Goal management process –best practices
1.Use one goal library. As an administrator, you may import or export a goal library and then use or modify it as needed. This is useful if your organization has its own specific categories or goals for end users to add to their own Goal Plans.
Goal management steps in SF

Setting Goals
The process of setting goals should be a collaborative process between an employee and his or her manager. When writing long-term or short-term goals, the most widely-used framework is S-M-A-R-T.

Before Setting goals create user, set user permission, set company profile, create job role, create rating scale and create route map then go to goal plan template.

Goal Plan
Goal plan is the setting that lists all the goals/tasksone are expected to complete in his/her positionto help meet department and organizational goals. Goals are expected to be completed within a given timeframe and will be evaluated during a review event. For eg:Project deliverable

Adding a Goal plan
Home Page>Admin tools>Goals
Access the goals from the Home page of SuccessFactors. You can also access the Goal section from withinyourselfreview form.
Click the Goalmenu which takes you to the Goal Planpage. Thispage stores all goals that you have created in the system. It is an online worksheet that records and tracks goals in one central place.

As you progress with your goals,you can go to the Goal plan and update their status.

Copy a Goal Plan
Note: If you wanted to copy a goal from one year to the next you could use the Copy From Other Goal Planbutton.
You can create a new goal using the Goal Wizard button. You can also create a new goal from the Create a New Goal button

Goal Wizard:The Goal Wizard willassist you with adding a SMART Goal. Smart Goals are Specific, Measurable, Attainable, Relevant and Time-bound. To begin creating your goal, answer the questions and follow the steps in the wizard.

Note: Once you start typing in the free form box, SuccessFactors will provide you will sample wordings that you can choose if you like.
When you include all the attributes listed above(SMART), you create a goal that can be objectively tracked and measured, which can make it easier for you to see progress on your goal, and easier for others to evaluate your performance based on the goals.

Add New Goal
If you choose to create a New Goalyou will manually go through the SMART process. You should ensure that you address each of the SMART steps to make sure to develop goals that are easily trackable and accountable.

Additional Goal Tips
Individual employee goals should align with organizational goals and objectives.

Explore all of the built in options available to you when setting goals.
For example, the Library Goal button provides you with a wealth of appropriate goals from a specific perspective such as Service, Quality, and HCAHPS,etc.

You can include a variety of business goals in the Goal plan
These include short-term, long-term, and departmental goals

Linking goals
Linking goals is the ability to tie together two existing goals that are related or interdependent between individuals. Once two goals are linked, employees have visibility into progress toward the goal’s completion.

Cascading a goal
Note: Cascading a goal creates a new goal and links it to the source goal at the same time.
Linking creates a link between two already existing goals.

Alignment
The end result of both cascading and linking is Goal Alignment. When goals are aligned,
SuccessFactors enables managers and others with certain rights to view information regarding the progress of the aligned goals. Goal alignment also allows employees to feel more tied to the

Organization’s goals.
Goal excecution
Goal execution displays aligned goals on the Execution Map. This map allows you to take your large, strategic company goals and break them down so that your employees understand how their daily tasks connect to your company’s overall strategy. Employees can quickly see how their individual efforts are helping the company
Once these goals are set move on to the PerformanceManagement Section.

Performance Management Process -Best Practices:
1.SF recommends use of 5-Point rating scale
2.In Route Map ,Using the date fields allows you to more tightly configure and control when the form moves from one step to another.
3.It is most efficient to import this data and adjust it rather than input it manually, from scratch.
4.It is recommended that you configure the route map so that the manager has all their direct reports’ forms in their Inbox at the same time so he or she may rank the employees as a group. Once the manager clicks the Stack Ranker button in a performance review form, the manager may rank his/ her direct reports on specific competencies.

Performance Management
Performance management enables you to measure individual employee contributions across the organization—accurately, clearly, and objectively— so you’ll be equipped to decide who you want to keep, reward, or single out for targeted development. Performance management review form is linked with the goal plan of employee which helps in evaluating the performance of the employee by his manager.

