Describing the Succession Nomination Methods

The role-person nomination method is not preferred due to its limitations. It is typically used for simple replacement planning for customers who do not have sufficient resources to maintain positions.

It does not require maintenance of positions.

Successors are nominated to a role + unique person combination (a job code + user ID).

Successors are nominated to positions, not people.

You can import or generate a separate position hierarchy that you use just for succession planning purposes.

The evolution of the position-based nomination, and the preferred nomination method for most customers.

Successors are nominated to the positions, which are Generic Objects in the Metadata Framework.

You can manage MDF positions directly within SAP SuccessFactors Employee Central Position Management; or, if you're not using Employee Central Position Management, you can import or generate a separate position hierarchy just for succession planning purposes.

• People Profile
• Roles and job codes are defined.

• People Profile
• You must create and maintain your position model in Succession.

• People Profile
• Metadata Framework
• Role-Based Permissions
• If you're not using Employee Central Position Management, then you must create and maintain your position model in Succession.

• Simple for admins to maintain.
• Supports succession planning focused on the person (incumbent).

• Supports succession planning for vacant TBH (to be hired) positions.
• Succession plans remain in place through incumbent & job code changes.

Same benefits as legacy position-based nominations, plus:

• Expanded position definition options allow for custom fields on positions.
• Effective dating of positions captures historical records as positions change.
• Permissions are defined based on the position attributes, instead of only relying on the user's attributes for the target population.
• It does not require a TBH user placeholder for vacant positions, which simplifies managing the system.
• You can search by Position Title in the SOC and it allows you to use the Position Tile view.

• Succession plans move with the incumbent.
• If incumbent job codes change or they leave the organization, the associated succession plans are removed. Successors must be exported first so they can be restored with an import.
• Does not track TBH (to be hired) positions.
• SOC is driven by incumbents.

• Succession plans are linked to the position, regardless of incumbent or if it's vacant.
• Position records have a small and fixed set of attributes: incumbent, manager position, key position, and title. The rest of the information is stored with the incumbent record.
• The position model must be maintained via a system sync or HRIS import.
• SOC is driven by positions.

• Does not require SAP SuccessFactors Employee Central license.
• Does require an MDF Generic Object implementation.
• RBP permissions required.
• If you use the position management of Employee Central to manage your positions, do not maintain incumbent information in the Incumbent field of MDF positions. In this scenario, the source of incumbent data used in Succession Planning is the Job Information block in Employee Central.