Exploring Future Roles in the Career Worksheet

The Career Worksheet allows employees to select from suggested roles to add the roles along with the defined competencies and skills (attributes) to the Job Roles I’m Considering. With these actions, employees can work towards role-specific attributes and create a roadmap to reach future career aspirations.

This functionality requires configuration for the attributes, families and roles, expected ratings, and the role readiness form.

Proper configuration and ratings allow you to easily compare the employee's last rating (in green) with the role's expected rating (in blue). You can add, edit, and remove development goals directly from the Career Worksheet. Changes will be reflected in the Development Plan automatically.

The Career Worksheet provides a cohesive platform for managing roles, skills, and aspirations, enabling users to monitor progress and explore further career aspirations effectively.

Adding a future role to the Career Worksheet can be done easily using the Suggested Roles tab or a simple search within Browse Roles.

Criteria defined in the Admin Center settings populate competency-based roles, reducing employees' need to look for jobs that strictly match their profiles.

The Suggested Roles tab is also controlled with Role-Based Permissions if you would like to limit access to this area.

Additional details about each role are also available to help employees choose target roles.

The Role Readiness percentage automatically calculates based on the attributes met or completed divided by the total number of attributes assigned to the role in Families and Roles.

When Job Profile Builder is enabled, the full role details are available for target roles, as shown below.

The Career Worksheet can populate a graph depicting the gap between a user’s attribute rating and the expected rating for that attribute for a particular role. The same attribute may have a different expected rating for different roles.

The rating indicated by the green bar comes from the last rating for that attribute, either from a performance form, readiness evaluation, or Growth Portfolio rating. A specific performance form called a Role Readiness form is often used to provide this rating.

The blue bar denotes the Expected Rating for a particular attribute from a particular role.

Sometimes, an attribute is unmet because it has not been evaluated.

With the correct permissions, employees can launch a Role Readiness performance form directly from the Career Worksheet by choosing the Evaluate your readiness link. Once this action is taken, the employees can rate themselves based on individual attributes for the future role being considered.

Based on the configuration, the form title can include the targeted role name.

Role Readiness for Current Roles

A Role Readiness Form can also be made available for an employee’s current role. This could be the same form template used for future roles or a different form template. It can also be available or unavailable, independent of the role readiness configuration for future roles.

As with the future roles assessment, the attribute ratings are collected by launching the form and following the route map to completion.

The My Current Roles tab does not display the readiness percentage. Instead, it lists how long the employee has been in the role.

Employees can display future roles within the blocks of the People Profile. This feature is often called Preferred Next Move, but the block name can be customized. Career Goals is a popular name for the block.

By checking the box in the Career Worksheet labeled Show in People Profile, the system will auto-populate the role name. In addition, these roles are visible in the Succession Talent Card with proper configuration.

Simply by selecting the People Profile checkbox in the Career Worksheet, the current or future manager and succession planners can view the employee's career aspirations by capturing this data in the People Profile. Once this occurs, the information will be available in the Succession Management module.

Based on additional Succession Talent Card configurations, the employee's next steps may also be displayed anywhere the Talent Card displays, like the Succession Org Chart, Lineage Chart, or the Matrix Grid Reports.

When succession planners nominate successors or discuss positions, the future roles of the employee are easily considered without the need for discussion.

With proper data and permissions in Career Development Planning, the Suggested Successors feature will appear on the Succession Org Chart when adding successor nominees. The attributes assigned to the role associated with the position are compared to the attributes of users in the system to build the list of suggested successors.

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

Starting with the 1H 2024 release, the Career Worksheet is being redesigned. The new experience starts from the 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 the employee's skills and competencies, including the ability to add ratings, current role details, target roles, role readiness, attributes they’ve already achieved or need to improve, and career options and opportunities.

Details can be shown for current and target roles, including career insights generated by AI and suggestions for improvement.

Choosing Explore Career Options directs users to Opportunity Marketplace, where they can explore recommended career roles.

Career Paths are also available to help guide employees and show career progressions from their current role.

The Latest Career Worksheet is available from the Upgrade Center if Growth Portfolio has been enabled. The Latest Career Worksheet uses the same XML template as the Legacy Career Worksheet, but it will only work with the default Career Worksheet template.

• The Career Worksheet enables employees to explore future roles, assess skills, set goals, and create a roadmap for career growth.
• Role Readiness with Gap Analysis compares current attribute ratings to expected ratings using graphs, readiness percentages, and performance forms.
• Suggested Roles and Career Insights uses criteria to recommend roles, provides detailed role insights, and leverages AI to suggest development goals and plans.
• The Preferred Next Move portlet captures and displays career aspirations in employee's People Profile, aiding managers and planners in decision-making.
• The Latest Career Worksheet introduces Growth Portfolio, enhanced role previews, career options, AI insights, and guided paths for career progression.

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.

• What roles should be permissioned to utilize the Career Worksheet? All employees or specific roles?
• Do you currently map attributes to job roles using Job Description Manager or Job Profile Builder?
• Do you want all of your employees to see the Suggested Roles tab? What Admin Center settings best define your criteria for Suggested Roles?
• Do you currently utilize SAP SuccessFactors Performance Management or 360? (This question is relevant for the Role Readiness form, typically a modified PM or 360 form).
• Do you currently weigh or capture the expected rating of role attributes?
• Do you currently use SAP SuccessFactors Succession Management or intend to use it in the future? If so, would you like the ability to see the development plan, learning activities, attributes, or preferred next move within the succession tools?