enable global assignment successfactors

Working with the Global Settings

After completing this lesson, you will be able to:

• Identify and configure general and advanced form template settings

The General Settings Section

You can define the foundational pieces of the template in the General Settings section. Here, you can edit the name of the template and the description, as well as select the workflow (route map) and rating scale.

Modifications of the General Settings Section in Manage Templates

Select the Start button to learn more about General Settings configuration .

You can configure the following items through General Settings :

Name: The name of the template.

Description: This is an informational field that appears only during the form launch process. It does not display to the end user on in the XML form template.

Route Map: Forms follow steps defined in the route map associated to the template.

Route Map Description: This area automatically populates with the description you assigned to the route map when it was created.

Rating Scale: Associate the rating scale that must be used in the template here.

Hide Numerical Rating Values: If checked, this option makes ratings appear only as their text label.

Unable to Rate: The text entered into this field is used if an employee cannot be rated for some reason.

Text entered in this field shows as a part of the rating scale, but it is not included in the overall rating. It’s the equivalent of Not Applicable.

Allow Managers to Stack Rank Employees on Competency Sections: Enables the stack ranker (also known as team rater) function, if the function has also been turned on in Provisioning.

Advanced Settings: Selecting this link opens a window with more advanced general settings.

You can also access this window through Form Template Settings .

Modification of the General Settings Section in XML

The general settings in the XML are located in the <fm-meta> section of the code. In this section, you may: 

• attach a default rating scale to be used throughout the performance form ( <scale-id> ) 
• enable certain buttons that are visible on the form ( <enable-previous-step- button> and ( <enable-delete-button> ) 
• enable stack ranker ( <my-team-rater> )

If you choose to set up the general settings in the XML: 

• make sure to log in to the instance, navigate to Form Template Settings
• associate a route map to your performance form
• set up attributes of the form including spell check, legal scan, writings, and turn on/off various buttons

The following is an example of a typical performance form meta section: 

Configuration of Rating Scales

The rating scale for the entire form is selected in General Settings . Rating scales can be configured per section in Manage Templates .

Below the selection area, you can also determine whether you want the numbers and rating description to show, or just the descriptions.

Enable a Rating Scale for the Entire Form

If one rating scale is to be used for all ratable sections, it can be specified in the <fm-meta> section, using the code illustrated in the figure Enable Rating Scales in XML.

Form Template Settings – Advanced Settings

Advanced settings are also known as Form Template Settings . These settings allow for management of different elements of a form’s behavior. These settings do not change the forms XML and may or may not affect existing (launched) forms.

Watch this video to learn about the form template settings :

Some of the most common options that you can configure in Form Template Settings are settings that you can turn on and off. The following table includes some of the most utilized options:

Form Template Settings

Configure general and global settings in the performance form template, business example.

You will start to configure the Performance Management form template you added in a previous exercise. Now, you will define general settings for the form template in the instance through Manage Templates and the meta section in the XML data model.

Learn how to configure performance form template general and global settings from Manage Templates and verify changes from the XML .

Task 1: Edit General Settings (Global Settings) in Manage Templates

Log in to your Instance, and edit General Settings from Manage Templates . Make the following changes:

Log into the Instance, and navigate to Manage Templates using Action Search.

Select the Performance Review tab.

Open the template you added from SuccessStore or from the course files in the exercise Create a Performance Form Template .

Select General Settings .

Verify the route map and rating scale are those that you previously created and assigned to this form template.

Verify Allow managers to stack rank employees on competency sections checkbox it selected.

Verify the Globally radio button is selected.

Return to General Settings , and, on the Show advanced options screen, enable the Previous Step and Delete buttons.

Choose the link for Show advanced options ... .

Update the following:

Save the form and navigate away from this page.

On the Advanced Settings screen, make the following changes (some settings might already have the correct values in your Instance):

Select the Advanced Settings link.

This links to Form Template Settings and is unique to editing the form in Manage Templates . You cannot access these settings in the XML file. You can also assess this information by choosing Form Template Settings. using Action Search.

Update the settings as outlined in the table.

Select Update Form Template , and close out of the pop-up window.

Task 2: Verify General Settings (Global Settings) in the XML template

Export the Performance form template from the instance.

Navigate to From Template Settings using Action Search.

Select the form, and then select Download in the upper right-hand corner.

Place the DTD and Performance form XML template in the same folder, and replace row 004 with the exact case and space sensitive spelling of the DTD in the folder.

Example: "sf-form.dtd">

Find the <scale-id> start- and end-tags. Verify the title of the rating scale you associated to the form in Manage Templates is listed here. Case and space sensitive spelling are very important.

Example: <scale-id><![CDATA[Default Scale]]></scale-id>

Find the <enable-previous-step-button> and <enable-delete-button> start- and end-tags. Check that they are both set to true as configured in Form Template Settings in the Instance.

Find the <my-team-rater> tag. Make sure that it is right above the last tag of the Meta section.

