actions:

• Add a lead-from role

Inserts a preceding role to the left of the current node.
• Add a lead-to role
Inserts a forward-progression role to the right of the current node.
• Add a peer role
Inserts a lateral role above the current node. A maximum of two peer roles to any given node is allowed.
• Replace node with a new role
Removes and replaces the current node with a role of your choice. This doesn't affect any other nodes in the
career path.
• Cascade delete roles
Removes the current node and any forward-progression nodes following it.
• Delete Role
Removes the current node and connects the lead-from role to the lead-to role.

 Note

Remember to save changes by choosing Save in the lower-right part of the window.

Configuring Career Path Node

With the Configure Career Path Node permission, users can choose Configure career path node on the Career Path
page to specify what information to be displayed in a career path node. The information includes the following:

• 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

Viewing Career Paths in Career Worksheet

If an organization also uses Career Worksheet, users, especially employees, can view career paths related to their
current and target roles. For more information, refer to View of Career Path in Career Worksheet.

Related Information

View of Career Path in Career Worksheet [page 210]

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10.1 Granting Permissions to Use Career Path

Grant required role-based permissions so that permitted roles can use Career Path under Development.

Prerequisites

The feature is enabled in Provisioning.

Procedure

1. In Admin Center, go to Manage Permission Roles.

2. Select a role to assign permissions and choose Permission.
3. Under Administrator Permissions, choose Manage Career Development and select Manage Career Path.
4. To allow users to configure career path nodes, select Configure Career Path Node.
5. Under User Permissions, choose Miscellaneous Permissions and select View and Edit permissions under Career
Path.

For the organizations that don't use Career Worksheet, to allow employees to view career paths, grant them the
View permission to Career Path.
6. To allow users to specify which elements of basic information to display or hide for a career path definition,
select Field Level Overrides.
7. To restrict users' access to specific career paths based on code, business unit, division, department, or other
custom views, go back to the Permission Role Details page of the selected role. Scroll to the Grant this role to
section, and choose Edit Granting.
8. In the Grant this role to popup window, scroll to the Specify the target population for the other objects section.
Next to Career Path, select the Restrict target population to option and specify the restrictions in the dropdown
menu.
9. Save your changes.

Related Information

Enabling Career Development Planning in Provisioning [page 7]

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10.2 Career Path Import

You can create, edit, and delete career paths by importing a CSV file in Import and Export Data.

The object definitions you can select to import and export career paths are as follows:

• Career Path: This contains the career path basic information such as external code, name in the default
language, and name in other languages supported in the system. If you create a career path by import, you can
input this information as you want.
• Career Path-Career Path Details: This contains the career path details information, including the following:
• External Code: System-generated code when a role is added to a career path on the UI. If you add a role by
import, you must input a number as an external code.
• Role GUID: GUID of a role, used to map lead-from and lead-to roles. You can obtain role GUID by exporting
the Role object definition in Import and Export Data.
In mapping lead-from and lead-to roles, careerPathDetails.role.externalCode is used to specify
the GUID of a lead-from role and careerPathDetails.nextRole.externalCode is used to specify the
GUID of a lead-to role.
In mapping peer roles, careerPathDetails.role.externalCode and
careerPathDetails.nextRole.externalCode can be interchanged.
• Is Peer Role: Used to identify if two roles are peer roles.

Here is an example of a career path:

Here is how the career path details looks like in a CSV file:

careerPathDetails.ex- careerPathDe- careerPathDetails.nex- careerPathDetails.is-

externalCode ternalCode tails.role.externalCode tRole.externalCode PeerRole

Career Path.External External Code Role.GUID Role.GUID Is Peer Role(Valid Val-

Code ues : TRUE/FALSE)

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 careerPathDetails.ex- careerPathDe- careerPathDetails.nex- careerPathDetails.is-
externalCode ternalCode tails.role.externalCode tRole.externalCode PeerRole

Professional a7b808e566b141ada53 1002809 (Professional) 1002824 (Consult- FALSE

958c66fdd67d5 ing/Analyst)
 Note
Role name is pro-
vided here for your
easy reference.

Professional f090e8fba3a14572a21c 1002809 (Professional) 1002783 (Operations) TRUE

58e4c38d61c0

Professional 52750ef815d3491f9707 1002802 (Administra- 1002809 (Professional) FALSE

a53f2781b80b tive Support)

Professional 8a99ae7f5d4348638cd 1002824 (Consult- 1002793 (Management FALSE

0ca941745040d ing/Analyst) and Planning)

For more information on how to import and export object definitions, refer to Related Information.

