SuccessFactors - Performance Management Implementation Handbook PDF

Implementing Performance
Management
SuccessFactors, May 2014
Table of Contents
1 About this Guide. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
1.1 About this Guide. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
2 About SuccessFactors Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

2.1 What's New in Performance Management v12?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
2.2 Changes and Updates in Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9
2.2.1 Important!. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
2.3 What's Available in Performance Management v12. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
2.3.1 What's Not Available?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14
3 Before You Begin. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

3.1 Key Concepts in Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16
3.1.1 Managing Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
3.1.2 List of Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18
3.2 Overview of the Performance Review Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
3.3 Supported Section Configurations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
4 Configuration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
4.1 High-Level Configuration Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
4.1.1 Basic Configuration Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
4.2 Enabling the New User Interface. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
4.3 Configuring the Route Map. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
4.4 Designing a Rating Scale. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
4.5 Adding a New Template from the SuccessStore. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
4.5.1 Enabling Ask for Feedback and the Circle Rating Option. . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
4.6 Configuring for Desired Overall Score Pod and Callout Behavior. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
4.7 Configuring Mass Inbox Approve Permissions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
4.8 Configuring Required Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
4.8.1 XML Example: Objective section with permissions:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
4.9 Common Questions on Mass Approve Inbox. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
4.10 Example XML Form Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .43
5 Additional Configuration to the Review Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

5.1 Additional Configuration to the Review Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
5.1.1 Configuring for Desired Overall Score Pod and Callout Behavior. . . . . . . . . . . . . . . . . . . . . . 48
5.1.2 Configuring Mass Inbox Approve Permissions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
5.1.3 Configuring Required Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
5.1.4 Configuring Mass Inbox Approve Permissions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
5.1.5 Disabling Team Rater on the Team Overview Page. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51
5.1.6 Disabling Team Rater on the Team Overview Page. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51
Implementing Performance Management

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5.1.7 Configuring Pods in the Top Bar of the Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52
5.1.8 Configuring the Official Rating Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52
5.1.9 Configuring Enforce Maximum Overall Score (EMOS, or "Fail one, fail all"). . . . . . . . . . . . . . . 53
5.1.10 Owner-Role Attribute Supported for Manual Overall Rating Field in Summary Section. . . . . . . 53
5.1.11 Configuring Field Permissions with the New E View of Others' Ratings and Comments. . . . . . .54
5.1.12 Configuring Section Permissions for E Visibility of the Summary Section. . . . . . . . . . . . . . . . 55
5.1.13 Configuring Required Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56
5.1.14 Configurable Labels for Ratings, and Comments:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57
5.1.15 Character Counter and Configuring Min/Max Characters. . . . . . . . . . . . . . . . . . . . . . . . . . . 57
5.1.16 Configuring Scale-Adjusted-Calculation for Localized Forms. . . . . . . . . . . . . . . . . . . . . . . . . 58
5.1.17 Configuring Section Permissions for E Visibility of the Summary Section. . . . . . . . . . . . . . . . 58
5.1.18 Configuring Pods in the Top Bar of the Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59
5.1.19 Enforce Competency. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59
6 Troubleshooting Form Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60
7 Configuring Stack Ranker. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61

7.1 About Stack Ranker. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61
7.2 Form Template Configuration for Stack Ranker. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62
7.3 Enabling Stack Ranker. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63
7.4 Rating Scale. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64
7.5 Text Replacement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
7.6 Best Practices. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .65
8 360 Configuration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67
8.1 360 General Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67
8.1.1 360 Form Meta Attributes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67
8.1.2 360 User Information Section. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .69
8.1.3 360 Review Info Section. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .70
8.1.4 360 Reviewer Section. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70
8.1.5 360 Objective Section. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71
8.1.6 360 Competency Section. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71
8.1.7 360 Custom Section. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72
8.1.8 Post Review Phase. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .72
8.1.9 360 Form Template Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74
8.2 External Raters. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85
8.3 How to Make a 360 Anonymous for Some and Named for Others. . . . . . . . . . . . . . . . . . . . . . . . . . . . 86
8.4 Determining and Modifying Raters. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 89
8.4.1 Setting Default Raters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 89
8.4.2 Modifying Participants on a Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 90
8.4.3 Removing Participants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .92
8.4.4 Declining incomplete documents en masse. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 93

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8.4.5 Configuring the automatic removal of inactive users as participants. . . . . . . . . . . . . . . . . . . .94
8.4.6 Override Configuration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94
8.4.7 Launching Forms via .csv upload. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .95
8.5 Setting a Min/Max Number of Raters. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 95
8.6 Roll Up. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97
8.6.1 Roll Up Hidden Threshold. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97
8.6.2 Aggregate Values Based on Rater Categories. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .99
8.6.3 Second Roll Up for Incomplete Categories. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 100
8.7 Calibration Mode. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101
8.7.1 How to Configure Calibration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .101
8.7.2 Sample Multi-Rater Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102
8.8 Form Template Settings & Definitions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 103
8.9 Types of Reports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 106
8.9.1 Detailed Reports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 108
8.9.2 Benchmarks Based on Job Code. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 108
8.9.3 Applying Benchmark Ratings to Forms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 111
8.10 Ranking Across Sections. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 113
8.11 Integration with CDP. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .114
8.12 Configuring Instructions on the Detailed 360 Report. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116
8.13 Anonymous View for Named 360s. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117
9 Configuring Forms Using XML in Provisioning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119

9.1 Configuring Forms via XML. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119
9.1.1 General Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119
9.1.2 Meta-Section Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 131
9.1.3 Form Sections and Configuration by Type. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 139
9.1.4 Competency Section Type. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 144
9.1.5 Objective-sect. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 161
9.1.6 Summary-sect. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 174
9.1.7 Obj-comp-sect Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .179
9.1.8 Perfpot-summary-sect Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 187
9.1.9 Custom-sect. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 194
9.1.10 Signature-sect. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 197
9.1.11 Fm-sect (Section Level Definitions). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 198
9.1.12 fm-sect-config (Additional Form Section Config Options). . . . . . . . . . . . . . . . . . . . . . . . . . 200
9.1.13 fm-sect-intro (Section Introduction). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 207
9.1.14 fm-sect-scale. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 211
9.1.15 fm-element (Custom Fields). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 216
9.1.16 Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .221
9.1.17 Performance Management Administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 229
9.1.18 Live Profile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 235
9.1.19 Employee Change Engine. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 236

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10 Frequently Asked Questions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 241

Table of Contents © 2014 SAP AG or an SAP affiliate company. All rights reserved. 5
1 About this Guide
1.1 About this Guide
This guide is designed to help you implement Performance Management v12 using the new interface.
In earlier versions of Performance Management, the forms could be enabled and modified only via Provisioning.
With Performance Management v12, you can create and modify forms using the Administration Tools.
Because there are references to configuration of Performance Management v11 as well as v12, we have included a
reference section on configuring forms using XML in Provisioning.

6 © 2014 SAP AG or an SAP affiliate company. All rights reserved. About this Guide
2 About SuccessFactors Performance
Management
2.1 What's New in Performance Management v12?
The Performance Management tool now allows managers to access the performance review to provide feedback
whether or not the employee has completed his or her self assessment. Previously, only one user could access
the electronic form for editing. Now, the employee and manager can update the review simultaneously.
The Performance Management form template has been completely redesigned for version 12, and is composed of
the following:
● Team Overview in the Manager and Matrix Manager view

● Ask for Feedback, which lets a manager ask an employee's colleagues to provide quick feedback via email. All
email replies are integrated directly into the review.
● Team Rater, available from the Team Overview page
● Individual (Manager/Self) Rating
● 1:1 Meeting
● Ability for managers to rate and save forms not in their inboxes
● Enhanced Performance Management v12 form that displays a route map graphic indicating in which route
map step the form is found, and the other steps in the map.
The redesigned interface must be enabled by either a Professional Services (PS), or a Customer Services (CS)
representative. This enablement turns on the:
● Top Nav Bar

● Administration Tools interface
Note
Both Team Rater and Ask for Feedback are opt-in features.
Team Overview Filter
Team Overview is a page designed to help managers organize and complete their team's performance reviews,
provide guidance on what they need to do and when, and display team analytics important to the process. The
Team Overview filter lets users filter the individuals in their Team Overview based on their relationship to the
rater.
Team Overview shows
● My Team: the list of people a manager needs to review

● Feedback from Others: a manger can ask for feedback on his or her employees
● Employee Review: lets the manager know if the employee has completed his self assessment
● Manager Review: links to the employee's performance evaluation
● 1:1 meeting

About SuccessFactors Performance Management © 2014 SAP AG or an SAP affiliate company. All rights reserved. 7
● Signatures
Ask for Feedback
Managers often want to gather feedback from peers of their employees to help formulate a response to the
performance review. This feature automatically picks team members under the same manager and sends a quick
email message requesting they provide feedback. When users reply, the system automatically sends their
feedback to managers for review.
Route Map Display
The Performance Management v12 form has been be enhanced to support the display of a route map graphic to
indicate all the steps of the route map and specifically, the one in which the form is found. This display helps users

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to understand where the form is in the map, and how a contributor’s actions impact a given step.
Team Rater for 360 Multirater
Team Rater is now available for 360-degree forms, allowing raters to view criteria for several employees side-by-
side. This is similar to doing a light calibration exercise within a given review cycle. Managers can rate the
competencies for each team member in one screen rather than having to open each review for each employee.
Related Information
Enabling the New User Interface [page 31]

The first step in configuring Performance Management is to enable the new interface in Provisioning.
2.2 Changes and Updates in Performance Management
This table is a list of changes and updates from previous versions of Performance Management, as well as some
general information that you need to know.
Change/Update Comments
Ratings and comments by other users are visible to the If you want to hide comments from the E role in the
E role in the Modify stage. Modify stage you need to configure to hide them in the
field permissions.
Existing forms are updated by script.
You need to update templates.

The Summary section is visible to the E role. If you want to hide the summary section from the E
role, you need to configure sections permissions to
hide it.
Configurations for <rating-label> from v11 are dis If you are reusing Performance Management v11 forms,
played in all v12 forms. you need to update the forms using the Modify Form
Configuration tool in Provisioning to remove the attrib
utes.
Team Overview supports more than three modify steps If a route map is configured with more than three mod
ify steps and Start of Review is checked on a step with
more than two steps after it, Team Overview displays
all steps, and allows you to scroll right and left.
Gap Analysis button The Gap Analysis button does not work for Perform
ance Management v12 forms, or for a combination of
v11 and v12 forms.
Employee View of Manager's Ratings and Comments All normal field permissions for the E role in the Modify
stage are support
Document Transfer support for EM and EX roles Document transfer via:
● Automatic inbox transfer

● En route folder transfer
● Copy to new manager's completed folder
Support for the Employee Change Engine:
● Keep forms with old manager

● Send copy of old form to new manager on comple
tion
● Disable auto-sync of old forms
Note
Support for Auto Complete of Old forms it not in
cluded in v12.
Route Documents These Administration tools work with Performance

Management v12 forms.
Route Completed Documents
Approve Document Note

Modify Form Route Map You cannot route a form to a user who is not in the
route map.
In the new Writing Assistant/Coaching Advisor ● The assistant appears as a pop-up screen.
● The tool is more easily accessed.
● The current rating is visible in the tool.

● Positivity options adjust to the availability of data:

if only one tone is available, the tool does not ap
pear.
Now supported: ● The No-Weight attribute on the Objective and

Competency Sections
● The Auto-Pop-Weight attribute on the Objective
Section
● Cmt-opt commenting options: any configuration s
in a template are respected
● Configurations for rating labels. Any formerly un
displayed custom rating lables are displayed.
In the UI ● Employee's Name is included as part of the Per

formance Management v12 form title
● The word Processing on the Send to Next Step dia
log box is localized when configured
● The Changes Saved message is removed from the
screen after an auto-save as soon as any data is
edited.
Ask for Feedback button The button does not appear in the Team Overview if
the Ask for Feedback email notification is not set up.
Form templates Now validated for supported feature configurations

when importing or updating them.
Ratings normalzation supported When two or more rating scales are used within one
form, the ratings are normalized before averaging into
an overall score.
2.2.1 Important!
This table lists some important information that you need to know about Performance Management v12.
What You Should Know Why
When creating templates from scratch Do not re-use Performance Management v11 templates
with v12.
Reusing a template could result in behavior changes

due to unsupported configurations in the template.
Note
Always check the Performance Management Con
figuration Guide for updates.

What You Should Know Why
Reporting is supported for Performance Management Customers should not use the reporting functionality in
v12 with Dashboard 2. the same way as with Performance Management v11.
There is a known issue with automatic inbox transfer There could be problems displaying the form in Team
for EX changes. Overview.
Objective/Competency sections configured with If the objective or competency sections are configured
weights require contents in the sections. in a Performance Management v12 form with weights,
but are not populated with objectives or competencies,
the overall score is calculated as if part of the form
were rated with a zero.
Some fields may not work with Ad Hoc Reporting. These fields are not confirmed to work with Ad Hoc Re
porting:
● E Calculated Overall Score

● Weighted Average
● Gap analysis
● Ask for Feedback responses
Some administration tools are not supported with v12: ● Change Engine
● Route Signature State Document
● Rating Scale Management
2.3 What's Available in Performance Management v12
This table displays a recap of the features that are currently available in Performance Management v12
Item Comments
Writing Assistant/Coaching Assistant Integration
Inbox Facelift
HTML Print
Admin Tools Phase I (basic configuration)
Auto-Save
New "Core" competency tag/filter
Goal Configuration (Add/Delete/Edit, including Goal Configurable in xml and Admin Tools
Library)
Goal Sync Logic (Port Logic) Configurable in xml and Admin Tools
Competency Configuration (Add/Remove) Note: does Configurable in xml and Admin Tools
not include behaviors

Item Comments
Section/Item Weights Handling (auto-pop,

editable/not editable, rules)
Development Goals Section
Support for Label Only Ratings Configurable in xml
Support for Section Based Permissions Configurable in xml
Support for Field Based Permissions Configurable in xml
Support for Section Order Control Configurable in xml
Support for choice of Circle Ratings instead of Stars Configurable in xml and OneAdmin
Touchbase Integration
Support for Button and Action Based Permissions Configurable in xml
Revised WA/CA
Support for PDF Print Preview Functionality
Support for "no-weight" attribute Configurable in xml and Admin Tools
Notes Access from Review
Support for Custom Sections Configurable in xml
Support for Required Fields Configurable in xml
Support for Goal Plan State Functionality Configurable in xml
Admin Routing Tool Support (note this excludes rout

ing to a user who is not in the route map. Manager is
the rating of record in PM v12.)
Support for drag and drop Calibration by any role--cali

brator can change scores via drag-n-drop, even if he or
she is not the EM.
Additional Stabilization
Document Transfer Support
Automatic inbox transfer
En Route Folder transfer
Copy of form to Completed folder Configurable in Admin Tools
Auto-Route by Due Date Configurable in xml and Admin Tools
Configurable Show/Hide Item Comments Configurable in xml
Ask for Feedback from an External Email Address Configurable in xml
Change Engine Support Configurable in Admin Tools
Keep Forms with Old Manager Configurable in Admin Tools

Item Comments
Send Copy of Old Form to New Manager on Comple Configurable in Admin Tools
tion
Disable Autosync of old forms Configurable in Admin Tools
Rating Normalization Automatic if different rating scales are used
Button Permissions to Hide all Pods
Support for Localization of Fields within a Performance Configurable in xml/ Admin Tools
Management v12 Form (specifically one form with
many languages via token translations)
Support for Configuring the Official Rating Configurable in xml
Support for the Modify Form Configuration Tool Configurable in xml
Support for the Import Overall Scores Tool Universal: Admin tool now available
Accessibility Compliance (508)--All except Stack Universal

Ranker
Extended Team Overview Functionality (Support for Universal

more than 3 Modify Steps)
Modify Form Route Map Tool Opt-in
Metric lookup table ratings population Opt-in
Beta Comprehensive Configuration Options Opt-in
E access to Summary Section Universal (can permission out)
E access to Others' Ratings and Comments in Modify Universal (can permission out)
Stage
Support for Custom Fields in Goal and Competency Opt-In

sections
Support for custom rating labels in Performance Man Configurable in xml

agement v12 forms
2.3.1 What's Not Available?
Some features that were available in Performance Management v11 are not available in Performance Management
v12. They are:
High-priority roadmap:
● HTML formatting in introduction section, section introductions, and competency descriptions

● Competencies section: Rate by Behaviors or Display Behaviors
● Iterative step support
● Collaborative step support
● 360 for history access

● Performance form history access
● Performance/Potential summary
● Objective-Competency section
Less-common configurations
● Rating scale: reverse rating scale

● Rating and commenting on development goals
● More than 4,000 characters in comments
● Minimum or maximum number of competencies or goals
● User-info section
● Review-info section
● Links to edit live profile data
● Print options such as choosing what to print
Admin Tools:
● Route signature stage document

● Route completed documents
● Auto-complete old forms (change engine)
Roles: support for the EM and all managers, including the direct manager role

3 Before You Begin
3.1 Key Concepts in Templates
Form templates are the basis for all forms in SuccessFactors.
The form that each user receives contains all the elements of the form template on which it is based. For example,
when you distribute the 214 Performance Review form, that form includes all elements of the 2014 Performance
Review form template.
Table 1: Key Concepts

Concept Explanation
Forms Forms are used to record information such as the evaluation of an

employee’s performance during the review cycle. Forms are gener
ated from templates.
Templates Templates contain the layout, sections, and workflow for each form.
Pre-built best- practice templates are available in the Success Store
(Manage Templages.)
Mass creation and schedule mass-crea These are both methods of launching an event. The method you use
tion depends on your company policy.
If your review process is based on:
● the employee hire date, use the schedule mass-creation method

● a specific date for all employees regardless of their hire date,
use the mass creation method.
When you mass-create a form, you're launching an event only once

for all users regardless of their hire date. For example, if you mass-
create a 2008 Performance Review, the 2008 Performance Review
form is sent once, on the date you specify, to the group of employ
ees you specify.
When you schedule mass form creation, you're creating an event

that will occur on a regular schedule based on employees hire dates.
For example, if you schedule an anniversary review with the fre
quency of twelve months, the review form will be automatically sent
every 12 months on the anniversary of the employee's hire date.
Route Map Route Maps establish the workflow and steps that employees follow
during the performance review process. A Route Map defines the:
● Users involved in the review process

● Order in which the users will receive the form,
● Actions that users can take
For example, the Route Map for a performance review can specify
that the employees provide comments and goal ratings and send
the form to their manager. Then, managers provide their comments

16 © 2014 SAP AG or an SAP affiliate company. All rights reserved. Before You Begin
Concept Explanation
and ratings and return the form to the employee. Finally, both em
ployee and managers sign the form.
You can create as many Route Maps as you need, and each form
template must have a routing map associated with it.
A Route Map contains three stages:
● Modify stage
● Signature stage
● Completion
Rating Scale A rating scale is requred when creating a form template. Success
Factors recommends using a five-point scale because it has a mid
point that allows for just enough differentiation withouhg introduc
ing scores that are too close to be of much value.
The rating scale can be reversed if necessary. In the default setting,

1 is the lowest rating and 5 is the highest rating. During provisioning
the scale may reversed. This change requires the assistance of Suc
cessFactors consultant.
Note
In Performance Management v11, ratings can be displayed side-
by-side or stacked. In Performance Management v12, ratings can
be displayed on the form as stars, circles, or as a drop-down
menu.
Stack Ranker If enabled on the Performance Management form, it allows manag

ers to rank and view their direct reports' competency rankings and
overall ratings next to each other.
Roles Roles are used to define permissions.
3.1.1 Managing Templates

Templates are the outline of the forms that your users fill out in your company processes. The manage templates
tool allows you to update your SuccessFactors process forms and plans quickly and easily.
In the manage templates tool you can:
● Add a new template from the Success Store

● Copy a form or plan from a previous year
● Change labels
● Reorder sections
Before you begin any template editing, make sure that you have selected a route map and a rating scale.
The templates contain sections that correspond to the sections found in the xml templates. You can add or
remove sections to suit your business needs. The Annual Review template requires a valid route map.

Before You Begin © 2014 SAP AG or an SAP affiliate company. All rights reserved. 17
Section Description Comments
General settings General settings: where you define

the you define the foundational
pieces of the template, the rating
scale, and the route map.
Objectives/Goals Goals: either a particular goal plan

or a development plan.
Competencies/Core Values For evaluating the accomplish Creating and managing competen
ments of the core values. Core Val cies is done in a separate adminis
ues are competencies. tration tool.
Job-Specific Competencies Competency Job specific competencies are dy

namically pulled for each user
based on their job profile.
Performance Summary This Summary section displays

summarized information about all
the evaluation sections on the form
in one central area.
Signatures Once the review is completed you The electronic signature is stored in
can electronically sign the form. this section of the form.
Your electronic signature will be
stored in this section of the form.
3.1.2 List of Roles
The following roles can be used to define permissions:
● *: Everyone
● E: Employee/owner
● EM: Employee's manager
● EMM: Employee's second-level manager
● EM+: Employee's manager and levels above in the reporting hierarchy
● ED: Direct Report
● EDD: Second-level direct report
● ED+: Any level of direct repmorts beloxw in the reporting hierarchy
● EMD: Employee's manager's direct reports, for example, coworkers or peers
● EH: Employee's HR representative
● F: Form reviewer - goal access restricted through a form only
● OP: Objective parent, that is a project team lead's goal that is aligned up from a team memberr's goal
● OC: Objective child, that is, a team member's goal that is aligned down from a team lead's goal
● EP: All of an employee's matrix managers
● EX: An employee's primary matrix manager
When you configure a route map via the Administration tools, you select a role from a list box as shown here:

3.2 Overview of the Performance Review Form
All performance review forms contain the mandatory components.
The required components of the review form are:
● Form title: descriptive of the form. The title is visible in the Inbox and on the open form
● Form workflow: controlled by the route map, the workflow controls how the form moves throughout the
review process.
● Form sections: that provide the reviews with additional information, display information from other areas of
the software such as goals, and provide the ability to rate and comment on goals and/or competencies.
Table 2: Form Sections

Form Section Comments
Introduction May contain text-based content to provide information to your users. This information
may be about the purpose of the review, whom to call for assistance, or any other in
formation that you feel is relevant to the review.
Section weights Each of the Goals and Competencies sections on the forma can be weighted independ
ently. This weight is used in the overall performance form score calculation. For exam
ple, you may set the weight of the Goals section as 30% and the weight of the Compe
tencies section as 70%, or you may set these sections as 50/50. The overall perform
ance score takes this into consideration.
Goals You may add up to two Goal sections on a performance form:
● Performance Goals can be automatically populated into the form from the employ
ee's goal plan, or added manually.
● Development Goals, sometimes part of the year-end evaluation to assist in plan
ning for the upcoming year.
Competencies The basic abilities employees must have in order to perform their role within the organ
ization successfully. Including core competencies in the review reinforces their impor

Form Section Comments
tance to all employees and signals what is expected of them. Competencies can be au
tomatically populated into the form or added manually.
Summary Displays summarized information about the evaluation sections on the form in one
cental area. The amount of summarized information is determined by the content in
the working sections of the form. For example, if your form includes ratings and
weights, the average score from these values is shown for each section, as well as a
general overall performance score. You can also set the weights for each section here.
Signature Displays the names of the people who have been asied to sign the form and, once
signed, displays the signature of the signer and the date signed.
Related Information
How Section Weights Affect Rating Score Calculations [page 132]

To calculate the overall rating you must specify how each objective and competency scores should be weighted.
3.3 Supported Section Configurations
The section configurations supported in Performance Management v 12 are:
General Section
Tag Description
fm-sect scale show-value Displaying of the section weights in the review
my-team-rater Displaying Team rater in the team overview page
Competency Section
Tag Description
use-jobcode Displaying competencies based on the Job code
comp-sect-intro Displaying the Introduction for the section
show-calculated-section-rating Displaying the Competency weights and rating in the overall section
in-summ-display Displaying the Competency weights and rating in the Summary section

Tag Description
configurable Adding, editing, and removing competencies
category-filter-opt Partially supported: PM v12 supports populating a PM form based on a cus

tom competency category, but this category filter is not supported in the
"Add Competency" interface.
cmt-opt 1, and 2 (0 is the default Default = Show both item and section comments cmt-opt = 1. Show only sec
for PM v12) tion comments, no item comments cmt-opt = 2. Show only item comments,
no section comments
in-summ-display If true, ratings and weightings from this section will be displayed in the Sum
mary Sect; default is true;
official-rating-permission Determines which roles have access to the official rating a.k.a. Rating of Re
cord. Defaults to read only for all roles but EM, write for EM if not set.
normalize-section-rating Determines whether the section rating will be normalized if different rating
scales are used; default is true.
Objective Section
Tag Description
show-calculated-section-rating Displaying the Goal weights and rating in the Overall Section
obj-sect-plan-id Configuring the Goals that can pulled from a plan
obj-sect-intro Displaying the Introduction for the section
in-summ-display Displaying the Goal weights and rating in the Summary section
configurable Adding, editing, and removing goals
hide-addexistinggoals-btn Ability to search and add existing goals from goal plan into form
auto-pop-weights Allows the goal weight from a TGM goal plan to populate an objective sec
tion of a PM form.
develop-goal Displaying the development goal
obj-edit=POPUP Editing objectives appear in a Pop-Up window (this is the only option)
cmt-opt 1, 2, and 3 (0 is the default Default = Show both item and section comments cmt-opt = 1. Show only
for PM v12) section comments, no item comments cmt-opt = 2. Show only item com
ments, no section comments cmt-opt = 3. Show no item and section
comments
in-summ-display If true, ratings and weightings from this section will be displayed in the
Summary Sect; default is true;
official-rating-permission Determines which roles have access to the official rating a.k.a. Rating of
Record. Defaults to read only for all roles but EM, write for EM if not set.