Find the <sf-pmreview> tag. Attributes within this tag affect all sections within the Performance form. Verify the following attributes are correct in your XML template:

no-calc=false

overall-rating=true

rate-by-adding-values=false

weight-lockdown=true

show-weight=true

All the information about the attributes in this step and what they control can be found in the Document Type Definition (DTD). The one that we can use to validate PM Forms is the sf-form.dtd

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SAP SuccessFactors Employee Central Global Implementations: Three Keys for Seamless Employment Tracking

Human Capital Management Created on July 23, 2019 Last updated on December 7th, 2023 at 9:15 am by Rizing Staff

When your organization is looking to implement SAP SuccessFactors Employee Central in multiple countries, there are special considerations and important functionality on top of typical key implementation resources that need to be utilized to ensure seamless employment tracking no matter where they may be working.

Sometimes employees work in multiple countries and sometimes they hold multiple roles. A global Employee Central implementation must ensure that however that employee is being viewed in the system—by certain jobs or locations—the information can tell a story about the employee’s lifecycle with the organization.

There are three things that you can do to ensure that employee data is telling that story. We’ll start with functionalities within Employee Central that help with global scenarios before diving into data migration and employee IDs.

Related: 4 Tips from Sabre’s SAP SuccessFactors Implementation

Identify Cross-Company & Cross-Country Scenarios

With global Employee Central implementations, there are employee movement scenarios that occur which do not normally exist in non-global Employee Central implementations. Employees within organizations that have a global footprint have choices to work temporarily or permanently in other countries outside of their home country.

Within Employee Central, there are features that allow organizations to manage such employee movements:

• Global Assignment
• Rehire with New Employment
• Concurrent Employment

Global Assignment  is normally used when an employee moves on a temporary assignment in another country within their organization with the intention of moving back to their home country with a definitive return date.  Example: Employee located in Europe goes to work on a special project for 6 months at a location in New Zealand.

Rehire with New Employment  is used when an employee moves permanently to another Company or Country within their organization. Example: Employee located in Europe goes to work permanently at a location in New Zealand.

Concurrent Employment  is used when an employee occupies two or more jobs/positions within their organization within the same country. Example: Employee located in Canada working for a school board who is a bus driver and a custodian within a school.

Although these functionalities could be used for non-global organizations, we normally see these scenarios for global Employee Central implementations. Some organizations/countries have policies or legalities that require employees to receive a new employee number when moving legal entities even within the same country. Rehire with New Employment would also be used in these scenarios even for non-global organizations.

It is very important to vet these scenarios, especially during global implementations, so that the appropriate Employee Central functionalities are including as part of the project scope. These capabilities allow organizations to manage these scenarios while keeping a global linkage between multiple employments that exist for the same employee. Organizations should take advantage of these Global Assignment, Rehire with New Employment, and Concurrent Employment functionalities as they will provide a seamless historical view, reporting capability, and integration to downstream systems for global scenarios.

Identify Data Migration Impacts for Global Scenarios and Rollout

Although Global Assignment, Rehire with New Employment and Concurrent Employment functionalities are very useful in Employee Central, there are also some challenges that need to be considered when migrating employee populations to Employee Central.

Currently, there is a limitation in Employee Central where we cannot migrate multiple employments an employee may have using standard import templates unless they are global assignment or concurrent employment scenarios. This also gets a bit trickier when we are dealing with phased deployments by country where some countries already use SuccessFactors for talent processes.

With that being said, there are ways to ensure these linkages are kept by using a manual process and employee number assignment as part of the Rehire with New Employment functionality. It will be important for your data migration team to evaluate the impact that multiple employments will have on the data migration process and testing.

Identify your employee ID strategy

It is very important to identify your employee ID strategy to ensure alignment with the standard Employee Central best practices for ID assignment.

  Employee Central

• User ID  should reference an employee’s personnel number.
• Username  should reference an employee’s username that is used as part of their internal identity management solution which will identify them in SuccessFactors. It is also possible that some customers will log into SuccessFactors directly using this username.
• Person ID External should be a global ID that never changes for an employee and is used to link different employments an employee may have between countries or companies within their organization. These scenarios include global assignments, concurrent employment, and rehire with new employment. This ID is usually set to the first personnel number an employee is assigned when entering an organization.

Relation to SAP HCM or Employee Central Payroll  

• User ID  should reference an employee’s personnel number in SAP HCM or Employee Central Payroll.
• Username  should reference an employee’s username in SAP HCM or Employee Central Payroll which is linked to info type 0105—Subtype 0001.
• Person ID External  should be a global ID that never changes for an employee and is used to link different employments an employee may have between countries or companies within their organization. These scenarios include global assignments, concurrent employment and rehire with new employment. This ID is linked to info type 0709 as the person ID in SAP HCM or Employee Central Payroll which links all employments.

It is very important to map out your employee ID strategy to ensure it will work for Employee Central and integration to other SAP and non-SAP systems.  For some customers, this becomes more of a challenge if they use SuccessFactors for Talent processes prior to Implementing Employee Central and decisions that were already made for SuccessFactors User ID and Username do not align with best practice.  There are mechanisms in place to control this mapping between Employee Central and SAP HCM/Employee Central Payroll, but this will add further complexity for integration points to systems outside of this scope.

