SAP SuccessFactors Performance and Goals

Technical and Functional Specifications

This specifications document describes key features and functionalities of SAP SuccessFactors Performance
and Goals, as of the Q2 2016 release.

Key Features and Functionalities:

Goal Management
Performance Management
360 Degree Reviews/Multirater Assessments
Calibration for Performance
Continuous Performance Management

Goal Management

Goal Management facilitates and automates the process of creating, aligning, monitoring and measuring
organizational and individual goals. With Goal Management, managers can break drown broad organizational
objectives into specific, manageable and measurable components that can be assigned to employees in the
form of clear, visible and actionable goal plans.

Table 1: Goal Management Key Features and Descriptions

Key Features Description

Goal Categories Make it easier to report and track goals and help support the
Balanced Scorecard methodology.

Align & Link Fosters organizational objectives throughout business units,

departments and workgroups by cascading goals from top
business strategies through individual goals and objectives.

SMART Goal Wizard Gives employees step-by-step guidance on how to create

goals that are "Specific, Measurable, Attainable, Relevant
and Time-bound" (SMART).

Goal Library Provides over 500 ready-to-use, role-specific goals based

on research and industry experience.

Goal Alignment Spotlight Provides full line-of-sight visibility from the most strategic
goal down to the most tactical.

Dashboard & Spotlights Gives managers and leaders visibility into how the organiza
tion is progressing against goals, to track whether everyone
is executing against business strategy.
Performance Management

Performance Reviews helps organizations measure individual employee contributions so that they can decide
who to keep, reward or single out for targeted development. In addition, Performance Reviews helps ensure
best practices for the entire performance management process.

Table 2: Performance Management Key Features and Descriptions

Key Features Description

Writing Assistant & Coaching Advisor Content development tools that help managers provide
meaningful feedback.

Robust Workflows Review routings that support complex review processes and
iterative review cycles that promote increased dialogue.
Workflows can be configured to provide multiple paths, ap
provers and comments for an individuals performance re
view.

Legal Scan Flags potentially inappropriate language in performance re

views.

Email Integration Provides email reminders so employees dont miss a review.

SAP uses the iCal file format, which is compatible with
email systems that recognize this calendar format.

Analytics Provide insight into overall performance management, and

about employee strengths and capabilities.

Team Overview Allows managers to see their team review status.

Ask for Feedback Easy, quick way to solicit feedback for a specific employee.

Team Rater (Stack Ranker) Allows managers to assess talent across detailed criteria to
create a visual and intuitive ranking of the employees being
assessed.

Side-by-Side Team View Allow raters to quickly review the ratings for those they are
evaluating for a Performance Review or 360 assessment,
and to visualize how the subjects stack up against one an
other.

Dynamic Ranking Instantly identifies top-ranked players to reward those who

deserve extra recognition, or quickly identify low perform
ers.

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360 Degree Reviews/Multirater Assessments

360 Degree Reviews helps organizations collect feedback on employee performance and behavior from
everyone, both inside and outside an organization. Quantitative and qualitative data from 360 Developmental
Surveys & Multi-Rater Assessments can be collected and graphically displayed by various categories.

360 Developmental Surveys - Gives employees a balanced view of strengths and weaknesses as perceived
by their key constituents both inside and outside an organization
Multirater Assessments Captures input from multiple raters, including numeric ratings for
competencies and objectives.

Table 3: 360 Degree Reviews/Multirater Assessments Key Features and Descriptions

Key Features Description

Support for Internal & External Raters Incorporates named or anonymous feedback from peers,
managers, direct reports and external constituents, such as
customers or partners. An assignment tool also allows man
agers to select the assessment criteria for each reviewer.

Configurable Workflow Workflow engine can mirror an organization-specific routing

process and send email reminders.

Detailed Reporting Reveals employee blind spots and hidden strengths.

Writing Assistant Helps raters write concise, meaningful feedback.

Microsoft Outlook Integration Outlook reminders so that employees dont miss a 360 de
velopmental survey or multirater assessment.

Calibration for Performance

Calibration helps make employee calibration a simpler and more effective process that brings objectivity to
performance, pay and succession decisions.

Table 4: Calibration for Performance Key Features and Descriptions

Key Features Description

Visual Comparison of Employees View rating elements in bin and matrix grid views; stack rank
employees.

Comprehensive View Allows you to select from four different data sources (Per
formance, Compensation, Succession, Talent Profile) to cal
ibrate ratings.

GUI-Driven Calibration Drag-and-drop to calibrate employees.

SAP SuccessFactors Performance and Goals Technical and Functional Specifications CUSTOMER 3
Key Features Description

Calibration Dashboards Simple charts with an aggregate view of the specific subset
of employees being calibrated.

Calibration Setup & Admin Set up calibration and manage security through simple
clicks; select people within an organizational chart; specify
distribution curve guidelines.

Continuous Performance Management

Performance is not something measured once a year. To truly impact performance positively, employees and
managers should have regular check-ins to ensure employees are working on the right things in the right way.
Continuous Performance Management (CPM) is a solution that enables you to get quick feedback on your
work through frequent and structured conversations with your manager. As a manager, it helps you track your
team members' progress effortlessly and offers you a simple way to provide coaching advice.

Table 5:

Key Features Description

1:1 Meeting Capture and track activities and achievements in real-time

to let your manager get a better visibility of what you are
working on. The solution enables you to discuss all impor
tant topics, and helps you focus on ways to improve your fu
ture performance.

Links activities to your Goal Plan CPM is integrated with Goal Management, so you can be
sure that your work is always aligned to your performance
objectives.

Coach your team members Coaching plays a big role in improving employees' perform
ance. As a manager, you can use the feature to coach your
employees and boost their professional growth.

Get notifications on Home page Triggers notifications if your 1:1 meetings have not occurred
or employees reporting to you haven't updated their status,
over a period set by you.

Annual Summary Traditionally, you had to wait until the end of the year to re
cord all of the things you've done to justify any request for a
merit increase or promotion. With this view, you can capture
your achievements when they actually occurin real time!

Ad-hoc Reporting Create ad-hoc reports to track details such as list of com
pleted activities, achievements year to date, total number of
1:1 meetings between employee and manager, etc.

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Trademark Information

iCal is a registered trademark of Apple Inc.

Outlook is a registered trademark of Microsoft Inc.

Disclaimer

SAP retains the right to change, at any time in its sole discretion, the Cloud Service (without materially
diminishing the Cloud Service's functionality during a subscription term), this specification sheet, and/or the
location of the data center(s) from which the Cloud Service is hosted.

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