Related Information

Importing MDF Data

Exporting MDF Object Data

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11 Mentoring

Mentoring allows you to manage your organization's mentoring programs, from program setup, participant signup,
matching, tracking, to completion.

For details on how to enable and use Mentoring, refer to the guide in Related Information.

Related Information

Mentoring

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12 Career Explorer

Powered by machine learning technology, Career Explorer recommends career opportunities to employees based
on the career paths of people who are similar to them in the organization.

Use

In Career Explorer, employees view recommended job roles and a future career path of each role in a lineage chart
by expanding the role card. They can use the following features to explore the recommended roles:

• View job profiles: View the recommended roles' job profile to see if they're interested in the roles.
• View recommendation reasons: View the reasons why the roles are recommended to them. Employees'
previous jobs, previous job information, and employment data have a great influence on why the roles in
the first layer are recommended. The roles in the second layer and onward are recommended because it's a
common job role that people often transition into from the previously recommended role.
• Add as target roles: If Career Worksheet is used, they can add the recommended roles to Career Worksheet to
do gap analysis for personal skills.
• Dislike roles: If they don't like the recommended roles, they can remove the roles to further personalize
subsequent recommendations. The removed roles won't be recommended to them again. When they remove a
role, any child roles are removed together.
• Check next update date for recommendations: The machine learning algorithm of Career Explorer is
retrained every two weeks, or when there are enough delta changes to the data such as employee and job
information. They can visit the page regularly to explore new possible recommendations. Additionally, if they
remove all the recommended roles, they're notified of a date on which new recommendations may be available.

Prerequisites

To use Career Explorer, make sure that your SAP SuccessFactors system meets all of the following requirements:

• SAP SuccessFactors Employee Central is enabled.

• Job Profile Builder is enabled.
• Job Code & Classification are technically required.
• Competencies are not technically required, but help improve recommendation results.
• SAP SuccessFactors Succession & Development is enabled.
• At least 1,000 employee job change records, identified by job code changes, in the system.
• At least one of the following languages used:
Arabic, Bulgarian, Catalan, Chinese (Simplified), Chinese (Traditional), Croatian, Czech, Danish, Dutch,
English (UK), English (US), Finnish, French, French (Canadian), German, Greek, Hebrew, Hindi, Hungarian,
Indonesian, Italian, Japanese, Korean, Malay, Norwegian Bokmål, Polish, Portuguese, Portuguese (Brazilian),
Romanian, Russian, Serbian, Slovak, Slovenian, Spanish, Spanish (Mexican), Swedish, Thai, Turkish, Ukrainian,
Vietnamese, Welsh.

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12.1 Enabling People Connection

Enable the People Connection system, which is built based on SAP AI Business Service Personalized
Recommendation, to prepare for the integration between SAP SuccessFactors and People Connection.

Prerequisites

Your company must have at least 1,000 employee-and-job role pairs in the system.

 Note

Employee-and-job role pairs include current and historical data of employee-and-job role pairs. Historical
data can be from your former employees who had been associated with job roles and left the company, or
current employees who changed job roles within the company. The following examples are qualified for the
prerequisite:

• Your company has 1,000 employees and they're all associated with their respective job roles, and there's no
historical data of employee-and-job role pairs.
• Your company has 500 employees and they're all associated with their respective job roles, and there are
500 historical employee-and-job role pairs.
• Your company has reorganized the whole job structure. All the new job roles have replaced the old ones.
You have 1,000 employees and they're all associated with the new job roles.

Procedure

1. Go to Upgrade Center, select the Platform module, and enable People Connection.

2. In Admin Center, go to Manage Permission Roles Administrator Permissions People Connection and
grant admins the permission of Manage People Connection Integration.

Results

You've enabled People Connection.

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12.2 Configuring Manage People Connection Integration

Configure the integration settings between your SAP SuccessFactors system and the People Connection system to
retrieve and analyze your employee data.

Prerequisites

You've enabled People Connection.

Context

If you have configured IP address allowlist in your system, make sure to include IP ranges for SAP AI data centers
in Company Settings Restrict access to IP range in Provisioning before saving the configurations in Manage
People Connection Integration. For more information, refer to KBA 3016222 .

 Remember

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

Procedure

1. In Admin Center, go to Manage People Connection Integration.

2. Select Enable People Connection.

You can deselect the option whenever you want to disable the feature. If disabled, all the training data in the
People Connection system is deleted.
3. Enter a Super Admin user.

To allow the People Connection system to retrieve your Employee Central data, the Super Admin user must at
least have the permission of Employee Central API.
4. Select the data center where your SAP SuccessFactors system is deployed.

If you’re not sure in which data center your system is deployed, contact Technical Support.
5. Choose Save.

