Using the Succession Org Chart

When the SOC opens, each position in the hierarchy is listed with a Position Node.

The Position Node contains the following elements:

1. Position Information, including the Position Title and Key Position icon. Additional values such as Department can be enabled through Org Chart Configuration.
2. Incumbent Information, including the user’s photo and full name. If multiple incumbents are set up with Employee Central, only the first incumbent (longest in position) will be shown.
   1. The incumbent’s Talent Flags are displayed. If you mouse over the name area a window opens with additional user details.
3. Successor Information. The total number of successors and each nominee’s photo and full name are displayed.
   1. The incumbent’s Talent Flags are displayed. If you mouse over the name area a window opens with additional user details.
   2. The number of Talent Pools associated with the position is displayed.
4. Number of direct reports and the total team size.

Selecting a position opens the Position Card. Position Cards include talent information from the position, rather than the employee, point of view.

The Position Card contains the following elements:

1. Position Header includes information like Position Title, Position Code, Bench Strength, and Key Position indicator. Bench Strength only shows if it is configured, and the position has successors. Additional information about configuring Bench Strength is available in the Configuring Bench Strength lesson.
   1. Selecting the arrow next to the key position indicator opens the Position Criticality list to change the value.
2. Position Card Action Menu lists actions that can be taken from the Position Card. The list is determined by the Succession Nomination Method and the other SAP SuccessFactors modules that are enabled.
   1. Show and Edit Position: Available for MDF Positions only. If the only has the View Current Position permission, it displays "Show Position."
   2. Delete Position: Available for MDF and Legacy Positions.
   3. Nomination History: Shows the change history for nomination data in the position.
   4. View Lineage Chart: Pens the Lineage Chart in a new window.
   5. View Role Details: Displays the Job Profile associated with the Position (in case you have Job Code stored at the Position Object) or with the incumbent. Only available with Job Profile Builder.
   6. Create Job Req: Only available if Recruiting is enabled. Users with permissions to create job requisitions in Recruiting will see this option.
   7. Hide Position or Hide Profile: Hides the position or profile until you choose the Hidden Positions option, next to the Display Options icon.
   
3. Incumbent. Select the section to expand the Incumbent information.
   1. On instances using Employee Central, you can have more than one incumbent for a position. Upon expanding the Incumbent section, you can see all incumbents to the position, including their full name and job title.
4. Named Successors. The default view of the Position Card is to show the successors, which lists all the nominees for the position. The section header lists the total number of nominees and how many are Ready Now.
5. +Add Successor. Select to add new successor nominees to the position.
6. Successor Nominees. Choosing a name will open their Talent Card (additional information about Talent Card is available in Configuring Talent Cards and Creating Presentations).
7. Successor’s Readiness Level. Selecting the Readiness Level opens the Successor Menu to manage them by changing the readiness, editing the nomination, removing the successor, or evaluating readiness (if configured this action will launch the Role Assessment Form based on the job role associated to the position’s job code).
   1. If the nominee is in Pending status, the menu will include options to accept or reject the nomination if the user has Succession Approval permissions.
8. Talent Pools. Any Talent Pools associated with the role are listed, with the total number of members in the Pool and how many are Ready Now. Selecting the section will show the members of the Pool with the ability to add successor nominees directly from the Talent Pool panel. It also offers a link to manage the Talent Pool, which opens a second window with the Talent Pool page.

Selecting the Eye Icon () opens the Display Options for the SOC. Users can keep the panel open for reference and as a legend. It can also be moved to anywhere on the screen.

The following options are available with Display Options:

1. Report Type. Choose between three display modes for the Succession Org Chart.
   1. All Reports displays direct reports and matrix reports.
   2. Direct Reports only displays direct reporting relationships, based on the Manager field in the User Data File.
   3. Matrix Reports only displays matrix reporting relationships, based on the Matrix Report Relationship in User Data File.
2. Sort Successors By is only available if you’ve enabled ranking across readiness levels in Nominations Setup.
3. Show on Card. Select the elements you’d like to show on the SOC, including Talent Flag icons.
4. Number of Successors Per Card. Choose whether to display the default position node size, including information for up to three successors, or to display up to 12 successors directly in the Position Node.
5. Others allows you to highlight critical/key positions. Additional information about configuring position criticality is available in the Configuring Position Criticality lesson.

If you make any changes to the Display Options, be sure to select Save to have the new settings take effect.

The Suggested Successors feature lists potential successors to a certain position based on how ready they are to take this future role. The Readiness Percentage of each successor is calculated by analyzing the Job Role skill and competency ratings of the target position and the attribute ratings of the potential successor. The SOC uses the calculation of the Career Worksheet template and, therefore, the Career Worksheet feature is required to take advantage of the Recommended Successors feature.