Tag Description
normalize-section-rating Determines whether the section rating will be normalized if different rat
ing scales are used; default is true.
use-mlt-rating-if-true Determines whether ratings from metric lookup tables in the Goal plan
should be populated into the PM v12 form. "true" = populate ratings
"false" = do not populate ratings
Summary Section
Tag Description
summary-sect-intro Displaying the Introduction for the section
overall-rating-display-order Displaying the Rating display order
manual-rating Determines if a form reviewer can set the overall rating

manually (“true”) or if the overall rating should be cal
culated and non-editable (“false”).
override-unrated If manual-rating is true and override-unrated is true,

then the overall rating will be the manual rating, unless
the manual rating is unrated, If the manual rating is un
rated, then the overall rating will default back to the
calculated rating
official-rating-permission Determines which roles have access to the official rat

ing a.k.a. Rating of Record. Defaults to read only for all
roles but EM, write for EM if not set.
Signatures Section
Tag Description
fm-sect-intro Displaying the Introduction for the section.
Custom Section
Tag Description
cmt-opt Default=0: Show section comments, 1: No section

comments;
type (2-10) Specifies the data type to be displayed. When display

ing data from the Employee table make sure you spec

Tag Description
ify the corresponding data type. 2 – Label – a bolded

label 3 – Text – one-line text area 4 – Textarea – multi-
line text box that can have legal scan and spell check 5
– Date – a data type 6 – List – drop down lists 7 – Inte
ger – a data type 8 – Double – a data type
Supported Elements
SECT_TYPE Element Yes
fm-meta meta-form-id X
fm-meta meta-form-type X
fm-meta meta-originator X
fm-meta meta-orig-usrnm X
fm-meta meta-orig-lnm X
fm-meta meta-orig-fnm X
fm-meta meta-orig-mi X
fm-meta meta-title X
fm-meta meta-subject X
fm-meta meta-subj-usrnm X
fm-meta meta-subj-lnm X
fm-meta meta-subj-fnm X
fm-meta meta-subj-mi X
fm-meta meta-mgr X
fm-meta meta-mgr-nm X
fm-meta meta-mgr-fn X
fm-meta meta-mgr-mi X
fm-meta meta-mgr-ln X
fm-meta meta-mgr-un X
fm-meta meta-hr X
fm-meta meta-hr-nm X
fm-meta meta-hr-fn X
fm-meta meta-hr-mi X
fm-meta meta-hr-ln X

fm-meta meta-hr-un X
fm-meta meta-participants
fm-meta meta-create-date X
fm-meta meta-completion-date X
fm-meta meta-lastmodified X
fm-meta meta-due-date X
fm-meta meta-start-date
fm-meta meta-rated
fm-meta meta-rated
fm-meta meta-rating
fm-meta meta-scale
fm-meta meta-step-id X
fm-meta meta-grp-label
fm-meta meta-grp
fm-meta meta-cat
fm-meta meta-cat-default-label
fm-meta meta-360-overall-form-threshold
fm-meta rater-id-permission
fm-meta meta-360-rollup-category-name
fm-meta fm-sect-scale X
fm-meta meta-place-text-suffix
fm-meta meta-item-weight-floor-ceiling-option
fm-meta meta-item-weight-floor-ceiling-option
fm-meta meta-job-code
fm-meta meta-job-roles
fm-meta meta-job-role-descriptions
fm-meta button-permission
fm-meta mass-route-permission
fm-meta meta-form-rating-calc
fm-meta my-team-rater X
fm-meta meta-sign-rec X
fm-meta meta-normalize-form-rating X

userinfo-sect (fm-sect) fm-sect-name
userinfo-sect (fm-sect) fm-sect-intro
userinfo-sect (fm-sect) fm-sect-config
userinfo-sect (fm-sect) fm-element
userinfo-sect (fm-sect) fm-comment
userinfo-sect (fm-sect) fm-add-element
userinfo-sect (fm-sect) field-permission
liveprofile-sect liveprofile-sect-name
liveprofile-sect liveprofile-sect-intro
liveprofile-sect fm-sect-config
liveprofile-sect view-template-id
liveprofile-sectliveprofile-sect succession-data-model
liveprofile-sect succession-profile
liveprofile-sect reviewinfo-sect-name
reviewinfo-sect reviewinfo-sect-intro
reviewinfo-sect fm-sect-config
reviewinfo-sect field-permissioni
introduction-sect (fm-sect) fm-sect-name X
introduction-sect (fm-sect) fm-sect-intro X
introduction-sect (fm-sect) fm-sect-config
introduction-sect (fm-sect) fm-element
introduction-sect (fm-sect) fm-comment
introduction-sect (fm-sect) fm-add-element
introduction-sect (fm-sect) X
objective-sect obj-sect-name X
objective-sect obj-sect-intro X
objective-sect fm-sect-config X
objective-sect action-permission X
objective-sect field-permission X
objective-sect sect-weight Not currently supported, but same

results can be achieved via field per
missions.
objective-sect sect-weight-4-objcomp-summary

objective-sect fm-sect-scale X
objective-sect obj-sect-type Only "plan" is supported
objective-sect obj-sect-plan-id X
objective-sect obj-sect-filter
objective-sect obj-sect-filter-val
objective-sect obj-category X
objective-sect obj-type
objective-sect sect-fm-elements
objective-sect sect-level-elements
objective-sect fm-objective
objective-sect fm-comment
objective-sect meta-grp-label
objective-sect meta-grp
objective-sect obj-plan-state-change X
objective-sect min-goals-required
objective-sect max-goals-allowed
objective-sect no-rate Not currently supported, but same

missions.
objective-sect weight-total-option
objective-sect weight-total
competency-sect comp-sect-name X
competency-sect comp-sect-intro X
competency-sect fm-sect-config X
competency-sect allow-to-add-development-goal
competency-sect editable-in-signature-step
competency-sect action-permission X
competency-sect field-permission X
competency-sect behavior-rating-calc
competency-sect competency-rating-calc
competency-sect sect-weight X
competency-sect sect-weight-4-objcomp-summary
competency-sect fm-sect-scale X

competency-sect fm-subitem-scale
competency-sect comp-category X
competency-sect sect-fm-elements
competency-sect sect-level-elements
competency-sect fm-competency X
competency-sect fm-comment
competency-sect meta-grp-label
competency-sect meta-grp
competency-sect content-filters
competency-sect fm-rating-info-config
competency-sect fm-comp-filter-mapping X
competency-sect no-rate Not currently supported, but same

missions
competency-sect min-competencies-required
competency-sect max-competencies-allowed
competency-sect weight-total-option
competency-sect weight-total
Fm-sect-config section-color
Fm-sect-config rating-label X
Fm-sect-config rating-label-others
Fm-sect-config official-rating-label X
Fm-sect-config default-rating X
Fm-sect-config unrated-rating X
Fm-sect-config weight-total
Fm-sect-config hidden-strength-threshold
Fm-sect-config blind-spot-threshold
Fm-sect-config rating-bar-color
Fm-sect-config item-weights
Fm-sect-config hide-weight-percent-sign
Fm-sect-config weight-label
Fm-sect-config show-points
Fm-sect-config section-comments-label

Fm-sect-config section-comments-blank-indicator
Fm-sect-config section-manager-comments-label
Fm-sect-config section-subject-comments-label
Fm-sect-config comments-blank-indicator
Fm-sect-config manager-comments-label
Fm-sect-config subject-comments-label
Fm-sect-config calculated-rating-label
Fm-sect-config rating-display-format
Fm-sect-config section-permission X
Fm-sect-config section-owner
Fm-sect-config required-fields
Fm-sect-config calibration-mode
Fm-sect-config show-job-roles
Fm-sect-config default-section-comments-label X
Fm-sect-config default-item-comments-label X
Fm-sect-config weight-total-option
Fm-sect-config num-decimal-places X
Fm-sect-config publish-button-label
Fm-sect-config publish-button-warning
Fm-sect-config field-publishing
Fm-sect-config section-rating-calc
Fm-sect-config section-item-rating-calc
Fm-sect-config Ez-rater
Fm-sect-config normalize-section-rating X
sf-pmreview no-calc
sf-pmreview overall-rating
sf-pmreview rate-by-adding-values
sf-pmreview show-weight
sf-pmreview spellchk
sf-pmreview split-rating
sf-pmreview weight-lockdown

4 Configuration
4.1 High-Level Configuration Steps
We asked product experts for their recommendation on how to proceed with configuration:
Step Action Coments
1 Configure settings in Provisioning to enable the Perform Unless this has been preconfigured
ance Management module
2 Configure settings in Provisioning to enable Total Goal Man Unless this has been preconfigured
agement / CDP module
3 Configure Goal Management / Development Plan If Goal Plan if needed
4 Configure minimum/maximum characters per field/section If Goal Plan if needed
5 Configure Lookup Tables for rating population
6 Upload Goal / Development Plan in Provisioning
7 Add a template from the SuccessStore
OR
Configure the Performance Management form by initially
uploading the XML template and update in Provisioning
9 Configure Performance Management form sections If needed
10 Activate the Stack Ranker
11 Configure rating scales
12 Configure/upload competencies If needed
13 Configure permissions for the Performance Management

v12 template to display or not display pods.
14 Configure permissions:
● rating permissions for Performance Management v12/

or configure rating option for PM v11
● field permissions
● section permissions
● button permissions
15 Configure required fields
16 Configure labels Multi-locale: in Iteration1, hard

coded in xml / English only;
Starting with Iteration 2 define Mes

sage Keys and Upload Form Label
Translations

Configuration © 2014 SAP AG or an SAP affiliate company. All rights reserved. 29
Step Action Coments
17 Configure Performance / Potential Matrix If needed
18 Enable Document Transfer Unless preconfigured
19 Activate Reporting and Adhoc Domains Unless preconfigured
20 Set up email notification settings
21 Seet up RBP permissions
4.1.1 Basic Configuration Steps
Concretely, the basic configuration steps are as follows:
Context
These steps are explained in detail in separate procedures:
Procedure
1. Configure required settings in Provisioning, above all, enable the new user interface, PM Redesign, and Stack
Ranker, if necessary.
2. Configure the Route Map.
3. Upload the template from the SuccessStore
4. Perform additional configuration steps such as:
○ Ask for Feedback

○ Circle Rating
○ Out of Turn Access
○ 1:1 Meeting

30 © 2014 SAP AG or an SAP affiliate company. All rights reserved. Configuration
4.2 Enabling the New User Interface
The first step in configuring Performance Management is to enable the new interface in Provisioning.
Context
In Provisioning:
Procedure
1. Select the company, then select Edit Company Settings Edit Company Settings Company Settings
2. Select Performance Management v12 - "requires v12 UI Framework (Revolution)".
3. Select Version 12 UI framework (Revolution) farther down on the page.
4.3 Configuring the Route Map
A route map defines the order in which a performance review or a 360 review form is sent to and from various
reviewers. You need to donfigure the route map before you can add and configure a new review form.
Context
A route map contains several stages:

● Modify
● Evaluation
● Signature
● Completed
You can add steps to the Modify and Signature stages.
Configure the route map from the new Administration Tools interface.
Procedure
1. From the Administration Tools interface select Performance Management Manage Route Maps .
2. Click Add New Route Map, then select Choose from Library. The SuccessStore displays a list of pre-built, best-
practice maps. Select that map that suits your needs.
You can also choose to build your own route map.
3. Click Add to My Instance.
4. In the dialog box, enter a name for the route map, then click Save.
5. Enter the required information:
○ Step Name
○ Step Description
○ Step Type:
○ Single
○ Iterative
○ Collaboration
○ Roles
○ Start, End, and Due Dates
You can configure alternate managers, if necessary, by selecting the type of role. You can also create a
custom role.
6. Click Advanced options, then enter any information you require from the advanced options such as
mouseover and exit button text.
Make sure that you enableStart of Review, which indicates that the review process starts from this part of the
review, Self Assessment, and ensures that a Team Overview page is created for the manager.
7. Do the same for the next steps in the form. You can add a signature step if you wish.
8. When you have completed the stages, click Completed, then verify the information.
9. Click Save.
Next Steps
After you have configured the route map, you need to add it to the review form..

4.4 Designing a Rating Scale
4.5 Adding a New Template from the SuccessStore

You add templates from the SuccessStore, which you access via the Administration Tools.
Context
You must have previously configured a route map and a rating scale.
In the Administration Tools under Company Processes & Cycles
Procedure
1. Choose Performance Management Manage Templates .

2. Click Add a New Template.
3. In the SuccessStore window, choose the template to add to your instance, in this case, Annual Review
(PMv12).
The template opens to the Preview page of the annual review form where you can view the various sections of
the form as well as an explanation of the purpose of each section.
4. Click General Settings on the left side of the screen, then type or select the following information:
○ Name of the form

○ Description of the form
○ Route map that you have previoiusly configured
○ Rating scale, if necessary
○ Hide numeric rating values - this is optional
○ Unable to rate - to apply a neutral rating
○ Allow managers to stack rank employees on competency sections, Stack Ranker
Note
You can also add advanced settings such as:
○ Date ranges
○ Using the circle icon in ratings
○ Ask for Feedback

○ Displaying a check mark instead of ratings in Team Overview
by clicking the Advanced Settings link.
5. Click Edit Fields and Sections and then fill in each section:
○ Introduction
○ Objectives
○ Core values
○ Job specific competencies
○ Performance Summary
○ Signatures
Note
You can add advanced options in some sections by clicking the link Show advanced options.

4.5.1 Enabling Ask for Feedback and the Circle Rating Option
Ask for Feedback allows mangers to be ask other employees for feedback, you need to enable it that feature by
setting start and end dates.
Context
If you want to enable Ask for Feedback, you must enter date ranges in the Advanced settings of the General
Settings when you create a form template.
The default icon in a rating scale is the star. If you want to use a circle as the icon, you must select that option.
Procedure
1. Under Managing Form Templates select the template that you for which you want to enable Ask for Feedback.
2. Select the fixed or relative start and end dates during which managers can request and people can respond
with feedback.
The relative dates can be set relative to the form creation date or the default start, end, or due dates.
Note
Do not select Disable Ask for Feedback.
Ask for Feedback now supports multiple, discrete requests for feedback from the same user, as long as the
feedback requests are made on different days.
3. Select Display circle icon as rating if you prefer to use circle icons instead of stars.

4. Click Update Form Template.
Results
This is an example of Ask for Feedback:

4.6 Configuring for Desired Overall Score Pod and Callout
Behavior
This is under step 2 of configuring the approval process. configuring pods
There are several attributes in a PM v12 template which affect the behavior of the overall score pod and callout.
Care must be taken to test configurations for desired behavior, but these tips should be helpful in getting things
off to a good start. in-summ-display: •Default setting=true •Set section-by-section •Determines whether section
ratings and weights will be displayed in the summary section and overall score callout. •If it is set to false, the
ratings and weights for that section will not be displayed in the summary section or the overall score callout.
manual-rating: •Default setting=false •Set for entire form •Determines whether the manager will be able to set a
manual overall score which is different than the calculated overall score. •If manual-rating is set to true, it is
worthwhile to consider suppressing the display of weights and ratings from the summary section and overall

score callout, as this makes it easy for the employee to calculate the weighted score and compare it to the manual
rating. •If true, an additional attribute should be set: override-unrated: •default setting=false •There is discussion
about whether this should be set to true when manual-rating=true. If it is set to true, and a manager does not
select a manual rating, the calculated rating will populate the final score. If it is set to false, there will be no final
score if the manager fails to select a manual rating. Also it appears that sometimes this setting affects the
behavior of the Overall Score Pod such that the final score is not updated when a manual rating is selected. show-
value: •default setting-=true •This attribute allows for the form to show the numerical value of the ratings given,
and for the overall score to be a numerical value. •If the attribute is set to false, only the text labels that
correspond with each numerical rating will show. •When show-value=false, it is necessary to set up the: scale-
adjusted-calculation: •Allows for averaged numerical ratings will be mapped to an integer, so that label will be
shown for the overall score. •This mapping is laid out in the fm-sect-scale element, on a section-by-section basis.
•The labels for label-only rating are set within this configuration, and do not come from the rating scale. •The
scale-adjusted-calculation set up for the summary section controls the mapping for the overall score callout and
pod as well. Field permissions: also affect what can be seen in the summary section and overall score callout &
pod. The following fields can be permissioned for granular control of visibility: •item-rating •item-weight •manual-
overall-rating •calc-overall-rating •weighted-average Section permissions: •can be set to hide a section from a
particular user •and will also hide the section and its ratings from the overall score callout.
4.7 Configuring Mass Inbox Approve Permissions
This configuration is exactly same with the button permission configuration.
Context
In Provisioning:
Procedure
1. Click Form Template Administration.

2. Select the form template to which you want to add Mass Inbox Approve permission.
3. In the fm-meta section, add the <mass-route-permission> xml tag then save.
Example
For example, following xml fragment ONLY enable the EM role can mass inbox approve in CStep and form need
validation when send to next step by EM in CStep.
<mass-route-permission type="none" validation="false"
<role-name>*</role-name>
<route-step stepid="*"/> </mass-route-permission>
<mass-route-permission type="enabled" validation="true">

<role-name>EM</role-name>
<route-step stepid="CStep"/> </mass-route-permission>
Note
We recommend setting validation="true" to avoir data problems for other modules.
4.8 Configuring Required Fields
You can make fields mandatory via configuration by using the <required fields > tag. They can be required per
step or per role.
Here is an example:
<required-fields>
<field refid="item-rating" min-value="1.0"
max-value="-1.0"/>
<route-step stepid="MidYearReview"/>
<route-step stepid="YearEndReview"/>
<send-action sendid="inner_step_send"/>
<send-action sendid="next_step"/>
</required-fields>
Note
If a default value is configured for a field, and the field is configured to be required, the default value is
considered by the form logic to fulfill the field requirement. In other words, the user's attention is not brought to
the field if he or she does not change the default value.
Here is an example of this illogical configuration:
<fm-element index="2" type="6">

<ekey><![CDATA[Drivers License]]></ekey>
<ename><![CDATA[Drivers License]]></ename>
<evalue><![CDATA[Drivers License]]></evalue> <----------- Root Cause here.
<elist elist-value-type="7" elist-default-name=" " elist-default-value="">
<elist-element elist-index="0" elist-selected="false">
<elist-name><![CDATA[Checked]]></elist-name>
<elist-value><![CDATA[Checked]]></elist-value>
</elist-element>
<elist-name><![CDATA[N/A]]></elist-name>
<elist-value><![CDATA[N/A]]></elist-value>
</elist-element>
</elist>
</fm-element>

4.8.1 XML Example: Objective section with permissions:
Example with:
● Name and Intro XML

● Requiring weighting of 100%
● Rating and min-max Weight XML
● Required Fields and Permission
● Changing Default Item and Section Comments Labels
● Field Permissions
● Auto-Populating Objectives into Form and selecting category.
<objective-sect index="2" configurable="true" mgt-only="false" use-jobcode="false"

no-rate="false" develop-goal="false" show-learning-activity-competency="false" no-
weight="false" summ-opt="0" split-cmt="false" rating-opt="0" cmt-opt="2" in-summ-
display="true" in-overall-rating="true" no-group="true" use-milestone="false"if-no-
ratings-then-ignore-section="false" lock-item-weights="false" in-objcomp-summ-
display="false" in-objcomp-summ-overall-rating="false" auto-pop-weights="true" show-
obj-expected-rating="false" min-goals-required="-2147483648" max-goals-
allowed="2147483647" allow-draft-tgm-goals="false">
<obj-sect-name><![CDATA[MBOs - October, 2005]]></obj-sect-name>
<obj-sect-intro><![CDATA[<b>Instructions: </b>Please review each MBO and select the
percentage of achievement in the "Rating on Objective" drop down list. Please add
examples and comments in the comments section. The "spell check" and "legal scan"
tabs will help ensure that your comments are written professionally. [[POPUP|Do you
need help writing an MBO?|https://salesdemo.successfactors.com/doc/po/
goals_objectives/writg.html]]</p>]]></obj-sect-intro>
<fm-sect-config>
<rating-label><![CDATA[Rating on Objective]]></rating-label>
<rating-label-others><![CDATA[Rating]]></rating-label-others>
<default-rating><![CDATA[Unrated]]></default-rating>
<weight-total><![CDATA[100.0]]></weight-total>
<hidden-strength-threshold>0.0</hidden-strength-threshold>
<blind-spot-threshold>0.0</blind-spot-threshold>
<item-weights> <item-weight-floor>0.0</item-weight-floor>
<item-weight-ceiling>100.0</item-weight-ceiling></item-weights>
<required-fields>
<field refid="item-rating" min-value="-1.0" max-value="-1.0"/>
<field refid="item-weight" min-value="-1.0" max-value="-1.0"/>
<route-step stepid="*"/> <send-action sendid="next_step"/>
</required-fields>
<default-section-comments-label><![CDATA[Comments by {0}]]></default-
section-comments-label>
<default-item-comments-label><![CDATA[Comments by {0}]]></default-item-
comments-label>
<weight-total-option><![CDATA[enforce]]></weight-total-option>
<num-decimal-places>2</num-decimal-places>
<publish-button-label><![CDATA[Publish Content]]></publish-button-label>
</fm-sect-config>
<field-permission type="read">
<role-name>*</role-name> <field refid="item-rating"/>
<field refid="item-weight"/> </field-permission>
<field-permission type="write">
<field refid="item-rating"/>
<field refid="item-weight"/> </field-permission>

<sect-weight>100.0</sect-weight>
<fm-sect-scale show-value="false">
<scale-source>1</scale-source>
<scale-id><![CDATA[Objectives]]></scale-id>
<scale-type><![CDATA[null]]></scale-type>
</fm-sect-scale>
<obj-sect-type><![CDATA[plan]]></obj-sect-type>
<obj-sect-plan-id>10</obj-sect-plan-id>
<obj-category><![CDATA[Q4October]]></obj-category>
<meta-grp-label><![CDATA[Group]]></meta-grp-label>
</objective-sect>
4.9 Common Questions on Mass Approve Inbox
The following are common questions on mass approve inbox:
Q A
I haven't configured Mass Inbox Approve for one form Yes, you can. In this case, the Mass Inbox Approve
template. Can I mass approve the documents already function treats the form template as no roles and steps
created based on that template? constraint but the default of form validation is “true”.
Mass Inbox Approve permission is configured config Yes. Mass Inbox Approve always reads configuration
ured in one form template. If I modify it, for example, from the form template instead of from each docu
change validation from “true” to “false”, will the ment. When you modify something this permission in a
change impact the existing documents from that tem form template, it impacts all the documents already
plate? created.
In the search filter, when I enter the first or last name of Currently, the Employee input box is only for the
an employee in Employee fields, why can’t I see the full USERNAME of the employee, so you should enter the
name auto-completed in that input box? When I click username to search. If you really want also support
the search button, why I can’t see any document in the first-name and last-name auto-completed input box
inbox? and search criteria, please file an enhancement re
quest.
When I select one form template, why I don’t see any This is caused when a step ID is not defined for that
steps of this form template in the Steps select box? step in the Route Map of this template. The step ID is
When I click the search button, however, I do see some critical for mass inbox approve permission.
documents with steps in the list.
Does Mass Inbox Approve support other form types Yes, we support all form tpyes including PM review,
such as 360, compensation? 360, compensation, succession. Configurations are the
same.
When I add the Mass Inbox Approve permission to the Please check your permission xml is match the gram
fm-meta section of form template and click save, why mar of the <mass-route-route> in sf-form.dtd, espe
it always shows error? cially the order in the elements of “fm-meta”, it is after
the “button-permission”, that is “……button-permis
sion*, mass-route-permission*, meta-form-rating-
calc? ……”. For more detail information, please refer
ence in latest sf-form.dtd.

Q A
How can I know if a document is sent by Mass Inbox You can open the document and check the audit trail.
Approve? There will be comment such as Mass Route: ……
Do we support the “O” role in the Mass Inbox Approve Yes, we support “O”, for example
permission setting?
<mass-route-permission type="enabled"
validation="true"> <role-name>O</role-
name> <route-step stepid="*"/> </mass-
route-permission>
4.10 Example XML Form Template
This is an example of an xml form template.
<?xml version="1.0" encoding="UTF-8"?>

<!DOCTYPE sf-form SYSTEM "http://svn/viewvc/svn/V4/trunk/src/com/sf/dtd/sf-
form.dtd?view=co" PUBLIC "-//SuccessFactors, Inc.//DTD V4 Form 1.0//EN">
<sf-form version-number="2" locale="en_US">
<fm-meta>
<meta-form-id>-1</meta-form-id>
<meta-rated>true</meta-rated>
<meta-rating>0.0</meta-rating>
<meta-scale>0.0</meta-scale>
<meta-grp-label>
<![CDATA[Group]]>
</meta-grp-label>
fm-sect-scale show-value="true">
<scale-id>
<![CDATA[2005b]]>
</scale-id>
<scale-type>
<![CDATA[null]]>
</scale-type>
</fm-sect-scale>
<meta-item-weight-floor-ceiling-option>warning</meta-item-weight-floor-
ceiling-option>
<my-team-rater/>
</fm-meta>
<sf-pmreview show-weight="true" weight-lockdown="false" rate-by-adding-
values="false" overall-rating="true" no-calc="false">
<introduction-sect>
<fm-sect cmt-opt="1" split-cmt="false" mgt-only="false" index="0">
<fm-sect-name>
<![CDATA[Introduction]]>
</fm-sect-name>
<fm-sect-intro>
<![CDATA[Welcome to this year's performance appraisal process.
This process is designed to help you and your manager identify your accomplishments
and goal achievement during the year. At the end of this process, you and your
manager will also have the ability to begin the process of identifying next year's
goals and career development opportunities. If you have any questions or concerns
relating to this year's appraisal cycle, you can contact your manager, your
divisional HR representative or consult the Human Resources website.]]>
</fm-sect-intro>
<fm-sect-config>
<rating-label>
<![CDATA[Rating]]>

</rating-label>
<rating-label-others>
<![CDATA[Rating]]>
</rating-label-others>
-<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
<![CDATA[Too New To Rate]]>
</unrated-rating>
<publish-button-label>
<![CDATA[Publish Content]]>
</publish-button-label>
</fm-sect-config>
</fm-sect>
</introduction-sect>
<objective-sect cmt-opt="3" split-cmt="true" mgt-only="false" index="1"
show-calculated-section-rating="true" obj-edit="form" ez-rater-expand-all="false"
sect-mode="normal" hide-addexistinggoals-btn="false" allow-draft-tgm-goals="false"
max-goals-allowed="2147483647" min-goals-required="-2147483648" show-obj-expected-
rating="false" auto-pop-weights="false" in-objcomp-summ-overall-rating="false" in-
objcomp-summ-display="false" lock-item-weights="false" if-no-ratings-then-ignore-
section="false" use-milestone="false" no-group="false" in-overall-rating="false" in-
summ-display="true" rating-opt="3" summ-opt="0" no-weight="true" show-learning-
activity-competency="false" develop-goal="false" no-rate="true" use-jobcode="false"
configurable="true">
<obj-sect-name>
<![CDATA[Objectives]]>
</obj-sect-name>
<obj-sect-intro>
<![CDATA[Comment on and rate the individual's demonstration of each
of the objectives listed below.]]>
</obj-sect-intro>
<fm-sect-config>
<section-color>
<![CDATA[]]>
</section-color>
<rating-label>
<![CDATA[Rating]]>
</rating-label>
<![CDATA[Rating]]>
<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
</unrated-rating>
</fm-sect-config>
<fm-sect-scale show-value="true">
<scale-id>
<![CDATA[2005b]]>
</scale-id>
<scale-type>
<![CDATA[null]]>
</scale-type>

</fm-sect-scale>
<obj-sect-type autosync="true">
<![CDATA[plan]]>
</obj-sect-type>
<meta-grp-label>
<![CDATA[Group]]>
</meta-grp-label>
</objective-sect>
<competency-sect cmt-opt="2" split-cmt="true" mgt-only="false" index="2"
show-calculated-section-rating="true" ez-rater-expand-all="false" sect-
mode="normal" in-objcomp-summ-overall-rating="false" in-objcomp-summ-
display="false" lock-item-weights="false" if-no-ratings-then-ignore-section="false"
no-group="false" in-overall-rating="true" in-summ-display="true" rating-opt="3"
summ-opt="0" no-weight="false" no-rate="false" use-jobcode="true"
configurable="true" hide-waca="false" lock-behavior-content="false" behavior-
weighted="false" behavior-expected-rating-format="0" show-behavior-expected-
rating="false" comp-expected-rating-format="0" show-comp-proficiency-level="false"
show-comp-expected-rating="false" use-behavior="false" behavior-mode-opt="0"
behavior-cmt-opt="1" behavior-rating-opt="1" suppress-item-comments="0" category-
filter-opt="no-filter" use-core-comp="false">
<comp-sect-name>
<![CDATA[Competencies]]>
</comp-sect-name>
<comp-sect-intro>
<![CDATA[Describe the individual's demonstration of each of the
competencies listed below. You can use the "Writing Assistant" to review sample
descriptions of behaviors and performance levels to help you describe the
employee's performance.]]>
</comp-sect-intro>
<fm-sect-config>
<rating-label>
<![CDATA[Rating]]>
</rating-label>
<![CDATA[Rating]]>
<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
</unrated-rating>
<weight-total>
<![CDATA[100.0]]>
</weight-total>
</fm-sect-config>
<scale-id>
<![CDATA[2005b]]>
</scale-id>
<scale-type>
<![CDATA[null]]>
</scale-type>
</fm-sect-scale>
<meta-grp-label>
<![CDATA[Group]]>
</meta-grp-label>
</competency-sect>
<summary-sect cmt-opt="0" split-cmt="false" mgt-only="false" index="4"

rating-opt="3" overall-rating-display-order="manual-calc" show-group-matrix="true"
use-adjusted-scale-for-section-header-rating="0" rating-mode="text" show-
listing="true" override-unrated="false" manual-rating="true">
<summary-sect-name>
<![CDATA[Overall Performance Summary and Additional Comments]]>
</summary-sect-name>
<summary-sect-intro>
<![CDATA[Use this section to summarize the employee's overall
performance during the review period.]]>
</summary-sect-intro>
<fm-sect-config>
<rating-label>
<![CDATA[Rating]]>
</rating-label>
<![CDATA[Rating]]>
<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
<![CDATA[Too New to Rate]]>
</unrated-rating>
<weight-total>
<![CDATA[100.0]]>
</weight-total>
<item-weights>
<item-weight-floor>10.0</item-weight-floor>
<item-weight-ceiling>100.0</item-weight-ceiling>
</item-weights>
</fm-sect-config>
</summary-sect>
<signature-sect>
<fm-sect-name>
<![CDATA[Signature Section]]>
</fm-sect-name>
<fm-sect-intro>
<![CDATA[Use this section to sign the document.]]>
</fm-sect-intro>
<fm-sect-config>
<rating-label>
<![CDATA[Rating]]>
</rating-label>
<![CDATA[Rating]]>
<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
</unrated-rating>
</fm-sect-config>
</fm-sect>
</signature-sect>

</sf-pmreview>
</sf-form>

5 Additional Configuration to the Review
Form
5.1 Additional Configuration to the Review Form
You might make additional changes to the performance management review form as shown in the following
topics.
5.1.1 Configuring for Desired Overall Score Pod and Callout

Behavior
This is under step 2 of configuring the approval process. configuring pods
There are several attributes in a PM v12 template which affect the behavior of the overall score pod and callout.
Care must be taken to test configurations for desired behavior, but these tips should be helpful in getting things
off to a good start. in-summ-display: •Default setting=true •Set section-by-section •Determines whether section
ratings and weights will be displayed in the summary section and overall score callout. •If it is set to false, the
ratings and weights for that section will not be displayed in the summary section or the overall score callout.
manual-rating: •Default setting=false •Set for entire form •Determines whether the manager will be able to set a
manual overall score which is different than the calculated overall score. •If manual-rating is set to true, it is
worthwhile to consider suppressing the display of weights and ratings from the summary section and overall
score callout, as this makes it easy for the employee to calculate the weighted score and compare it to the manual
rating. •If true, an additional attribute should be set: override-unrated: •default setting=false •There is discussion
about whether this should be set to true when manual-rating=true. If it is set to true, and a manager does not
select a manual rating, the calculated rating will populate the final score. If it is set to false, there will be no final
score if the manager fails to select a manual rating. Also it appears that sometimes this setting affects the
behavior of the Overall Score Pod such that the final score is not updated when a manual rating is selected. show-
value: •default setting-=true •This attribute allows for the form to show the numerical value of the ratings given,
and for the overall score to be a numerical value. •If the attribute is set to false, only the text labels that
correspond with each numerical rating will show. •When show-value=false, it is necessary to set up the: scale-
adjusted-calculation: •Allows for averaged numerical ratings will be mapped to an integer, so that label will be
shown for the overall score. •This mapping is laid out in the fm-sect-scale element, on a section-by-section basis.
•The labels for label-only rating are set within this configuration, and do not come from the rating scale. •The
scale-adjusted-calculation set up for the summary section controls the mapping for the overall score callout and
pod as well. Field permissions: also affect what can be seen in the summary section and overall score callout &
pod. The following fields can be permissioned for granular control of visibility: •item-rating •item-weight •manual-
overall-rating •calc-overall-rating •weighted-average Section permissions: •can be set to hide a section from a
particular user •and will also hide the section and its ratings from the overall score callout.