Results

You’ve configured the integration settings for People Connection. The system can start data sync and data training.
You can track the process status in Manage People Connection Integration.

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12.3 Enabling Career Explorer

You can enable Career Explorer when your employee data is qualified for the People Connection system to
recommend career opportunities.

Prerequisites

You’ve configured the integration settings for People Connection.

Context

After data sync between your system and the People Connection system is successful, we provide a data quality
report with multiple parameters in Manage People Connection Integration. After data training is successful, you can
check one of the parameters to see if your company can use Career Explorer.

In addition, after an AI model is trained successfully, we provide trained model metrics to help you understand the
performance and reliability of our trained models.

Procedure

1. In Admin Center, go to Manage People Connection Integration.

2. Check the data quality report and trained model metrics.

If Recommended Roles is Ready for Use, you can go to Upgrade Center and turn on Career Explorer.

Parameter Description

Number of Employees The total number of employees in your tenant data

Employee Data Quality Compared to total employees, the ratio of the employees
that have background education and competency rating in-
formation in your tenant data

Number of Positions The total number of positions in your tenant data

Position Data Quality Compared to total employees, the ratio of the employees
that have corresponding job code information in your tenant
data

Employee-Position Ratio The ratio between the number of employees and the number
of positions, calculated as the number of employees divided
by the number of positions.

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 Parameter Description

Number of Pairs The total number of employee-position pairs in your tenant

data. For example, if an employee has held a position in a
company, the employee and the position is regarded as a
pair in the data. If an employee has held two positions in a
company, the employee and one of the positions is regarded
as a pair, while the employee and the other position is re-
garded as another pair.

 Tip
The larger the number of pairs, the better the data qual-
ity.

Data Sparsity Data Sparsity indicates unpaired employee and position data
in your tenant data. It is calculated as: 1 − Number of Pairs /
(Number of Employees * Number of Positions).

 Tip
The lower the level of data sparsity, the higher the data
quality.

Sparsity Threshold Sparsity threshold is an ideal data sparsity level of your ten-
ant data. It is calculated as: 1 − Max (Number of Employees,
Number of Positions) / (Number of Employees * Number
of Positions).

 Note
If your data sparsity level exceeds the sparsity thresh-
old, machine learning doesn't proceed.

Recommended Roles When Recommended Roles is Ready for Use, employees

can see one or more future roles in Career Explorer. If Rec-
ommended Roles is Not Ready, your tenant data is insuffi-
cient for the system to recommend roles, and therefore, you
can't turn on Career Explorer.

Recommended Career Paths When Recommended Career Paths is Ready for Use, em-
ployees can see a future career path for each future role. If
Recommended Career Paths is Not Ready, your tenant data
is insufficient for the system to recommend career paths.

Average Hit Rate Average percentage of users with correct recommendations.

For example, the item selected by a user is inside the top-k
recommended items.

Coverage Percentage of items that the model is able to recommend.

For example, among all 1000 items on a website:
• 1% coverage for a pure popularity recommender that
always recommends the top 10 popular items.
• 100% coverage for a pure random recommender that
randomly recommends all the items.

3. Go to Upgrade Center, select the Career Development Plan module, and enable Career Explorer.

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4. In Admin Center, go to Manage Permission Roles User Permissions Career Development Planning and
grant users the following permissions:

• Career Explorer: Allows users to access the Career Explorer tab under Development and use the feature for
their own career opportunities.
• View User's Career Opportunities in Career Explorer: Allows users to view the recommended job roles
and career paths of a selected user within their target population in Career Explorer. Users can't add a
recommended role as a target role or remove it on behalf of the user.
In addition, users must have the User Search permission to search for specific users in Career Explorer.

Results

Users can go to Development Career Explorer to use the feature.

12.4 Managing Job Roles for Data Sync

You can exclude job roles from data sync between your system and the People Connection system, so that they
won't be recommended to employees in Career Explorer.

Prerequisites

You've enabled People Connection.

Procedure

1. In Admin Center, go to Manage People Connection Integration.

2. Choose Manage Job Roles for Data Sync.

The Manage Job Roles for Data Sync dialog opens.

3. Select the job roles that you want to exclude and choose Save.

Results

When you configure the integration with People Connection for the first time, the selected job roles are excluded
from data sync immediately; otherwise, the selected job roles will be excluded during the next retraining session.

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12.5 How Job Role Recommendations Are Generated

Job role recommendations are generated by applying machine learning to user data that includes user attributes
and data related to users' job history.

