Understanding Job Profile Builder (JPB) and the Center of Capabilities

Job Profile Builder (JPB) gives the ability to complete job profiles with multiple content types and create Families and roles. As a successor to the legacy system Job Description Manager (a.k.a. Families and Roles), it is sometimes called JDM v2.0. JPB is built on Metadata Framework (MDF), which allows to manage effectively the data with secured object definitions and hierarchy.

It's possible to find candidates with the right fit for promotions and new positions, development strength, and more opportunities by using a detailed job description.

Job Profile Builder can be used with or without Employee Central.

As part of JPB, Skills Management can be used to capture employee skills within People Profile*

From Provisioning, go to company Settings and make sure that the following options are enabled:

• JDM v2.0/Skills Management
• Role-Based Permission
• Enable Generic Objects

If Job Description Manager is already implemented, once JDM v2.0/Skills Management is enabled, the setting Competency Management Library Suite that corresponds to Job Description Manager will be disabled.

The security based on Role-Based Permission (RPB) is defined in the MDF object definition. With the security, you can control which can view, edit, or import and export data in an object. With MDF, the security can be defined granularly and at the field level.

The job profile target role-based permissions, controlled with the following MDF Objects are:

• Job Profile
• Skill Profile*
• Rated Skills*

From the Action search, navigate to Configure Object Definition.

Select Object Definition and choose Job Profile.

Scroll down to the Security section towards the end of the page and verify that you have the following options:

• Secured: Yes
• Permission Category: Manage Job & Skill Profile Visibility
• Leave the RBP Subject User Field field blank.
• CREATE Respects Target Criteria: No

Scroll to the bottom of the page and click Save to finish.

Repeat the same steps for the object definition Skill Profile and for Rated Skills. The only difference is that the RBP Subject User Field must be externalCode.

With these objects being secured, you can continue granting permissions:

1. Navigate to Manage Permission Roles using Action search, and select the Administrator role. Choose the Edit option, under the Actions column. Navigate to the step 2. Add Permissions. The following permission must be granted:
   • In the category General User Permission: User Login and Live Profile Access
   • In the category Manage Job Profile Builder: Select All.
   • In the category Metadata Framework: Select All.
   • In the category Manage Job & Skill Profile Visibility: Select All.
2. Choose Next and Save to save all changes. Log out and log back in to the instance.

Job profile content populates the job profile. Competencies and the Skill Library can also be used.

Job profile content can be added by using different methods:

1. From the UI, by using the Manage Job Profile Content tool from scratch or from SuccessStore
2. From Manage Job Profile Content Import/Export
3. From the Import and Export Data tool

You can create a consistent look-and-feel for job profiles across job families with a customizable Job Profile Template. Job Profile Templates contain content types, section order, and required section definitions. You can choose to have one job profile template for all roles within the organization or use different templates per job family. The Job Profile Templates can be connected to single or multiple job families.

Creation of a New Job Profile Template

From the Action search, navigate to Manage Job Profile Templates, and then select Create Template.

Enter in the name of your job profile template. Select the Add button to add job family that must be associated to the Job Profile Template.

Select Next to open the Design your template page.

The Job Profile Template sections can be named as required. The red letter R appears next to that section in the job profile template. The section is then marked as a required section when the job profile content is created.

The Job Profile Template sections can also be customized to restrict access to administrators. When this option is selected, only administrators can view that section when they receive job profile acknowledgments.

When the option Show Job Requisition is selected, you can choose internal and/or external postings. However, the Show in Job Requisition option isn't available when the Section visible to Admins only option is selected.

To change the section title and content style, use the following options:

• TITLE STYLE: to change the font size and style
• CONTENT STYLE: to change font and paragraph style

Note

For SAP SuccessFactors Recruiting, you can also select a subheading level (H2, H3, H4, and so on) for each section of the Job Description Template. Existing requisitions use H2 as the default subheading level. However, you can override the options based on your requirements, and the heading levels are applicable for job postings. This setting makes your job profiles and job postings accessibility compliant. It does this by enabling screen readers to identify subheadings in job descriptions. You won’t see any impact on existing content because of this change.

A job profile contains all the elements that can define a job or a position in the company. A job profile can be associated to a role or to a role and position and is then a role- or position-based job profile respectively. As an administrator, you can build your Job Profiles in the system, or have other roles be involved in building the profiles where an approval workflow is also in place.

When the Job Profile Content is in place, the Job Profile Template is created and associated with job families.