If you've migrated to Talent Intelligence Hub and enabled Growth Portfolio, the Suggested Successors feature uses skill and competency ratings from Growth Portfolio to calculate role readiness. When users hover over the role readiness of a suggested successor, they can select the information icon to view the explanation in a popover dialog. This dialog categorizes all attributes required by the position's role into two groups—matched and unmatched—based on whether the suggested successor's current ratings meet the expected ratings of these attributes. If you have not migrated to TIH and Growth Portfolio, the ratings used come from completed Performance Management and 360 Reviews forms.

The Readiness Percentage of the successor is also displayed if you search directly for the successor by name.

The following requirements are necessary for Suggested Successors to be shown:

• Career Worksheet template must be present and configured in the instance.
• Job Role skills and competencies must be defined with expected ratings.
• Users/Positions should be correctly associated with a Job Role, so the system can retrieve the required competencies.
• For the user to display as a suggested successor, the user should have an attribute rating for at least one of the attributes required for the target role.

To enable Suggested Successors:

1. To navigate to Manage Permission Roles, use Action Search and select the relevant permission role.
2. Choose Edit to edit the role’s permissions.
3. Choose Next to edit the permissions.
4. Select the Career Development Planning section from the right.
5. Enable Recommended Successors.
6. Choose Next.
7. Review and then save the permissions.

Leveraging generative AI capabilities, succession planners can view a reference list of potential successors who are recommended based on their skills, competencies, and work experience. Compared with the Suggested Successors feature, this feature incorporates more role-related data sources in generating recommendations, providing more relevant results to help improve the effectiveness of succession planning.

The following requirements are necessary for Suggested Successors to be shown:

• Either the MDF or legacy position-based nomination method is being used.

• You've migrated to Talent Intelligence Hub and enabled the Growth Portfolio.

• An AI units license has been purchased. For more information about AI units license, please contact your Account Executive.

• The role has the role-based permission Assisted Successor Recommendation under AI Services Administration.

• The AI Usage Acknowledgment Statement has been accepted.

• The Suggested Successors feature has been enabled (described above).

When you've enabled the Suggested Successors feature, you can further enable the AI-Assisted Successor Recommendation feature and configure the criteria and weights used in the recommendation. The default configuration assigns weights of 50% to "skills and competencies" and 50% to "work experience".

If you choose to include both "skills and competencies" and "work experience", generative AI uses the following data to recommend successors:

• Position-related job families, job roles, and job profiles in Job Profile Builder

• Skills and competencies in the Growth Portfolio

• Job information and external work experience in People Profile

In the Succession Org Chart or the Position Tile view, users can access the successor recommendations when they open a position card and select the Add Successor button. By selecting the Generate button, users can view up to 10 employees suggested with the help of AI, where the more suitable candidates appear higher on the list. The more matched or related attributes an employee has, the more suitable they are regarded for the position.

In the suggested successors list, users can hover over an employee and use the Add button to nominate them as a successor. Once the employee is nominated, they are removed from the list. Users can also choose the information icon to view why the employee is suggested in a popover dialog. The dialog contains up to four sections:

Once the feature has been enabled through Nominations Setup, it’s possible to search the existing candidates from Recruiting and add them as a successor in the Succession Org Chart:

1. Navigate to the Succession Org Chart and search for a position or incumbent.
2. Select the position to open the Position Card and choose +Add Successor.
3. Select External Candidates and search for the existing candidate.

   The external candidate search is an autocomplete field that allows you to find a candidate by username, first name, or last name.

4. Select the external candidate and follow the normal nomination workflow (select readiness, ranking, and note).
5. Save the nomination.

If the succession planner knows an external person who fits well as a successor to the position, but that external person is not yet officially a candidate, then the succession planner can create a new candidate profile for that person from the SOC without having to navigate to the Recruiting module. To create new external candidates directly within the position card nomination dialog as successors, you must meet the following prerequisites:

• The external candidate features are only available if you also have Recruiting configured and the associated recruiting permissions assigned to your succession planner roles.
• The succession planning user needs to have permission to create candidates in the Recruiting module.

To create a new candidate from the Succession Org Chart:

1. Navigate to the Succession Org Chart and search for a position or incumbent.
2. Select the position to open the Position Card and choose +Add Successor.
3. Select External Candidates and then choose Create Candidate.
4. Enter the name and contact information of the new candidate. All of the fields are required.
5. Choose Create Profile. The contact is added to Recruiting as a candidate.
6. Enter the additional nomination information (readiness, rank, notes).
7. Save the nomination.

Immediately after creating the new candidate:

• The external person can be added into the succession plan and is visible to all succession planners and managers who have access to the position.
• Succession planners can then add succession nomination information in the same way that information is added for internal successors.
• A notification email is sent to the newly added External Candidate when the candidate is created from the Succession Org Chart if the required Recruiting settings are configured to trigger this email (Recruiting Email Triggers).
• Nominations of external candidates participating in the Nomination Approval Workflow (that are in a Pending status) are not included in the Pending Nominations notification email.