By keeping these three topics in mind, customers can ensure a more successful global Employee Central implementation. Ensuring employee data is seamless and linked across countries and across roles will make it easier for reporting and planning on an HR level.

Up Next: 4 Best Practices a Global SAP SuccessFactors Employee Central Implementation

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SAP SuccessFactors First Half 2024 Release: Make Every Employee a Success Story

Success can take many forms. It’s achieving AI-driven results faster and smarter. It’s unlocking more meaningful and aspirational career development experiences. It’s empowering employees and managers through simple HR-related tasks in the flow of work, freeing up more productive time across the organization.

And for you and your business, you can tell all those success stories – and more – with the SAP SuccessFactors HCM suite and our first half 2024 release.

As your organization and employees begin to embrace AI, HR has the opportunity to drive new levels of employee productivity, engagement, and growth. SAP SuccessFactors HCM can give you everything you need – the global foundation, skills framework, people-first experiences, and purpose-built AI capabilities – to help take HR to the next level. With the SAP SuccessFactors first half 2024 release, we are delivering more than 250 innovative features and enhancements.

SAP Business AI

In 1H 2024, we are thrilled to introduce more than 25 new AI capabilities to enable better employee experiences and new levels of productivity.

Among these capabilities include the ability for applicants to provide skills during the application process. This can enable recruiters to see a skills compatibility for each applicant based on matching the applicant’s skills and the job requisition, helping improve applicant screening and time to hire. Furthermore, personalization in SAP SuccessFactors Opportunity Marketplace is enhanced with new AI-driven recommendation categories, “Ignite Your Role” and “Reach Your Aspirations.” These guided experiences can enable employees to proactively take steps to reach their development goals.

Generative AI continues to be embedded across the SAP SuccessFactors HCM suite, including new capabilities to help employees create ready-made performance and development goals and AI-assisted writing to help improve the quality, clarity, and conciseness of writing across a variety of areas within SAP SuccessFactors solutions.

Further, with this release, insights based on an employee’s compensation and job history are available to help support managers in having effective and well-informed compensation discussions. 

We have also added more than 15 new Joule capabilities in this release to help both managers and employees get work done in a conversational way, such as creating or changing a position, creating spot awards, clocking in and out, and viewing pay statements as well as time capabilities like requesting time off, checking leave balances, and syncing holidays to Outlook calendars while managers can review and approve time off. Further, employees can now clock in and out using Joule, Microsoft Teams, or the SAP SuccessFactors Mobile app.

SAP SuccessFactors Employee Central

We are excited to unveil two new people profile experiences – the profile preview and the spotlight view. The profile preview can provide a snapshot of key areas of the employee profile, including job, manager, location, and contact details, to quickly view and connect with others. Additionally, the spotlight view can showcase employee skills and competencies, mentoring and target roles, and other relevant personal and organizational information.

We are also introducing a new org chart experience with a refreshed look and feel. Available on desktop and mobile, users can explore their organizational structure with improved expand and collapse capabilities, which helps provide full accessibility to an employee’s profile preview, with an option to open the new spotlight view.

Customers can now automatically process new hires from SAP SuccessFactors Recruiting and SAP SuccessFactors Onboarding into SAP SuccessFactors Employee Central. This capability helps further reduce the time to hire, which is especially important with mass, seasonal, and high-volume hiring.

SAP SuccessFactors Employee Central Global Benefits

With this release, we are pleased to introduce a new benefits enrollment experience for insurance, savings, and pension benefit types. Available on both desktop and mobile, the guided experience for benefits elections can give employees increased convenience with improved navigation and increased confidence with side-by-side plan comparisons and embedded instructional text. Additionally, employees can update dependent information and manage beneficiaries directly from the benefits enrollment process, which helps further streamline the enrollment experience.  

SAP SuccessFactors Time Tracking

We are thrilled to share the launch of a new time sheet experience that integrates the latest version of My Timesheet in SAP S/4HANA with SAP SuccessFactors. Employees can now record time for payroll, as well as against activities and cost objects, from a single time sheet across applications. This helps organizations leverage real-time connectivity between HR and finance operations to keep track of employee activity and labor costs and to pay employees accurately and on time.

Additionally, a new monthly calendar view for time sheets can give employees and managers a complete picture of recorded time over a month. Users can drill down into specific days and submit or approve time for pay periods beyond a week, such as biweekly or monthly.

For managers, a new time approval center helps simplify approvals with a centralized dashboard highlighting anomalies for swift resolution. Managers can monitor team working hours effectively, helping to ensure accurate and timely payroll processing.

SAP SuccessFactors Onboarding

With enhancements to the onboarding journey experience, new hires can now use the new Your Onboarding Checklist page to reference and complete all tasks – onboarding data collection, compliance tasks, additional onboarding tasks, and exploring the onboarding guide – from one place with a single view. Available for new hires, rehires, internal hires, and employees with global assignments, this improved experience can save time for onboarding participants while helping to ensure productivity from the start.