The system allows you, as the administrator, to create and distribute performance review forms when it is time to start the performance cycle.
 Steps in performance management
Create Route Map: Workflow-very crucial in the system, it decides how certain forms get routed from one place to another Eg: Employee -> Manager -> HR
Amin tools>company settings>route maps
Create Rating scale: Used to rate the employee performance
Admin tools>company settings>Rating Scale designer>create new rating scale
Eg: 5 point rating scale
1:unsatisfactory
2:needs improvement
3:Meets expectations
4:Exceeds expectations
5:Excellent(substantially exceeds expectations)
Create Picklist: Same as Dropdowns in SAP
Picklist can be created or customized
Eg:Export entire picklist and add new things and import it back with changes
Amin tools>company settings>Picklist mapping
Create /Manage competencies (skills, knowledge, and behavioral indicators)
Competencies are basic abilities to perform role/Competencies are qualities that employees get rated on. They can be mapped to job roles and used as part of their development path.
Types: Core competencies and Job specific competencies
Amin tools>company settings>Manage competencies

Create a performance template
Admin tools>performance>manage template
Link to the Route Map
Link to goal plan template
Link to rating Scale
Launch Form

Performance review Process
Manager Verification:
Manager receives form, confirms that all form sections are complete (job responsibilities, position description, etc., confirms goal section weights equal 100%. When ready manager clicks “Send to Next Step.”

Employee Self-Review:
Employee receives form, conducts self-review by providing ratings and comments throughout the form as appropriate. When ready the employee clicks “Send to Next Step.”

Manager Review:
Manager receives forms, and provides ratings and comments throughout the evaluation as appropriate. Manager can also send the form to the employee during this step. When ready the
manager schedules a performance review meeting with the employee. At the conclusion of the meeting the leader sends the form to the signature step by clicking “Send to Next Step.”

Signature:
Employee Signs, then Manager Signs (in that order).

Review Complete:
Copy of completed form filed in the completed folder of both employee and manage

Compensation
Employee compensation is a huge expense — the largest for many companies. With Success Factors Compensation, you can allocate these funds effectively to retain your top performers and avoid overpaying underachievers. Beyond rewarding great performance, you can also optimize budgets, improve compliance, and reduce manual errors — all leading to better business execution and results.

• Manage compensation easily: Intuitive, configurable processes for base and variable pay have simple, accurate, streamlined workflows.
• Eliminate manager bias: Performance-based calibrationacross the company improves fairness and retention.
• Increase insight with metrics: Dashboards and reports can be combined with other business data for total employee compensation analysis.
• Improve budget and regulatory compliance: Automated monitoring and built-in reports keep payouts in line with budgets and regulations.
• Assure data integrity: Automatically stored data saves time, reduces risk, and improves audit compliance.

 

Compensation Ratio
Defines the employee’s pay as a percentage of the midpoint
in the salary range. E.g.: (Current Salary/Midpoint) * 100

Compensation Administrator
Person responsible for configuring and monitoring a compensation cycle.

Compensation Form
The planning sheet created for the each planner based on the Compensation Plan Template.

Compensation Plan Template
The record that contains the compensation configuration for a Compensation Cycle (e.g., planning sheet fields, performance rating source, eligibility, guidelines, budgets,instructional text, etc.). It is recommended that you create a plan template for each compensation cycle.

Compensation Program
This is the specific method of employee compensation for
salary, bonus, or stock. For example merit, promotion, lump
sum, and adjustment are programs for the salary sheet.
Objective-based bonuses are available on the bonus sheet. Finally, stock, units, and options programs are displayed on the stock sheet.

Compensation Cycle
A compensation cycle encompasses four distinct stages:
1.Planning
2.Configuration,
3.Recommendations,
4.Completedforms.
In each cycle, in the configuration stage, a new compensation plan templateis created. It can be cloned from the previous cycle, or created anew, but each compensation plan template should only be used fora specific compensation cycle, recommendations, and completed forms.