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You can access the starter Career Worksheet template in Provisioning. By modifying the XML in the Career Worksheet template, you can change field labels, define rating scales, and choose which features to switch on.

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your implementation partner. If you're no longer working with an implementation partner, contact SAP Cloud Support.

Career Worksheet can only pull legacy Succession positions, not MDF positions.

The following elements in the template can be modified:

  • Field labels

  • Inclusion of fields (for example, you can remove the gap_graph field if you do not want to include the gap analysis graph)

  • The rating-scale-id, in the last_rating field definition (this is the normalized scale that will be used for displaying rating comparisons)

  • Permissions for functions and fields

  • The maximum number of roles that a user can add, with the max-per-category attribute. Maximum recommended roles is 20 for performance reasons.

Sample Code:


Fields valid in the career worksheet template

IDTypeV10 CompatibleV11+ Compatible

Note: Data Model Background Element/portlet preferredNextMove a.k.a Career Goals is directly related to the field title. If this field is removed, the Career Worksheet template may not load correctly.

You can import the Career Worksheet template in Provisioning under Managing Plan Template by selecting Import/Update/Export Career Worksheet Templates.

Configuring Families and Roles

The Career Worksheet relies heavily on job role definitions, configured under Families & Roles in the admin section. Competency mappings to roles are the sole source of competencies listed on the career worksheet. See the Professional Services area on Twiki for more info on configuring Families & Roles.

Showing Ratings & Gaps

The Career Worksheet can show the employee's last rating for each competency listed within a job role. It can also show the source (form name) of the rating, date rated, and a gap analysis comparing that rating with the expected rating for that competency in that role.

Note: Ratings can come from either PM forms or 360 forms. The last rating will be used in the CareerWorksheet - no averaging is supported today.

The sample template available on Twiki includes the necessary fields for showing ratings and gaps.

Only ratings from completed forms will show on the career worksheet.

Gaps are calculated using the expected rating from Families & Roles, just as on the [form summary section|Competency_Assessment&_Summary sec]. For more information on setting and graphing rating gaps, see [Expec ted Ratings & Rating Scales|_Appendix:_Expected_Ratings] in this document.

Since expected ratings can vary by role, the same competency might show different gap values for different roles. For example, an employee might have a positive competency gap for his or her current role, but when evaluating more senior roles with higher expectations, the same competency might show a negative gap.

The Readiness Meter is optional. To include it, make sure this field is defined in your template, and is also referenced in the field-permissions and plan-layout:

<field-definition id="readiness_meter" type="percent" required="false" detail="true" viewdefault="on" showlabel="false" field-show-coaching-advisor="false">
<field-label>Readiness Meter</field-label>

The readiness value is calculated as A / B, where:

A =

  1. of competencies I have been rated on and where my rating meets or exceeds the expected rating for the target role

B =

  1. of competencies required for the target role

For example, if my target role requires Communication and Customer Focus (both with an expected rating of 50%), and if my most recent ratings for those competencies are 2 and 4 (out of 5) respectively, I am 50% ready for the target role.
Note that competencies that I have not been rated on cannot satisfy the requirement. So if I had only been rated on Customer Focus (getting a rating of 4 out of 5) but had never been rated on Communication, I would still be marked as 50% ready.
If a user does not have ratings for any of the competencies required by the target role, the readiness rating cannot be calculated and will show as "?".

Form-based data source filter

We support form-based data source filter in career worksheet which customer can specific the form ids the rating come from. Below are example:

<behaviors hide="false" hide-ratings="false" use-in-readiness="false"/>
<each-assessment lang="en_US">505</each-assessment>

<!--New form based filters for career worksheet page-->
<include-form-ids lang="de_DE">1, 2, 101, 41, 21,81,61, 3</include-form-ids>
<include-form-ids lang="en_US">1, 2, 101</include-form-ids>

<field-definition id="competency_name" type="text" required="true" detail="false" viewdefault="on" showlabel="true" field-show-coaching-advisor="true" cascade-update="push-down">
<field-label>Required Competencies</field-label>

Launching a Competency Assessment Form

On the Career Worksheet in Ultra you can include a link to launch a competency assessment form which will rate the employee on the competencies for the future role.
Only the employee (E) can launch the form for his/her future role. The form routemap must start with E and should include EM (see below for important rules & limitations).
To add this function, add this tag block to your Career Worksheet template:

<each-assessment lang="locale">form ID</each-assessment>
<field-definition id="competency_name" ...
For example, this will launch forms #22 for English/US users, and #23 for French/Canadian users:
<each-assessment lang="en_US">22</each-assessment>
<each-assessment lang="fr_CA">23</each-assessment>

Once configured, link to "Evaluate Readiness" will appear for the selected role.