48 © 2014 SAP AG or an SAP affiliate company. All rights reserved. Additional Configuration to the Review Form
5.1.2 Configuring Mass Inbox Approve Permissions
Context
In Provisioning:
Procedure

Example
Note
5.1.3 Configuring Required Fields
step or per role.
Here is an example:
<required-fields>
max-value="-1.0"/>

Additional Configuration to the Review Form © 2014 SAP AG or an SAP affiliate company. All rights reserved. 49
</required-fields>
Note

</elist-element>
</elist-element>
</elist>
</fm-element>
5.1.4 Configuring Mass Inbox Approve Permissions
Context
In Provisioning:
Procedure

Example

Note
5.1.5 Disabling Team Rater on the Team Overview Page
You can disable the Team Rater (Stack Ranker) button on the Team Overview page if necessary.
To do so, you need to remove the <my-tem-rater/> element from the meta section of the form as shown here:
<fm-meta>
<scale-id><![CDATA[IntScale]]></scale-id>
</fm-sect-scale>
<meta-item-weight-floor-ceiling-option>warning</meta-item-weight-floor-ceiling-
option>
<my-team-rater />
</fm-meta>
5.1.6 Disabling Team Rater on the Team Overview Page
You can disable the Team Rater (Stack Ranker) button on the Team Overview page if necessary.
To do so, you need to remove the <my-tem-rater/> element from the meta section of the form as shown here:
<fm-meta>
<scale-id><![CDATA[IntScale]]></scale-id>

</fm-sect-scale>
option>
<my-team-rater />
</fm-meta>
5.1.7 Configuring Pods in the Top Bar of the Form
All of the pods on the top of the Performance Management v12 form can be configured not to display if so desired.
This is done via button permissions in the Performance Management v12 form template, in the fm-meta section of
the xml. Each pod will have to be listed individually:
<button-permission type="none">
<role-name>E</role-name>
<button refid="overall-score-pod"/>
<route-step stepid="*"/>
</button-permission>
Pod Name Element Name
Overall Score Pod overall-score-pod
Incomplete Items Pod incomplete-item-pod
Team Rank Pod team-rank-pod
Supporting Information Pod supporting-information-pod
Gap Analysis Pod gap-analysis- pod
5.1.8 Configuring the Official Rating Permissions
The official-rating-permission can be configured by role and by step, to control who can see and who can write to
the rating of record for a form section.
It is configured just as any other field permission is configured:
<official-rating-permission type="read">
</official-rating-permission>
<official-rating-permission type="write">
<role-name>EH</role-name>

This xml configuration grants read permission for the E in any step, read permission for any other unspecified
roles in any step, and write permission for the EM and EH.
The default configuration for any Performance Management v12 form is:
<official-rating-permission type="write">
5.1.9 Configuring Enforce Maximum Overall Score (EMOS, or

"Fail one, fail all")
Performance Management v12 supports a configuration that allows the administrator to limit the maximum
manual overall score that a rater can grant to a form subject if any item rating in the form is below a certain
minimum. This is configurable both in the form template XML as well as via Manage Templates in Administration
Tools.
Form Template xml
The main configuration will be added in summary section. The XML will follow this structure
<enforce-maximum-overall-score condition='and/or'>
<role-name> */EM/... </role-name>
<max-score> 3.0/4.0/... </max-score>
</enforce-maximum-overall-score>
And in every involved goal/competency section, the element will be added,
<emos-min-score> 3.0/4.0/... </emos-min-score>
Note
<max-score> saves the maximum manual overall rating;
<emos-min-score> saves the minimum item rating of the goal/competency section.
5.1.10 Owner-Role Attribute Supported for Manual Overall

Rating Field in Summary Section
The following configuration lets E NOT read EM's manual overall rating:
<field-permission type="none">

<field refid="manual-overall-rating">
<owner-role>EM</owner-role>
</field>
</field-permission>
5.1.11 Configuring Field Permissions with the New E View of

Others' Ratings and Comments
Performance Management now display ratings and comments by others to the E role in the modify stage of a
Performance Management v12 form.
To hide these fields from the E role, employ field permissions as usual:
In general, it is always best to configure field and other permissions by taking away all permissions for all users in
all steps, then explicitly adding the desired permissions back into the configuration. Because Performance
Management v12 automatically grants all permissions to all users if nothing is configured, it’s possible that,
though an explicit hide permission is configured for a role in a specific step, that role could have write permission
in another step.
Blanket “Hide” Permission:
<field refid="item-comment"/>
<field refid="item-weight"/> …etc.
</field-permission>
Explicit Granting of Permission:
<field refid="item-group"/>
<route-step stepid="3"/>
</field-permission>
However, if a access to a field is desired when the form is in the completed state, it’s best NOT to do a blanket
“Hide” permission. So if you want to hide a field from a particular user role in some steps, but not all, and not when
the form is complete, it’s best to do a blanket “Read” permission, and then grant write access or hide fields in
particular steps.

Blanket “read” permission:
</field-permission>
Specific “Hide” permission:
<owner-role>EMM</owner-role>
<owner-role>EH</owner-role>
<owner-role>EHM</owner-role>
<owner-role>EP</owner-role>
</field-permission>
Specific “Write” permission:
<owner-role>E</owner-role>
</field-permission>
5.1.12 Configuring Section Permissions for E Visibility of the

Summary Section
The Employee role is now able to see the summary section of a Performance Management v12 form.
Section permission may be set as desired. For example, to maintain the section hidden from the E at all steps:
<section-permission type="hidden">
<route-step stepid="*”></route-step>
</section-permission>

Note
Behavior regarding manual-rating="true" remains the same: if it is “true” the E role is not able to see a callout
from the overall score pod.
For forms going forward, if the overall score is hidden from the E role in the overall score pod, the field
permission for manual-rating or calculated-overall-rating should be set to “none.”
5.1.13 Configuring Required Fields
step or per role.
Here is an example:
<required-fields>
max-value="-1.0"/>
</required-fields>
Note

</elist-element>
</elist-element>
</elist>
</fm-element>

5.1.14 Configurable Labels for Ratings, and Comments:
Custom labels for ratings and comments are supported for Performace Management v12 as of b1311.
The following elements can now be used to change the default rating and comment labels:
Attribute Role/Section/Pod
Rating-label Logged-In User, All roles but Official Rater (*if Official
Rating Label is set up)
Rating-label E Rating on “Self” tab, when tab is NOT expanded
Official-rating-label Logged-In User, Official Rater, also replaces “Final

Score”
Manual-rating-label Logged-in User, read or write access to Manual Rating
Calc-rating-label Logged-in User, read or write access to Calculated Rat

ing
Overall-score-label Overall Score, Modify Stage
5.1.15 Character Counter and Configuring Min/Max

Characters
In Performance Management v12, the character counter is always set to On.
There is a different configuration for required fields that allows separate configurations to set min/max number of
characters for a required field. The min-value and max-value configurations are only applicable in item-
comments/section-comments/sect-weight but not other fields. For Performance Management v12, the max
value cannot exceed 4k.
item-comments:
● This includes comment per competency/objective + subject comment + manager comment +employee
comment
● The min-value and max-value can be used to specify minimum number of characters and maximum number
of characters in item comments.
● The min-value and max-value are both optional and default to -1 means no enforcement on number of
characters in item comments.
● The min-value and max-value are only meaningful to item-comments, section-comments, and sect-weight.
Example
<required-fields>
<field refid="item-comments" min-value="25"/>

<send-action sendid="inner-step-send"/>
</required-fields>
5.1.16 Configuring Scale-Adjusted-Calculation for Localized

Forms
Performance Management v12 does not support msgKey attribute with mapto-desc element.
To achieve localization, following kind of configuration is needed:
<scale-map-value>
<score-min>1.0</score-min>
<score-max>1.49</score-max>
<mapto-score>1.0</mapto-score>
<mapto-desc><![CDATA[Insufficient performance]]></mapto-desc>
<mapto-desc lang="de_DE"><![CDATA[Unzureichende Leistung]]></mapto-desc>
<mapto-desc lang="en_GB"><![CDATA[Insufficient performance]]></mapto-desc>
<mapto-desc lang="en_US"><![CDATA[Insufficient performance]]></mapto-desc>
<mapto-desc lang="es_ES"><![CDATA[Desempeño Insuficiente]]></mapto-desc>
<mapto-desc lang="fr_FR"><![CDATA[Performance insuffisante]]></mapto-desc>
<mapto-desc lang="pt_BR"><![CDATA[Desempenho insuficiente]]></mapto-desc>
</scale-map-value>
5.1.17 Configuring Section Permissions for E Visibility of the

Summary Section
The Employee role is now able to see the summary section of a Performance Management v12 form.
Section permission may be set as desired. For example, to maintain the section hidden from the E at all steps:
<route-step stepid="*”></route-step>
Note
Behavior regarding manual-rating="true" remains the same: if it is “true” the E role is not able to see a callout
from the overall score pod.
For forms going forward, if the overall score is hidden from the E role in the overall score pod, the field
permission for manual-rating or calculated-overall-rating should be set to “none.”

5.1.18 Configuring Pods in the Top Bar of the Form
All of the pods on the top of the Performance Management v12 form can be configured not to display if so desired.
This is done via button permissions in the Performance Management v12 form template, in the fm-meta section of
the xml. Each pod will have to be listed individually:
<button refid="overall-score-pod"/>
Pod Name Element Name
Overall Score Pod overall-score-pod
Incomplete Items Pod incomplete-item-pod
Team Rank Pod team-rank-pod
Supporting Information Pod supporting-information-pod
Gap Analysis Pod gap-analysis- pod
5.1.19 Enforce Competency
To prevent further issues around ratings not being saved in a reportable fashion, Provisioning now validates that
you have the fm-sect-scale element defined in all competency and objective sections when you try to upload or
change a PM or 360 form template.
When uploading or updating form templates, if the form is not validated Provisioning prompts you with an error
message and and does not save your changes. In order to maintain backward compatibility it is still possible to
create documents using form templates that don't have the scale in the sections, however you won't be able to
make any future changes to a form template unless you correct this issue.

6 Troubleshooting Form Templates
Use this table to find help resolving some common form template problems.
This problem... Can happen if... To resolve it... To avoid it next time
Users can't create a form ● The user doesn't have ● Set permissions for ● Grant the permission
permissions to create the user to create the specific
this type of form. ● Modify the template to form to the users who
● The status of the tem change its status to need it.
plate on which the Enabled. ● Make sure the status
form is based is set to of the template is set
Disabled. to Enabled.
● You can't add sections Only SuccessFactors Cus Contact SuccessFactors Contact SuccessFactors
to a form template tomer Success can add or Customer Success. Customer Success if you
● You can't remove sec modify these elements. need to change any of
tions from a form tem these elements.
plate
● You can't add rating
scales to a form tem
plate
● You can't change a
rating scale used in a
template

60 © 2014 SAP AG or an SAP affiliate company. All rights reserved. Troubleshooting Form Templates
7 Configuring Stack Ranker
7.1 About Stack Ranker

The Stack Ranker allows raters to quickly review the ratings for those they are evaluating for a 360 review, and to
visualize how the subjects compare with, or stack up against, one another.
The Stack Ranker enables managers to quickly identify top performers and to reward those who deserve extra
recognition, or to quickly identify low performers It his goes beyond a 5-point rating scale and provides more
granular details.
Stack Ranker is compatible with competencies, but not with behaviors.
Accessing Stack Ranker
There are two primary use cases for the Stack Ranker:
● Standalone stack ranking tool

● Part of a performance or a 360 review
You access the standalone Stack Ranker from the To-Do List on the home page.

Configuring Stack Ranker © 2014 SAP AG or an SAP affiliate company. All rights reserved. 61
You access the Stack Ranker for the performance review from an individual Performance Management form.
Note
Stack Ranker does not work with competencies that are rating by behavior, and the stack ranker button does
not show in the interface. The client must choose between the convenience of stack ranker or having
compentencies that are rated by behaviors.
7.2 Form Template Configuration for Stack Ranker
The Stack Ranker utilizes a Performance Management form template type as the back-end. For each direct report
that is displayed on the Stack Ranker there is a Performance Management form for that employee.
To enable a Performance Management form to be used with Stack Ranker a new form template XML element
must be set.
Note
You must set the sub-element <my-team-rater/> in the fm-meta section of a Performance Management form.
If you are accessing the Stack Ranker directly from a Performance Management form, the button in the
competency section can also be controlled through <action-permission>. The action refid is my-team-rater.

62 © 2014 SAP AG or an SAP affiliate company. All rights reserved. Configuring Stack Ranker
7.3 Enabling Stack Ranker
The Stack Ranker is turned on/off through Provisioning.
Enable Stack Ranker for each of the modules for which you want to be able to compare employees.
If you want the second-level manager to be able to view the stack ranker, select this option in Provisioning:
___Stack Ranker - Enable display of all forms but self
Enabling Performance Management Form Entry
If you are accessing the Stack Ranker directly from a Performance Management form, the button appears only
under the following conditions:
● The logged-in user accessing the Performance Management form is the manager (EM) of the subject of the
form.

● The logged-in user is accessing the PM form from his or her Inbox.
● The Performance Management form is in Modification Stage that is, not in signature or completed.
● The Performance Managementform is not in a collaborative (C) step.
● The section is a competency section.
● The competency section is enabled for the logged-in user.
● The competency section is configured for ratings no-rate=false.
● The logged in user has write permissions to the item-rating field.
● Deleted forms are not displayed.
● Completed forms will not display in the Stack Ranker if they were completed two months prior to the other
forms still in progress.
● If a user has more than one Performance Management form, the latest form due date will be selected. If same
due date then the one with latest modify date will be selected.
The Stack Ranker can be accessed from any competency section on a Performance Management from. The Stack
Ranker will only pull competencies for the direct reports that are in that competency section. The Stack Ranker
uses the form template id from the opened performance review form which has stack ranker button. This means it
cannot pull from another form such as a Mid Year review or last year's review as the other years will be using a
different form template ID.
7.4 Rating Scale
Stack Ranker supports three different styles of rating scales. The system determines which style to display based
on form and rating scale configurations.
Horizontal button with a Horizontal button without Drop-down list

scale. a scale
Show value
For the horizontal buttons, the rating description appears on mouseover.
A drop-down scale is used when any of the following conditions are met:
● The rating scale has more than seven entries

● Rating scale values are not positive integers less than 10 that is, from 0 to 9.

7.5 Text Replacement
You can replace the term Stack Ranker in the application.
This includes:
● The button in a PM competency section to access the Stack Ranker Page

● The label in the right hand accordion panel of the Stack Ranker Page
● Admin > System Properties > Company System and Logo Settings > Select a form template for Stack Ranker
Stack Ranker is a supported text replacement string in English, Spanish, and French Canadian. The other places
that "Stack Ranker appears, such as in the To Do List, or form template name, can already be configured in other
areas of the application.
7.6 Best Practices
This section lists some of the best practices recommended by product management for the use/configuration of
this product:
● Keep the route map for Stack Ranker - use case 1 - very simple. The idea behind the Stack Ranker is to give
managers a simple, quick, and easy way to stack rank their team. A route map with a single modification step
for the EM and no signature step.
● When using the Stack Ranker in use case 2, we recommed that you configure the route map in such a way so
that the manager can be ensured to have all the direct report forms in their Inbox at once, thus getting the full
value. Start the route map with the EM, or enable the route map step due date auto routing to an EM step.
● Due to a limitation in functionality, that is, here is no way to batch route forms to the next step in the Stack
Ranker, we recommend that you use the route map step due date auto send feature to move the stack ranker
through the route map.
● Unless you want the overall Stack Ranker score to show up in Live Profile do not include a summary section in
the form template. If you want the Stack Ranker to produce an overall competency score, then include an obj/
comp summary section.

● The Stack Ranker supports job code populated competencies as well as hard coded competencies. For the
purpose of Stack Ranking it is recommended to use hard coded competencies so that there is an even list of
competencies that all direct reports will be evaluated on
● The Stack Ranker competency section calculation supports item weights, but item weights are not displayed
on the Stack Ranker page. It is recommended not to use item weights for the competencies because
managers may be confused by the summary calculation without seeing the item weights for exemple,
why/how do these rating add up to this value?
● Due to limitations on how plain text comments are supported, we recommend that you enable the rich text
editor (RTE) in the form template for Stack Ranker.
● As indicated above, if the client is rating by behaviors the stack ranker tool cannot be used.
● Using Stack Ranker will now limit the characters typed in the comments section to 4000 maximum.

8 360 Configuration
8.1 360 General Information
This section contains general information on configuring the 360 Multi-Rater.
Note that you can add and modify pre-built templates from the SuccessStore via the Manage Templates tool in
the Administration tools.
8.1.1 360 Form Meta Attributes

360 Configuration © 2014 SAP AG or an SAP affiliate company. All rights reserved. 67
8.1.1.1 360 Rater Section
The Rater Section can be renamed. This section appears only during the modification/approval steps. This
section can also be made available to managers only by configuring mgt-only=true'.
To control what data about each rater (department, division, location, etc) appears in the Rater section, place the
following code:
<rater-column key="DIVISION"></rater-column>
<rater-column key="LOCATION"></rater-column>
<rater-column key="DEPARTMENT"></rater-column>
between:
<rater-config>
<date-column-format>mm/dd/yyyy</date-column-format>
and
<min-rater-count>5</min-rater-count>
Example
<rater-config>
<date-column-format>mm/dd/yyyy</date-column-format>
<rater-column key="DIVISION"></rater-column>
<rater-column key="LOCATION"></rater-column>
<rater-column key="DEPARTMENT"></rater-column>
Weighting Rater Categories Rater
categories can now be weighted by adding the cat-weight="50.0" code to the Meta section:
Example
<meta-cat hidden-threshold="0" min-count="0" max-count="8" cat-weight="50.0" ><!

68 © 2014 SAP AG or an SAP affiliate company. All rights reserved. 360 Configuration
[CDATA[Peer]]></meta-cat>
[CDATA[Direct Report]]></meta-cat>
[CDATA[Other]]></meta-cat>
<meta-360-rollup-category-name><![CDATA[Manager]]></meta-360-rollup-category-
name>
<meta-360-rollup-category-name><![CDATA[Direct Report]]></meta-360-rollup-
category-name>
<meta-360-rollup-category-name><![CDATA[Peer]]></meta-360-rollup-category-name>
<meta-360-rollup-category-name><![CDATA[Other]]></meta-360-rollup-category-name>
8.1.2 360 User Information Section
This section is configured in the same manner as on a Performance Management form.

8.1.3 360 Review Info Section
8.1.4 360 Reviewer Section

8.1.5 360 Objective Section
8.1.6 360 Competency Section


8.1.7 360 Custom Section
8.1.8 Post Review Phase
The Post Review Phase can be used after the Evaluation Phase but before the Completion or Signature Phases. It
lets you make changes to ensure that you can get the complete feedback you want.
In this phase, you can:
● Add more Participants, in case too many originally invited Participants declined.
● Send forms back to Participants to ask them to modify their feedback, in case the original feedback includes
too much information to ensure anonymity or includes offensive or overly sensitive information.
● Insert summarizing comments that let you present comments or analysis on the overall feedback.
What you can do Comments
Allow a manager to review 360 participant feedback This basically is just a signature step added to the
prior to sending it to the employee route map
Let the manager see the Detailed 360 Report before You can control the timing and access to the Detailed
anyone else 360 Report using the button permission for "de
tailed-360-report" in the form template XML and then
you set under form template administration the De
tailed 360 Report permission control to "Use Form
XML".

What you can do Comments
Let the manager see participant feedback Permission the "drill down" access to the manager
Allow manager to add additional participant or send You can create a competency section and make it edit
forms back to participants for changes able during a 360 signature step. This is done by add
ing a sub-element <editable-in-signature-step> to a
competency section. This only works for competency
sections and only for 360 form templates. To only
show this section during a signature step you'll want to
use section-permissions to control hiding it at all other
times. The primary use case is to use the section com
ments, or re-purpose a couple of competencies and
use item comments. These comments will appear in
the Detailed 360 Report. Ratings entered into this sec
tion will not impact the overall 360 score and (likely)
will not show up in the Detailed 360 Report.
Sample code for post reveiw
<!DOCTYPE competency-sect SYSTEM "sf-form.dtd">

<competency-sect index= "7" configurable= "false " mgt-only= "false " use-
jobcode= "false "
category-filter-opt= "no-filter" no-rate= "true " no-weight= "true " summ-
opt= "99" split-cmt= "true " rating-opt= "0"
cmt-opt= "1" suppress-item-comments= "0" behavior-rating-opt= "0" behavior-
cmt-opt= "0" behavior-mode-opt= "0"
in-summ-display= "false "
in-overall-rating= "false "
no-group= "false "
use-behavior= "false " if-no-ratings-then-ignore-section= "false " lock-item-
weights= "false " in-objcomp-summ-display= "false "
in-objcomp-summ-overall-rating= "false " show-comp-expected-rating= "false "
show-comp-proficiency-level= "false "
comp-expected-rating-format= "0"
show-behavior-expected-rating= "false " behavior-expected-rating-format= "0"
behavior-weighted= "false "
sect-mode= "normal" ez-rater-expand-all= "false "
show-calculated-section-rating= "true " lock-behavior-content= "false " hide-
waca= "false "> <comp-sect-name><![CDATA[Overall 360
Comments]]></comp-sect-name> <fm-sect-config>
<rating-label><![CDATA[Rating]]></rating-label>
<rating-label-others><![CDATA[Rating]]></rating-label-others> < default-
rating><![CDATA[unrated]]></ default-rating> <hidden-strength-threshold>0.0</
hidden-strength-threshold>
<section-manager-comments-label><![CDATA[{0}'''s Comments]]></section-manager-
comments-label>
<section-subject-comments-label><![CDATA[{0}'''s Comments]]></section-subject-
comments-label>
<manager-comments-label><![CDATA[{0}'''s Comments]]></manager-comments-label>
<subject-comments-label><![CDATA[{0}'''s Comments]]></subject-comments-label>
<section-permission type= "hidden"> <role-name>*</role-name>
<route-step stepid= "EmpNom"/> <route-step stepid= "MgrNom"/>
<route-step stepid= "HRNom"/> <route-step stepid= "EmpLaunch"/>
<route-step stepid= "Eval"/> </section-permission>
<num-decimal-places>2</num-decimal-places> <publish-button-label><!
[CDATA[Publish
Content]]></publish-button-label> </fm-sect-config> <editable-in-signature-
step/>
<sect-weight>0.0</sect-weight> <fm-sect-scale show-value= "true "> <scale-
source>1</scale-source>

<scale-id><![CDATA[360 Scale]]></scale-id> <scale-type><!
[CDATA[DROPDOWN]]></scale-type>
</fm-sect-scale> <meta-grp-label><![CDATA[Group]]></meta-grp-label> </
competency-sect>
8.1.9 360 Form Template Settings
Table 3: 360 Form Template Settings

This Element... Means This...
Allow Add Approver/Evaluator Allows users to add users from outside the established routing map dur
ing the Modification stage of the routing process. If you select this option,
users will see the Add Modifier button or menu item and will be able to add
users. Tip The setting of the Show on-form workflow options as a pull
down list option determines whether users will see a button or menu item.
This change applies to existing forms as well as newly created forms.
Allow Dashboard data to update af The Dashboard data will be updated every time the form is saved. If you
ter each form save don't select this option, the Dashboard data is updated only when the
form is completed. Note We don't recommend selecting this option be
cause updating Dashboard data each time a form is saved might slow
down your system.
Allow Re-Selection of Removed Par Allows employees to add back participants they’ve deleted from the form.
ticipants to Feedback Team After The users will be able to add the deleted participants from the Add New
360 Evaluation starts Participants page The deleted Participant will be shown with their original
category settings.
Automatic Manager Transfer Disables the Automatic Manager Transfer options set on the Employee
Import page. Selecting any of these options doesn't specify how forms are
transferred. This means that you can only use the options on this page to
make this template an exception to the settings on the Employee Import
page. In order for forms to transfer, the settings on both pages must be
the same.
If these options are And these options are Then...

selected for the tem selected in Employee
plate... Import...
All transfer options No options are se No documents are

lected transferred
All transfer options Automatic Inbox Docu Only documents se

ments Transfer to New lected
Manager
Do Not Transfer All transfer options No documents are

transferred
From the Employee Import page you can select the following Automatic
Manager Transfer options:

● Do not Transfer Documents No forms are transferred

● Automatic Manager Transfer Select this option to specify any of the
following:
○ Automatic insertion of new manager as next document recipient

if not already. Add the new manager as the next person on the ap
proval chain to get the form. Select this option to make the new
manager a part of the review process and remove the old man
ager from the process.
○ Automatic Inbox Document Transfer To New Manager Move
forms from the old manager's Inbox to the new manager's Inbox.
Forms in all other folders, such as En Route, are not transferred.
○ Automatic En Route Document Transfer To New Manager Move
forms from the old manager's En Route folder to the new manag
er's En Route folder.
○ Automatic Completed Document Transfer to New Manager Move
all completed forms about the employee to the new manager's
Completed folder. All other forms are not transferred.
Bypass Draft Routing No longer allows users to create a new form as a draft version (Draft
Mode). When you select this option, users won't be able to edit the form
before routing it to others for evaluation. This change applies to newly cre
ated forms only, it doesn't affect existing forms.
Default Due Date Specifies the date on which the form is due. To specify this date, select
Specify Start/End/Due Dates. If you select this option, you must also
specify the Default Start Date and Default End Date. The Default Start
Date, Default End Date, and Default Due Date all work in conjunction with
each other to specify the review period and the date when the form is due.
For example, if the 2008 Performance Review has the following dates: De
fault Start Date = 1/1/2008 Default End Date = 12/31/2008 Default Due
Date = 2/28/2009 Employees are being evaluated for the period from
1/1/2008 through 12/31/2008 and the form for that review period must
be completed by 2/28/2009. Note that in this example, employees are
being evaluated through 12/31/2008, not 2/28/2009. This change ap
plies to newly created forms only, it doesn't affect existing forms.
Default Due Date (in days) Specifies the timeframe in which the form is due. This date is calculated in
relation to the date when the form is distributed, not when the form tem
plate is modified. For example, if you modify the form template on August
2 and distribute it on August 15, a form that's due in 30 days will be due on
September 15. Use this option to specify a due date for forms which are
not used to evaluate data during a specific period, for example employee
surveys. To evaluate data during a specific period, for example an employ
ee's performance during a year, select Specify Start/End/Due Dates and
specify the Default Start Date, Default End Date, and Default Due Date in
stead. This change applies to newly created forms only, it doesn't affect
existing forms.