And that’s only a fraction of all the innovations we’re bringing to customers in 1H 2024. There’s much more in the release, including new and exciting updates in:

• Generative AI and Joule capabilities
• SAP SuccessFactors Opportunity Marketplace
• SAP SuccessFactors Compensation
• SAP SuccessFactors Succession & Development
• SAP SuccessFactors Incentive Management
• SAP SuccessFactors Work Zone

Read the SAP SuccessFactors first half 2024 release highlights brochure and watch the 1H 2024 release highlights video to find out more.

Bianka Woelke is group vice president of Application Product Management at SAP.

SAP SuccessFactors Strategy for Building Future-Ready Workforces

SAP SuccessFactors Employee Central Grows to 6,000 Customers

SAP SuccessFactors Employee Central Payroll Natively Supports 50 Locales

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How Microsoft Entra provisioning integrates with SAP SuccessFactors

• 17 contributors

Microsoft Entra user provisioning service integrates with SAP SuccessFactors Employee Central to manage the identity life cycle of users. Microsoft Entra ID offers three prebuilt integrations:

• SuccessFactors to on-premises Active Directory user provisioning
• SuccessFactors to Microsoft Entra user provisioning
• SuccessFactors Writeback

This article explains how the integration works and how you can customize the provisioning behavior for different HR scenarios.

Microsoft Entra also supports single-sign on to SuccessFactors. For more information, see Microsoft Entra single sign-on (SSO) integration with SuccessFactors .

Establishing connectivity

Microsoft Entra provisioning service uses basic authentication to connect to Employee Central OData API endpoints. When setting up the SuccessFactors provisioning app, use the Tenant URL parameter in the Admin Credentials section to configure the API data center URL .

To further secure the connectivity between Microsoft Entra provisioning service and SuccessFactors, add the Microsoft Entra IP ranges in the SuccessFactors IP allowlist:

• Download the latest IP Ranges for the Azure Public Cloud
• Open the file and search for tag Microsoft Entra ID
• Copy all IP address ranges listed within the element addressPrefixes and use the range to build your IP address restriction list.
• Translate the CIDR values to IP ranges.
• Log in to SuccessFactors admin portal to add IP ranges to the allowlist. Refer to SAP support note 2253200 . You can now enter IP ranges in this tool.

Supported entities

For every user in SuccessFactors, Microsoft Entra provisioning service retrieves the following entities. Each entity is expanded using the OData API $expand query parameter as outlined in the Retrieval rule column. Some entities are expanded by default, while some entities are expanded only if a specific attribute is present in the mapping.

How full sync works

Based on the attribute-mapping, during full sync Microsoft Entra provisioning service sends the following "GET" OData API query to fetch effective data of all active and terminated workers.

During the full initial sync, both active and terminated workers from SAP SuccessFactors are fetched.

For each SuccessFactors user, the provisioning service looks for an account in the target (Microsoft Entra ID / on-premises Active Directory) using the matching attribute defined in the mapping. For example: if personIdExternal maps to employeeId and is set as the matching attribute, then the provisioning service uses the personIdExternal value to search for the user with employeeId filter. If a user match is found, then it updates the target attributes. If no match is found, then it creates a new entry in the target.

To validate the data returned by your OData API endpoint for a specific personIdExternal , update the SuccessFactorsAPIEndpoint in the API query with your API data center server URL and use a tool like Postman to invoke the query. If the "in" filter doesn't work, you can try the "eq" filter.

How incremental sync works

After full sync, Microsoft Entra provisioning service maintains LastExecutionTimestamp and uses it to create delta queries for retrieving incremental changes. The timestamp attributes present in each SuccessFactors entity, such as lastModifiedDateTime , startDate , endDate , and latestTerminationDate , are evaluated to see if the change falls between the LastExecutionTimestamp and CurrentExecutionTime . If yes, then the entry change is considered to be effective and processed for sync.

Here's the OData API request template that Microsoft Entra ID uses to query SuccessFactors for incremental changes. You can update the variables SuccessFactorsAPIEndpoint , LastExecutionTimestamp and CurrentExecutionTime in the request template use a tool like Postman to check what data is returned. Alternatively, you can also retrieve the actual request payload from SuccessFactors by enabling OData API Audit logs .

How pre-hire processing works

This section explains how the SAP SuccessFactors connector processes pre-hire records (workers with hire date / start date in future). Let's say there is a pre-hire with employeeId "1234" in SuccessFactors Employee Central with start date on 1-June-2023. Let's further assume that this pre-hire record was first created either in Employee Central or in the Onboarding module on 15-May-2023. When the provisioning service first observes this record on 15-May-2023 (either as part of full sync or incremental sync), this record is still in pre-hire state. Due to this, SuccessFactors does not send the provisioning service all attributes (example: userNav/username) associated with the user. Only bare minimum data about the user such as companyName , personIdExternal , firstname , lastname and startDate is available. To process pre-hires successfully, the following pre-requisites must be met:

• The personIdExternal attribute must be set as the primary matching identifier (joining property). If you configure a different attribute (example: userName) as the joining property then the provisioning service will not be able to retrieve the pre-hire information.
• The startDate attribute must be available and its JSONPath must be set to either $.employmentNav.results[0].startDate or $.employmentNav.results[-1:].startDate .
• The pre-hire record must be in one of the following states in Employee Central: 'active' (t), 'inactive' (f), or 'active_external_suite' (e). For details about these states refer to the SAP support note 2736579 .