This data is synchronized periodically from SAP SuccessFactors to the recommendation engine on SAP AI
Business Services. There are three SAP AI Business Services data centers – two in Europe and another one in
the U.S.. The data from your SAP SuccessFactors HCM suite tenant is transferred to a recommendation engine
tenant on an SAP AI Business Services data center.

The following table summarizes the data used to generate recommendations that are transferred to the
recommendation engine.

Job role recommendations get derived from ... By using

Background Information Users' background information, including school and degree

Employment Information Users' job history, including job classification, department, and
position

Competency Rating Users' competency rating

12.6 Types of Data Used for Job Role Recommendations

Learn about the data used for generating job role recommendations to individual employees.

Background Information

The extract includes selected data fields from users' background information record. These fields are custom
fields.

Field Name Description

user_id Unique identifier of a user in SAP SuccessFactors

school School

degree Degree

major Major

degree_editable Degree

major_editable Major

school_editable School

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Employment Information

The extract includes the employment information of job roles on which users have taken or are taking.

Field Name Description

external_code Job code

name_localized Name in user's locale

description_localized Job description in admin's locale

status Active or inactive status of job code

excluded Job role excluded by admin from the recommendation service

user_id Unique identifier of a user in SAP SuccessFactors

company Company

country_of_company Country or region of company

manager_id Manager ID

employee_class Employee class

pay_grade Pay grade

empl_status Employment status

is_shift_employee True or false judgment for an employee

employee_type Employee type

location Location

department Department

division Division

cost_center Cost center

business_unit Business unit

position Position

employment_type Employment type

Competency Rating

The extract includes users' competency rating.

Field Name Description

user_id Unique identifier of a user in SAP SuccessFactors

guid Competency GUID

rating Rating

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13 Using Skills in Career Development
Planning

If you've migrated to Talent Intelligence Hub, users can use skills besides competencies in Development Goals,
Career Worksheet, and Mentoring.

Development Goals
If you configured the competencies field in the development goal plan template, users can use a picker to add
skills and competencies to development goals.

Be aware of the following feature differences from Development Goals you use before you migrate to Talent
Intelligence Hub:

• Using <field-format>use-behaviors</field-format> to allow users to add behaviors isn't supported.

• Using <field-format>use-competencies-single</field-format> to allow users to select only one
competency isn't supported.
• Using <exclude type="hidden"/> to exclude hidden competencies isn't supported. Hidden competencies
are excluded by default.
• Using <switch value="on" for="show-competency-browser"/> to allow users to add competencies
through a picker isn't supported. The picker is used by default.
• The terms "library" and "category" are replaced with "tag" in Talent Intelligence Hub. You can use either of the
following configurations to filter skills and competencies by tag:

...
</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>
<include type="library" match="tag name"/>
</competency-filters>
<field-definition ...>

...
</default-category>
<competency-filters>
<exclude type="forms"/>
<exclude type="roles"/>
<include type="category" match="tag name"/>
</competency-filters>
<field-definition ...>

However, <include type="category" match="category name" library="library name"/> isn't

supported.

Career Worksheet
For Career Worksheet use cases, refer to the Using Skills in Career Worksheet topic.

Mentoring
If you defined the Competency picklist as a question category on the mentoring signup form, users can use a picker
to answer questions about skills and competencies when signing up for mentoring programs.

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Be aware of the following feature differences from Mentoring you use before you migrate to Talent Intelligence Hub:

• Skills can't be reported in Table reports, but can be reported in Story reports.
• The Skill picklist used in the condition of Job Profile Builder is no longer available. The Attribute picklist,
previously labeled as Competency, includes both skills and competencies.

Related Information

Talent Intelligence Hub

Using Skills in Career Worksheet [page 234]
Migrating from Job Profile Builder to Talent Intelligence Hub
Migrating from Job Description Manager to Talent Intelligence Hub
Linking Development Goals to Competencies [page 103]
Creating Mentoring Signup Forms

13.1 Using Skills in Career Worksheet

If you've migrated to Talent Intelligence Hub, users can explore skills besides competencies for their current role
and target roles in the Career Worksheet.

Make sure that you've enabled Growth Portfolio and users have the following role-based permissions for using
Growth Portfolio:

• Growth Portfolio View

• Attribute View
• Attribute Type View
• Tag View
• Proficiency Level Scale View

Users can do the following:

• View the skills and competencies required for a job role. The skills and competencies they need to work on are
shown first, followed by the skills and competencies they've already achieved.
• View the gap between the expected rating of a skill or competency and the self-rating they provided in Growth
Portfolio in a horizontal bar chart.

 Note

Because ratings from Growth Portfolio are normalized according to the rating scale configured in the
Career Worksheet template, users may see different ratings in Growth Portfolio and Career Worksheet.