Default Due Notification Date (in Specifies the timeframe in which an email notice is sent to a user inform
days) ing them that the form is due. The timeframe is a number of days in rela
tion to the form's due date. For example, if you specify 7, the notice is sent
7 before the form is due. Regardless of this setting, the Document Due
Notification will not be sent in the following circumstances:  If you select
the Disable Due Notification option.  If the user's email notifications are
turned off For more information, see Turning Email Notifications On or Off
for Users.  If the Document Due Notification email notification is turned
off For more information, see Defining Your Company Email Notifications.
Default Display Options in Graphical Specifies which sections users see by default in the Graphical Summary
Summary View view of the Detailed 360 report. If this option is selected, users will only
see the selected sections by default, but will be able to select any other
available sections as well. This option applies only if the Show Display Op
tions in Graphical Summary View is selected. This change applies to exist
ing forms as well as newly created forms.
Default End Date Specifies the end of the period being evaluated. To specify this date, se
lect Specify Start/End/Due Dates. If you select this option, you must also
specify the Default Start Date and Default Due Date. The Default Start
Default Late Notification Date Specifies the timeframe in which an email notice is sent to a user inform
ing them that the form is late. The timeframe is a number of days in rela
tion to the form's due date. For example, if you specify 7, the notice is sent
7 days after the form was due. Regardless of this setting, the Document
Late Notification will not be sent in the following circumstances:  If the
user's email notifications are turned off For more information, see Turning
Email Notifications On or Off for Users.  If the Document Late Notifica
tion email notification is turned off For more information, see Defining
Your Company Email Notifications. This change applies to existing forms
as well as newly created forms.
Default Start Date Specifies the start of the period being evaluated. To specify this date, se
lect Specify Start/End/Due Dates. If you select this option, you must also
specify the Default End Date and Default Due Date. The Default Start

Default Targets Specifies the users who can be the subjects of the form. This list displays
on the Choose a Subject page when users create a new form. The options
are:  Self and Direct Reports The subject of the form can be the origina
tor of the form or any of their direct reports.  Self Only The subject of the
form can only be the originator of the form.  Direct Reports Only The
subject of the form can only be the direct reports of the originator of the
form. This change applies to newly created forms only, it doesn't affect ex
isting forms.
Disable 360 button No longer allows users to view previously completed 360-type forms
about the subject while working in the current form. By default, this option
is turned on, and users can search for, and copy-and-paste content from,
360 forms about the subject while using the current form. When you se
lect this option, you're also removing the 360 button ( ) ( ) from the tool
bar. This change applies to existing forms as well as newly created forms.
Note If you want this option turned on, make sure you don't select the Dis
able All Toolbar Buttons option.
Disable All Toolbar Buttons Turns off the toolbar. If you select this option, the users will not see any
toolbar buttons. If you select this option, users will not see any toolbar
buttons even if you don't select the following options:  Disable 360 but
ton  Disable Delete button  Disable Download button  Disable Form
button  Disable Info button  Disable Note button  Disable Print Button
 Enable Legal Scan  Enable Spell Check Tip If want users to see only
selected buttons, do not select this option and select any of the options
listed above. This change applies to existing forms as well as newly cre
ated forms.
Disable Ask For Edit Routing No longer allows users to send a form for editing to users outside the es
tablished routing map during the Modification stage. By default, this op
tion is turned on, and users can select additional users to include and
route the form to these added users. When you select this option, you're
turning off this feature for this form. This change applies to existing forms
Disable Delete button No longer allows the originator of the form or the manager of the subject
of the form to delete the form. By default, this option is turned on, and
those two types of users can delete a form at any time. When you select
this option, you're also removing the Delete button ( ) ( ) from the toolbar.
This change applies to existing forms as well as newly created forms. Note
If you want this button enabled, make sure you don't select the Disable All
Toolbar Buttons option.
Disable Download button Available only if your company is using the Offline tool. No longer allows
users to download the form to a local system. When you select this option,
you're also removing the Download button ( ) ( )from the toolbar. This

change applies to existing forms as well as newly created forms. Note If

you want this option turned on, make sure you don't select the Disable All
Toolbar Buttons option.
Disable Due Date Validation Specifies that SuccessFactors doesn't check whether the Due Date of the
form is valid. For example, to be valid, the form's Due Date must be later
then its End Date and Start Date.
Disable Due Notification Specifies that an email notification reminding users of an approaching due
date for this form is not sent. When you select this option, you're turning
off the email notification for this type of form only. This notification is sent
in the timeframe specified by the Default Due Notification Date. This
change applies to newly created forms only, it doesn't affect existing
forms.
Disable Form button No longer allows users to view other forms about the subject while work
ing in the current form. By default, this option is turned on, and users can
search for, and copy-and-paste content from, other forms about the sub
ject while using the current form. When you select this option, you're also
removing the Form button ( ) ( ) from the toolbar. This change applies to
existing forms as well as newly created forms.
Disable Info button No longer allows user to view the Document Information page of forms.
By default, this option is turned on, and users can the Document Informa
tion page, which shows details about the form, such as form status. When
you select this option, you're also removing the Information button ( ) ( )
from the toolbar. This change applies to existing forms as well as newly
created forms. Note If you want this option turned on, make sure you
don't select the Disable All Toolbar Buttons option.
Disable Late Notification Specifies that an email notification reminding users that the form is past
its due date is not sent. When you select this option, you're turning off the
email notification for this type of form only. This notification is sent in the
timeframe specified by the Default Late Notification Date. This change ap
Disable Legal Scan On Route Applies only if you're using the Legal Scan tool. No longer performs an au
tomatic Legal Scan when the user completes a step. Tip If you select this
option, users will be able to perform a Legal Scan manually if Legal Scan is
enabled. To enable Legal Scan, select the Enable Legal Scan option. This
change applies to existing forms as well as newly created forms.
Disable Note button No longer allows users to search and open any Notes about the subject of
the form or to create new notes. When you select this option, you're also
removing the Notes button ( ) ( ) from the toolbar. This change applies to
existing forms as well as newly created forms. Note If you want this option
turned on, make sure you don't select the Disable All Toolbar Buttons op
tion.
Disable Print Button No longer allows users to print the form. When you select this option,
you're also removing the Print button ( ) ( ) from the toolbar. This change
applies to existing forms as well as newly created forms. Note If you want

this option turned on, make sure you don't select the Disable All Toolbar
Buttons option.
Disable Page Setup button No longer allows users to print the form in PDF format, or print only se
lected sections of a form. If you select this option, users will be able to
only print the entire form and only in HTML format. By default, this option
is turned on, and users can choose the format in which they want to print
the form, either in PDF format or HTML format. In addition, users can
choose to print only a few sections of a form. When you select this option,
you're also removing the Page Setup button ( ) or Print button ( ) from the
toolbar. This change applies to existing forms as well as newly created
forms. Note If you want this option turned on, make sure you don't select
the Disable All Toolbar Buttons option.
Disable Send and Open Next Form No longer allows users to open the next form in their Inbox after they com
Button plete a step in the current form. If you select this option, users will not see
the Send and Open Next Form button when they complete a step. They
will only be able to send the form and return to their Inbox or cancel their
action. By default, this option is turned in, and users can send the form
and automatically open the next form in their Inbox, as well as send the
form and return to their Inbox or cancel their action.
Disable Send Button No longer allows users to send the form and hides the Send button or
menu item.
Disable Send Button for completed No longer allows users to send a completed form and hides the Send but
documents ton or menu item during the Complete step.
Disable Spell Check On Route Applies only if you're using the Spell Check tool. No longer performs an
automatic Spell Check when the user completes a step. Tip If you select
this option, users will be able to perform a Spell Check manually if Spell
Check is enabled. To enable Spell Check, select the Enable Spell Check
option. This change applies to existing forms as well as newly created
forms.
Display Section Ratings in Detailed Specifies that ratings for each rated section are shown in the Detailed 360
360 Report report. If this option is not selected, only overall ratings are shown.
Disable Step Exit Notification Specifies that the system no longer sends an email notification informing
users that the form is moving from one step to another. When you select
this option, you're turning off the email notification for this type of form
only. This change applies to existing forms as well as newly created forms.
Disallow users from changing the Prevents employees who can create forms from changing the due date of
Due Date the form. If this option is selected, the Due Date specified in the form tem
plate will always be used, users won't be able to change this date when
creating the form. This change applies to existing forms as well as newly
created forms.
Disallow users from changing the Prevents employees who can create forms from changing the start date,
End Date end date, or due date of the form. If this option is selected, the Start Date
specified in the form template will always be used, users won't be able to

change this date when creating the form. This change applies to existing
forms as well as newly created forms.
Display Step Start Date Displays the start date of the step, if specified. The start date is shown
above the routing map in the form. You specify the start date for the step
in the Routing Map. For more information, click here. This change applies
to existing forms as well as newly created forms.
Disallow users from changing the Prevents employees who can create forms from changing the start date,
Start Date end date, or due date of the form. If this option is selected, the Start Date
specified in the form template will always be used, users won't be able to
change this date when creating the form. This change applies to existing
forms as well as newly created forms. Displays the start date of the step, if
specified. The start date is shown above the routing map in the form. You
specify the start date for the step in the Routing Map. For more informa
tion, click here. This change applies to existing forms as well as newly cre
ated forms. See Automatic Manager Transfer.
Display Step Start Date Displays the start date of the step, if specified. The start date is shown
above the routing map in the form. You specify the start date for the step
in the Routing Map. For more information, click here. This change applies
to existing forms as well as newly created forms.
Do Not Transfer Documents See Automatic Manager Transfer
Enable 360 Detailed Report Permis Allows the selected users to see the 360 Detailed report. You can choose
sion for... more than one type of participant. Tip The participant options work in
conjunction with each other, meaning users who fit in more than one cate
gory will get included. For example, if you select Manager/HR and Approv
ers because you want to exclude the subject of the evaluation (Employee),
then make sure that the subject is not also one of the Approvers. Other
wise, the subject will be included, even though you didn't specifically
choose the Employee option. If you don't select any participants, only the
Process Owner will be able to see the report. The participant choices are:
 Process Owner The last person to modify the form before it's distrib
uted to others for evaluation.  Employee The person who is the subject
of the 360 evaluation.  Users With Detailed Reports Privilege Any person
who has Detailed Reporting Privileges defined.  Manager/HR The man
ager or the HR representative of the subject of the form.  Approvers Ev
eryone who contributed to, or modified, the content of the form before it
was distributed for evaluation. This change applies to existing forms as
well as newly created forms.
Enable 360 Drilldown Permission Specifies which 360 Participants can view the individual evaluation re
for... sults. You can choose more than one type of Participant. Your selections
apply only to this type of form, and they override any default company
settings. Tip These Participant options work in conjunction with each
other, meaning users who fit in more than one category will get included.
For example, if you select Manager/HR and Approvers because you want
to exclude the subject of the evaluation (Employee), then make sure that
the subject is not also one of the Approvers. Otherwise, the subject will be

included, even though you didn't specifically choose the option. The par
ticipant choices are:  Process Owner The last person to modify the form
before it's distributed to others for evaluation.  Employee The person
who is the subject of the 360 evaluation.  Users With Detailed Reports
Privilege Any person who also belongs to a user group that has the De
tailed Reports Privilege associated with it.  Manager/HR The manager or
the HR representative of the subject of the form.  Approvers Everyone
who contributed to, or modified, the content of the form before it was dis
tributed for evaluation. This change applies to existing forms as well as
newly created forms.
Enable Add New Participants after Allows the Process Owner to add more reviewers after the evaluation
360 Evaluation starts for... phase has begun. You might want to add reviewers after the evaluation
has already started to replace users who declined to evaluate the form, or
to create a more balanced sample of users. By default, you can only add
reviewers when you're still modifying the form, and before the form is dis
tributed for evaluation. When you select this option, you're allowing the
Process Owner to continue to add reviewers during the entire evaluation
phase. This change applies to existing forms as well as newly created
forms.
Enable Anonymous 360 Detailed Specifies that the manager of the form's subject can select to see the De
Report View tailed 360 report with the names of participants hidden. This option ap
plies only if the form is configured as a named assessment.
Enable Auto Save at Session Time Specifies that changes are automatically saved when a session times out.
out
Enable enhanced Detailed 360 Re Hides categories in the comments section of the Detailed 360 report
port anonymity
Enable form title editability in Form Allows the user to edit the title of the form while working in the form.
(V10)
Enable form title editability in Form Allows the user to edit the title of the form while working in the Form Infor
info page (V10) mation page. Tip To access this page, users click the button.
Enable Gap Analysis View from De Allows users to see the Gap Analysis view of the Detailed 360 report. If
tailed 360 Report you select this option, users will see a Gap Analysis View button in the De
tailed 360 report.
Enable Legal Scan Available only if your company is using the Legal Scan tool. Allows the
user to perform legal scan of the entire form. When you select this option,
your users will see the Legal Scan button ( ) ( )on the toolbar, and can use
this feature to check for misspellings in individual comment sections only,
or on the entire form. This change applies to existing forms as well as
newly created forms. Note If you want Legal Scan turned on, select this
option and make sure you don't select the Disable All Toolbar Buttons op
tion.
Enable Progress Meter Enables the Progress Meter, which shows the approximate amount of
time it will take to complete a form.

Enable Rank View from Detailed 360 Allows users to see the Rank view of the Detailed 360 report. If you select
Report this option, users will see a Rank View button in the Detailed 360 report.
Enable Rich Text Editing of Com Allows users to use Rich Text Editing when providing comments.
ment Fields
Enable Spell Check Available only if your company is using the Spell Check tool. Allows spell-
checking of the entire form. When you select this option, your users will
see the Spell Check button ( ) ( ) on the toolbar, and can use this feature
to check for misspellings in individual comment sections only, or on the
entire form. This change applies to existing forms as well as newly created
forms. Note If you want Spell Check turned on, select this option and
make sure you don't select the Disable All Toolbar Buttons option.
Enable Word XML Export Allows users to export the form in XML format.
Enable Writing Assistant Makes the Writing Assistant tool available for this form. By default, the
Writing Assistant is turned off and not available to users through the form.
Users can always access Writing Assistant from the left navigation bar,
but not directly from the form. When you select this option, you're turning
on Writing Assistant for this form so users can access the tool from di
rectly in the form. When you access Writing Assistant from within a form,
the text is context-sensitive in relation to the form's content. This change
applies to existing forms as well as newly created forms.
Form Timeout Alert (minutes prior Specifies when to send a timeout alert to users. A timeout alert notifies
to end of session) users that their session is about to expire so that they can save their work.
A session is 30 minutes long. This means that if the user does nothing in
the system for 30 minutes, the system will automatically log them out.
This option specifies when the timeout alert is sent, relative to the end of
the session. For example, if you select 5, the timeout alert is sent five mi
nutes before the session ends (after 25 minutes of inactivity).
Hide manager's own documents in Specifies that the manager's own forms are not shown in the Manager
Manager Dashboard Dashboard. For information about the Manager Dashboard, click here.
Hide the 'decline to participate' but Hides the Decline to Participate button from the specified role. The partic
ton on the 360 form for... ipant choices are:  Process Owner The last person to modify the form
before it's distributed to others for evaluation.  Manager/HR The man
ager or the HR representative of the subject of the form.  Employee The
person who is the subject of the 360 evaluation.  Approvers Everyone
who contributed to, or modified, the content of the form before it was dis
tributed for evaluation.  All raters Tip Use this option if you want to let
users choose whether they want to
Hide the Export and Export (Com No longer allows users to export forms in their Completed folder. When
pact) buttons for documents in the you select this option, you're also removing the Export button ( ) from the
Completed Folder toolbar. This button appears only for Completed forms and allows users
to export their completed forms. This change applies to existing forms as
Hide the link to the detailed 360 re Prevents users from viewing the Detailed 360 report until all participants
port in the En Route and Completed have completed the form. Note We recommend selecting this option. Oth

folders until all users have com erwise, users will be able to view the Detailed 360 report at any time, even
pleted the 360 before all participants have provided their ratings. In this case, the report
might show inaccurate results. This change applies to existing forms as
Hide the Show Assignment button No longer allows the form's originator to select sections that participants
can rate. If you select this option, all participants will have to provide rat
ings for all sections.
Hide the link to the detailed 360 re No longer allows users to view the Detailed 360 report until all users
port in the En Route and Completed
folders until all users have com
pleted the 360
Hide the Remove Participant button No longer allows users to remove participants during the evaluation
in Evaluation Mode mode.
Last Modified Displays a date and time stamp of the last time this form template was
modified. The information is recorded automatically. This is a read-only
field.
Only create for users who don't Allows you to create the form only for employees who haven't received
have an existing form with an End this form already, for example newly hired employees or employees who
Date between...and... are new to the system. If you select this option, specify the timeframe in
the mm/dd/yyyy format. For example, if you specify 01/31/2008 and
2/28/2008, the users who received this form with the End Date between
1/31/2008 and 02/28/2008 will not receive the form.
Participants Threshold Control. Ap Specifies the level of information to be excluded in 360 reports for this
ply Threshold On... form. You might want to exclude responses to protect anonymity or to en
sure an accurate sampling of data.  Participant Level Excludes re
sponses for the entire form. For example, you might want to exclude all re
sponses from peers, if the minimum number of peers don't complete the
evaluation.  Item Level Excludes responses for specific sections of the
form. For example, you might exclude the Competencies section re
sponses if not enough participants completed that section.
Routing Map Selects the routing map to associate with this template. You can only se
lect from existing routing maps. For more information about routing
maps, see Creating a new routing map. Tip If you'd like recommendations
on how to use routing maps to best suit your business needs, contact
SuccessFactors Customer Success.
Show digital signatures in Docu Specifies that the signer's name is shown on the printed copy of the form
ment Print Preview as well as their role and the date when the user signed the form. If you
don't select this option, only the signer's role and date when the user
signed the form is shown.
Show Display Options in Graphical Specifies that the display options section is displayed in the Graphical
Summary View Summary view of the Detailed 360 report. If you select this option, users
will be able to select the sections they want to see. This change applies to
existing forms as well as newly created forms.

Show on-form workflow options as a Displays the routing actions the user can take in a dropdown menu as
pulldown list shown in the following graphic
If this option is not selected, the routing actions are shown as buttons as
shown in the following graphic.
Show Participants in Status Sum Applicable only for Anonymous 360s. Displays the names of the partici
mary (Applicable to Anonymous pants (in random order) in the Participant List summary during the evalu
360's only) ation phase of an Anonymous 360. This option is only applicable to Anon
ymous 360s. You can't use this option with Named 360 evaluations. By
default, no participant names are listed for Anonymous 360s. When you
select this option, you're allowing participant names to be displayed on
the Participant List during the evaluation phase. Names are displayed in
random order, with no way to correlate the names with actual reviews, so
anonymity isn't jeopardized. Tip You might want to use this feature if
you're also using the Enable Add New Participants after 360 Evaluation
starts option, because your users can see who they've already chosen to
participate, and if they need to add more users, they can ensure that they
aren't selecting the same users.
Show Signoff routing step names in When the form is in the Signature stage, displays the name of the step in
Signoff Stage the routing map as shown in the following graphic.
If this option is not selected, the step appears without a name, as shown in
the following graphic.
Template Flag Specifies whether the form template is public or private.  Public form
templates are transferrable any time a manager-transfer process is
started. For example, all public forms under the old manager are transfer
red to the new manager. Most forms are Public.  Private form templates
are not transferred during the manager-transfer process. A Private form
remains with the original manager. This change applies to existing forms
as well as newly created for
Template Name Identifies the name of the form template. This is the unique name of the
individual form template, not the template type. The template type is
shown in the Template Type field. Note We recommend not using this
form element to rename existing form templates in SuccessFactors. If you
use this form element to rename an existing form template, your new
template will replace the existing one. This means that you will have no re
cord of the existing template, and any report results will combine data
from the original template and the new one, treating them as the same
form template. To ensure that your new template doesn't replace the ex
isting template, contact SuccessFactors Customer Success to create a
new template for you instead of renaming an existing one.
Template Status Specifies whether the template is enabled or disabled.  Enabled tem
plates are active and available for use. If a user is granted permission to
use the forms, the Enabled templates show in their list of forms. Users can
then use the template to create a new form.  Disabled templates are in

active but are still stored in SuccessFactors. Disabled templates don't dis
play on the list of forms that users can create, and can no longer be used
to create new forms. Only the Administrator can view a disabled template.
Users can finish completing any in-progress forms already created from
the template before it was disabled. This change applies to existing forms
Template Type Identifies the template type, for example, a 360 template or a Review tem
plate. This is a read-only field.
Don't display the subject's Manager Prevents the subject's manager and HR representative from automatically
and HR rep by default as potential appearing in the participant list on the form. By default, SuccessFactors
participants automatically displays the subject's manager and HR representative as
suggested participants. When you select this option, you're turning off the
suggested-user feature for this form. Your users must manually add all
the participants they want to include. You might want to select this option
if your company doesn't usually include the manager or HR representative
in 360 reviews.
8.2 External Raters

The following applies to the v11 Ultra framework only:
● External Raters can be added by permissed users on the fly, this functionality must be enabled in provisioning
and in form template administration.
In provisioning:
Enable Use of External Users (V10 & V11 ONLY).
In 360 Form Template (admin tools - form templates):
Enable 360 Add External Participants section
● External Raters can be used by organizations with SSO enabled

● External Raters do not need a password to access the system.
● When using this method to add external raters the 360 External Participant email notification must be turned
on; they will receive an email allowing them to "Accept" or "Decline" to participate. If they accept they will be
taken to an external authorization screen on which they will be asked to enter a verification code that is
displayed on the screen.
● External Raters cannot see or access anything in the system beyond the 360 form they have been asked to
complete.
● External Raters added in this method cannot recall their completed forms.
● Active Users of the system cannot be added as external raters. The system validates any raters added as
external and will default add them as internal raters if they already exist in the database.
Enable Separate Late Notification for External Participants
In Admin Tools Email Notifications , choose the following option to send a late notification email to external
raters, giving them a chance to review someone after the due date has passed:

8.3 How to Make a 360 Anonymous for Some and Named for
Others
It is possible to configure a 360 to have varying levels of anonymity. For example, you can say that a manager will
see the 360 named, but the employee will see the 360 as anonymous. Or, the employee can see responses from
their manager or peers as named, but can only see responses from their direct reports as anonymous.
That being said, there is currently no way to grant someone with the ability to remove a participants comments.
Even if you can see who said what, you can't remove the comments. Lastly, our configuration of levels of
anonymity must be done at the time the form is created. This means, before the 360 review process, you need to
know who you want to grant access to see named participants. Also, once the form is created and the process
kicked off, you can't change that. So it's not really an on/off switch, it's more of a configuration.
In provisioning, access your 360 form template and ensure that the following highlighted form attribute has been
set:
Please remember that <rater-id-permission> is only applicable to Open 360s. Don't try it with Anonymous 360s.
<rater-id-permission> provides a great deal of flexibility to set anonymity based on who (User Roles - <role-
name>) is viewing the 360, in which stage of the 360 (Routing Step - <route-step>), and to what target group(s)
of raters (Rater Category - <rater-category>) the anonymity is to be applied.
(Excerpts from sf-form.dtd document: <http://svn.successfactors.com/viewvc/svn/V4/

trunk/src/com/sf/dtd/sf-form.dtd?view=markup > http://svn.successfactors.com/viewvc/svn/V4/
trunk/src/com/sf/dtd/sf-form.dtd?view=markup ; <rater-id-permission> is defined in <fm-meta> section)
This element (<rater-id-permission>) defines who can see the rater identities in which routing step.
This only makes sense in an *Open* 360 in which a customer can choose to hide rater identities in certain 360
routing steps, including 360 Evaluation Stage and Completed Stage.
For 360 Evaluation Stage, use this special stepid: 360EvaluationStage
For Completed Stage, use this special stepid: CompletedStage
Add the following XML in the meta section after
<meta-cat hidden-threshold="0" min-count="0" max-count="2147483647" ><!

[CDATA[Self]]></meta-cat>

Example
The following example hides all rater identities for all users in all stages; that is, every rater is shown as
Anonymous and in effect it turns an Open 360 to an Anonymous 360:
<rater-id-permission type="none">
<rater-category>*</rater-category>
</rater-id-permission>
OR
Example
If you want hide all rater identities for Employee in all stages - that is, to the Employee, all raters will be shown
as Anonymous, then do this:
OR
Example
The following example hides all rater identities for all users in 360 Evaluation Stage:
<route-step stepid="360EvaluationStage"/>
OR

Example
The following example hides all rater identities for all users in 360 Evaluation Stage, except the Manager; that
is, when the Manager opens the 360, he sees all rater's names, while everyone else sees Anonymous:
<rater-id-permission type="enabled">
Specific Example (screen shots below based on this configuration):
Code in meta section of 360:
<meta-cat hidden-threshold="0" min-count="0" max-count="2147483647" ><!

[CDATA[Self]]></meta-cat>
<rater-id-permission type="enabled">
<route-step stepid="CompletedStage"/>
<meta-360-rollup-category-name><![CDATA[Upward]]></meta-360-rollup-category-name>
When the 360 is in the evaluation and completion stage, the manager sees the following in the evaluation
summary (manager sees the participant names):

When the 360 is in the evaluation and completion stage, the employee (or anyone other than EM with a completed
copy) sees the following in the evaluation summary (participant names are not shown):
8.4 Determining and Modifying Raters
This section describes how to determine and modify raters on a 360 form
8.4.1 Setting Default Raters
What roles are supported currently for the default rater population:
The only roles supported currently in the system for the default rater population field are the following:
E, EM, EX, EMM, EH, ED, EMD
How to set a default rater so that it appears automatically in a form:
This code needs to be added for each category that you want to automatically populate in the Participant List
when the form is created:
<default-rater category="Direct Report"><![CDATA[ED]]></default-rater>
How to set a default rater so they appear automatically in a form AND can't be removed:
<default-rater removable="false" category="Self"><![CDATA[E]]></default-rater>

</rater-config>
Here is an example of how both options look in the section:
</fm-sect-config>
<rater-config>

<date-column-format>MM/dd/yyyy</date-column-format>
<max-rater-count>2147483647</max-rater-count>
<rater-cat-min-err-msg><![CDATA["The number of participants in the [[CATEGORY]]
category does not meet the minimum of [[EXPECTED_COUNT]]. Please correct it before
moving the document forward."]]></rater-cat-min-err-msg>
<rater-cat-max-err-msg><![CDATA["The number of participants in the [[CATEGORY]]

category exceeds the maximum of [[EXPECTED_COUNT]]. Please correct it before moving
the document forward."]]></rater-cat-max-err-msg> <default-rater category="Direct
Report"><![CDATA[ED]]></default-rater>
<default-rater removable="false" category="Direct Manager"><![CDATA[EM]]></default-
rater>
<default-rater removable="false" category="Self"><![CDATA[E]]></default-rater>
</rater-config>
</rater-sect>
8.4.2 Modifying Participants on a Form
Context

How to Add Participants
Procedure
1. Click Modify Participants in the Participant List section of a 360 form
2. Use the search criteria fields and click Search Users

3. Choose Select All or check the box next to specific names. You can display more names by using the
navigation links if your list contains more than 10.
4. Note
If you simply check the boxes and then click OK the names will not be added.
When the list is complete and contains all the people you want to participate, click OK to return to the form
and the Participant List Section.
Click Add to List to include these names in the participant list.

5. In the Participant List Section, use the Category drop down box to select the appropriate label for the new
participants.
8.4.3 Removing Participants
Context
Procedure
1. Click Modify Participants in the Participant List Section of a 360 form
2. Note
You are not allowed to remove required names.
Click any column heading to sort the list; either ascending or descending.
You can configure button permissions for the Modify Participant List button on a 360 form. Configure these
as any normal button permissions per the DTD.
Click on the X in the Action column for the person you want to remove or use Clear List. The names are
returned to the Search list and you are able to select names again to add.

8.4.4 Declining incomplete documents en masse
Context
As of b1302 it's possible to mass decline all incomplete 360 evaluation forms by uploading a CSV file with the
affected document ids.
Procedure
1. Go to Admin Tools Complete/Decline 360 Documents . In that page, click Mass Decline 360 Documents
link.
2. Click Browse button to upload a csv file with document ids. The file should just contain one column with
document ids, and does not have any column title. It should be like following.
3. Click Process button and wait for the results of the import. If anything fails, the affected document ids will be
displayed.

8.4.5 Configuring the automatic removal of inactive users as
participants
Context
You can remove a user from 360 forms when their status is set to inactive. In the form content the status of this
user will be Removed(Incomplete).
Remove Inactive Employees' 360 Evaluation Documents should be checked when changing the user status.
This option is supported in following places.
Procedure
1. Admin Tools: Set User Status; Manage User; Employee Import

2. Employee-Import related Quartz Job Settings in Provisioning: Employees Import; Delta Employees Import
(WALMART ONLY); Bulk Employees Import (WALMART ONLY)
8.4.6 Override Configuration
It is possible to override this setting at the form template level, so that for a particular template inactive users'
forms are not removed even if the above option is checked when setting user status.
Go to Admin Tools Form Templates Select a template , check Do Not Remove Inactive Employees' 360
Evaluation Documents option, and save.