For a pre-hire who has no history with the organization, both the [0] and [-1:] index will work for startDate . For a pre-hire who is a re-hire or conversion, we cannot deterministically tell the order and this may cause certain rehire/converted workers to get processed on their actual start date. This is a known limitation in the connector.

During full sync or incremental sync or on-demand provisioning, when the provisioning service encounters a pre-hire record, it sends the following OData query to SuccessFactors with "asOfDate" filter set to the startDate of the user (e.g., asOfDate=2023-06-01).

If you are observing issues with pre-hire processing, you can use the above OData request format to query your SuccessFactors instance replacing the API endpoint, personIdExternal and asOfDate filter with values corresponding to your test scenario.

Reading attribute data

When Microsoft Entra provisioning service queries SuccessFactors, it retrieves a JSON result set. The JSON result set includes many attributes stored in Employee Central. By default, the provisioning schema is configured to retrieve only a subset of those attributes.

To retrieve more attributes, follow the steps listed:

Browse to Enterprise Applications -> SuccessFactors App -> Provisioning -> Edit Provisioning -> attribute-mapping page .

• Scroll down and click Show advanced options .
• Click on Edit attribute list for SuccessFactors .

If the Edit attribute list for SuccessFactors option doesn't show in the Microsoft Entra admin center, use the URL https://portal.azure.com/?Microsoft_AAD_IAM_forceSchemaEditorEnabled=true to access the page.

The API expression column in this view displays the JSONPath expressions used by the connector.

You can either edit an existing JSONPath value or add a new attribute with a valid JSONPath expression to the schema.

The next section provides a list of common scenarios for editing the JSONPath values.

Handling different HR scenarios

JSONPath is a query language for JSON that is similar to XPath for XML. Like XPath, JSONPath allows for the extraction and filtration of data out of a JSON payload.

By using JSONPath transformation, you can customize the behavior of the Microsoft Entra provisioning app to retrieve custom attributes and handle scenarios such as rehiring, worker conversion and global assignment.

This section covers how you can customize the provisioning app for the following HR scenarios:

Retrieving more attributes

Retrieving custom attributes, mapping employment status to account status, handling worker conversion and rehiring scenarios, retrieving current active employment record, handling global assignment scenario, handling concurrent jobs scenario, retrieving position details, provisioning users in the onboarding module, enabling odata api audit logs in successfactors.

The default Microsoft Entra SuccessFactors provisioning app schema ships with 90+ predefined attributes . To add more SuccessFactors attributes to the provisioning schema, use the steps listed:

Use the OData query to retrieve data for a valid test user from Employee Central.

Determine the Employee Central entity associated with the attribute

• If the attribute is part of EmpEmployment entity, then look for the attribute under employmentNav node.
• If the attribute is part of User entity, then look for the attribute under employmentNav/userNav node.
• If the attribute is part of EmpJob entity, then look for the attribute under employmentNav/jobInfoNav node.

Construct the JSON Path associated with the attribute and add this new attribute to the list of SuccessFactors attributes.

• Example 1: Let's say you want to add the attribute okToRehire , which is part of employmentNav entity, then use the JSONPath $.employmentNav.results[0].okToRehire
• Example 2: Let's say you want to add the attribute timeZone , which is part of userNav entity, then use the JSONPath $.employmentNav.results[0].userNav.timeZone
• Example 3: Let's say you want to add the attribute flsaStatus , which is part of jobInfoNav entity, then use the JSONPath $.employmentNav.results[0].jobInfoNav.results[0].flsaStatus

Save the schema.

Restart provisioning.

By default, the following custom attributes are predefined in the Microsoft Entra SuccessFactors provisioning app:

• custom01-custom15 from the User (userNav) entity
• customString1-customString15 from the EmpEmployment (employmentNav) entity called empNavCustomString1-empNavCustomString15
• customString1-customString15 from the EmpJobInfo (jobInfoNav) entity called empJobNavCustomString1-empNavJobCustomString15

Let's say, in your Employee Central instance, customString35 attribute in EmpJobInfo stores the location description. You want to flow this value to Active Directory physicalDeliveryOfficeName attribute. To configure attribute-mapping for this scenario, use the steps:

• Edit the SuccessFactors attribute list to add a new attribute called empJobNavCustomString35 .
• Set the JSONPath API expression for this attribute as: $.employmentNav.results[0].jobInfoNav.results[0].customString35
• Save and reload the mapping change in the Microsoft Entra admin center.
• In the attribute-mapping blade, map empJobNavCustomString35 to physicalDeliveryOfficeName .
• Save the mapping.