For more information, please visit Wiki Article: Career Worksheet - Role Readiness

Links to the Development Plan

There are 2 columns of information linked to the development plan, both set with the development_goals field definition.

The number of existing development goals for a competency or behavior counts all goals on the default development plan. Clicking it will show those goals in a pop-up window. The read and write permissions for the user are derived from the development plan template configuration.

The link to add and see linked development goals depends on the selected default development plan.

The development plan must include a competencies field, which links development goals to specific competencies. Since a goal can be linked to more than one competency, the same goal may be counted more than once in the Career Worksheet. And, the same goal can be represented in more than one job role. (Moral: don't try to add up the # of development goals shown on the Career Worksheet---it's not a meaningful number.)

To link development goals to behaviors on the Career Worksheet instead of competencies, the development plan must be configured to use behaviors in the competencies field.

Links to SuccessFactors LMS

Once customer choose SuccessFactors LMS, they will have the ability to assign learning activity to their LMS to-do list in career worksheet page on each target role. They can find learning in catalog directly or search the learning based on the competencies associated with the targeted role. There is no option to add Custom Learning Activities (Non LMS/Plateau) in Career Worksheet.

Links to Current Employees in Positions

Career Worksheet includes, by default, an indicator of how many active employees are linked to a given role (via their current job codes):

The example above shows 2 special features:

  • To link to a list of the employees in the role, the Employee Directory (part of the Employee Profile module) must be enabled in provisioning. (Otherwise, the # will still display but will not be linked.)
  • To indicate how many TBH positions exist for that role (+n openings), the Position Model (part of the Succession module) must be enabled in provisioning.

The link does not indicate how many job requisitions exist for the role, but this is planned for a future release.

If a customer does not want to use this feature, you can disable it by changing cws-people-role (in the top-level tag in the career worksheet) from "true" to "false":
<obj-plan-template ... cws-people-role="false">

Links to Preferred Next Move "Career Goals" in People Profile

You can include a checkbox on each future Role, which will allow the User to specify that the Role is a Career Interest on her/his Employee Profile. The instance must have a "preferredNextMove" background-element defined in the Data model XML, and also have a "title" data-field defined within that background-element. Additional data-fields may also be present. For example:

<background-element id="preferredNextMove" type-id="40">
<label>Career Goals</label>
<data-field id="title" field-name="vfld1" required="true" max-length="4000">
<data-field id="relocPref" field-name="vfld2" max-length="4000">
<label>Relocation Preferences</label>

The Career Worksheet template must also have the "share" permission enabled for one or more relative roles. For example, with this configuration, only the employee could share his/her own role plans:

<permission for="share">
<description><![CDATA Only the employee may copy roles to their live profile page.]></description>
And with this configuration, no one would see the function:

<permission for="share">
<description><![CDATA No connection to live profile.]></description>

Enabling this function exposes a checkbox to the user on the career worksheet, like this:

Note that this function only copies the role name from the career worksheet to the Live Profile data model. An advantage of this approach is that if the user enters a value directly into Live Profile that is an exact match with a role name, and that role is on his/her career worksheet, the system will detect the match and check the checkbox. However, there are limitations to internationalization with this approach. At this time, the Families & Roles structure is not fully internationalized, so role names are always in the same language that they were originally set up and selected in.


  • Do not set any fields in the background-element to be required="true", except for "title". Doing so will render the career worksheet unable to add records to the background-element, since it is only populating the "title" field.
  • Private/public setting are not customizable nor updatable for career worksheet - Current role is always public and all the custom roles are always private. The following error message will display if importing template with new-obj-share-status-public="true" for forward comparability "Attribute new-obj-share-status-public in CareerWorksheet can only set to false"

After the Role has been made public in Live Profile, it should look like this:

In Edit mode, you'd have the option to define the following fields: Level, Function, Timeframe and Comments.

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