8.4.7 Launching Forms via .csv upload
It is possible now in both old and new admin tools to launch 360 forms via participant upload. In OneAdmin, open
the Launch Forms tool and select By Group of Employees. Then load the .csv file to launch forms, just as in old
admin tools.
8.5 Setting a Min/Max Number of Raters
This section explains how to set a minimum and maximum number of raters.
Setting a Min/Max Number of Raters
Participant/Rater List Section - specify if you want the system to produce an error message (where it won't let
the user forward the form onto the next step), or a warning message (it will warn them that they are under or over
the min/max but still let them forward the form on to the next step):
<max-rater-count>5</max-rater-count>
<max-error-msg><![CDATA[ERROR: Number of participants selected - [[ACTUAL_COUNT]] -
exceeds the maximum number of [[EXPECTED_COUNT]]. Please select no more than 5
participants.]]></max-error-msg>

Set a min/max number of raters by Category:
MetaSection - set the min/max rater count when defining the categories:
<meta-grp-label><![CDATA[Group]]></meta-grp-label> <meta-cat hidden-threshold="-1"

min-count="0" max-count="6" ><![CDATA[Peer/Partner]]></meta-cat> <meta-cat
hidden-threshold="-1" min-count="0" max-count="6" ><![CDATA[Direct
Report]]></meta-cat>
In this scenario, they are saying the user can't select more than 6 Peers or 6 Direct Reports by setting the "max-
count". You could also do it so that they have to select at least 2 Peers by setting the "min-count".
Participant/Rater List Section - specify if you want the system to produce an error message (where it won't let
the user forward the form onto the next step), or a warning message (it will warn them that they are under or over
the min/max but still let them forward the form on to the next step):
<rater-cat-max-err-msg><![CDATA[ ERROR: Number of participants selected for the

Category "[[CATEGORY]]" is [[ACTUAL_COUNT]], which exceeds the expected number of
participants permitted - [[EXPECTED_COUNT]]. Please remove some of the participants
until the expected number is met.]]></rater-cat-max-err-msg>
The above message will display an "error" if the number of Peers or Direct Reports exceeds 6 as specified in the
Meta section. This message is configurable, so you can put in whatever text you want. The [[ ]] items are
populated by the system.
Min/Max Warning Messages
The below messages can be placed in the Participant List section of the 360 form xml configuration:

8.6 Roll Up
This section discusses holw to use roll up
8.6.1 Roll Up Hidden Threshold
● Unmet threshold action: This impacts the Detailed 360 Report. The choices are as follows:rollup: Combine
categories drop: Drop or do not report the data in the minimum threshold is not met. The system only

supports one or the other - not both (i.e. you cannot select rollup and then expect categories to drop if
minimum thresholds are not met).
● Rating rollup type: The choices are as follows:circular the data rolls to the next category group that is listed in
the meta-360-rollup-category-name. This is the recommended setting.uturn the data rolls to the next
category group that is listed in the meta-360-rollup-category-name and if the threshold is not met it rolls
back-up the list. This is a very subtle feature and will probably only

8.6.2 Aggregate Values Based on Rater Categories
Note
The xml shown above in bold is optional. It is required only if you want the 360 report to aggregate values
based on rater categories.
Hidden Threshold: These values specify the minimum number of raters to show average for that category. If the
hidden threshold is not met, then the aggregate for that category will not be reported. You can specify to have the
aggregate roll up to another category. For example if only one direct report completes the 360, the responses
from that rater will be rolled up together with the responses from the raters in the Peer category.
Note
If Category Thresholds are set, but no rollup is specified in the xml, when viewing the Detail 360 Report, the
data for each of the categories is dropped and cannot be viewed in the report
Min-count and max-count: These values specify the minimum and maximum number of raters per category who
can be asked to provide ratings.
Meta-360-rollup-category-name: Defines order of roll up when the minimum threshold is not met.
Scale-id and scale-type: Defines what rating scale to use the summary section, just like in a PM form.

8.6.3 Second Roll Up for Incomplete Categories
Description
The following categories have been set for a given customer::
● Self
● Manager
● Direct Report
● Peers/Internal Customer
A threshold is set for Direct Reports so if there is less than 2 responses, to roll them up into the Peer/Internal
Customer category. However, if less than 2 Direct Reports respond AND there are no Peer responses yet, then the
Direct Reports either drop from the report, or they show up but aren't rolled up.When the responses are dropped,
it decreases the value of the 360 since not all the information can be used/viewed. If the responses show up, but
aren't rolled up into the Peer category, it decreases the level of anonymity and can cause great concern with the
customer. Resolution: The Direct Report responses should still show up on the report and roll up or be merged
into the Peer/Internal Customer category, even though there were no Peer responses.
Example
A 360 is configured with the following categories; Manager, Self, Peers, Others. The 360 is also configured so that
a minimum of 3 Peer participants are required otherwise Peers and Others should roll into a single combined
category. A 360 is kicked off and only 2 Peers submit feedback and no others provide feedback. When the
Detailed 360 report is accessed the two participants should show up as feedback from a category that is
combined between Peers and Others. Add below configuration (or use updated 360 xml)
<meta-cat hidden-threshold="2" min-count="0" max-count="2147483647"

><![CDATAA]></meta-cat> <meta-cat hidden-threshold="2"
min-count="0" max-count="2147483647" ><![CDATAB]></meta-cat> <meta-cat hidden-
threshold="4" min-count="0"
max-count="2147483647" ><![CDATAC]></meta-cat><meta-cat hidden-threshold="2"
min-count="0" max-count="2147483647" ><![CDATAD]></meta-cat><meta-cat
hidden-threshold="1" min-count="0" max-count="2147483647"
><![CDATAE]></meta-cat><meta-360-rollup-category-name><![CDATAA]></meta-360-
rollup-category-name><meta-360-rollup-category-name><![CDATAB]></meta-360-rollup-
category-name><meta-360-rollup-category-name><![CDATAC]></meta-360-rollup-category-
name><meta-360-rollup-category-name><![CDATAD]></meta-360-rollup-category-
name><meta-360-rollup-category-name><![CDATAE]></meta-360-rollup-category-name>
To set up a circular category:
1. Open the form template in provisioning.

2. Select "Unmet threshold action: Rollup" from the drop down list.
3. Select "U-Turn" from dropdown "Rating rollup type (only applied to Rollup Action):".
4. Enable "Participant names on 360", then save.
5. Log in to the application
6. Navigate to Admin Tools-> Form Template Administration -> Select form template
7. Enable "Apply Threshold On: Participant Level", then save.
To set up a U-turn:

1. Open the form template in provisioning.
2. Select "Unmet threshold action: Rollup" from the drop down.
3. Select "U-Turn" from dropdown "Rating rollup type (only applied to Rollup Action):".
4. Enable "Participant names on 360" the save.
5. Log in to the application, then navigate to Admin Tools-> Form Template Administration -> Select form
template
6. Enable "Apply Threshold On: Participant Level", then save.
8.7 Calibration Mode
Calibration mode for a 360 allows the rater to rate multiple subjects at the same time in a single assessment.
Note: The competencies being rated should be the same for all subjects.
Note the important points about the calibration mode:
● Competency Section is the only section that displays in calibration mode (form intro section disappears -
does not display)
● Open ended questions are not supported
● Drop Down rating scales only
● Item level comments are hardwired and cannot be altered regardless of the cmt-opt indicated in the form xml
● Calibration Mode only works if there is one competency section on the form. If there is more than one
competency section, sections will not appear to the raters.
8.7.1 How to Configure Calibration
In provisioning for your form template, add the following code (code in blue) to the competency section of the
360:
<required-fields>
<send-action sendid="complete_360"/>

</required-fields>
<calibration-mode/>
In Admin Tools, go to the Form Template and ensure that the following is enabled:
8.7.2 Sample Multi-Rater Form
This is a sample Multi-Rater form with the<calibration-mode/>code and 3 hard coded competencies from the
SuccessFactors Competency library:
How does it work
1. Create 360's for multiple subjects and be sure that you add the same demo user as a participant in all 360's
(in other words, if you are creating 360's as cgrant for all team members, be sure to include cgrant as one of
the participants for all subjects).
2. Send the 360's to evaluation mode.
3. As the rater, you will receive each 360 in your inbox.
4. Click on any one of the 360's in your inbox and you will be presented with a screen like the following
You can select the subjects you want to rate and then click the Rate button in the lower right. You will then be
brought into a view like below where you can rate each of the subjects and provide comments all on a single
screen.

Once you complete the rating for all subjects, all of the forms will be completed and moved out of your inbox.
8.8 Form Template Settings & Definitions
You can use Categories, Rollup, and Thresholds to help keep responses anonymous. You can also control who has
access to the Detailed 360 report using Admin Tools Form Template Administration settings.
The Process Owner, Employee, Manager/HR, Approvers, and Users with Detailed Reporting Priviledges can
selectively be granted access to view the Detailed 360 Report. The Process Owner for a 360 for is the person who
sends the 360 out for feedback. So, in other words, the last person to touch the form before it is sent out to the
participants.
From the Managing Form Templates page the following settings uniquely apply to a 360:
● Show Participants in Status Summary: Lists the raters who have been sent the 360 form.
● Allow Re-Selection of Removed Participants to Feedback Team after 360 Evaluation Starts
● Don't display the subject's Manager and HR Rep. by default as potential participants
● Participant Threshold Control: Refers to the minimum number of, say, "Peers" required before the ratings
and comments from peers will be displayed. The better choice is almost ALWAYS "Participant Level". The
reason we recommend using Participant Level is because let's say 3 people have been asked to rate an
employee. Each of those raters skip a question. The threshold is set = 3. That means none of the raters
responses would show up (unless you have rollup turned on). The user could end up missing valuable
information that is included in those reviews

● Enable 360 Drilldown Permission for: Refers to the ability to click a rater name (or anonymous) to open the
specific rater's form to view the ratings and comments from that rater
● Enable 360 Detailed Report Permission for: Refers to who will have the Detailed 360 Report link on the 360
form. If someone with permission to access the report link sends you the completed 360, you "inherit" that
person's permission to access the report link.
● Hide the 'decline to participate' button on the 360 form for:
● Enable Add New Participants After 360 Evaluation starts for: Allows users to add a participant in mid-
process if not everyone has completed the form yet.
● Enable Gap Analysis View from Detailed 360 Report
● Enable Rank View from Detailed 360 Report
Hide the Remove Participant button in Evaluation Mode

Hide the link to detailed 360 report in the En Route and Completed folders until all users have completed
the 360
Enable Calibration Mode: This option allow several users to be rated simultaneously. It is described in further
detail later in this document.
● Limit the Number of Times a User Can be Invited to Participate in a Review: As of b1311, a new Form
Template Setting has been added to allow a configurable maximum number of times a user can be added to a
form as a participant.
● Hide the Show Assignment button -- The Show Assignments feature allows someone like the manager to
select which competencies will be evaluated by which participants.

Some additional functionality allows you more control over what items to display on the Report. For example, if
the 360 only contains comments and not ratings, you can hide all the rating information on the report.
Prevent Form Date Overlap
Configuration that checks that a user is not able to create a form that has a form start/end date range that
overlaps another form. For example: I create one form with dates of Jan. 1, 2010 - April 15, 2010. I try to create
another form with dates of April 1, 2010 - July 2, 2010. System will not allow me to create this form.
● Checks forms in all stages (Modification, Evaluation, Signature, Completed) other than Deleted.
● Validation applies to:
○ Create New Form UI wizard from the Performance tab.

○ Mass Create Form Instance from Admin
○ Schedule Mass Form Creation from Admin
● Validation is done against all form template types with this option enabled (e.g. enable the option on 2
templates, the system will validate that only one form, regardless of which template of the two it's from can
exist in one date range).
● Feature applies to both 360 and PM form template types.
Options for Managers as participants when performing Document Transfer:
As of b1305 and b1308, respectively, there are options to keep the old manager as a participant, as well as to add
the new manager as a participant in the same category as the old manager.
8.9 Types of Reports
There are five different 360 reports available to view: Graphical Summary View (default opening view), Gap
Analysis View, Hidden Strengths View, Blind Spots View, and Rank View. Each report has several different options.
To show this Rank View on the report, enable the report for the specific 360 form:
Rank view
Rank view lets you see all compentencies or behaviors across all categories in a single list, sorted by highest to
lowest ratings (or the reverse, lowest to highest) so that you can quickly see what items received the best or worst
ratings.
1. From the Administration Tools select Form Templates 360 Form .

2. Select Enable Rank View from the Detailed 360 Report box.
Gap Analysis
Gap Analysis allows you to see if there is a significance in the ratings between two of the groups of raters. You can
choose the categories or groups that you want to compare.
The administrator can show or hide the Gap Analysis view at the form level:

1. From the Administration Tools select Form Templates 360 Form .
2. Clear Enable Rank View from the Detailed 360 Report box.
The view is hidden from the report.
Details about the different colors shown in the Gap Analysis:

There are 5 possible colors on the gap analysis charts that is, on the first two columns where you select the two
columns to compare. For the actual gap, it will only be red or green depending on the direction of the gap. So for
the first two columns the change in color depends on the percent of the rating in the scale (e.g. a rating of 3.45 on
a 1-5 scale equals 61.25%) and not directly mapped to ratings (so we can support different rating scales with the
same 5 colors).
Here’s the breakdown of what percentage the rating represents and what color will be displayed:
● 25% and under = red

● More than 25% up to and including 41% = orange
● More than 41% up to and including 59% = yellow
● More than 59% up to and including 75% = light green
● Everything else (more than 75% and up) = green
Note
Gap analysis alllows you see where there is a significant difference between how the individual rated themselves
compared to all the raters.
Terminology
● Benchmark / Benchmark ID: The group of job-code competency rating averages. When referring to a
benchmark or benchmark ID, it is referring to all of the average ratings over all of the included job codes and
competencies. :
Benchmark Rating: A single average for one job-code/competency. For example, the Communication
competency for Accountant I has a benchmark rating of 3.22, and the Typing Skills competency for the
Accountant Manager job code has another benchmark rating of 4.26. But both of these benchmark ratings
may be included in the same benchmark set or benchmark ID.
Competency-Job Code: This is the specific combination of a competency that is assigned to a specific job
code. There is one benchmark rating per competency-job code combination.
Rank View: A new view available on the Detailed 360 Report which allows users to sort competencies or
behaviors across sections.
8.9.1 Detailed Reports
This section discusses the five different 360 reports that are available.
8.9.2 Benchmarks Based on Job Code
Companies can generate an average rating by job code value and compare individuals against this average rating.
Specification:

● Benchmark ratings will include all ratings, including self-ratings. A simple average is used for the calculation.
Average = sum of ratings / number of ratings.
● All individual ratings are equally weighted. You cannot apply weightings to make any individual rater or
groups' ratings worth more.
● Only completed 360 forms will be included for calculation of benchmark ratings. If there are incomplete 360s
that fall within the filter criteria, no participant ratings from those reviews will be included in the calculations.
● This is based on job code assignment, so all individuals within the company who have the same job code
(defined in the User Directory and set for each employee) will have their ratings averaged together. The only
way to exclude specific people's ratings from this benchmark is to exclude them from the job code, or not
create a form instance for them.
● Calculation of benchmark ratings is separate from the application of these ratings to a given set of forms. See
the next section for application of ratings to forms.
● You can use the same forms to calculate multiple benchmark IDs, but any given form can only display
benchmark ratings from one benchmark ID. See the following sections for more details.
For example, 360 template is created. John Doe has a 360 form created for him. Jane Smith also has a 360 form
created for her. Both John and Jane have the same job code and are rated on the same five competencies, plus
one specific to each of them.
The ratings for these forms are as follows:
Benchmark ratings are calculated by averaging all available ratings for a competency given to 360 subjects who
are rated on a given competency, including the self-rating. Notice that Competencies 1-5 are averaged over 12
distinct ratings, but Competencies A and B are only averaged over 6 distinct ratings.

To access the benchmark feature, from the Administration tools, select Managing Competencies Calculate
360 Benchmark Ratings
From this page users can create a new benchmark by selecting criteria in the top section, or view existing
benchmark data in the lower section.
To create a benchmark, do the following:
1. Select the 360 forms for which you want to create a benchmark. You can select multiple form templates if so
desired.
2. Select a date range to isolate the forms which you want to include. You can leave the date options blank, or
you can enter in a date range. If you enter a date range for any of the three options, you must provide both a
start and end date.

3. Click Create Benchmark Ratings. This will kickoff a batch process to generate the ratings for each job-code/
competency. The admin will be emailed when the process is complete.
Note
When a benchmark is created, it is given a unique ID. The benchmarks are stored but are NOT automatically
applied to the forms. This must be done separately and deliberately by the user. When benchmarks have been
applied to forms, there will be an indication under the benchmark information.
8.9.3 Applying Benchmark Ratings to Forms
Note the following:
● You can only apply benchmark ratings to the forms which were used to create the benchmark. You cannot
apply benchmark ratings to forms that were not used in the calculation.
● When you apply benchmark ratings to forms, it will apply it to ALL of the forms used in the calculation. You
cannot select a subset of the forms to apply to. It's all or nothing.
● Admins should be able to verify which forms were included in the benchmark and see which benchmark was
applied to each form.
● Any given form can support only one benchmark at a time to determine the benchmark ratings for
comparison, even if that form has been used in multiple benchmark calculations. The form will display the
benchmark ratings from the last benchmark ID that was applied to the form.
To apply a benchmark to the forms that were used to create it, do the following:
1. From the Administration pages select Calculate 360 Benchmark Ratings.

2. Click apply Benchmark Ratings to Forms for the appropriate benchmark ID. This will apply the benchmark to
all of the completed forms that were used in the benchmark calculation.
Note
A user who wants to know which forms were included in the benchmark calculation, can download the list
of forms that were used by clicking the Download Benchmark Data. The csv file contains two columns: the
form id's of the forms used in the benchmark calculation, and the benchmark ID which was applied to each
form. The benchmark ID column is useful to audit whether this form has or has not had the current
benchmark applied to it. You can also delete an existing benchmark. If you delete a benchmark that is in
use, those forms which are using the benchmark will no longer display any benchmark ratings in its
Detailed 360 Report.
Displaying Benchmark Rating on a 360 Form
Note the following:
● The Detailed 360 Report will display the benchmark ratings in a similar fashion to the way expected ratings
are displayed. The option will only be available if after benchmark ratings are applied to the form.
● Benchmark ratings are stored in a similar fashion to Expected Rating, in that there is only one Benchmark
Rating per competency-job code.

● If a benchmark has been applied to a form, the benchmark rating will show up as a legend option and can be
dynamically turned on and off on the report for comparison purposes.
● If turned on, a benchmark rating bar will show up in the bar charts for each competency and behavior as a
blue bar above the colored rating bars.
● Benchmark Rating should use Text Replacement so customers can rename this as needed.
● The benchmark ratings shown are taken from the last benchmark ID that was applied to the form. If the
benchmark ID that was used has been deleted, the option to show benchmark rating will not appear.
Once the benchmark has been applied to the forms, open the Detailed 360 Report for one of the forms. The
benchmark option should appear in the Graphical Summary View and in the new Rank View (see next section).
This option works in a similar fashion to the Expected Rating selection. To hide the value, simply uncheck the
visibility for the benchmark ratings in the legend. You cannot remove the benchmark option from the report if an
existing benchmark has been applied. The only way to change the benchmark ratings is to apply a new benchmark
ID to the form, or delete the applied benchmark from Admin.

8.10 Ranking Across Sections
This features allows you to do the following:
● Provide a way to rank competencies or behaviors across sections. You cannot rank both competencies and
behaviors simultaneously.
● Be able to rank competencies or behaviors from highest rating first or by lowest average rating first
● Be able to rank based on any of the available raters or averages
● Make sure ranking is numbered so users can easily find the top 5, 10, and so on.
● Comments are not included in Rank View. It is ratings only.
To enable ranking across sections:
1. From the Adminstration Tools select Form Templates and the appropirate 360 template.
2. Select Enable Rank View then save.
3. Navigate to the summary view for the desired 360 and open the Detailed 360 Report.
4. Click Rank View at the top of the window, which opens the new View.
In Rank View, the user has the option of ranking either competencies or behaviors, and can also choose to rank
from highest rating to lowest rating, or vice versa. There is also the option to Expand Categories tor rank, or sort,
by individuals' ratings. Rank View also shows the selected order in the section title. displays either Highest to
Lowest or Lowest to Highest and the number the competencies or behaviors to allow you to find the top 10 or
bottom 10 quickly. Note that the view does not include comments.

8.11 Integration with CDP
Note the following:
● Allow users to access the subject's CDP plan to view or add development goals for the subject.
● There is no permissioning on this feature. If enabled, it will allow anyone who has access to the Detailed 360
Report to modify CDP goals for the subject.
● When the feature is enabled, the link will always use the default CDP plan
● You cannot specify which plan to use if there is more than one CDP plan in the company instance, other than
by setting the default plan
● CDP Links will only be available for the Graphical Summary View and the Rank View. Gap Analysis, Hidden
Strengths and Blind Spots Views do not offer this functionality.

Note
To use this feature you need to have created a valid CDP template created for the company instance, and set it
as the default CDP plan. The plan must contain goals.
1. In the 360 form template, enable the option "embed-cdp-goals=true".
Note
If forms have already been created, you will need to change this setting in the xml for each form.
2. Navigate to the summary view for the desired 36, then open the Detailed 360 Report. The Development Goals
link is available from the Graphical Summary View and the Rank View
3. Click the Development Goals link. The Development Goals dialog box displays the development goals that
currently exist for this person and this competency.
4. Click Add Development Goal, then, in the next dialog box, add or edit the goals.
5. Finally, click Save and then Finish to return to he 360 report.
Note
To integrate with Learning, both the logged-in user and the form subject must have learning access permission.
To enable this option, in Provisioning, select Form Template Administration <the specific template> then
select Enable Learning Integration.
When this option has been enabled, Assign Learning appears below each competency description on the form.

8.12 Configuring Instructions on the Detailed 360 Report
You can allow admins to create instructional text for the Detailed 360 Report
Context
Note
● Instructions are only shown on the Graphical Summary View.and do not appear on any other view.
● Instructions are set at the Form Template. This means that admins need to determine how they want to
use the report and compose their instructional text before the actual forms are created for their users. We
recommend that Professional Services demonstrate this to admins.
● If instructional text is used, then it will be displayed by default on the Detailed 360 Report. A display option
will be available to hide the instructional text if desired by the user.
● If instructional text is not used, then the instruction section will be invisible, and no option to show/hide will
be available. This allows for backwards compatibility for existing customers who do not use this feature.
● HTML rendering is not supported by the instructional field.
Procedure
1. While creating the 360 form template, enter the instructional text in the form xml editor in Provisioning. This
text is stored in the <instruction-sect> tag in the form xml.
2. Use the template to create a test form and verify that the instructions appear correctly before you create live
forms.
Results

8.13 Anonymous View for Named 360s
This configuration allows users to select if they want to display the Detailed 360 Report with names or without
names. The primary use of this feature is when the report is enabled for Managers, who then print the reports to
give to employees and want to print an anonymous view.
Note: This feature is only applicable to named 360s. The360 must be named, but you can hide the information
from displaying. If a 360 is created as an Anonymous 360, there is no way to make the Anonymous 360 display
names.
To enable the anonymous view:
1. Create a Named 360.

2. From This is done in Admin > Form Templates, select the correct 360 form template and check the
permission settings.
3. Enable the Anonymous 360 Detailed Report View.
When viewing the report you can select if you want the named view or the anonymous view.
HTML, Competencies, and Detailed 360 Reports
Competency descriptions containing HTML that display correctly on Performance Management form PDF files
may not appear correctly on the PDF Detailed 360 Report. This is because the Detailed 360 Report is subject to
xHTML Validity. xHTML requires proper closing tags and that tags be nested in the right order. xHTML also does

not allow formatting components to be in all caps. If a client is using customized competencies containing HTML
tags it is important to test the Detailed 360 Report to ensure proper display and coding.

9 Configuring Forms Using XML in
Provisioning
9.1 Configuring Forms via XML
This section contains the Performance Management v11 Configuration Guide. It is included in this guide as
reference material. Not all features described here are available in Performance Management v12.
These chapters provide information on configuring Performance Management in Provisioning.
9.1.1 General Information
This section contains general information on configuring forms in Provisioning.
9.1.1.1 Form Templates
Form templates define the behavior of forms in Performance Management.
You can think of every Performance Management form that is created by your customer as a copy of the
Performance Management form template. Configuration aspects of the form template control how the form looks
and behaves, and what standard content, such as instructions, it contains. When a form is created in Performance
Management, the template is copied to control configuration and these aspects. After the form is used, customer
data and comments are added to the individual form instances.
9.1.1.1.1 Setting Up a New Form Template
Context
These are the overall steps in setting up a new form template.
Procedure
1. Upload a form template (Administration.)

Configuring Forms Using XML in Provisioning © 2014 SAP AG or an SAP affiliate company. All rights reserved. 119
2. Modify the XML of the form in Provisioning.
3. Grant permission to create the form to a select set of test users (Administration)
4. Test the form along the defined route map to completion; generate reports
5. Make any necessary edits to the form, re-test
6. Create the form's route map (Administration)
7. Set the form template options (Administration)
8. Grant permission to create the form to users or mass create the form.
9.1.1.1.2 Uploading the Form Template
You import or re-import form templates from the Administration page of Performance Manager.
Context
You have logged into Performance Manger with administrator's privileges.
Procedure
1. From the legacy Admin Tools page, scroll to Form Template Administration.
2. Click Form Templates.
3. Click Upload New Form.
4. On the Managing Form Templates page, browse to locate the form template xml file, then click Upload Form
Template.
Results
A message appears informing you that the upload was successful.

120 © 2014 SAP AG or an SAP affiliate company. All rights reserved. Configuring Forms Using XML in Provisioning
9.1.1.1.3 Modifying the XML of a Form with Provisioning
Once you have uploaded a form template, you can configure it using the XML editing wizard in Provisioning. To
select a form template for editing:
Procedure
1. Log in to Provisioning.
2. Click the hyperlink of the company.
3. Click the hyperlink for Form Template Administration.
4. Click the hyperlink of the form you want to edit.
Forms are listed in alphabetical order. The Type IDs are numbered sequentially as they are uploaded. Form
indicates a PM template. 360 indicates a 360 Template.

5. If you want to: Do this:
Add a new section 1. Enter the name of the section
2. Choose a section type
3. Click Add.
Customize the XML of existing sections Use the Arrange Sections hyperlinks or scroll down the
page and locate the section.
6. Click the appropriate Save Form button to permanently save your new changes.
9.1.1.1.4 Exporting a Form Template
To import or re-import a form template for a select company:
Procedure
1. Log in to Performance Manager as a user with Admin privileges.

2. From the Administration Tools, scroll to Form Template Administration.
3. Click Upload New Form.
4. Browse and select the form template xml fil and spacify a name for the form.

5. Click Upload Form Template.
A message informs you that the upload was successful.
9.1.1.2 Form Template Sections
Configuring a performance appraisal form consists of creating a form template. Each form template consists of a
series of sections. The sections are specified using XML. The table below lists which sections can be included in a
form template.
The numbers of sections indicates how many sections of each type are allowed in a form template.
Form Template Section Number of Sections Element

Meta section invisible meta
User Info 0 or 1 userinfo-sect
Review Info 0 or 1 reviewinfo-sect
Introduction Section 0 or 1 introduction-sect

Introduction-sect
Competency Section 0 or 1 competencey-sect

competency-sect
Objective Section t 0 or more objective-sec
Summary Section 0 or 1 0 or 1 summary-sect
Objective-Competency Section 0 0 or 1 objcomp-summary-sect

or 1
Custom Section t 0 or more custom-sect
Signature Section 0 or 1 signature-sect
The form template configuration is specified in an XML file. Each section of the form template is defined by an
element in the xml file. Elements are the basic building blocks of an XML file. The root element of a performance
form is sf-pmreview. The list of sub-elements is defined in the dtd fine.
9.1.1.2.1 DTD Definition
The DTD defines all of the configuration options and behaviors of the PM form.
Below are the most basic components of the DTD that relate to PM forms.
<!ELEMENT sf-pmreview (userinfo-sect?, liveprofile-sect?, reviewinfo-sect?,

introduction-sect?, objective-sect*, competency-sect*, custom-sect?, planned-learning-
sect?, learning-results-sect?, summary-sect?, signature-sect?, job-desc-sect?,
objcomp-summary-sect?, compensation-sect?)>
Each element can contain other elements. Elements contained with an element are referred to as sub-elements.
The following symbols are used within the dtd file to indicate the number of subelements you can have within a
given element.

+ the sub-element must appear at least once
• the sub-element can appear 0 or more times
? the sub-element can appear 0 or 1 time only
No symbol the sub-element must appear once and only once
Elements may have attributes. The attributes are a list of options with a choice of options that affect the behavior
of the element. Following the xml example is a description of the elements used to configure a form template.
These elements are described in the order listed above in the DTD Definition. Only the elements applicable to a
Performance Review Form are described in this guide. Additional sub-elements which are used by the form
section elements are described in alphabetical order (fm-element, fm-sect, fm-sect-config, etc.).
9.1.1.2.2 Example XML Form Template
This is an example of an xml form template.

