Creating and Managing Career Paths

The Career Path displays information about the expected path for a position or various positions.

Administrators or other assigned roles (HR managers, for example) are responsible for creating or managing Career Paths. Employees utilize the paths as visual next steps in career progression or transition.

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

This feature also utilizes the Metadata Framework and Role-Based Permissions.

Decisions within Career Path v2 include creating the object, designing the career path, and configuring the nodes.

The screen below includes the options for creating a career path. Each node displays the following unless the configuration is modified:

• Number of competencies needed for taking the job role
• Number of skills needed for taking the job role
• Number of people holding this role
• Number of Talent Pools
• Job Family
• Job Code

If end users select a role from the Career Worksheet that is included in a career path, they can select a link to open it.

When end users review the Career Path, they will see a star for roles already selected in their Career Worksheet. New roles can easily be added to a Career Worksheet directly from the career path, and selecting the role's name will display additional information to the employee.

• Career Paths allow employees to visualize career progression and transitions using a structured path for roles within the organization.
• Career Paths can display competencies, skills, role holders, talent pools, job families, and job codes for each position.
• Employees access and update career paths via the Career Worksheet, adding roles or viewing additional details.

Based on the content in this section, please review the list of implementation decisions your company may need to make before implementation begins and discuss them with your stakeholders, project team, and SAP SuccessFactors implementation consultants. In this way, you will be better prepared to begin the implementation.

• Are Career Paths defined for your organization?
• Do you have job descriptions, competencies, and the number of people in each role tracked? Are you using Job Profile Builder or Position Management with Employee Central?
• Do you intend to manually create the career paths or import them into the system?
• Who will decide how the Career Path will be implemented? What roles will create paths?
• What information would you like to display on the role node?
• What fields would you like captured in the Career Path object?