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In Part 1, we have seen the transition period in the position management and various scenarios using the regular position. This blog is the continuation of the other scenarios in the HR world.

The other scenarios are,

  1. Transition period for a Contingent Worker

  2. Transition period for a Fixed-term employment

  3. Transition period for a Global assignment

  4. Transition period for a Concurrent employment

Scenario 1 - Contingent Worker

The transition period in position management is not only for the regular employees in the Success factors, however, it may also be applicable to the contingent workers. The contingent worker holds work order details in the success factors, therefore based on the end date the contingent employee will be terminated automatically.

We could trigger an alert to the supervisor before a month (transition period) so that the supervisor can start to hire a new transition employee during the transition period. A business rule can be used to trigger an MDF alert event, the alert message and workflow need to be defined in advance to it. The business rules need to be assigned in the MDF object work order on post save event trigger.


Let's hire a new employee to the position which is held by a contingent worker who is getting terminated in the near future.

The system is allowing to have a transition incumbent for the same position during the transition period.


Scenario 2 - Fixed Term Employment

We can create a new employee in Employee Central with a fixed-term contract. This means that you can add the termination date and reason during creation. This is beneficial when hiring interns, apprentices, and/or seasonal workers. This was a new feature as part of the 1905 release.

Some useful tips:

  • If workflows are configured, this means that only 1 approval workflow is triggered, making the process more efficient.

  • If employees are added using imports, then you will still need two imports, for hiring and for termination.

  • If the user has direct reports as of the termination end date, the user will receive a warning that the direct reports are not transferred automatically. An admin will have to transfer them manually.

The FTE is similar to the previous scenario, consequently, an alert can be triggered to the supervisor using a business rule. It needs to be assigned in the employment details HRIS element. Additionally, a provisioning job EC Alert & notification needs to be scheduled.

Alright, let's hire a new transition employee to the same position which is already held by a fixed-term employee.

The system is allowing to have a transition incumbent for the same position during the transition period.


Scenario 3 - Global Assignment

The global assignment is very frequently used in multi-country Employee central Implementation projects. It syncs with the Position Management for assignment and un-assignment of the Incumbent in different scenarios.

If we have used the standard configuration of global assignment with the right to return, then the position will be updated with the global assignment & right to return details which facilitates the transition period to work automatically.

Therefore, if the above is configured, then this scenario is again quite comparable to the previous 2 scenarios where the end date of the assignment is defined in advance and the employee will get terminated on the actual end date.

The system would allow a transition incumbent for the same position during the transition period. Furthermore, the notification could be triggered to the manager as before.


Scenario 4 - Concurrent Employment

You can create concurrent employment for an employee by creating one or more secondary employment for an employee who already has the main employment. One of the employments is classified as the main employment and all others are classified as secondary employment.

You can also change the main employment to a secondary employment, and the reverse. At any given point in time, the system can only refer to one of the employments as main employment. This classification can be potentially used to handle main and secondary employments differently in various SAP SuccessFactors processes (for example, talent and performance feedback processes).

The transition period is not going to change for concurrent employment subsequently it is just creating new employment for the same person. Therefore, it is possible to have the transitioning employee to the same position during the transition period.


I hope the above scenarios are covered all the HR world possibilities of using the transition period for an employee in SuccessFactors. As stated in the last blog, the transition period will give you the benefit to hire a replacement before the terminated employee leaves the organization. However, some of the exceptional HR scenarios need to be handled manually.