<!DOCTYPE sf-form SYSTEM "http://svn/viewvc/svn/V4/trunk/src/com/sf/dtd/sf-
form.dtd?view=co" PUBLIC "-//SuccessFactors, Inc.//DTD V4 Form 1.0//EN">
<sf-form version-number="2" locale="en_US">
<fm-meta>
<meta-grp-label>
<![CDATA[Group]]>
</meta-grp-label>
fm-sect-scale show-value="true">
<scale-id>
<![CDATA[2005b]]>
</scale-id>
<scale-type>
<![CDATA[null]]>
</scale-type>
</fm-sect-scale>
<meta-item-weight-floor-ceiling-option>warning</meta-item-weight-floor-
ceiling-option>
<my-team-rater/>
</fm-meta>
<sf-pmreview show-weight="true" weight-lockdown="false" rate-by-adding-
values="false" overall-rating="true" no-calc="false">
<introduction-sect>
<fm-sect-name>
<![CDATA[Introduction]]>
</fm-sect-name>
<fm-sect-intro>
<![CDATA[Welcome to this year's performance appraisal process.
This process is designed to help you and your manager identify your accomplishments
and goal achievement during the year. At the end of this process, you and your
manager will also have the ability to begin the process of identifying next year's
goals and career development opportunities. If you have any questions or concerns
relating to this year's appraisal cycle, you can contact your manager, your
divisional HR representative or consult the Human Resources website.]]>
</fm-sect-intro>
<fm-sect-config>
<rating-label>

<![CDATA[Rating]]>
</rating-label>
<![CDATA[Rating]]>
-<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
</unrated-rating>
</fm-sect-config>
</fm-sect>
<objective-sect cmt-opt="3" split-cmt="true" mgt-only="false" index="1"
show-calculated-section-rating="true" obj-edit="form" ez-rater-expand-all="false"
sect-mode="normal" hide-addexistinggoals-btn="false" allow-draft-tgm-goals="false"
max-goals-allowed="2147483647" min-goals-required="-2147483648" show-obj-expected-
rating="false" auto-pop-weights="false" in-objcomp-summ-overall-rating="false" in-
objcomp-summ-display="false" lock-item-weights="false" if-no-ratings-then-ignore-
section="false" use-milestone="false" no-group="false" in-overall-rating="false" in-
summ-display="true" rating-opt="3" summ-opt="0" no-weight="true" show-learning-
activity-competency="false" develop-goal="false" no-rate="true" use-jobcode="false"
configurable="true">
<obj-sect-name>
<![CDATA[Objectives]]>
</obj-sect-name>
<obj-sect-intro>
<![CDATA[Comment on and rate the individual's demonstration of each
of the objectives listed below.]]>
</obj-sect-intro>
<fm-sect-config>
<section-color>
<![CDATA[]]>
</section-color>
<rating-label>
<![CDATA[Rating]]>
</rating-label>
<![CDATA[Rating]]>
<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
</unrated-rating>
</fm-sect-config>
<scale-id>
<![CDATA[2005b]]>
</scale-id>
<scale-type>
<![CDATA[null]]>

</scale-type>
</fm-sect-scale>
<obj-sect-type autosync="true">
<![CDATA[plan]]>
</obj-sect-type>
<meta-grp-label>
<![CDATA[Group]]>
</meta-grp-label>
</objective-sect>
<competency-sect cmt-opt="2" split-cmt="true" mgt-only="false" index="2"
show-calculated-section-rating="true" ez-rater-expand-all="false" sect-
mode="normal" in-objcomp-summ-overall-rating="false" in-objcomp-summ-
display="false" lock-item-weights="false" if-no-ratings-then-ignore-section="false"
no-group="false" in-overall-rating="true" in-summ-display="true" rating-opt="3"
summ-opt="0" no-weight="false" no-rate="false" use-jobcode="true"
configurable="true" hide-waca="false" lock-behavior-content="false" behavior-
weighted="false" behavior-expected-rating-format="0" show-behavior-expected-
rating="false" comp-expected-rating-format="0" show-comp-proficiency-level="false"
show-comp-expected-rating="false" use-behavior="false" behavior-mode-opt="0"
behavior-cmt-opt="1" behavior-rating-opt="1" suppress-item-comments="0" category-
filter-opt="no-filter" use-core-comp="false">
<comp-sect-name>
<![CDATA[Competencies]]>
</comp-sect-name>
<comp-sect-intro>
<![CDATA[Describe the individual's demonstration of each of the
competencies listed below. You can use the "Writing Assistant" to review sample
descriptions of behaviors and performance levels to help you describe the
employee's performance.]]>
</comp-sect-intro>
<fm-sect-config>
<rating-label>
<![CDATA[Rating]]>
</rating-label>
<![CDATA[Rating]]>
<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
</unrated-rating>
<weight-total>
<![CDATA[100.0]]>
</weight-total>
</fm-sect-config>
<scale-id>
<![CDATA[2005b]]>
</scale-id>
<scale-type>
<![CDATA[null]]>
</scale-type>
</fm-sect-scale>
<meta-grp-label>
<![CDATA[Group]]>
</meta-grp-label>
</competency-sect>

<summary-sect cmt-opt="0" split-cmt="false" mgt-only="false" index="4"
rating-opt="3" overall-rating-display-order="manual-calc" show-group-matrix="true"
use-adjusted-scale-for-section-header-rating="0" rating-mode="text" show-
listing="true" override-unrated="false" manual-rating="true">
<summary-sect-name>
<![CDATA[Overall Performance Summary and Additional Comments]]>
</summary-sect-name>
<summary-sect-intro>
<![CDATA[Use this section to summarize the employee's overall
performance during the review period.]]>
</summary-sect-intro>
<fm-sect-config>
<rating-label>
<![CDATA[Rating]]>
</rating-label>
<![CDATA[Rating]]>
<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
<![CDATA[Too New to Rate]]>
</unrated-rating>
<weight-total>
<![CDATA[100.0]]>
</weight-total>
<item-weights>
</item-weights>
</fm-sect-config>
</summary-sect>
<signature-sect>
<fm-sect-name>
<![CDATA[Signature Section]]>
</fm-sect-name>
<fm-sect-intro>
<![CDATA[Use this section to sign the document.]]>
</fm-sect-intro>
<fm-sect-config>
<rating-label>
<![CDATA[Rating]]>
</rating-label>
<![CDATA[Rating]]>
<default-rating>
<![CDATA[unrated]]>
</default-rating>
<unrated-rating>
</unrated-rating>
</fm-sect-config>
</fm-sect>

</signature-sect>
</sf-pmreview>
</sf-form>
9.1.1.3 Enforce Competency
To prevent further issues around ratings not being saved in a reportable fashion, Provisioning now validates that
you have the fm-sect-scale element defined in all competency and objective sections when you try to upload or
change a PM or 360 form template.
When uploading or updating form templates, if the form is not validated Provisioning prompts you with an error
message and and does not save your changes. In order to maintain backward compatibility it is still possible to
create documents using form templates that don't have the scale in the sections, however you won't be able to
make any future changes to a form template unless you correct this issue.
9.1.1.4 Hide Auto-Sign on Manager Change
When a form is in a manager's inbox in a signature step and a change in manager occurs, the form is routed to the
new manager for signature.
In previous versions, the change caused an Auto Signature for the previous manager that made it appear that the
manager had signed the form when this was not the case. In this example, the form was auto-routed to the new
manager for signature. The

form was transferred to the new manager, Carla Grant, from the former manager's, Mary Grimes, inbox.
The Audit Trail still shows the Auto Sign, however. In this case, you need to drill into the auto sign event to display
the signature section correctly.
9.1.1.5 Form Cutting Rules
Form cutting rules modify the Performance Management form end date based on cutting rules applied in the
Employee Change Engine.
It's important for Performance Management forms to have the correct date when individuals are paid incentives
based on a time in job. When a change occurs for an employee, such as a change in job or a country move, open
forms must be cut, which means that the end date must be modified so that the employee is not overpaid.

In Provisioning, you must enable the option Allow Form Cutting date rules to be applied
Form cutting rules may be applied upon these changes represented in the Employee Data File.csv import:
● Country Change
● Incentive Plan Change
● Status Change
● Incentive Percentage Change
Settings in the Employee Change Engine must be applied for each desired rule:
The form template that may be affected must have the following setting applied:
9.1.1.6 Mass Inbox Approve
How to grant/revoke the permission of Mass Inbox Approve for user?
Context
You need to log in as an administrator user who has permission to see the link Administrative Privileges under
Manage Security.

Procedure
1. Click Administrative Privileges

2. Search for the user you want to grant/revoke the permission in theManaging Administrative Privilege page
3. Locate and expand the Manage Documents link, then select or deselect Mass Route Document to grant/
revoke the permission. You are done.
4. Click Save.
5. Log in to the system with user to whom you have granted the permission, and click a tab for example,
Performance to view the change in the layout.
9.1.1.6.1 Configuring Mass Inbox Approve Permissions
Context
In Provisioning:
Procedure

Example
Note

9.1.1.6.2 Common Questions on Mass Approve Inbox
The following are common questions on mass approve inbox:
Q A
I haven't configured Mass Inbox Approve for one form Yes, you can. In this case, the Mass Inbox Approve
template. Can I mass approve the documents already function treats the form template as no roles and steps
created based on that template? constraint but the default of form validation is “true”.
Mass Inbox Approve permission is configured config Yes. Mass Inbox Approve always reads configuration
ured in one form template. If I modify it, for example, from the form template instead of from each docu
change validation from “true” to “false”, will the ment. When you modify something this permission in a
change impact the existing documents from that tem form template, it impacts all the documents already
plate? created.
In the search filter, when I enter the first or last name of Currently, the Employee input box is only for the
an employee in Employee fields, why can’t I see the full USERNAME of the employee, so you should enter the
name auto-completed in that input box? When I click username to search. If you really want also support
the search button, why I can’t see any document in the first-name and last-name auto-completed input box
inbox? and search criteria, please file an enhancement re
quest.
When I select one form template, why I don’t see any This is caused when a step ID is not defined for that
steps of this form template in the Steps select box? step in the Route Map of this template. The step ID is
When I click the search button, however, I do see some critical for mass inbox approve permission.
documents with steps in the list.
Does Mass Inbox Approve support other form types Yes, we support all form tpyes including PM review,
such as 360, compensation? 360, compensation, succession. Configurations are the
same.
When I add the Mass Inbox Approve permission to the Please check your permission xml is match the gram
fm-meta section of form template and click save, why mar of the <mass-route-route> in sf-form.dtd, espe
it always shows error? cially the order in the elements of “fm-meta”, it is after
the “button-permission”, that is “……button-permis
sion*, mass-route-permission*, meta-form-rating-
calc? ……”. For more detail information, please refer
ence in latest sf-form.dtd.
How can I know if a document is sent by Mass Inbox You can open the document and check the audit trail.
Approve? There will be comment such as Mass Route: ……
Do we support the “O” role in the Mass Inbox Approve Yes, we support “O”, for example
permission setting?
<mass-route-permission type="enabled"
validation="true"> <role-name>O</role-
name> <route-step stepid="*"/> </mass-
route-permission>

9.1.2 Meta-Section Overview
The meta section of a performance appraisal form template allows you to set overall parameters for the summary
section.
Table 4: Attributes
Attribute Description
no-calc true if not to display calculated overall form rating
split-rating obsolete; replaced by section's split-cmt attribute
spellchk OBSOLETE: replaced by form_template_status set through Form Template Man

agement UI; true if allow spellcheck; default is false
overall-rating true if it doesn't allow document completion or routing to signature stage if overall
rating is not valid.
rate-by-adding-values true means weights are ignored, section totals are the sum of the elements, and
overall total is the sum of the sections.
weight-lockdown true if not allowing users to modify section weights if applicable
show-weight true if display section weights if applicable
Meta Radio Buttons in Provisioning
The series of radio buttons that appears in the provisioning form editor establish section weights and calculations.

Example
Displaying and Locking Down Section Weights
If you are creating a new form and crafting the XML in a file before you upload the form in Administration, you
can display and lock down section weights in the form.
<sf-pmreview> tag.
<sf-pmreview no-calc="true" spellchk="true" overall-rating="true" rate-by-adding-

values="false" weight-lockdown="false" show-weight="true">
However, once a form has been uploaded into a company's instance, section weights can be displayed or locked
down by editing the form in Provisioning.
9.1.2.1 Non-Normalized Calculations
Item ratings are typically normalized to a rating scale.
If the ratings are done with a normal rating scalen, normalization is simple, however, if the ratings are done using
metric lookup table then normalization turns a rating such as 83.7 or 124.2 into a normalized rating such as 4/5. If
you want to use an un-normalized score such as 83.7 as the rating for bonus compensation, for example, you
need to set the flag to false.
In the <fm-sect-config > of every section (Objective, Competency, Objective-Competency summary,

Summary), the <normalize-section-rating> enables or disables normalization of ratings. The values
supported by this tag are true/false, with the default set to true.
The <normalize-section-rating> of <fm-sect-config > enables/disables rating normalization at

respective section level. Since there is not the <fm-sect-config > element at form level one, the child element
by name meta-normalize-form-rating is introduced in <fm-meta> to enable/disable normalization for overall form
rating. Again the values supported by this element are true/false, default is true.
9.1.2.2 How Section Weights Affect Rating Score

Calculations
To calculate the overall rating you must specify how each objective and competency scores should be weighted.
The number you choose allows you to apply a relative weighting for that section relative to other sections in the
PM form. For example, if you have two objective sections and you want them equally weighted you would assign
the same number to both sections. Alternatively if one section was to be weighted more heavily, you could assign
relative weightings to each section.
Two examples of how you might weight the various sections in a PM form are shown below.

Table 5: Example 1
PM Section Section Weight Section Score Overall Score
Corporate Competency 1 4.0 4.40
Job Related Competency 2 3.5
2006 Objectives 2 5.0
Table 6: Example 2
PM Section Section Weight Section Score Overall Score
2006 Objectives 100 4.5
Development Objectives 0 3.0
The development objectives are omitted from the objective score.
9.1.2.2.1 Weights
Use section weights to impose a relative importance or priority on performance factors in calculating and overall
rating/score.
Bear in mind that:
● Section weights are optional in a form

● Weights can be enabled for all sections in a form (section weights) or enabled just for objectives/
competencies (performance factors) within a section (item weights)
● Item weights are more commonly used for objectives; competencies are generally treated with equal
importance; however both sections may be weighted to calculate the overall form score
● If no weights are specified in a form than all performance factors are implicitly weighted equally
● Typically if you are using weights in a form then you are also calculating an overall score (e.g. you are looking
to derive a numerical rating for input into a compensation module); otherwise if you are looking to express
ratings as a textual description than weights may not be necessary
● Weights can be expressed as a number or percentage
● Weights can be configured to be editable in a form or can be displayed as read-only
● Set a section weight to 0.0 if you do not want to include the section in the overall calculated score
● Role-based competencies and behaviors can also be assigned specific weights.
● A section can be configured so a warning appears if weights do not add up to a specified weight total. Weights
do not need to add to 100%; calculation will be based on percentage of sum total.
Example
Using an Adjusted Scale to Specify an Overall Calculated Rating

You can use the scale adjusted rating. You put this in the Meta section of the form template. Here is an example
of the extra code in bold: Also shown in bold is where you would put the text description you want to display on
the form.
<fm-meta>
<scale-id><![CDATA[Performance & Development Scale]]></scale-id>
<scale-adjusted-calculation enable="true" display-calculated-rating="false">
<rating-label><![CDATA[Overall Rating:]]></rating-label>
<default-rating><![CDATA[Unrated]]></default-rating>
<scale-map-value>
<mapto-desc><![CDATA[Below Expectations]]></mapto-desc>
</scale-map-value>
<scale-map-value>
<mapto-desc><![CDATA[Meets Some Expectations]]></mapto-desc>
</scale-map-value>
<scale-map-value>
<mapto-desc><![CDATA[Meets Expectations]]></mapto-desc>
</scale-map-value>
<scale-map-value>
<mapto-desc><![CDATA[Exceeds Some Expectations]]></mapto-desc>
</scale-map-value>
<scale-map-value>
<mapto-desc><![CDATA[Exceeds Expectations]]></mapto-desc>
</scale-map-value>
</scale-adjusted-calculation>
</fm-sect-scale>
option>
</fm-meta>
Also place this in the summary section:
use-adjusted-scale-for-section-header-rating="1"

9.1.2.2.1.1 Example: Forcing Users to Provide an (Adjusted)
Overall Performance Rating
Some clients want their managers to provide an overall performance rating based on the results in the summary
section. To enable this you need to make entries in the meta section as well as the summary section.
<?xml version="1.0" encoding="UTF-8"?> <!DOCTYPE fm-meta SYSTEM "sf-form.dtd">

<fm-meta>
<meta-rated>true</meta-rated> <meta-rating>0.0</meta-rating>
<scale-id><![CDATA[Overall Performance Rating Scale]]></scale-id>
<scale-adjusted-calculation enable="true" display-calculated-rating="false" >
<rating-label><![CDATA[CALCULATED OVERALL RATING]]></rating-label>
<default-rating><![CDATA[N/A]]></default-rating>
<scale-map-value>
<mapto-desc><![CDATA[Unacceptable Performance (1)]]></mapto-desc>
</scale-map-value>
<scale-map-value>
<mapto-desc><![CDATA[Approaching Effective Performance(2)]]></mapto-desc>
</scale-map-value>
<scale-map-value>
<mapto-desc><![CDATA[Effective Performance (3)]]></mapto-desc>
</scale-map-value>
<scale-map-value>
<mapto-desc><![CDATA[Excellent Performance (4)]]></mapto-desc>
</scale-map-value> <scale-map-value>
<score-min>4.5</score-min> <score-max>5.0</score-max>
<mapto-desc><![CDATA[Exemplary Performance (5)]]></mapto-desc>
</scale-map-value> </scale-adjusted-calculation> </fm-sect-scale>
<meta-item-weight-floor-ceiling-option>error</meta-item-weight-floor-ceiling-
option>
</fm-meta>
In the Summary section set "OVERRIDE UNRATED= TRUE"

<!DOCTYPE summary-sect SYSTEM "sf-form.dtd">
<summary-sect index="7" mgt-only="false" manual-rating="true" *override-
unrated="true"* split-cmt="false" rating-opt="0" cmt-opt="0" show-listing="true"
rating-mode="text" use-adjusted-scale-for-section-header-rating="0" show-group-
matrix="false">
<summary-sect-name><![CDATA[Overall Rating and Comments]]></summary-sect-name>
<summary-sect-intro><![CDATA[The overall performance rating is calculated and
displayed here, based on the manager's rating of each performance goal and
competency. The manager may enter a Revised Overall Rating. If no Revised Overall

Rating is selected, the Calculated Overall Rating becomes the final Overall
Performance Rating. Both the manager and employee review the ratings and enter
overall comments. [[POPUP|Learn More...|http://pmguide.wachovia.com/
rating_formulaic]]]]></summary-sect-intro> <fm-sect-config> <rating-label><!
[CDATA[Rating]]></rating-label> <rating-label-others><![CDATA[Rating]]></rating-
label-others>
<default-rating><![CDATA[N/A]]></default-rating>
<section-comments-label><![CDATA[Overall Comments]]></section-comments-label>
<route-step stepid="planning"/>
<route-step stepid="updates"/>
<route-step stepid="postinterim"/>
<route-step stepid="preevaluation"/>
<route-step stepid="evaluation"/>
<section-permission type="enabled">
<route-step stepid="evaluation"/> </section-permission>
</fm-sect-config>
<field refid="calculated-overall-rating"/>
<field refid="manual-overall-rating"/>
<route-step stepid="updates"/>
<route-step stepid="postinterim"/>
</field-permission>
<field refid="calculated-overall-rating"/>
<route-step stepid="evaluation"/>
</field-permission>
<field refid="section-comments"/>
</field-permission> <field-permission type="none">
<field refid="section-comments"/>
</field-permission> <overall-rating-label>
<![CDATA[Revised Final Rating]]></overall-rating-label>
<calc-rating-label><![CDATA[CALCULATED OVERALL RATING]]></calc-rating-label>
</summary-sect>
9.1.2.2.1.2 Example: Forced Manual Rating of Overall

Performance


<summary-sect index="10" mgt-only="false" *manual-rating="true"* override-
unrated="false" split-cmt="false" *rating-opt="0"* cmt-opt="0" show-listing="false"
*rating-mode="text*" use-adjusted-scale-for-section-header-rating="0" show-group-
matrix="true">
<summary-sect-name><![CDATA[Review Summary]]></summary-sect-name>
<summary-sect-intro><![CDATA[Manager should set an Overall form rating.
Document any special considerations used to determine this Overall rating.]]></
summary-sect-intro>
<fm-sect-config>
<default-rating><![CDATA[unrated]]></default-rating>
*<unrated-rating><![CDATA[Too New toEvaluate]]></unrated-rating>*
*<required-fields>*
*<role-name>*</role-name>*
*<field refid="manual-overall-rating" min-value="-1.0" max-value="-1.0"/>*
*<route-step stepid="2"/>*
*<send-action sendid="next_step"/>*
*</required-fields>*
</fm-sect-config>
</summary-sect>
9.1.2.3 Groups
A groups is an attribute that can be enabled in an Objective or Competency section.
By enabling a group, you assign a drop-down value to each competency or objective. Groups were very useful for
assigning attributes to goals or competencies, however, the advent of custom fields with drop-down lists has
made groups obsolete for the most part.
About groups:
● They are optional in a form – use to categorize objectives and/or competencies for summarizing ratings and
for reporting
● They can only define one group per form – group is global to the entire form
● The are displayed as a drop-down list in an objective or competency section
● You enable a group in an objective or competency section by setting no-group="false" , which is the default
setting when you create an objective or competency section in Provisioning.
● If no-group="false" and a group is not defined in the meta section then no drop-down list is displayed in the
section
● A group is defined in the meta section of the form (enclosed within <fm-meta> tags)
● The name of the group in the <meta-grp-label><![CDATAGroup Name]></meta-grp-label> tag is
visible in the objective/competency section if groups are enabled and in the summary section if ratings are
summarized by group
● To display a matrix summary of the group ratings in the overall summary section set the summary section
configuration option show-group-matrix="true", set to "true" by default when you create a summary section
in Provisioning.

9.1.2.3.1 Example: Using Groups
A group can be used to assign an importance rating for each competency.
Context
In this example a group is used to assign categories for goals (pre-TGM).
Procedure
● Name your group in the <meta-grp-label><![CDATAGroup Name]></meta-grp-label> tag . To create

the elements of a group enclose each element within a set of <meta-grp> tags.
<fm-meta>
<meta-grp-label><![CDATA[Balance Scorecard Matrix]]></meta-grp-label>
<meta-grp><![CDATA[Customer]]></meta-grp>
<meta-grp><![CDATA[Financial]]></meta-grp>
<meta-grp><![CDATA[Learning]]></meta-grp>
<meta-grp><![CDATA[Operations]]></meta-grp>
…
<summary-sect index="6" mgt-only="false" manual-rating="true" split-cmt="false"
rating-opt="0" cmt-opt="0" show-listing="true" rating-mode="text" show-group-
matrix="true">
<summary-sect-name><![CDATA[Overall Performance Summary and Additional
Comments]]></summary-sect-name>
<fm-sect-config>
</fm-sect-config>
<overall-rating-label><![CDATA[Overall Form Rating]]></overall-rating-label>
<calc-rating-label><![CDATA[Calculated Form Rating]]></calc-rating-label>
<group-matrix-other-label><![CDATA[Rating Not Specified]]></group-matrix-other-
label>
</summary-sect>

9.1.3 Form Sections and Configuration by Type
This section describes the form sections and configuration by type.
9.1.3.1 User Info Section
This element is used to display non-editable, read-only information about the user being reviewed, also known as
the form subject.
This section can display any of the data elements in the employee table. By default, each data element displayed
reflects the user data that is current at the time the form is opened. To preserve the user information that existed
at the time the form was created -- even if the user's information changes after the form was created -- then set
the sync-until-completion ="false". In the example below, you could set the sync-until-completion="false" for the
user's job title so it will display the job title the user had at the time the form was created.
You can report in AdHoc reports on the manager, division, department and location fields as of form launch. For
this reporting enhancement to work, sync-until-completion must be set to false for these fields.
These are accepted user information fields:
● USERNAME
● FIRSTNAME
● LASTNAME
● MI
● GENDER
● EMAIL
● MANAGER
● HR
● DEPARTMENT
● JOBCODE
● DIVISION
● LOCATION
● TIMEZONE
● HIREDATE
● EMPID
● TITLE
● BIZ_PHONE
● FAX
● ADDR1
● ADDR2
● CITY
● STATE
● ZIP
● COUNTRY
● REVIEW_FREQ
● LAST_REVIEW_DATE

● CUSTOM01
● CUSTOM02
● CUSTOM03
● CUSTOM04
● CUSTOM05
● CUSTOM06
● CUSTOM07
● CUSTOM08
● CUSTOM09
● CUSTOM10
● CUSTOM11
● CUSTOM12
● CUSTOM13
● CUSTOM14
● CUSTOM15
● MATRIX_MANAGER
DTD Definition
<!ELEMENT userinfo-sect (fm-sect)>

<!ATTLIST userinfo-sect
index CDATA #REQUIRED
>
Attributes
Option Valid Values Description
Index Numeric The order in which sections are displayed in the form is controlled by
section index number starting with index="0". As a result, the form
XML can list sections in any order. When you move sections using
Provisioning the index number assigned to a section will be updated
automatically to reflect how you have re-arranged the sections in the
form.
Elements
Element Comments
fm-sect See fm-sect for details

Note
The configuration for this section occurs in frm-sect, a sub-element of the userinfo-sect. See fm-sect and fm-
elements for details and examples.
<userinfo-sect>
<fm-sect index="1" mgt-only="false" split-cmt="false" cmt-opt="1">
<fm-sect-name><![CDATA[User Information Section]]></fm-sect-name>
<fm-sect-intro><![CDATA[The User Information Section contains a list of user
information elements from the Data Transfer file.]]></fm-sect-intro>
<fm-sect-config>
</fm-sect-config>
<fm-element index="0" type="3" >
<ekey><![CDATA[LASTNAME]]></ekey>
<ename><![CDATA[]]></ename>
<evalue><![CDATA[]]></evalue>
</fm-element>
<fm-element index="1" type="3" >
<ekey><![CDATA[FIRSTNAME]]></ekey>
</fm-element>
<fm-element index="2" type="3" sync-until-completion="false">
<ekey><![CDATA[TITLE]]></ekey>
</fm-element>
<fm-element index="3" type="3" sync-until-completion="false">
<ekey><![CDATA[DEPARTMENT]]></ekey>
</fm-element>
</userinfo-sect>
9.1.3.2 Review Info Section Type
This element is used to display the review period that the form covers and the person who created the form.
This section is sometimes labeled Review Information or Review Period. The fields in this section are fixed and
cannot be configured. The XML customization is limited to changing the section name, section name color bar,
and section intro text. You can use permissions to control if the fields can be edited.
DTD Definition
<!ELEMENT reviewinfo-sect (reviewinfo-sect-name, reviewinfo-sect-intro?, fm-sect-

config?,field-permission*)>
<!ATTLIST reviewinfo-sect

>
Attributes
Option Valid values Description
Index numeric The order in which sections are displayed in the form is control
led by section index number starting with index="0". As a result,
the form XML can list sections in any order. When you move sec
tions using Provisioning the index number assigned to a section
will be updated automatically to reflect how you have re-ar
ranged the sections in the form.
Elements
Element Comments
reviewinfo-sect-name See fm-sect-name for details.
reviewinfo-sect-intro Introductory text that appears in the section. See fm-sect-intro for details.
fm-sect-config Controls the color of the section. See fm-sect-config for details.
field-permission See field-permission for details.
Example
XML Example:
This is an example of a reviewinfo section where the fields cannot be edited. They are display only.
<reviewinfo-sectindex="2">
<reviewinfo-sect-name><![CDATA[Review Information]]></reviewinfo-sect-name>
<reviewinfo-sect-intro><![CDATA[<b>This review covers the dates listed below.</
b>]]></reviewinfo-sect-intro>
<fm-sect-config>
<section-permission type="disabled">
</fm-sect-config>
</reviewinfo-sect>

9.1.3.3 Form Introduction Section Type
This element is used to display introductory information.
DTD Definition
<!ELEMENT introduction-sect (fm-sect)>

<!ATTLIST introduction-sect
>
Attributes
Index numeric The order in which sections are displayed in the form is controlled
by section index number starting with index="0". As a result, the
form XML can list sections in any order. When you move sections
using Provisioning the index number assigned to a section will be
updated automatically to reflect how you have re-arranged the sec
tions in the form.
Elements
fm-sect See fm-sect for details.
Example
XML Example:
This is an example of an introduction section. The fm-sect-config sub-element is required but in this case does
not effect the configuration.
<introduction-sect>
<fm-sect-name><![CDATA[PS Default Form]]></fm-sect-name>
<fm-sect-intro><![CDATA[[[BOLD|The Objectives of the Performance
Evaluation Are To:]][[LIST|Measure the extent to which your performance meets the
requirements of your position.|Promote the achievement of the Authority's
business goals.|Clarify job expectations and establish future needs with respect
to organizational and employee development.|Strengthen the relationship and
communication between you and your supervisor.|Provide supervisor/employee
feedback needed to maintain or improve work performance.]]]]></fm-sect-intro>
<fm-sect-config>

</fm-sect-config>
</fm-sect>
9.1.4 Competency Section Type
The Competency section is one of the main working sections in a form.
Intro
The Competency section lists the competencies or competency behaviors you're expected to evaluate during a
review. A form can have multiple Competency sections, for example, Core Competencies, Job Role
Competencies, however, each competency ID can appear only once in a form. All Competency sections work in
the same way. Competency sections are sometimes titled Performance Factors Review, Skills Assessment, Core
Competencies, or Competencies Evaluation. Competency sections can either start out blank, where you manually
add the competencies you want to review from the available library of competencies, or they can start out with the
relevant competencies already identified and listed in the form. In either case, once you have competencies in the
section, you can review them. Optionally you can allow users to use the Remove button to delete competencies
from the review form.
9.1.4.1 Determining Which Competencies are Populated into

a Form Section
Competencies can be associated to employees based on their role or job code, hard-coded into a form or pulled
into a form manually.
If you are using Job Code/Competencies associations, only the competencies that correspond to a user role at
the time that the form is created appear in the form.
If you change competencies and want those reflected in the form, you need to re-create the form.
● To auto-populate by job code use jobcode="true"

● To auto-populate core competencies use core-comp="true"
In Manage Templates, a section can be set to support Core Competencies in the interface:

● To restrict the competencies to one category: category-filter-opt="specified-category" <comp-
category><![CDATATechnical ]></comp-category>
● To allow the user to manually add competencies: configurable="true"
● To hardcode a competency enter the corresponding competency IF, for example, if you want to evaluate the
entire company or a group of users against the same performance factors/criteria: <fm-comp-
id>1240</fm-comp-id>
Content Filters
Content filters are used to determine which competency libraries or other types of content are included in the
competency section.
The content-filter attribute can contain values:
● use-performance-profile: retrieve competencies and skill from performance profile

● competency-source: used to filter competencies by library; corresponds to COMPETENCY_SOURCE column
in COMPETENCY table. The value of the content-element would be the competency library name
("SuccessFactors", etc)
● competency-type: type of compentency or skill: Competency, Skill Summary, Skill Responsibility, Skill
Education, Skill Certification, Skill Age Spec Care, Skill Physical Req, Skill Complexity, Skill Environment, Skill
Protective Env.