• Create development goals for the skills and competencies they need to work on.
• Check role readiness, calculated using self-ratings and expected ratings of skills and competencies, to see how
prepared they are for a target role.
• Use a picker to filter job roles by skills and competencies when exploring suggested roles.

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Be aware of the following feature differences from the Career Worksheet you use before you migrate to Talent
Intelligence Hub:

• Growth Portfolio is the only source of skill and competency ratings. If you also configure forms for providing
ratings, the latest rating is synced to Growth Portfolio and then shown in the Career Worksheet.
• Behaviors aren't supported. If there are behaviors mapped to job roles, we recommend you hide behaviors
by adding the following element to the Career Worksheet template: <behaviors hide="true" hide-
ratings="true" use-in-readiness="false"/>.
• The permission control for viewing certain job roles and competencies isn't supported.
• Tags instead of competencies are used in the Manage Suggested Roles tool. Tags are created in the Manage
Talent Intelligence Hub tool and used for labeling different attributes.

Related Information

Talent Intelligence Hub

Career Worksheet [page 177]
Migrating from Job Profile Builder to Talent Intelligence Hub
Migrating from Job Description Manager to Talent Intelligence Hub

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14 Centralized Data Protection and Privacy

Data protection and privacy features work best when implemented suite-wide, and not product-by-product. For this
reason, they’re documented centrally.

The Implementing and Managing Data Protection and Privacy guide provides instructions for setting up and using
data protection and privacy features throughout the SAP SuccessFactors HCM suite. Please refer to the central
guide for details.

 Note

SAP SuccessFactors values data protection as essential and is fully committed to help customers complying
with applicable regulations – including the requirements imposed by the General Data Protection Regulation
(GDPR).

By delivering features and functionalities that are designed to strengthen data protection and security,
customers get valuable support in their compliance efforts. However, it remains each customer’s responsibility
to evaluate legal requirements and implement, configure, and use the features provided by SAP SuccessFactors
in compliance with all applicable regulations.

Related Information

Implementing and Managing Data Protection and Privacy

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15 Using the Check Tool to Solve Issues

Get an overview of potential problems and errors in your configuration that you can try to solve yourself before you
contact Technical Support about an issue.

Prerequisites

• You've enabled the Metadata Framework.

• You have the following Administrator Permissions Check Tool permissions:
• Access Check Tool authorizes users to access the tool.
• Allow Configuration Export authorizes users to attach configuration information to a ticket.
• Allow Check Tool Quick Fix authorizes users to run quick fixes for the checks that have this feature. A quick
fix can be used to immediately correct any issues found by that check.
For more information about role-based permissions, refer to List of Role-Based Permissions.

 Tip

Refer to Guided Answers for the Check Tool for a guided navigation through the available check tool checks
and more information on each check.

Context

The check tool provides an overview of the issues found in the system. New checks that are being added in a new
release go through a first initial run to return a result. After the initial run, checks are run on a regular basis (at least
monthly). We recommend you open the check tool after you upgrade to a new release to see whether issues have
been found by new checks.

In addition to these runs performed by the system, you can also run individual checks after you make changes
to the system, for example, after updating data models or picklists. For more information, refer to the application-
specific documentation.

Procedure

1. Go to Admin Center Check Tool .

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

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 Tab Description

System Health Displays configuration checks that have returned errors or

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

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

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

To display all checks, turn on the Show completed migrations

also search filter and select Go.

Validation Displays a list of all validation checks.

 Note
Validation checks require one or more parameters for
execution, therefore we can't run these checks automat-
ically. You need to enter input parameters and run the
corresponding check manually to get results.

3. To solve a check that returned issues, select it.

The detail view opens to the right side of the screen with more information on the check and on how to solve
the issue.
4. Evaluate the results and resolve the issues. If the check provides a quick fix that you can use to immediately
correct issues found during a check run, select the Quick Fix button.
5. If you encounter an error you can’t resolve, contact Technical Support by creating a ticket.

Next Steps

To verify that you've solved the underlying issue, select the checkbox for the corresponding checks and choose Run
Checks. You can also wait until the next automatic run to see if the issue has been solved.

 Note

If the check you selected requires one or more prechecks (checks that need to be run successfully first), the
prechecks are run first even if you haven't selected them.

Related Information

Running Checks [page 239]

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238 PUBLIC Using the Check Tool to Solve Issues
Using the Quick Fix Feature [page 243]

15.1 Benefits of the Check Tool

The SAP SuccessFactors check tool helps you identify and resolve issues when your system doesn’t work as you
expect.