Extending this scenario:

• If you want to map custom35 attribute from the User entity, then use the JSONPath $.employmentNav.results[0].userNav.custom35
• If you want to map customString35 attribute from the EmpEmployment entity, then use the JSONPath $.employmentNav.results[0].customString35

By default, the Microsoft Entra SuccessFactors connector uses the activeEmploymentsCount field of the PersonEmpTerminationInfo object to set account status. You may encounter one of the following issues with this attribute.

• There's a known issue where the connector may disable the account of a terminated worker one day prior to the termination on the last day of work.
• If the PersonEmpTerminationInfo object gets set to null, during termination, then AD account disabling doesn't work because the provisioning engine filters out records where the personEmpTerminationInfoNav object is set to null.

If you're running into any of these issues or prefer mapping employment status to account status, you can update the mapping to expand the emplStatus field and use the employment status code present in the field emplStatus.externalCode . Based on SAP support note 2505526 , here's a list of employment status codes that you can retrieve in the provisioning app.

• D = Dormant
• U = Unpaid Leave
• P = Paid Leave
• S = Suspended
• F = Furlough
• O = Discarded
• R = Retired
• T = Terminated

Use the steps to update your mapping to retrieve these codes.

• Open the attribute-mapping blade of your SuccessFactors provisioning app.

Under Show advanced options , click on Edit SuccessFactors attribute list .

Find the attribute emplStatus and update the JSONPath to $.employmentNav.results[0].jobInfoNav.results[0].emplStatusNav.externalCode . The update makes the connector retrieve the employment status codes in the table.

Save the changes.

In the attribute mapping blade, update the expression mapping for the account status flag.

• Test the configuration using provision on demand .
• After confirming that sync works as expected, restart the provisioning job.

About worker conversion scenario: Worker conversion is the process of converting an existing full-time employee to a contractor or a contractor to a full-time employee. In this scenario, Employee Central adds a new EmpEmployment entity along with a new User entity for the same Person entity. The User entity nested under the previous EmpEmployment entity is set to null.

About rehiring scenarios: In SuccessFactors, there are two options to process rehiring employees:

• Option 1: Create a new person profile in Employee Central
• Option 2: Reuse existing person profile in Employee Central

If your HR process uses Option 1, then no changes are required to the provisioning schema. If your HR process uses Option 2, then Employee Central adds a new EmpEmployment entity along with a new User entity for the same Person entity.

You can handle both scenarios so that the new employment data shows up when a conversion or rehire occurs. Bulk update the provisioning app schema using the steps listed:

Click on the link Review your schema here to open the schema editor.

Click on the Download link to save a copy of the schema before editing.

In the schema editor, press Ctrl-H key to open the find-replace control.

In the find text box, copy, and paste the value $.employmentNav.results[0]

In the replace text box, copy, and paste the value $.employmentNav.results[-1:] . This JSONPath expression returns the latest EmpEmployment record.

Click on the "replace all" option to update the schema.

The above process updates all JSONPath expressions as follows:

• Old JSONPath: $.employmentNav.results[0].jobInfoNav.results[0].departmentNav.name_localized
• New JSONPath: $.employmentNav.results[-1:].jobInfoNav.results[0].departmentNav.name_localized

The approach described above only works if SAP SuccessFactors returns the employment objects in ascending order, where the latest employment record is always the last record in the employmentNav results array. The order in which multiple employment records are returned isn't guaranteed by SuccessFactors. If your SuccessFactors instance has multiple employment records corresponding to a worker and you always want to retrieve attributes associated with the active employment record, use steps described in the next section.

Using the JSONPath root of $.employmentNav.results[0] or $.employmentNav.results[-1:] to fetch employment records works in most scenarios and keeps the configuration simple. However, depending on how your SuccessFactors instance is configured, there may be a need to update this configuration to ensure that the connector always fetches the latest active employment record.

This section describes how you can update the JSONPath settings to definitely retrieve the current active employment record of the user. It also handles worker conversion and rehiring scenarios.

Perform the following find replace operations. Ensure there's no leading or trailing space when performing the find-replace operations. If you're using [-1:] index instead of [0] , then update the string-to-find field accordingly.

The above process updates all JSONPath expressions.

For prehire processing to work, the JSONPath associated with startDate attribute must use either [0] or [-1:] index. Under Show advanced options , click on Edit SuccessFactors attribute list . Find the attribute startDate and set it to the value $.employmentNav.results[-1:].startDate

To ensure that terminations are processed as expected, you can use one of the following settings in the attribute mapping section.

Save your changes. 1.

When a user in Employee Central is processed for global assignment, SuccessFactors adds a new EmpEmployment entity and sets the assignmentClass to "GA". It also creates new User entity. Thus, the user now has:

• One EmpEmployment + User entity that corresponds to home assignment with assignmentClass set to "ST" and
• Another EmpEmployment + User entity that corresponds to the global assignment with assignmentClass set to "GA"

To fetch attributes belonging to the standard assignment and global assignment user profile, use the steps listed:

In the replace text box, copy, and paste the value $.employmentNav.results[?(@.assignmentClass == 'ST')] . Note the whitespace surrounding the == operator, which is important for successful processing of the JSONPath expression.