In this example, using the content filter competency-type + Skill Certification configures the form to
display required skills or abilities, which are not the same as job responsibilities.
<content-filters>
<use-performance-profile/>
<content-filter type="competency-type" use-sub-content="false">Skill Certification</

content-filter>
</content-filters>
Determing the Competency ID
From Administration or Provisioning Managing Competencies Competency Libraries Competency Library

Name locate the competency and look at the ID column.
Competencies are sorted by category name and then competency name.
You cannot hardcode hidden competencies on a form.
9.1.4.1.1 DTD Definition of Competency Section
This is an example of DTD definition of the comptency section.
Make sure that your always download the latest DTD before use.
<!ELEMENT competency-sect (comp-sect-name, comp-sect-intro?, fm-sect-config?,

action-permission*, field-permission*, behavior-rating-calc?, competency-rating-
calc?,
sect-weight?, sect-weight-4-objcomp-summary?, fm-sect-scale?, fm-subitem-scale?,
comp-category*, sect-fm-elements?, sect-level-elements?, fm-competency*, fm-
comment*,
meta-grp-label?, meta-grp*, content-filters?, fm-rating-info-config?,
fm-comp-filter-mapping?)>
<!ATTLIST competency-sect
configurable (true | false) "true"
mgt-only (true | false) "true"
sum-comment-only(true | false) "true"
ask-4-comment (true | false) "true"
use-jobcode (true | false) "true"
category-filter-opt (no-filter | specified-category) "no-filter"
no-rate (true | false) "true"
no-weight (true | false) "true"
summ-optCDATA "0"
split-cmt (true | false) "true"
rating-opt CDATA "0"
cmt-opt (0 | 1 | 2 | 3) "0"
suppress-item-comments (0 | 1 | 2 | 3) "0"
behavior-rating-opt (0 | 1 | 2) "0"
behavior-cmt-opt (0 | 1) "1"
behavior-mode-opt (0 | 1 | 2 | 3) "0"
in-summ-display (true | false | bk) "bk"

use-subtopic (true | false) "false"
use-behavior (true | false) "false"if-no-ratings-then-ignore-
section (true | false) "false"
lock-item-weights (true | false) "false"
in-objcomp-summ-display (true | false) "false"
in-objcomp-summ-overall-rating (true | false) "false"
show-comp-expected-rating (true | false) "false"
comp-expected-rating-format (0 | 1) "0"
show-behavior-expected-rating (true | false) "false"
behavior-expected-rating-format (0 | 1) "0"
behavior-weighted (true | false) "false"
sect-mode(normal | question | EZ-Rater) "normal"
ez-rater-expand-all (true | false) "false"
show-calculated-section-rating (true | false) "false"
lock-behavior-conten (true | false) "false"t
hide-waca (true | false) "false"
9.1.4.2 Controlling Behavior with Attributes
Attributes of the competency section control the behavior of the competency section. Many aspects of behavior
can be controlled with these attributes.
Option V
What does it do?
a
l
i
d
v
a
l
u
e
s
Index nThe order in which sections are displayed in the form is controlled by section index
unumber starting with index="0". As a result, the form XML can list sections in any or
mder. When you move sections using Provisioning the index number assigned to a sec
etion will be updated automatically to reflect how you have re-arranged the sections in
rthe form.
i
c
configurable true if users are allowed to add/remove items within the section
mgt-only true if only manager/hr can see this section
sum-comment-only obsolete; replaced by cmt-opt
ask-4-comment obsolete; make it always "false";
use-jobcode default is false. If set to True to auto-populate the section with related competencies
category-filter-opt specified-category limits competencies as specified by comp-category
no-rate false if show rating scale for items within the section
no-weight false if show item weights within the section, and the section's average rating will be
used in the form's calculated overall rating;

Option V
What does it do?
a
l
i
d
v
a
l
u
e
s
summ-opt maximum number of section items for section summary to be displayed; to turn on
section summary at all times, then make it 0; to turn off the section summary at all
times, then make it a big number, say 99999; Shown below summ-opt = 0
split-cmt split-cmt="true". Subject and manager's comments side by side
split-cmt="fals"
rating-opt The rating of record is the rating that is used in reports, the export process and the
dashboard for competency ratings, objective ratings and the overall rating in PM re
views. At the moment, the employee rating is never the rating of record unless the
item-rating is permissioned so that only the employee can enter it.
If you use rating-opt= 0 in a competency or objective section, there is one rating that
appears. That rating is accessible by everyone with access to the form unless you per
mission the section to restrict access. That is the rating or record. It is also the "item-
rating."

Option V
What does it do?
a
l
i
d
v
a
l
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e
s
If you use rating-opt=1, the employee will also have a rating that only they can access.
The top rating is still accessible by everyone and is normally permissioned so that only
the manger has access. This is the rating of record. It is also the "item-rating."
If you use rating-opt=2, everyone who has access to the form in edit mode will have
their own rating box. This includes the employee, the manager, and anyone else. The
top rating box still appears. This is the rating of record and once again is normally per
missioned so that only the manager can enter it. Again, this is the "item-rating."
If you use rating-opt=3, side-by-side rating, the manager rating is the rating of record
and does not need to be permissioned. The manager rating is also the item rating.
Only the manager can edit the manager rating, and only the subject can edit the sub
ject rating. In a summary section, manual rating is the rating of record when both
manual and calculated ratings are options. If there is only a calculated rating, this be
comes the rating of record.
cmt-opt cmt-opt = 0 Show both item and section comments

Option V
What does it do?
a
l
i
d
v
a
l
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e
s
cmt-opt = 1. Show only section comments, no item comments;
cmt-opt = 2. Show only item comments, no section comments
cmt-opt = 3. Show no item and section comments;

Option V
What does it do?
a
l
i
d
v
a
l
u
e
s
suppress-item-com 0: DEFAULT. do NOT suppress item comments (in other words, show item com
ments ments)1: suppress behavior comments but allow competency comments2: suppress
competency comments but allow behavior comments3: suppress item comments
behavior-rating-opt 0: DEFAULT. No ratings next to the subject's comment1: Display rating next to sub
ject's and manager's comment only2: Display rating next to all evaluators' comments
behavior-cmt-opt 0: Show behavior item comments (and if applicable, the evaluator* rating)1: DE
FAULT. Do not Show any behavior item comments or evaluator* ratings behavior-rat
ing-opt
behavior-mode-opt 0: DEFAULT. Do not display any behaviors above or below the competency descrip
tion. This option is used to support the existing Configuration 1 where a user manually
rates on the Behavior items and those ratings are used to generate a calculated Com
petency rating if Calculation on form is enabled in the form template XML. This option
will be used for backwards compatibility for existing forms
1 : This option is used to support Configuration 3 (new) where a user rates on the
Competency items and displays the Behaviors items below the competency rating
2 : This option is similar to option 1 except for the rendering of the behavior items. It is
used to support Configuration 3 (new) where a user rates on the Competency items
and displays the Behaviors items directly below the competency description but
above the competency rating. NOTE: this mode supports the display of the behavior
statements only.
3 : This option (for release 0506) is used to support Configuration 4 (new) where a
user rates on both the Behavior and Competency level, the behavior ratings are used
to generate a calculated competency rating, and a manual competency rating serves
as an override to the calculated competency rating.
For option 1 and 2: Only the behaviors mapped to the job code is(are) displayed.
Therefore, this feature will only work when use-jobcode is true
in-summ-display true ratings and weightings from this section will be displayed in the Summary Sect;
default is true; the "bk" value is for backward compatibility.
in-summ-display="true"

Option V
What does it do?
a
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v
a
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s
in-overall-rating true ratings from this section are used in calculating the Calculated Form rating; de
fault is true; the "bk" value is for backward compatibility.
no-group True is default False = group selection is displayed if groups have been defined in the
Meta section
use-subtopic This should not be used any more. Replaced by use-behavior
use-behavior THIS ATTRIBUTE SHOULD BE MORE APPLICABLLY NAMED Rate-by-behaviors since

with the advent of behavior-mode-opt attribute It is possible to use behaviors but not
rate by behaviors. It's purpose is to render behaviors under each competency and to
calculate competency rating based on the behaviors
if-no-ratings-then-ig True is default; do not include this section in the Calculated Form rating if no compe
nore-section tencies are rated
False = use zero for this section in calculating the Calculated Form Rating
lock-item-weights lock-item-weights=false. Allow the weight of each goal/objective to be edited.
lock-item-weights=true. Does not allow the weight of each goal/objective to be edited.
in-objcomp-summ-dis true if the section is to be displayed in the How vs. What section; default is false.
play
in-objcomp-summ-over true if the section is to be included in the overall ratings in the How vs. What section;
all-rating default is false.
show-comp-expected- true if showing competency's expected rating for the job role, required for showing
rating the gap between expected and actual competency rating; default is false
show-behavior-ex false: Default. Not showing behavior's expected rating for the job role
pected-rating
behavior-expected-rat 0: Default. Showing the expected rating in %1: Converting the % to a score normal
ing-format ized to the section scale
behavior-weighted True : Behavior is weightedFalse : If equally weighted and no weight fields will be dis
played for Behaviors

Option V
What does it do?
a
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v
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s
sect-mode normal or EZ-Rater. EZ-Rater mode shows EZ-Rater rater ui, section summary and
other item fields are ignored.
ez-rater-expand-all true or false, if the section is in EZ-Rater mode, and this is true, then expand all objec
tive details
show-calculated-sec true or false. True if showing the section calculated rating.

tion-rating
hide-waca Determines whether or not to hide the writing assistant. This is only applicable when
the company or form template has been configured to display the writing assistant.
True: hide writing assistant False: expose writing assistant
max-competencies-al There is optional minimum/maximum threshold for the number of competencies that
lowed must/can be included on performance review and 360 forms. If specified, the valida
tion will occur when a PM review is routed and when a 360 is being completed. If vali
dation fails, the user will see a dialog like the ones below, and they will not be able to
route or complete the form.
min-competencies-re *min-competencies-required: this represents the minimum number of competencies

quired that must be in this section to allow the form to be routed.
*max-competencies-allowed: this represents the maximum number of competencies

that are allowed to be in this section, else the form can not be routed.
You can set just a min, or just a max, or both.
9.1.4.2.1 Hardcoded competencies
For each competency to be hardcoded to the form include a set of tags shown immediately below, also shown in
context of the full competency section further below.
Hard Code Example
<fm-competency index="0" removable= " false ">

<fm-comp-id>7</fm-comp-id>
<fm-comp-name><![CDATA[ null]]></fm-comp-name>
<fm-comp-desc><![CDATA[ null]]></fm-comp-desc>
</fm-competency>

In Context
<competency-sect index="4" configurable= " true " mgt-only= " false "
use-jobcode= " false " no-rate= " false " no-weight= " true " summ-opt= "99"
split-cmt= " false " rating-opt= "0" cmt-opt= "2" in-summ-display= " true "
in-overall-rating= " true " no-group= " true " if-no-ratings-then-ignore-section= "
false "
lock-item-weights= " false ">
<comp-sect-name><![CDATA[Domain Skills]]></comp-sect-
name>
<comp-sect-intro><![CDATA[Describe the individual's
demonstration of each of the job competencies listed below.
You can use the "Writing Assistant" to review sample
descriptions of behaviors and performance levels to help you describe the employee's
performance.]]></comp-sect-intro>
<fm-sect-config>
<section-color><![CDATA[darkgray]]></section-color>
< default-rating><![CDATA[unrated]]></ default-rating>
</fm-sect-config>
<fm-sect-scale show-value= " true ">
<scale-id><![CDATA[Default Scale]]></scale-id>
<scale-type><![CDATA[null ]]></scale-type>
</fm-sect-scale>
<fm-competency index= "0" removable= " false ">
</fm-competency>
9.1.4.2.2 Hardcoded competency weights
You can hard code competency weights, include a set of tags shown immediately below, also shown in context of
the full competency section further below.
Example
<fm-comp-weight><![CDATA[15.0]]></fm-comp-weight>
In Context
<?xml version="1.0" encoding= "UTF-8"?>

<competency-sect index="3" configurable= " false " mgt-only= " false "
use-jobcode= " false " category-filter-opt= "no-filter" no-rate= " false "
no-weight= " false " summ-opt= "99" split-cmt= " false " rating-opt= "1"
cmt-opt= "2" suppress-item-comments= "0" behavior-rating-opt= "0" behavior-cmt-opt=
"1"
behavior-mode-opt= "0" in-summ-display= " true " in-overall-rating= " true "
no-group= " true " use-behavior= " false " if-no-ratings-then-ignore-section= "
false "
lock-item-weights= " false " in-objcomp-summ-display= " false " in-objcomp-summ-
overall-rating= " false "
show-comp-expected-rating= " false " comp-expected-rating-format= "0" show-behavior-
expected-rating= " false "
behavior-expected-rating-format= "0" behavior-weighted= " false " sect-mode=
"normal" ez-rater-expand-all= " false ">

<comp-sect-name><![CDATA[Competencies]]></comp-sect-name>
<comp-sect-intro><![CDATA[<b>Skills</b>]]></comp-sect-intro>
<fm-sect-config>
<rating-label><![CDATA[Leader Rating]]></rating-label>
<rating-label-others><![CDATA[Associate Rating]]></rating-label-
others>
< default-rating><![CDATA[Not Rated]]></ default-rating>
<publish-button-label><![CDATA[Publish Content]]></publish-button-
label>
</fm-sect-config>
<fm-sect-scale show-value= " false ">
<scale-id><![CDATA[Competency Scale]]></scale-id>
<scale-type><![CDATA[ null]]></scale-type>
</fm-sect-scale>
<fm-comp-weight><![CDATA[15.0]]></fm-comp-weight>
set default value for hardcoded competency weight
</fm-competency>
</fm-competency>
</competency-sect>
9.1.4.2.3 Restricting a competency section to certain

categories
If you have a client that wants to populate different sections such as Job Description, Job Responsibilities, or
Competencies, automatically via the Job Code, using the filtering describes below will populate each section with
just those Competencies from the specified Category.
When you build your Role in the Competency Family and Role Library, you attach all the appropriate
Competencies to that Role. Then let the Form XML (described below) filter which Competencies belong in which
Sections. CAUTION: This is an all or nothing proposition. If you elect to auto-populate different Form sections with
different Competencies, ALL sections that are auto-populating using Job Code should have a Category Filter
assigned.
<fm-sect-scale show-value=" false ">

<scale-id><![CDATA[Competency Scale]]></scale-id>
</fm-sect-scale>
<comp-category><![CDATA[1. Thought Leadership (Development)]]></comp-
category>
<comp-category><![CDATA[2. Results Leadership (Development)]]></comp-
category>
<comp-category><![CDATA[3. People Leadership (Development)]]></comp-
category>

</fm-competency>
9.1.4.2.4 Allowing users to select own behaviors
You can manually add behaviors to a form. The only issue is you either have to rate them, or you have to set it up
to not rate the competencies.
<competency-sect index="3" configurable="true" mgt-only="false" use-jobcode="false"

category-filter-opt="no-filter" no-rate="true" no-weight="true" summ-
opt="9999"
split-cmt="false" rating-opt="0" cmt-opt="2" suppress-item-comments="0"
behavior-rating-opt="0" behavior-cmt-opt="1" behavior-mode-opt="1"
in-summ-display="false" in-overall-rating="false" no-group="false"
use-behavior="true" if-no-ratings-then-ignore-section="false"
lock-item-weights="false" in-objcomp-summ-display="false"
in-objcomp-summ-overall-rating="false" show-comp-expected-rating="false"
comp-expected-rating-format="0" show-behavior-expected-rating="false"
behavior-expected-rating-format="0" behavior-weighted="false" sect-
mode="normal"
ez-rater-expand-all="false">

9.1.4.2.5 Using EZ rater
This example shows how EX-rater can be used in a competency section.
<competency-sect index="0" configurable= " false " mgt-only= " false "
use-jobcode= " true " category-filter-opt= "no-filter" no-rate= " false "
no-weight= " true " summ-opt= "99999" split-cmt= " false " rating-opt= "3" cmt-opt=
"2"
suppress-item-comments= "3" behavior-rating-opt= "0" behavior-cmt-opt= "0"
behavior-mode-opt= "0" in-summ-display= " true " in-overall-rating= " true "
no-group= " false " use-behavior= " false " if-no-ratings-then-ignore-section= "
true "
lock-item-weights= " false " in-objcomp-summ-display= " false " in-objcomp-summ-
overall-rating= " false " show-comp-expected-rating= " false " comp-expected-
rating-format= "0" show-behavior-expected-rating= " false " behavior-expected-
rating-format= "0" behavior-weighted= " false " sect-mode= "EZ-Rater" ez-rater-
expand-all= " false " show-calculated-section-rating= " true ">
<comp-sect-name><![CDATA[EZ Rater Comps]]></comp-sect-name>
<comp-sect-intro><![CDATA[This is an example of using EZ rater.]]></comp-
sect-intro>
<fm-sect-config>
label>
</fm-sect-config>
<fm-sect-scale show-value= " true ">
<scale-id><![CDATA[2005b]]></scale-id>
<scale-type><![CDATA[HORIZONTAL_RADIO]]></scale-type>
</fm-sect-scale>
<meta-grp-label><![CDATA[Group]]></meta-grp-label></competency-sect>
9.1.4.2.5.1 EZ Rater for Behaviors

In EZ-Rater, when rating by behaviors, the employee's ratings are handled as extra ratings attached to the
employee's comments. This is the reason why they are permissioned via the item-cmt-rating field refid.
However, if all the ratings for the employee are Unrated, then, in steps where the Employee is not involved, the
employee rating column won't even show up, as the employee did not put any "comments". So you could end up

in a situation where you want to display both employee's and manager's ratings in a EM step, but the employee's
ratings won't show up, no matter what permission you give them. If at least one rating is specified by the
employee, then the employee's column will show up, the rating will be shown correctly, and all the Unrated rating
will appear blank.
<competency-sect index="3" configurable= " false " mgt-only= " false " use-
jobcode= " false " category-filter-opt= "no-filter" no-rate= " false " no-
weight= " true " summ-opt= "99999" split-cmt= " false " rating-opt= "3" cmt-opt=
"1"
suppress-item-comments= "1" behavior-rating-opt= "1" behavior-cmt-opt= "0"
behavior-mode-opt= "1" in-summ-display= " true " in-overall-rating= " true " no-
group= " false " use-behavior= " true " if-no-ratings-then-ignore-section= " false
" lock-
item-weights= " false " in-objcomp-summ-display= " false " in-objcomp-summ-
overall-rating= " false " show-comp-expected-rating= " false " comp-expected-
rating-format= "0" show-behavior-expected-rating= " false " behavior-expected-
rating-format= "0" behavior-weighted= " false " sect-mode= "EZ-Rater" ez-rater-
expand-all= " true "><comp-sect-name><![CDATA[Bank-Wide values]]>
</comp-sect-name>
<fm-sect-config>
<required-fields>
<field refid= "subject-item-rating" min-value= "1.0" max-
value= "5.0"/>
<route-step stepid= "1"/>
<send-action sendid= "next_step"/>
</required-fields>
<required-fields>
<field refid= "item-rating" min-value= "1.0" max-value=
"5.0"/>
<route-step stepid= "2"/>
</required-fields>
label>
</fm-sect-config>
<scale-id><![CDATA[BSB]]></scale-id>
<scale-type><![CDATA[HORIZONTAL_RADIO]]></scale-type>
</fm-sect-scale>

</fm-competency>
</fm-competency>
</fm-competency>
</fm-competency>
<meta-grp-label><![CDATA[Group]]></meta-grp-label></competency-sect>
9.1.4.2.6 Display behaviors but rate at the competency level
Some clients want to have the behaviors display but only have users rate at the competency level rather than have
behavior ratings averaged to generate a calculated competency rating.
The example below auto-populates a job competency section with behaviors that are specific to the job code (i.e.,
the competencies have behaviors at several different levels of proficiency and each behavior is mapped to a
specific job code):
<competency-sect index="3" configurable="false" mgt-only="false"

use-jobcode="true" category-filter-opt="no-filter" no-rate="false"
no-weight="true" summ-opt="999" split-cmt="false" rating-opt="3"
cmt-opt="0" suppress-item-comments="0" behavior-rating-opt="1"
behavior-cmt-opt="1" behavior-mode-opt="2" in-summ-display="true"
in-overall-rating="true" no-group="false" use-behavior="false"
if-no-ratings-then-ignore-section="true" lock-item-weights="false"
in-objcomp-summ-display="false" in-objcomp-summ-overall-rating="false"
show-comp-expected-rating="false" comp-expected-rating-format="0"
show-behavior-expected-rating="false" behavior-expected-rating-format="0"
behavior-weighted="false" sect-mode="normal" ez-rater-expand-all="false"
show-calculated-section-rating="true">

9.1.4.2.7 Rating and Comments for Behaviors
<competency-sect index="10" configurable="false" mgt-only="false"

use-jobcode="false" category-filter-opt="no-filter" no-rate="false" no-
weight="true"
summ-opt="99" split-cmt="false" rating-opt="0" cmt-opt="2"
suppress-item-comments="0" behavior-rating-opt="0" behavior-cmt-opt="1"
behavior-mode-opt="0" in-summ-display="true" in-overall-rating="true"
no-group="true" use-behavior="true" if-no-ratings-then-ignore-section="true"
lock-item-weights="false" in-objcomp-summ-display="false"
in-objcomp-summ-overall-rating="false" show-comp-expected-rating="false"
comp-expected-rating-format="0" show-behavior-expected-rating="false"
behavior-expected-rating-format="0" behavior-weighted="false" sect-
mode="normal"
ez-rater-expand-all="false" show-calculated-section-rating="true"
lock-behavior-content="false">
9.1.4.2.8 Behavioral Assessments (competency auto-

calculation)
When rating by behaviors, all of the behavior ratings will roll-up into a calculated rating at the competency level.
Currently, this calculated rating does not have a manual override at each individual competency. The ability to
manually override a calculated rating at the competency level will be implemented in the future, however it is not a
high priority item.
9.1.4.2.9 Dealing with BARS (Behaviorally-Anchored Rating

Scales)
Client has a competency such as Communication which has a BARS associated with it and it is different
depending on their Tier 1, 2 and 3 positions.
● Embed the Behavior descriptions in the competency description itself – with a leading label like "level 1", "level
2" etc. Each competency can have the same leading labels on the assumption of the same number of levels/
behaviors for each competency. Then the rating scale becomes a selection among "level 1", "level 2", etc., and
the same rating scale can be used for all competencies. So you can use one section.
● Created HTML docs for each competency describing proficiency at each level so the user can click the link
and see the pop up competency by competency
● Use behaviors with job codes. Each competency may have 30 some behaviors associated with it but you can
select 5 or 6 per role. It is also possible to define the different rating levels as part of the behavior for each
role.
The things to balance here are
● Ease of use – how many clicks does a manager have to make to see what they need
● Form length – is the length of the form such that I can only see 1 competency per page?
● Maintainability – if you create multiple competencies per level or hard code sections with different rating
scales – how easy/hard will it be to update next year

● Reporting – when you look at the dashboards or gap analysis – do you want to be able to show comparisons
of what are essentially the same competence
9.1.5 Objective-sect
This element defines the objective section which is one of the main working sections in a form. This section lists all
the objectives or goals that are to be evaluated during a review event.
A form can have several objective sections, for example, one about core company goals, and one about
departmental goals, but all objective sections work in the same way. Objective sections are sometimes titled
Performance Goals, Objectives and Accomplishments, or Business Objectives.
Objective sections can either start out blank, where you manually add the goals you want to review, or they can
start out with the relevant goals already identified and listed in the form. In either case, once you have goals in the
section, you can review them. Goals can be rated by manager only or by both the manager and employee or even
by a third party.
When an objective section includes goals from a TGM plan, the fields and layout that appear on the PM form are
defined in the TGM xml file. Specifically, it is defined by form-layout element in the TGM xml file. If you want to
change the fields that appear or the layout of those fields, you need to edit the TGM xml file.
9.1.5.1 Determining which goals populate into a form section

when using TGM
The value enclosed within the obj-sect-plan-id tags determines whether BOM goals or TGM goals are rendered
into an objective section of a form. A number greater than 0 references the unique TGM goal plan id.
Reference plan in the obj-sect-type element.
To auto-populate goals from a named category of a TGM plan on a form, list the goal categories that should be
rendered into that section of the form where each goal category is enclosed within its own set of <obj-category>
tags. Be sure to reference the internal id that was assigned to the goal category in the <category id> tag.
This example will auto-populate only the goals from the Customer and Financial categories into the same
objective section of the form.
<obj-sect-type>
<![CDATA[plan]]></obj-sect-type><obj-sect-plan-id>3</obj-sect-plan-id>
<obj-category><![CDATA[Customer]]></obj-category>
<obj-category><![CDATA[Financial]]></obj-category>
To allow the user to manually add goals from the form to a TGM goal plan, reference group in the <obj-type> tag.
<obj-type><![CDATA[group]]></obj-type>

To auto-populate only user goals from TGM plan on a form, reference user in the <obj-type> tag. If no <obj-type>
is specified, all goals will auto-populate.
<obj-type><![CDATA[user]]></obj-type>
To auto synchronize goals between TGM plan and a form, set the autosync attribute to true in the <obj-sect-
type> tag. If autosync is set to false goals will not synchronize between TGM plan and a form. The autosync
attribute can appear 0 or 1 time in the <obj-sect-type> element. The autosync attribute only applies when plan is
referenced in the <obj-sect-type> tag.
<obj-sect-type autosync=" true "><![CDATA[plan]]></obj-sect-type>

It is not recommended to use autosync on forms that are auto-populating a TGM plan into multiple objective
sections on the form (based on category). This is because changing the category of an objective in the TGM plan
will move the objective to a different section in the form. While the objective will move to the new section
correctly, any ratings and comments associated to that objective will not be moved and will be lost.
9.1.5.2 Determining which goals populate into a form section

when using BOM
BOM was the predecessor to TGM and is now obsolete.
It is possible to have TGM enabled for the company but have forms that still point to BOM. This is a common
scenario for customers who are migrating from BOM to TGM and want to continue to use BOM for last year's goal
setting process.
Reference "-1" in the <obj-sect-plan-id> tag to have the form reference Basic Objective Management.
Reference corporate or user Goals based on specific goal plan in the obj-sect-type element. Important! Goals
must be Approved or Completed for them to appear.
<obj-sect-plan-id>-1</obj-sect-plan-id>
<obj-sect-type><![CDATA[corporate]]></obj-sect-type>
<obj-sect-type><![CDATA[user]]></obj-sect-type>
9.1.5.3 Configuring weights for objectives
In order to: Set the following parameters:
Have the goal weight from a TGM goal plan populate an objec no-weight="false"
tive section of a PM form
auto-pop-weights="true"
Allow users to specify the weight of each goal in the PM form no-weight="false"

In order to: Set the following parameters:
auto-pop-weights="false"
Have all goals in the PM form equally weighted no-weight="true"
auto-pop-weights="false"
9.1.5.4 Integrating TGM with Performance Appraisal Forms
The goals in a TGM plan can be auto-populated on to a performance appraisal form. When the form is created, any
goals already created in TGM will be included in the form. Goals can also be auto-synchronized between a TGM
plan and a performance appraisal form. When goals are changed, added, or removed from a TGM plan those
changes automatically apply to the performance appraisal form.
Auto-populate
Goals in a TGM plan auto-populating on to a performance appraisal form without auto-synchronization have the
following behaviors.
Change Made on My Goal Plan Results on Goal Section in Performance Manage

ment Form
Add a goal (after* form has been opened) New goal does not show up
Add a goal (before* a form has been opened) New goal automatically shows up (if configured)
Add target or task New target or task Appears
Edit target, task, goal name, etc. Changes appear
Remove a goal Goal still appears---does not get deleted; message appears
in red "no longer exists on goal plan"; can be removed
from Form
If new goals are created in TGM after a form has been created, the user must manually add any new goals created
to the form (i.e. the auto-population is a one-time even that occurs when the form is created). If you ADD a goal to
the Goal Plan AFTER the Form has been opened (created), the new goal added to the goal plan does not
automatically show up (if auto-populate goals has been configured). You will need to "add goal" in the goal section
on the Form.
Table 7:
Change Made on Goal Selection in Performance Results on My Goal Plan
Management Form
Add a goal New goal Appears

Change Made on Goal Selection in Performance Results on My Goal Plan
Management Form
Remove a goal Goal still appears---does not get deleted
9.1.5.5 Auto-populate
Goals in a TGM plan auto-populating on to a performance appraisal form without auto-synchronization have the
following behaviors.
Change Made on my Plan Results on Goal Section in Performance Management

Form
Add a goal (after* form has been opened) New goal does not show up
Add a goal (before* a form has been opened) New goal automatically shows up (if configured)
Remove a goal Goal still appears---does not get deleted; message appears in
red "no longer exists on goal plan"; can be removed from
Form
If new goals are created in TGM after a form has been created, the user must manually add any new goals created
to the form (i.e. the auto-population is a one-time even that occurs when the form is created). If you ADD a goal to
the Goal Plan AFTER the Form has been opened (created), the new goal added to the goal plan does not
automatically show up (if auto-populate goals has been configured). You will need to add goal in the goal section
on the Form.
Change ade on Goal Section in Performance Results on my Goal Plan

Management Form
Add target or task New target or task Apeears
Edit target, task. goal name, etc. Changes appear
Remove a goal Goal still appears - does not get deleted
9.1.5.6 Auto-synchronize
Changes to goals on a TGM plan will auto-synch to the form the next time the form is opened.
Auto-synchronization will only occur for forms in a modify route map step. Goals on forms in evaluation,
signature, or completed steps will not be updated when TGM plans are changed. Goals in a TGM plan auto-
populating on to a performance appraisal form and also auto-synchronizing have the following behaviors.