If your SAP SuccessFactors applications are behaving in unexpected ways, it is likely that it has a configuration
or data conflict: you have some data that is inconsistent or a configuration error. The check tool quickly identifies
these types of problems so that you can avoid support tickets. You might still need to create a support ticket if the
problem is severe, but even in severe cases, the check tool can save you time because it can export the results
of the check and your configuration for Technical Support. The support engineer, therefore, can identify the issue
more quickly.

When you open the check tool, you see:

• A list of issues in your configuration or data and the severity of each issue.
• A solution or recommendation to address the issue.

15.2 Running Checks

Trigger the execution of individual checks to find potential issues in the system, or to check if an issue has been
solved in the meantime.

Prerequisites

• You've enabled the Metadata Framework.

• You have the following Administrator Permissions Check Tool permissions:
• Access Check Tool
• Allow Configuration Export
• Allow Check Tool Quick Fix

Context

In addition to the job runs performed automatically by the system, you can also run individual checks. For example:

• You want to check whether the issue has been solved.

• You want to run a check as a prerequisite or post-step of a task. For example, you made changes to the system
(such as updating data models or picklists), and you want to verify that your changes didn't cause any new
issues. For more information, refer to the application-specific documentation.

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• Validation checks need to be run manually as they require input parameters.

Procedure

1. Go to Admin Center Check Tool .

The Check Tool page opens displaying the results of the first tab System Health.
2. Depending on the check type of the check you want to perform, select the corresponding tab.

A list of checks is displayed in the results table according to the predefined selection criteria.
3. Optional: If the check you're searching for is not listed in the results table, adjust the selection criteria and
choose Go.

You get a list of checks that fulfill the selection criteria you've entered.
4. Select the corresponding checks, and choose Run Checks from the top right of the results table.

 Note

Please note that, for checks on the Validation tab, you can only select one row at a time. Execution of
multiple checks at once is not possible.

Also, for validation checks you need to enter the required input parameters when running a check.

 Note

If the check you selected requires one or more prechecks (checks that need to be run successfully first),
the prechecks are run first even if you haven't selected them.

The Results column displays any issues found.

Next Steps

Investigate and solve the underlying issue.

15.3 Check Types

Overview of the different check types and their purpose.

The check type groups those checks that have a common purpose. On the Check Tool page, each tab represents a
check type.

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240 PUBLIC Using the Check Tool to Solve Issues
Overview of Check Types
Check Type Description Automatic Job Runs

System Health Checks that run without parameters and • Automatic initial run at the begin-
check configuration and data issues that
ning of a new release
need to be fixed.
• Periodic runs (usually monthly)
The predefined selection criteria displays
only those that have returned errors or
warnings after the last run. We recom-
mend you solve these in a timely manner.

To display all checks, select all result

types in the Result Type search filter and
select Go.

Migration Checks that perform an automatic mi- • Automatic initial run at the begin-
gration of features. ning of a new release

When you open the page, only pending

• Periodic runs (usually monthly)

migrations are displayed. To display also

the competed migrations, turn on the
Show completed migrations also search
filter and select Go.

Validation Checks which need one or more parame- Only triggered through user
ters for execution, for example:

• A specific template
• A specific user
• A specific time frame

Validation checks can be triggered by sin-

gle selection and choosing the Run but-
ton. A popup appears with input fields
for the parameters. Execution of multiple
checks at once is not possible.

15.4 Check Results

After you run checks in the check tool, it returns the results of the checks so that you can resolve the issues found.

The results of a check are displayed in the Result column. If you run the checks multiple times to see how you’re
resolving issues, you can select a previous result from the History dropdown list.

 Note

To display the History dropdown list, select a check. On the details screen that opens on the right side of the
page, expand the header. The History dropdown list is directly below the check title.

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Possible Results of Check Tool

Result Action

No issues found If the tool can’t find issues, you see a green check mark in the Result column.

Issues found If the tool finds issues, it reports the number of issues and a yellow warning icon or a red alarm
icon.

• The yellow icon indicates a low severity issue. The system proposes a solution.
• The red icon indicates a high severity issue. You must take action, which could include
creating a support ticket.

Pending migrations If the tool finds pending migrations that need to be completed by the user, you can see a yellow
warning icon or a red alarm icon in the Status column on the Migration tab.

Completed If the tool finds no issues with migration, or the migration has already been completed, you see a
green check mark in the Status column on the Migration tab.

 Note

• Select the Export Results button to download the check results. Ensure you run the check before exporting
the check results. If not you can view only the first 100 check results.
• The downloaded check result table can display a maximum number of 10,000 rows.

