Feedback gathering for GACE - person model for Goals

[VanessaLi]

Hi everyone,

I am Vanessa from SuccessFactors Goals Management product team. Quick question/discussion point for you all:

For companies enabling GA/CE, are there any requests to view goals/manage performance goals on a person level, not at employment level?

• View all goals plans and goals in one place assigned to this person (instead of viewing goal plans separately for both employments?)
• Managers need to see all the goals of the employee from both employments?
• How do you anticipate the rating should be integrated with the Performance Form for both employments? Should Performance Review Forms still be separate for both employments?
• Is this ask more for performance or development goals?

Thanks, let me know!

Vanessa

[SachinPachauri]

Hi @VanessaLi 

Please check my response in bold.

For companies enabling GA/CE, are there any requests to view goals/manage performance goalson a person level, not at employment level?

• View all goals plans and goals in one place assigned to this person (instead of viewing goal plans separately for both employments?) – A custom BTP screen or SAC can be used to view all goals in a single screen.
• Managers need to see all the goals of the employee from both employments?- A custom BTP screen or SAC can be used to view all goals in a single screen.
• How do you anticipate the rating should be integrated with the Performance Form for both employments? Should Performance Review Forms still be separate for both employments?- A report can be created to merge the ratings or a custom BTP application can be used to display both form's ratings.
• Is this ask more for performance or development goals? – I believe this is common but as of now, the product is not providing such features

[ArjenVHooydonk]

Hi @VanessaLi ,

Yes, this is a request we get from a lot of customers. Not only for GA/CE though; also for re-hires with new employment.

There are more reasons to want to have performance forms and goal plans on person level then on assignment level (same for Succession, Internal Recruitment, Compensation).

• For global assignments you the home manager usually remains the end-responsible for the employee; you need the input from the host manager, but the home manager make the final decisions. Also as the global assignment is temporary so the home manager needs to approve the final performance rating as it can have financial consequences (bonus and/or salary increases) which goed from their budget.
• For concurrent employment there can be a bit more discussion if the performance plans and performance goals should be on person or assignment level. Development goals always relate to the person and not the assignment. Some companies want to run the performance forms, performance goal plans and compensation cycles per employment and some want to combine them into one for the person.
• For re-hires you want to be able to access the historical performance information without hassle (unless the performance forms are purged)

[VanessaLi]

@ArjenVHooydonk thanks for the input. Could you elaborate a bit more on how you would imagine this would work? Do managers need to see all goal plans from both employments at the same time? Is this at goals module or in performance forms.

[maximiliantsi]

Hello @VanessaLi 

Recently, we encountered a situation that a person is under a split-contract (two employments in two different legal entities out of some reasons - i.e. concurrent employment), but that person is actually in the same department, reporting to the same manager for the two employments. Hence, it is naturally required the manager to view and track the employee’s goal and performance based on person.

Regards,

Max

[ArjenVHooydonk]

Hi @VanessaLi ,

In most cases there only needs to be a single goal plan/performance form. And if it is stored on the person level it is visible to the manager (even after a rehire with new imployment or any other changes to employments).

In case of concurrent employment if a customer wants to store the goal plan/performance form on person level there should be a single set visible to the managers on all employments. If the company wants to store the goal plan/performance form on assignment level they should only be visible to the manager of that employment.

[arianasilva7]

Hi Vanessa,

Thank you for raising these. In our case what we lack with the current solution is that once an employee switches assignments (and the past ones became inactive) they loose track of their performance that under such assignments, including objective, development objective, completed forms and continuous feedback responses, to name a few. 

Their rating history in the profile is also reseted and although the assignments might be different, there is no reason the employee should loose access to their past performance that as it is still relevant from a career progression perspective. 

We recently submitted two enhancement requests related with this topic, which you may consider for the discussion too:

Improvement Request Details - Customer Influence (sap.com) 328090 People based performance data

Improvement Request Details - Customer Influence (sap.com) 328092 People based performance history for Trend Information blocks

Thanks!