There are two ways to create job profiles:

• By using the Manage Job Profiles tool as an administrator, without workflow
• By using the Job Profiles option in People Profile

From the Action search, navigate to Manage Job Profile. You can use filter options on the family, role, and position or use the search bar to find the job profiles quickly. From this page, it's also possible to create a new job profile.

The JPB Positions refers to the Position Extension Object. Position Extension is an object created by the system when a job code attached to a position (position MDF object) is mapped to a role. A Position Extension Object is used to store the Skills and Competencies mapped to the position.

When creating a new job profile, if you select the Job Role only and go to Next, then it's a Role-Based job profile. However, if you select a Job Role and a Job Position and go to Next, then it's a Position-Based job profile.

The Job Position column is empty if the role doesn't have a job code or job classification associated with a position.

After selecting the Next button, there's a second Create Job Profile page that appears as the job profile template that is associated with the new job profile. The new job profile includes the family, role, mapped skills, and competencies. You can add additional information to the job profile sections.

The I'm done button remains grayed out until you add the job profile name.

Type the name and select the necessary elements for the job profile. After selecting I’m done, you're directed back to the Job Profile page and the saved job profile is in draft status. To activate it, select the action icon and select Active. This task opens a dialog prompt that reads: "Are you sure you want to activate this profile?". Select Yes.

Optionally, Job Profile Builder Workflow for approving new Job Profiles can be added once families and roles are created. Workflows help administrators and managers ensure that job profile have been reviewed before publishing.

It's required to have Employee Central to create and manage workflows.

To manage workflow requests, Intelligent Services must also be enabled, which is a Platform feature available to all customers. If Intelligent Services isn't already enabled, you can do so from Upgrade Center.

The required permissions can be granted from Manage Workflows category in Role-Based Permission. Also, the permission to create workflows is granted on the Manage Foundation Objects category.

Follow the steps after this to create the workflow:

1. Navigate to Manage Organization, Pay and Job Structures by using Action search.
2. Select Create New → Workflow Configuration.
3. Enter a unique Workflow ID
4. Fill out the Name and Description (if needed).
5. On the Step 1 section to define the approvers, select Approver Type → Dynamic Group. There are other Approver Types available as well.
6. Select your Dynamic Group under the Approver Role dropdown list.
7. On the Edit Transaction option, select Edit with Route Change.
8. On the No-Approver Behavior, leave it as Skip this Step.
9. On the Respect Permission, select Yes.
10. If needed, you can configure the following by going to these sections:
    • Workflow Contributor
    • CC Role Contributor
11. Select Save to finish.

To add the Job Profile Requests category to appear in workflow approvers’ to-do list, use the following steps:

1. From the Action search, go to Configure Object Definitions.
2. Select Object Definition and Job Profile Draft.
3. Select Take Action and then select Make Correction.
4. Go to Workflow Routing and select Job Profile Change.
5. Go to the Todo Category and select Job Profile Requests.
6. Select Save.

When the workflow has been configured and enabled, use the following steps to create a Job Profile with Workflow:

1. From the main navigation menu, go to My Employee File.
2. Go to the Action Menu and select the Job Profiles option.

   When Job Profiles is selected, the administrator is directed to the Job Profile page that lists Job Profiles. This page looks similar to the Manage Job Profile page.

3. From the Job Profile page, select Create Job Profile.
4. Select the family, the Job Role, and the Job Position. The Job Position column may be empty if your role doesn't have a job code or job classification associated with a position. The JPB Position refer to the Position Extension object which is created by the system when a job code attached to a position is mapped to a role. The Position Extension object is used to store the Skills and Competencies mapped to the position.
   1. If you only select the Job Role and go to Next, you create a Role-Based job profile.
   2. If you select a Job Role and a Job Position and go to Next, you create a Position-Based job profile.
      Note

      Changing the Position Extension object manually isn't recommended.
5. Click Next.
6. View the list of approvers by selecting the View Approvers link.
7. Select Type Job Profile Name and an empty text box appears. Enter the name of the job profile.
8. Add all required or additional content to the free-form text fields in your Job Profile Template for your Job Profile.
9. To save your Job Profile, select the I’m done button.
   Caution

   The I'm done button remains grayed out until you add a job profile name.
10. Click on Yes to confirm that you want to submit the job profile for approval.
11. To locate your pending job request, go to the In-workflow Job Profile.
12. To approve the pending job profile, locate the workflow under the Approvals area of the home page, or use the View Pending Workflows quick action.

You can also view your workflow requests by entering View my pending requests from the Action search or the Home Page, and choose the option Access requests awaiting my approval.