Related Information

Creating Technical Support Tickets from the Check Tool [page 242]

15.5 Creating Technical Support Tickets from the Check Tool

When the check tool reports a serious issue that you can't solve, you might need to contact Technical Support. You
can create a support ticket from within the check tool.

Prerequisites

You've run the check tool. You can find the check tool by going to Admin Center Check Tool . You create the
ticket from the details page of the tool.

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242 PUBLIC Using the Check Tool to Solve Issues
Procedure

1. Select the check you can't solve.

The detail view opens to the right side of the screen with more information on the check and on how to solve
the issue.
2. On the Result tab, scroll down to the results table to look for the errors you want to report on.

You usually contact Technical Support for high severity issues not low severity issues.
3. On the Check Information tab, under Need Assistance?, copy the component ID.

For example, LOD-SF-EC is the component ID for Employee Central.

4. Create a customer case in the relevant category.
5. When you create the ticket, paste the component ID into the ticket.

15.6 Using the Quick Fix Feature

The check tool includes a quick fix feature that you can use to immediately correct issues found during a check run.

Prerequisites

The checks you want to solve with a quick fix have run and provide a check result with error or warning.

Procedure

1. Go to Admin Center Check Tool .

The Check Tool page opens.

2. Select the check you want to fix.

The details screen opens on the right side of the page with more information about the check. If the check
includes a quick fix, the Quick Fix button is displayed on the Result tab, under Proposed Solution.
3. Choose Quick Fix to start fixing the issue.

A third screen opens to the right side, with step 1, called Select Correction, that shows one or more corrections
for the issue.
4. Select the correction you want to carry out and choose Step 2 to proceed to Final Approval.

In the Final Approval step, you can opt to change your mind and not carry out the fix.
5. If you want to proceed, choose Step 3.

The system confirms that the fix is now running.

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Using the Check Tool to Solve Issues PUBLIC 243
6. Choose Close to complete the procedure.

After a short time, the system runs the check again to verify that the fix has run correctly.

15.7 Exports

15.7.1 Exporting Configuration Information

Export the configuration information from your system and attach it to the Support ticket created from the check
tool. This information can help Support identify the issue of a check you can't solve yourself.

Prerequisites

You have the Administrator Permissions Check Tool Allow Configuration Export permission.

Context

 Restriction

Export of configuration information is supported only in the following applications:

• Payroll Information
• Position Management
• Time Off
• Time Sheet

Procedure

1. Go to Admin Center Check Tool .

The Check Tool page opens with a list of all applications for which you can use the check tool..
2. Select the corresponding application.

If the application has the export configuration feature enabled, you can see an information message at the
bottom of the page with a link.
3. Choose the Export Configuration link in the information message.

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244 PUBLIC Using the Check Tool to Solve Issues
Results

The system downloads a file with the configuration information for the application you’ve selected.

Next Steps

Attach the downloaded file to the Support ticket you created from the check tool.

15.7.2 Exporting Check Results

After you run checks in the check tool, you can export the results.

Context

• Ensure you run the check before exporting the check results. If you don't do this, you can view only the first 100
check results.
• The downloaded check result table can display a maximum number of 10,000 rows.

Procedure

On the Result tab, select the Export Results button to download the check results.

15.7.3 Exporting a List of All Checks

Get an overview of all checks available in the system by exporting a CSV file.

Procedure

1. Go to Admin Center Check Tool .

The Check Tool page opens.

2. In the top-right corner, select Export all checks.

A CSV file with all checks available in the system is downloaded, including check descriptions and application
area.

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Using the Check Tool to Solve Issues PUBLIC 245
  Note

The list includes also checks that you can’t access from the user interface if you don’t have the
corresponding applications set up, or if you lack the required permissions.

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Change History

Learn about changes to the documentation for Career Development Planning in recent releases.

2H 2024

Type of Change Description More Info

December 13, 2024

Added We added the configuration of Configuring Certifications Field [page

certifications table column ID per- 166]
missions to the sample code.

October 4, 2024

New In the latest version of Development Learning Activities [page 154]

Goals, you can now prevent users from
removing learning activities after their de-
velopment goals are completed.

New You can now configure the Career Work- Enabling More Roles to Launch Role
sheet template to allow more roles such Readiness Forms [page 201]
as manager and HR to launch role readi-
ness forms for an employee’s target role.

New In the latest Career Worksheet, employ- AI-Assisted Career Insights [page 217]
ees can gain insights into development ac-
tions they can take towards their target Enabling AI-Assisted Career Insights
role using generative AI capabilities. [page 218]

New In the latest Career Worksheet, users can Overview of Latest Career Worksheet
now view the following information about
[page 213]
roles: job family, current employees, and
organizational career paths. Therefore, we Feature Comparisons Between Legacy
removed these from the unsupported fea- and Latest Career Worksheet [page 216]
ture list in the feature comparisons topic.