• New JSONPath: $.employmentNav.results[?(@.assignmentClass == 'ST')].jobInfoNav.results[0].departmentNav.name_localized

Reload the attribute-mapping blade of the app.

Add new attributes to fetch global assignment data. For example: if you want to fetch the department name associated with a global assignment profile, you can add the attribute globalAssignmentDepartment with the JSONPath expression set to $.employmentNav.results[?(@.assignmentClass == 'GA')].jobInfoNav.results[0].departmentNav.name_localized .

You can now either flow both department values to Active Directory attributes or selectively flow a value using expression mapping. Example: the expression sets the value of AD department attribute to globalAssignmentDepartment if present, else it sets the value to department associated with standard assignment.

• IIF(IsPresent([globalAssignmentDepartment]),[globalAssignmentDepartment],[department])

When a user in Employee Central has concurrent/multiple jobs, there are two EmpEmployment and User entities with assignmentClass set to "ST". To fetch attributes belonging to both jobs, use the steps listed:

• Let's say you want to pull the department associated with job 1 and job 2. The predefined attribute department already fetches the value of department for the first job. You can define a new attribute called secondJobDepartment and set the JSONPath expression to $.employmentNav.results[1].jobInfoNav.results[0].departmentNav.name_localized
• You can now either flow both department values to Active Directory attributes or selectively flow a value using expression mapping.

The SuccessFactors connector supports expansion of the position object. To expand and retrieve position object attributes such as job level or position names in a specific language, you can use JSONPath expressions as shown.

Inbound user provisioning from SAP SuccessFactors to on premises Active Directory and Microsoft Entra ID now supports advance provisioning of prehires present in the SAP SuccessFactors Onboarding 2.0 module. When the Microsoft Entra provisioning service encounters a new hire profile with a future start date, it queries SAP SuccessFactors to get new hires with one of the following status codes: active , inactive , active_external_suite . The status code active_external_suite corresponds to prehires present in the SAP SuccessFactors Onboarding 2.0 module. For a description of these status codes, refer to SAP support note 2736579 .

The default behavior of the provisioning service is to process prehires in the Onboarding module.

If you want to exclude processing of prehires in the Onboarding module, update your provisioning job configuration as follows:

• Under show advanced options, edit the SuccessFactors attribute list to add a new attribute called userStatus .
• Set the JSONPath API expression for this attribute as: $.employmentNav.results[0].userNav.status
• Save the schema to return back to the attribute mapping blade.
• Edit the Source Object scope to apply a scoping filter userStatus NOT EQUALS
• Save the mapping and validate that the scoping filter works using provisioning on demand.

The Microsoft Entra SuccessFactors connector uses SuccessFactors OData API to retrieve changes and provision users. If you observe issues with the provisioning service and want to confirm what data was retrieved from SuccessFactors, you can enable OData API Audit logs in SuccessFactors. Retrieve the request payload sent by Microsoft Entra ID from the audit logs. To troubleshoot, you can copy this request payload in a tool like Postman , set it up to use the same API user that is used by the connector and see if it returns the desired changes from SuccessFactors.

Writeback scenarios

This section covers different write-back scenarios. It recommends configuration approaches based on how email and phone number is set up in SuccessFactors.

Supported scenarios for phone and email write-back

• If there's no mapping for phone number in the write-back attribute-mapping, then only email is included in the write-back.
• During new hire onboarding in Employee Central, business email and phone number may not be available. If setting business email and business phone as primary is mandatory during onboarding, you can set a dummy value for business phone and email during new hire creation. After some time, the write-back app updates the value.

Enabling writeback with UserID

The SuccessFactors Writeback app uses the following logic to update the User object attributes:

• As a first step, it looks for userId attribute in the changeset. If it's present, then it uses "UserId" for making the SuccessFactors API call.
• If userId isn't found, then it defaults to using the personIdExternal attribute value.

Usually the personIdExternal attribute value in SuccessFactors matches the userId attribute value. However, in scenarios such as rehiring and worker conversion, an employee in SuccessFactors may have two employment records, one active and one inactive. In such scenarios, to ensure that write-back updates the active user profile, update the configuration of the SuccessFactors provisioning apps as described. This configuration ensures that userId is always present in the changeset visible to the connector and is used in the SuccessFactors API call.

• Open the SuccessFactors to Microsoft Entra user provisioning app or SuccessFactors to on-premises AD user provisioning app.

• For guidance regarding JSONPath settings, refer to the section Handling worker conversion and rehiring scenarios to ensure the userId value of the active employment record flows into Microsoft Entra ID.

If you're using SuccessFactors to on-premises Active Directory user provisioning, configure Microsoft Entra Connect to sync the userId attribute value from on-premises Active Directory to Microsoft Entra ID.

• Open the SuccessFactors Writeback app in the Azure portal.