Select the Job Profile to approve. A comment can be added if necessary. A message appears that states that the approval is successful. To verify, you can go back to the Manage Job Profiles page. Once it has been approved, that job profile is in Active status.

To view the Job Profile as an end user, navigate to People Profile. The Job Code (or Job Classification) is a link to the Job Profile.

The Center of Capabilities is based on Job Profile Builder and is automatically enabled when Job Profile Builder is enabled.

Center of Capabilities is a framework that provides a centralized repository known as Capabilities Library to capture the capabilities of people in an organization.

Capabilities include competencies, work styles, work values, and other organization-defined attributes that enable people to achieve desired outcomes.

You can perform the following tasks by using Center of Capabilities:

• Create and manage Capability Libraries. The Capabilities Library follows a hierarchical structure to help you organize capabilities into broad areas and subdivide similar and related capabilities under different categories and groups. This hierarchy consists of containers known as Libraries at the top level, followed by Categories, and then Groups at the third level.
• Create and manage competencies and the associated behaviors based on organization-specific requirements.
• Use the Capabilities Portfolio as an user repository to see their job-specific competencies. Employees can view the capabilities assigned to them in their Capabilities Portfolio. Also, users, such as managers who have the necessary permissions, can view the Capabilities Portfolio of other employees. The capabilities portfolio includes the rated proficiency levels and the levels expected for the job role.

Also, employees can access SAP SuccessFactors Opportunity Marketplace to find opportunities to increase their portfolio of capabilities.

The permissions required for an administrator to manage the Center of Capabilities are available in Manage Center of Capabilities category.

Some of the actions available will be, managing Capability Libraries, creating and managing Competencies, setting up the Proficiency Rating Scale or enabling the Capabilities Portfolio for end users.

The permissions required for an administrator to manage the Center of Capabilities are available in Manage Center of Capabilities category.

Some of the actions available will be, managing Capability Libraries, creating and managing Competencies, setting up the Proficiency Rating Scale or enabling the Capabilities Portfolio for end users.

You can create competencies in the Center of Capabilities and not in Job Profile Builder Content.

The unique identifier for competencies is displayed in the External Code field.

The content on the pages for libraries, categories, groups, and competencies is organized in multiple tabs. For example, the page for categories includes the following tabs:

• Category Details: Provides the details of a category and the option to edit a category.

  

• Category Items: Lists the groups and competencies associated with a category.

  

Center of Capabilities supports a proficiency rating scale to display the ratings assigned to an employee's competencies in the Capabilities Portfolio.

To configure the proficiency rating scale, you can use the Capabilities Portfolio Settings wizard to modify these important settings:

• Change the number of proficiency levels from the default five levels to either three or four levels.
• Edit the default name and description for each proficiency level.
• Reset the numeric value assigned to the lowest proficiency level to start the scale with Level 0 or Level 1.

Define the attributes for the rating scale:

• Name
• Description
• Number of levels in the proficiency rating scale: 3, 4, or 5
• Lowest proficiency level value: 1 or 0
• Display numeric rating values with proficiency levels: Yes or No
• Include Too New to Rate option: Yes or No

Review and update the proficiency levels. Make sure that you update each level description.

Select the form template for the rating history. You can assign the type of rating history to one or more forms.

Choose the appropriate rating history type for capabilities.

• Performance: If the capability is associated with a Performance form template, the capability is displayed in the Capabilities Portfolio, but it's marked as Unrated.
• Proficiency: If the capability is associated with a Proficiency form template, the proficiency ratings for the capability are normalized based on the rating scale you configured. The capability along with its normalized ratings is displayed in the Capabilities Portfolio.

If a capability is associated with forms of both Proficiency and Performance template types, the ratings in the Performance form template aren't considered. Instead, the latest assessed ratings from the Proficiency template are normalized and displayed in the Capabilities Portfolio.

NONE: The capability is displayed in the Capabilities Portfolio, but it's marked as Unrated.

Review the Summary, select the Edit link in the section that needs to be modified or select Confirm.

Select Confirm to save.

• The proficiency ratings data is normalized based on the number of levels you configured in the rating scale.
• The competencies defined in the system display the proficiency levels and the related descriptions.

This task updates the Capabilities Portfolio.

The necessary permissions include the following:

• The administrator requires the Portfolio Settings and Proficiency Rating Scale under Manage Center of Capabilities to enable the Capabilities Portfolio and set up the Rating Scale to evaluate competencies within it.
• Permissions to access the Capabilities Portfolio as an End User
• Opportunity Marketplace Access under Opportunity Marketplace to allow end users to navigate to this application and explore learning and development opportunities.