New In the latest Career Worksheet, users can Recommended Roles in Latest Career
now explore recommended roles in both Worksheet [page 213]
card and chart views, and delve into a
role's details by choosing the role card.

Added We added more information about feature Configuring Links to Preferred Next
differences in showing target roles in lat- Move in People Profile [page 211]
est People Profile.

Implementing and Managing Career Development Planning

Change History PUBLIC 247
Type of Change Description More Info

Changed We added the following features that are Supported and Unsupported Features
currently supported in the latest version: [page 125]

• Copy personal goals on behalf of oth- Configuring Certifications Field [page

ers. 166]
• Search for inactive users in People
Selector.
• Edit or delete goals of inactive users
on the UI.

We removed the following information as

the features are now supported in the lat-
est version:

• The audit history of custom learning

activities is not supported.
• The certifications field is not
supported.
• Goal comments can't be printed out
with the PDF output.

Changed We removed the information about classic Reporting on Development Goals [page
reports. 119]

Changed We updated prerequisites for using Career Career Explorer [page 225]
Explorer.

Changed We removed the description that AI-as- AI-Assisted Writing

sisted writing isn't yet supported in goal
comments.

Changed We updated content about supported Enabling AI-Assisted Goal Creation

fields.

1H 2024

Type of Change Description More Info

July 19, 2024

Changed We replaced FILTER_USERNAME with Importing Custom Learning Activities

LEARNING_assignee in tables because [page 172]
LEARNING_assignee is required for im-
porting custom learning activities.

June 21, 2024

Added We added information about role-based Using Skills in Career Worksheet [page
permissions required for using Career 234]
Worksheet after you've migrated to Talent
Intelligence Hub.

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248 PUBLIC Change History
Type of Change Description More Info

Added We added a topic about career path im- Career Path Import [page 222]
port.

Added We added information about leaving the Importing Custom Learning Activities
LEARNING_dev_goals column blank when [page 172]
importing a custom learning activity.

Added We added information about table report Reporting on Development Goals [page
domains available for reporting on devel- 119]
opment goals and learning activities.

April 12, 2024

New Users can now use the following fea- Supported and Unsupported Features
tures in the latest version of Development [page 125]
Goals:
Supported Elements and Attributes
• Link custom learning activities to de- Comparison: Legacy and Latest [page
velopment goals 35]
• Create legacy learning activities
• Coaching Advisor
• Generate goals using Generative AI
(AI-assisted goals)
• AI-assisted writing
• Display goal weight on goal cards and
goal plan header
• Display goal weight at the category
level

We removed the note for the "Print goals

to PDF output" feature because learning
activities and CPM activities can now be
printed out with goals.

New With proper role-based permissions, you Enabling Career Explorer [page 228]
can now view an employee's recom-
mended job roles and career paths in Ca-
reer Explorer.

New Talent administrators (TA) or similar roles Roles in Goal Plans [page 79]
in your organization can now manage an
employee's development goals directly in
the employee's development goal plan.

New You can now check the trained model Enabling Career Explorer [page 228]
metrics of role recommendations in Ca-
reer Explorer.

Implementing and Managing Career Development Planning

Change History PUBLIC 249
Type of Change Description More Info

New You can now enable the latest Career Overview of Latest Career Worksheet
Worksheet in Upgrade Center so that your
[page 213]
users can try out the new experience for
using Career Worksheet. Enabling Latest Career Worksheet [page
215]

Feature Comparisons Between Legacy

and Latest Career Worksheet [page 216]

New You can now enable AI-assisted features Enabling AI-Assisted Goal Creation [page
for end users.
150]

AI-Assisted Writing [page 151]

Enabling AI-Assisted Writing [page 152]

Added We added a topic about development Development Goals on Performance

goals on Performance Management Management Forms [page 121]
forms.

Added We added the following information about Configuring Links to Preferred Next
showing target roles in People Profile: Move in People Profile [page 211]

• If you've enabled the latest People

Profile, target roles only from the de-
fault Career Worksheet template with
Show in People Profile selected are
shown in Spotlight.
• The fields must have a lowercase let-
ter as the initial letter of the ID. If
the first letter of the ID is uppercase,
you'll receive an error.

Added We added information about how to filter Using Skills in Career Development Plan-
skills and competencies by tag in the at- ning [page 233]
tribute picker in Talent Intelligence Hub.

Changed We changed the reason why the roles in Career Explorer [page 225]
the second layer and onward are recom-
mended to be more specific.

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250 PUBLIC Change History
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