• Go to Attribute mapping -> Advanced -> Review Schema to open the JSON schema editor.
• Download a copy of the schema as backup.
• In the schema editor, hit Ctrl-F and search for the JSON node containing the userId mapping, where it's mapped to a source Microsoft Entra attribute.

• Save the mapping and test the write-back scenario with provisioning-on-demand.

Unsupported scenarios for phone and email write-back

• In Employee Central, during onboarding personal email and personal phone is set as primary. The write-back app can't switch this setting and set business email and business phone as primary.
• In Employee Central, business phone is set as primary. The write-back app can't change this and set cell phone as primary.
• The write-back app can't read the current primary flag settings and use the same values for the write operation. The flag values configured in the attribute-mapping are always be used.
• Learn how to configure SuccessFactors to Active Directory provisioning
• Learn how to configure writeback to SuccessFactors
• Learn more about supported SuccessFactors Attributes for inbound provisioning

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Q3 2019 Release Highlights: SuccessFactors Employee Central Integration (Cross Topics)

SAP SuccessFactors has delivered enhancements and updates across the SAP SuccessFactors ® HCM Suite as part of their Q3 2019 product release. Here are a few key updates you should consider for SuccessFactors Employee Central (EC): Cross Topics.

EP Audit Report for Trend Information

You can now generate an Employee Profile Data Change report, to audit changes to feedback data from Employee Profile, for all users. Each report can cover up to a 7 day period of time.

Configuration Type : Universal

Why is it important? Previously, you could create a personal data change audit report but only for one user at a time. This enhancement enables you to create a report for all users.

Enhancement of Handling Deletion Objects

Along with support for entities like PerEmail, PerPhone, PerAddressDEFLT, and EmpJobRelations, OData API now supports the following entities to handle deleted objects for expanded entities: PerNationalId, EmpPayCompNonRecurring, PerEmergencyContact, and EmpWorkPermit.

Configuration Type: Universal

Why is it important? The standard behavior in Employee Central OData API queries is to ignore any records that have been deleted. With the handling of deleted expanded entities you have the chance to capture the completely deleted object in an last modify query.

Centralized Services

Employee Central Imports use centralized services activated out-of-the-box. The centralized services are currently extended to work with biographical and email information imports. This will be the default behavior from this release (Q3/2019) however administrators have an option to switch back to the old behavior which will be supported only for this release.

Configuration Type: Admin Opt-out

Why is it important? Centralized services help in maintaining a consistent behavior across all entities. With the centralized services we are now able to support rules execution in Email and Biographical information Imports. Additionally suppression of identical data is also supported for Email information Import.

Assignment ID Support for Concurrent and GA Employees in EC Imports

“Assignment ID” column is added in the import employee data templates of Global assignment (Supported for Global assignment employees) and Employment details ( Supported only for concurrent employees as concurrent employee insert is performed via Employment details import). We can only insert Assignment ID external for employees using these templates, update is not supported.

Configuration Type: Provisioning Opt-in

Why is it important? Assignment ID is a unique value which is introduced to define the relationship between the person and a company. For example, assignment ID can be given to an employee, a contingent worker, or an intern. It can also be changed or updated anytime unlike the user id of a person, which requires a support ticket to update and may result in downstream implications in your system.

Minor but Helpful Enhancements:

• BCUI: From Business configuration UI we have a validation to prevent the Hard-coded HRIS sync mappings from being overwritten. You cannot sync mapping of certain HRIS fields with the same standard element type. For example, an error occurs when you sync 'department' HRIS Field with 'department' standard field, since 'department' already exists in the SAP SuccessFactors application.

Guardrails in Employee Data Import: The employee data import job now has a threshold limit of processing 30 thousand records per import file. If you have more than 30 thousand records in your import file, we recommend that you distribute the records in multiple import files. However, if you want to upload a file having more than 30 thousand records, you can disable the threshold limit using the 'Set employee data import limit to maximum (2,50,000)' switch in Provisioning. Contact SAP Support to enable this option.

Person-ID-External Support: Previously, the employment entity import files didn't have a column for the "Person-ID-external" attribute of employees. Person-id-external is now available as an additional column in the following effective dated employment entities - Job Information, Compensation Information, and Pay Component Recurring import templates. This feature is supported only through the Import CSV upload.

For the full list of updates to SuccessFactors Employee Central Cross Topics, visit the SAP SuccessFactors Community .

Need help implementing these updates? We've got you covered! Click here to get support from our team now.

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2557683 - Concurrent Employment and Global Assignment Functionality in Employee Central (EC) and Learning

Concurrent Employment functionality in Employee Central (EC) and how does it relate to the Learning environment.

Environment

• SAP SuccessFactors HXM Suite
• SAP SuccessFactors Employee Central
• SAP SuccessFactors Learning

global, assignment, concurrent, employment, learning, lms, ec, ep, multiple, profile, contingent, connector, duplicate, user, id, global, employee, central, export , KBA , LOD-SF-LMS , Learning Management System , LOD-SF-EC-CGA , DO NOT USE - Use EC-CON or EC-GA , LOD-SF-LMS-CON , Connectors , Product Enhancement

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