Change Made on My Goal Plan Results on Goal Section in Performance Management Form
Add a goal (after* form has been New goal added to form
opened)
Add a goal (before* a form has been New goal automatically shows up (if configured)
opened)
Edit target, task, goal name, etc Changes appear
Remove a goal Goal is deleted – There is no warning, message, indication to the user
that the goal has been deleted other than the goal no longer appears.
Changes to goals on a form will auto-synch to the TGM plan when the form is saved.
Change Made on Goal Section on Goal Results on My Goal Plan

Section in Performance Management
Form
Remove a goal Goal is deleted – There is no warning, message, indication that the
goal has been deleted other than that the goal no longer appears.
It is not recommended to use autosync on forms that are auto-populating a TGM plan into multiple objective
sections on the form (based on category). This is because changing the category of an objective in the TGM plan
will move the objective to a different section in the form. While the objective will move to the new section
correctly, any ratings and comments associated to that objective will not be moved and will be lost.
9.1.5.7 DTD Definition
The following is the DTD definition for the objective-section:
<!ELEMENT objective-sect (obj-sect-name, obj-sect-intro?, fm-sect-config?

,action-permission*, field-permission*, sect-weight?, sect-weight-4-objcomp-
summary?, fm-sect-scale?, obj-sect-type?, obj-sect-plan-id?, obj-sect-
filter?, obj-sect-filter-val?, obj-category*, obj-type*, sect-fm-elements?, sect-
level-elements?,
fm-objective*, fm-comment*, meta-grp-label?, meta-grp*)>
<!ATTLIST objective-sect
configurable (true | false) " false "
mgt-only (true | false) " false "
sum-comment-only (true | false) " false "
ask-4-comment (true | false) " false "
use-jobcode (true | false) " false "
no-rate (true | false) " false "
no-weight (true | false) " false "
summ-opt CDATA "0"
split-cmt (true | false) " false "
cmt-opt (0 | 1 | 2 | 3) "0"

in-summ-display (true | false | bk) "bk"
in-overall-rating (true | false | bk) "bk"
no-group (true | false) " false "
use-milestone (true | false) " false " if-no-ratings-then-ignore-section
( true | false) " false "
lock-item-weights (true | false) " false "
in-objcomp-summ-display (true | false) " false "
in-objcomp-summ-overall-rating (true | false) " false "
auto-pop-weights (true | false) " false "
develop-goal (true | false) " false "
show-learning-activity-competency (true | false) " false "
learning-activity-section-title CDATA #IMPLIED
show-obj-expected-rating (true | false) " false "
min-goals-required CDATA #IMPLIED
max-goals-allowed CDATA #IMPLIED
allow-draft-tgm-goals (true | false) " false "
hide-addexistinggoals-btn (true | false) " false "
sect-mode (normal | EZ-Rater) "normal"
ez-rater-expand-all (true | false ) " false "
obj-edit (form | popup) "form"
show-calculated-section-rating ( true | false) " true ">
9.1.5.7.1 Attributes objective-sect
Index numeric The order in which sections are displayed in the form is control
led by section index number starting with index="0". As a result,
the form XML can list sections in any order. When you move
sections using Provisioning the index number assigned to a sec
tion will be updated automatically to reflect how you have re-ar
ranged the sections in the form.
configurable True if users are allowed to add/remove items withing the sec
tion
mgt-only True if only manager/hr can see this section. This attribute is
required but may be ignored in some section.
sum-com obsolete; replaced by cmt-opt

ment-only
ask-4-com obsolete; make it also "false"

ment
no-rate false if show rating scale for items within the section;
no-weight false if show item weights within the section, and the section's
average rating will be used in the form's calculated overall rat
ing; summ-opt maximum number of section items for section
summary to be displayed; to turn on section summary at all
times, then make it 0; to turn off the section summary at all
times, then make it a big number, say 99999;
split-cmt true if displaying subject and manager's comments side by side;

If true then set rating-opt = 3

summ-opt summ-opt = 0
split-cmt split-cmt="false" The rating of record is the rating that is used in reports, the ex
port process and the dashboard for competency ratings, objec
tive ratings and the overall rating in PM reviews. At the moment,
the employee rating is never the rating of record unless the
item-rating is permissioned so that only the employee can enter
it. If you use rating-opt= 0 in a competency or objective section,
there is one rating that appears. That rating is accessible by ev
eryone with access to the form unless you permission the sec
tion to restrict access. That is the rating or record. It is also the
"item-rating."
rating-opt ● If you use rating-opt=1, the employee will also have a rating
that only they can access. The top rating is still accessible
by everyone and is normally permissioned so that only the
manger has access. This is the rating of record. It is also the
"item-rating."
● If you use rating-opt=2, everyone who has access to the
form in edit mode will have their own rating box. This in
cludes the employee, the manager, and anyone else. The
top rating box still appears. This is the rating of record and
once again is normally permissioned so that only the man
ager can enter it. Again, this is the "item-rating."
● If you use rating-opt=3, side-by-side rating, the manager
rating is the rating of record and does not need to be per
missioned. The manager rating is also the item rating. Only
the manager can edit the manager rating, and only the sub
ject can edit the subject rating. In a summary section, man
ual rating is the rating of record when both manual and cal
culated ratings are options. If there is only a calculated rat
ing, this becomes the rating of record.
cmt-opt ● cmt-opt = 0 Show both item and section comments

● cmt-opt = 1. Show only section comments, no item com
ments;
● cmt-opt = 3. Show no item and section comments;
in-summ- true if the section is to be displayed in the Summary Sect; de

display fault is true; the "bk" value is for backward compatibility. in-
summ-display="true"
in-overall- true if the section is to be included in the document overall rat

rating ing calculation if applicable; default is true; the "bk" value is for
backward compatibility.
if-no-rat
ings-then-ig
nore-section

lock-item- ● lock-item-weights=false. Allow the weight of each goal/

weights objective to be edited.
● lock-item-weights=true. Does not allow the weight of each
goal/objective to be edited.
in-objcomp- true if the section is to be displayed in the How vs. What section;
summ-dis default is false.
play
in-objcomp- true if the section is to be included in the overall ratings in the

summ-over How vs. What section; default is false
all-rating
auto-pop- true if you want to auto populate the goal weights with their
weights weights in the goal plan
show-obj- true if showing competency's expected rating for the job role;
expected- default is false
rating -
min-goals- There is optional minimum/maximum threshold for the number

required of goals that must/can be included on performance review and
max-goals- 360 forms. If specified, the validation will occur when a PM re
allowed view is routed and when a 360 is being completed. If validation
fails, the user will see a dialog like the ones below, and they will
not be able to route or complete the form. *min-goals-required:
this represents the minimum number of goals that must be in
this section to allow the form to be routed. *max-goals-allowed:
this represents the maximum number of goals that are allowed
to be in this section, else the form can not be routed. You can
set just a min, or just a max, or both.
max-goals- normal or EZ-Rater. EZ-Rater mode shows EZ-Rater rater ui,

allowed section summary and other item fields are ignored.
sect-mode
ez-rater-ex true or false, if the section is in EZ-Rater mode, and this is true,
pand-all then expand all objective details
show-calcu true or false. True if showing the section calculated rating.

lated-sec
tion-rating
obj-edit allow user to edit Pop-up is preferred setting. obj-edit = popup obj-edit= form
objective on form
or via a popup.
show-calcu True or False

lated-sec
tion-rating

9.1.5.7.2 Elements
Element Description Comments
obj-sect-name The name of the section See fm-sect-name for details
obj-sect-intro. Introductory text that appears in the See fm-sect-intro for details
section.
obj-sect-config Controls the color of the section. See fm-sect-config for details.
fm-sect-config See fm-sect-config for details.
action-permission See action-permission for detail
field-permissions See field-permission for detail
sect-weight Specifies the weight for the section. See the section on overall rating and
weighting.
sect-weight-4-objcomp-summary Used to calculate the value if you The number you choose allows you
have an obj-comp section. to apply a relative weighting for that
objective section relative to other
objective sections in the PM form.
For example if you have two objec
tive sections and you want them
equally weighted you would assign
the same number to both sections.
Alternatively if one section was to
be weighted more heavily, you could
assign relative weightings to each
sections.
obj-sect-type The obj-sect-type indicates how to

populate the objective section:
● custom: if you do not want to

auto-populate goals on a form
when the form is created
● plan: if you want to auto-popu
late goals on a form when the
form is created. If new goals are
created in TGM after a form has
been created, the user must
manually add any new goals
created to the form unless the
autosync attribute is set to true.
● corporate: if you want to auto-
populate goals from the BOM
corporate goal list in admin
tools.

Element Description Comments
● user: if you want to use goals

from the user's BOM goal li
brary.
Attribute Description
autosync true or false. True if auto-synchronizing between TGM plan and per
formance appraisal form.
obj-sect-plan-id References the unique TGM goal plan id. In this case
the obj-sect-type is "plan" Reference "-1" in the <obj-
sect-plan-id> tag to have the form reference Basic Ob
jective Management.
obj-category This is filter for filtering objectives on their categories.

You can specify zero or more such category filters.
obj-type Objective filter base on type such as user, group.
meta-grp-label Required. Uses value from the meta section.
9.1.5.8 XML Example: Including TGM goals in a section
This example specifically creates an objective section in the form that maps only to the Customer goal category in
TGM.
The XML syntax to integrate TGM goal weights with the form weights is also illustrated below.
● integrating TGM weights with weights on the form

● set no-weight="false"
● set auto-pop-weights="true"
<objective-sect index="4" configurable= " true " mgt-only= " false " use-
jobcode= " false " no-rate= " false " no-weight= " false " summ-opt= "0" split-
cmt= " false " rating-opt= "0" cmt-opt= "0" in-summ-display= " true " in-overall-
rating= " true " no-group= " false " use-milestone= " false " if-no-ratings-then-
ignore-section= " false " lock-item-weights= " false " in-objcomp-summ-
display= " false " in-objcomp-summ-overall-rating= " false " *auto-pop-
weights= " true ">
<obj-sect-name><![CDATA[Customer Goals]]></obj-sect-name>
<obj-sect-intro><![CDATA[Customer goals define how we work to deliver
unprecedented customer satisfaction and service. Customer goals generate
revenue and provide an unmatched experience that rewards customers and
clients for bringing us more of their business. ]]></obj-sect-intro>
<fm-sect-config>
<rating-label><![CDATA[Manager Rating]]></rating-label>
<hidden-strength-threshold><![CDATA[0.0]]></hidden-strength-threshold>
<blind-spot-threshold><![CDATA[0.0]]></blind-spot-threshold>
</fm-sect-config> <sect-weight><![CDATA[20.0]]></sect-weight>
<fm-sect-scale show-value=" false ">

</fm-sect-scale> <obj-sect-type><![CDATA[plan]]></obj-sect-type>
<obj-sect-plan-id>1</obj-sect-plan-id> <obj-category><![CDATA[Customer]]></obj-
category>
</objective-sect>
9.1.5.9 XML Example: Objective section with Permissions
Example with Name and Intro XML:
● Requiring weighting of 100%*

● Rating and min-max Weight XML*
● Required Fields and Permission*
● Changing Default Item and Section Comments Labels*
● Field Permissions*
● Auto-Populating Objectives into Form and selecting category.*
<objective-sect index="2" configurable= " true " mgt-only= " false " use-
jobcode= " false " no-rate= " false " develop-goal= " false " show-learning-
activity-competency= " false " no-weight= " false " summ-opt= "0" split-
cmt= " false " rating-opt= "0" cmt-opt= "2" in-summ-display= " true " in-overall-
rating= " true " no-group= " true " use-milestone= " false " if-no-ratings-then-
ignore-section= " false " lock-item-weights= " false " in-objcomp-summ-
display= " false " in-objcomp-summ-overall-rating= " false " auto-pop-
weights= " true " show-obj-expected-rating= " false " min-goals-required= "-
2147483648" max-goals-allowed= "2147483647" allow-draft-tgm-goals= " false ">
<obj-sect-name><![CDATA[MBOs - October, 2005]]></obj-sect-name>
<obj-sect-intro><![CDATA[<b>Instructions:
</b>Please review each MBO and select the percentage of achievement in the
"Rating on Objective" drop down list. Please add examples and comments
in the comments section. The "spell check" and "legal scan" tabs will help
ensure that your comments are written professionally. [[POPUP|Do you need
help writing an
MBO?|https: //salesdemo.successfactors.com/doc/po/goals_objectives/writg.html]]</
p>]]></obj-sect-intro>
<fm-sect-config>
<rating-label><![CDATA[Rating on Objective]]></rating-label>
< default-rating><![CDATA[Unrated]]></ default-rating>
<item-weights>
</item-weights>
<required-fields>
<field refid= "item-rating" min-value= "-1.0"
max-value= "-1.0"/>
<field refid= "item-weight" min-value= "-1.0"
max-value= "-1.0"/>
<route-step stepid= "*"/>
</required-fields>
< default-section-comments-label><![CDATA[Comments
by {0}]]>
</ default-section-comments-label>
< default-item-comments-label><![CDATA[Comments by
{0}]]>

</ default-item-comments-label>
</fm-sect-config>
<field-permission type= "read">
<field refid= "item-rating"/>
<field refid= "item-weight"/>
</field-permission>
<field-permission type= "write">
<field refid= "item-rating"/>
<field refid= "item-weight"/>
</field-permission>
<scale-id><![CDATA[Objectives]]></scale-id>
</fm-sect-scale>
<obj-category><![CDATA[Q4October]]></obj-category>
<meta-grp-label><![CDATA[Group]]></meta-grp-label></objective-sect>
9.1.5.10 XML Example: Setting ceiling and floor weights and

enforcing weight total to 100
Note
If you need weight enforcement on a form without ratings, you must ensure that no-rate="false", and then
you must hide the ratings from everyone. The form must be rated to account for weights, even if the form isn’t
factoring ratings in.
If an item weight floor and/or ceiling is specified, by default a warning is displayed to the user when a weight falls
outside of the floor and ceiling. This warning will not prevent a user from routing the form to another reviewer. If
you would rather force the user to correct the out-of-range item weight before the form can be routed than
configure the warning as an error instead.
Some customers wish to ensure that the goals/objectives of the goal section add up to 100% rather than rely on a
relative section weighting approach. There are two options when enforcing weights at 100%: Enforce (hard
enforce option) – this option forces users to have all goal weights add up to 100% or they will not be able to save
or forward the form.Warn (soft enforce option) – if users neglect to include weights for each goal, upon saving the
form or routing the form to the next user they will be prompted to go back and add the weights. They have the
option of still saving/forwarding the form without the weights.
Using the meta section to set ceiling and floor weights
<fm-meta>
<meta-grp-label><![CDATA[Balance Scorecard]]></meta-grp-label>

</fm-sect-scale>
*<meta-item-weight-floor-ceiling-option>warning</meta-item-weight-floor-ceiling-
option>*
</fm-meta>
To display an error message, replace warning with error as shown:
<meta-item-weight-floor-ceiling-option>error</meta-item-weight-floor-ceiling-option>
Example Objective Section
● - *- Ensure that item weights total 100

● Set item floor and ceiling weights to impose a min and max weight and warn the user when not met; otherwise
omit tags to not validate
<?xml version="1.0" encoding="UTF-8"?><!DOCTYPE objective-sect SYSTEM "sf-

form.dtd"><objective-sect index="9" configurable="true" mgt-only="false" use-
jobcode="false"
no-rate="false" develop-goal="false" show-learning-activity-
competency="false"
*no-weight="false"* summ-opt="99" split-cmt="false" rating-opt="1" cmt-
opt="2"
in-summ-display="true" in-overall-rating="true" no-group="true"
use-milestone="false"if-no-ratings-then-ignore-section="false"
*lock-item-weights="false"* in-objcomp-summ-display="false"
in-objcomp-summ-overall-rating="false" auto-pop-weights="true"
show-obj-expected-rating="false" min-goals-required="-2147483648"
max-goals-allowed="2147483647" allow-draft-tgm-goals="false">
<obj-sect-name><![CDATA[ Review of Goals]]></obj-sect-name>
<obj-sect-intro><![CDATA[ Setting clear goals ensures we focus on delivering an
agreed set of results.
<ul> <li>Your goals will be created in consultation with your Manager.</li>
<li>The SMART accronym helps to identify the components of a clear performance
goal.<br>
<b>S</b>...specific<br>
<b>M</b>...measurable<br>
<b>A</b>...achieveable and aligned<br>
<b>R</b>...relevant<br>
<b>T</b>...time bound </li>
</ul><b>Discuss and evaluate with your manager the extent to which each goal was
achieved.</b>
]]></obj-sect-intro>
<fm-sect-config>
<rating-label><![CDATA[Manager Rating]]></rating-label>
<rating-label-others><![CDATA[Member Rating]]></rating-label-others>
<item-weights>
</item-weights>

<required-fields>
<field refid="item-weight" min-value="-1.0" max-value="-1.0"/>
</required-fields>
</fm-sect-config>
</fm-sect-scale>
</objective-sect>
9.1.6 Summary-sect
The Summary section displays summarized information about all the evaluation sections on the form in one
central area. For example, if you have two goal sections and two competency sections in your form, summaries
about the content in all four sections would be shown in the Overall Summary section.
This section is sometimes titled Overall Performance Summary or Assessment Summary. The amount of
summarized information is determined by the content in the working sections of the form. For example, if your
form includes ratings and weights, the average score from these values is shown for each section, as well as a
general overall performance score.
The Overall Summary section can include a Calculated Overall Rating, a Manual Overall Rating or both. The rating
labels are configurable. In a summary section, manual rating is the rating of record when both manual and
calculated ratings are options. If there is only a calculated rating, this becomes the rating of record
9.1.6.1 About the summary-sect
The Summary section displays summarized information about all the evaluation sections on the form in one
central area.
For example, if you have two goal sections and two competency sections in your form, summaries about the
content in all four sections would be shown in the Overall Summary section. This section is sometimes titled
Overall Performance Summary or Assessment Summary. The amount of summarized information is determined
by the content in the working sections of the form. For example, if your form includes ratings and weights, the
average score from these values is shown for each section, as well as a general overall performance score. The
Overall Summary section can include a Calculated Overall Rating, a Manual Overall Rating or both. The rating
labels are configurable. In a summary section, manual rating is the rating of record when both manual and
calculated ratings are options. If there is only a calculated rating, this becomes the rating of record.

The sumary-sect:
● Can include an overall rating which is manually set or calculated.

● Can display an overall non-editable calculated score for the form.
● Can display a summary list of objectives and competencies with ratings and weights.
● Can include a section comment box.
● Displays final ratings in a completed form as text, graphical bars or both
If a meta group is defined you can display a matrix summary showing how many objectives/competencies there
are in each group, however, this is generally no longer used.
The manual-rating option determines if a form reviewer can set the overall rating manually trueor if the overall
rating should be calculated and non-editable based false. An example of when you would want to allow form
reviewers to manually set the overall rating instead of using a calculated rating is when you want the overall rating
to be a whole number instead of a decimal number, for example, if calculated rating is 2.3 then a form reviewer
may want to set the overall rating to 2.0.
This is an example of DTD definition of the summary sect.
<!ELEMENT objcomp-summary-sect (oc-sect-name, oc-sect-intro?, fm-sect-

config?, field-permission*, matrix-grid-id?, comp-scale?, obj-scale?,
scale-adjusted-matrix?, grid-bg-color?, x-axis-label?, y-axis-label?, x-
axis?, y-axis?, comp-summary-rating?, comp-cal-summary-rating?, comp-
summary-rating-label?, comp-cal-summary-rating-label?, obj-summary-rating?,
obj-cal-summary-rating?, obj-summary-rating-label?, obj-cal-summary-rating-
label?, ococ-rating-label?, fm-comment*)>
<!ATTLIST objcomp-summary-sect
index CDATA #REQUIRED mgt-only (true | false) " false "
comp-manual-rating (true | false) " true "
obj-manual-rating (true | false) " true "
comp-cal-rating (true | false) " true "
obj-cal-rating (true | false) " true "

split-cmt (true | false) " false "
cmt-opt (0 | 1) "0"
show-listing (true | false) " true "
show-ococ-rating (true | false) " false "
rating-mode CDATA "text"
show-9box (true | false) " true ">
9.1.6.3 Attributes for the summary-sect
These are attributes used in the summary section:
Index Numeric The order in which sections are displayed in the form is controlled by section
index number starting with index="0". As a result, the form XML can list sec
tions in any order. When you move sections using Provisioning the index num
ber assigned to a section will be updated automatically to reflect how you have
re-arranged the sections in the form.
mgt-only true if only manager/hr can see this section;
ask-4-com obsolete; set to "false" always

ment
manual-rating true to allow a user to put an overall rating that is different from the calculated
one (if any);
if set to false, the summary-rating is the same as the calculated rating and fm-
sect-scale is ignored if any, and users are not allowed to override it.
override-un This is applicable only if manual-rating is true.

rated
● If manual rating is false, override-unrated is ignored.
● If manual-rating is true and override-unrated is false, then the overall rating
is always the manual rating.
● If manual-rating is true and override-unrated is true, then the overall rating
will be the manual rating unless the manual rating is unrated,
● If the manual rating is unrated, then the overall rating will default back to
the calculated rating.
split-cmt true if displaying subject and manager's comments side by side
rating-opt 0: default, no ratings next to each user's comment;
1: display rating next to subject's comment;
2: display rating next to all evaluators' comments;
cmt-opt 0: Show section comments; default
1: No section comments;
show-listing true if allow listing; false if not; default is true

rating-mode "text" - default; display ratings in text
"graph" - display ratings in graphical form;
"mixed" - display ratings in both text and graphical forms.
If you use "graph" or "mixed" for rating-mode the graphical rating bars only ap
pear in a completed document.
use-adjusted- Controls how the overall section rating is displayed in the summary section. If
scale-for-sec using text-based ratings you have the option of having subtotals use the same
tion-header- adjusted scale values from the meta section.
rating
0 - DEFAULT: display the manual/calculated rating. For calculated, there is no
rating label just rating value.
1 – Text only --take the calculated/manual section rating and use the adjusted
scale (defined in the meta section) to display the adjusted rating label and/or
the adjusted rating value.
2-
show-group- true if allow group matrix display in the section; default is true
matrix:
9.1.6.4 Elements
The following are elements in the summary section
Element Description
summary-sect-name The name of the section. See fm-sect-name for details.
summary-sect-intro Introductory text that appears in the section. See fm-sect-intro for details.
fm-sect-config See fm-sect-config for details.
fm-sect-scale Obsolete. It is replaced by fm-sect-scale in fm-meta if any.
summary-rating Overall rating of the PM form if any. This defaults to the calculated average of all
sections included in overall calculation.
calc-summary-rating Calculated Overall rating of the PM form if any.
unadjusted-overall-summary- the actual calculated overall form rating (ie, before any adjustments based on
rating the adjusted-scale

Element Description
overall-rating-label A non-zero-length string (including whitespace) will over-ride the default "Over
all Form Rating" label. For example:
<overall-rating-label><![CDATA[Overall Ranking:]]></overall-
rating-label>
calc-rating-label A non-zero-length string (including whitespace) will over-ride the default "Cal
culated Form Rating" label. For example:
<calc-rating-label><![CDATA[Computed Ranking (4 = 100%):]]></calc-rating-

label>
group-matrix-other-label A non-zero-length string (including whitespace) will over-ride the default

"Other" label
show-gap-behaviors-in-sum Should the behaviors for each competency, if rate by behavior, be shown in the
mary summary section along with the gap
show-behaviors-in-summary Should the behaviors for each competency, if rate by behavior, be shown in the
summary section.
show-gap-competencies-in- Should the gap-

summary
9.1.6.5 XML Example: Customizing rating labels
To change the rating labels displayed for the overall rating or calculating score, add the following XML syntax
highlighted in yellow. See sf-form.dtd for details on the summary section configuration options.
<summary-sect index="5" mgt-only= " false " manual-rating= " true " override-
unrated= " true " split-cmt= " false " rating-opt= "0" cmt-opt= "0" show-
listing= " true " rating-mode= "text" use-adjusted-scale- for-section-header-
rating= "0" show-group-matrix= " true ">
<summary-sect-intro><![CDATA[ [[LIST|Overall form rating (manual rating)
trumps calculated form rating|<b>override-unrated= " true "</b> will use the
calculated rating only if the manual rating
is unrated | show-group-matrix is a BOM feature.]] ]]></summary-sect-intro>
<fm-sect-config>
</fm-sect-config>
<overall-rating-label><![CDATA[Overall Form Rating]]></overall-rating-label>
<calc-rating-label><![CDATA[Calculated Form Score]]></calc-rating-label>
<group-matrix-other-label><![CDATA[Rating Not Specified]]></group-matrix-
other-label>
</summary-sect>

9.1.6.6 XML Example: Specifying the summary section rating
scale
To specify the rating scale that is used in the summary section, you must reference the scale in the form's meta
section; the scale is not mapped in the summary section
<fm-meta>
<meta-grp-label><![CDATA[Balance Scorecard]]></meta-grp-label>
<fm-sect-scale show-value=" true ">
<scale-id><![CDATA[Summary Scale]]></scale-id>
</fm-sect-scale>
option></fm-meta>
9.1.7 Obj-comp-sect Overview
The Obj-Comp section calculates two scores: an Objectives score and a Competencies score.
These two scores are then plotted to determine the quadrant in which an employee fall on the obj-comp chart.
These two scores are completely independent of each other The objective score is an aggregate of the ratings
from all the objective sections in the PM form.; and the competency score is an aggregate of the ratings from all
the competency sections in the Performance Management form. Each aggregated score is a weighted average of
section ratings where:
● The section rating scale is mapped onto the matrix grid rating scale; and
● The weight is normalized to be additive to a final sum of 1 (or 100%) across all goal (or competency) sections.

9.1.7.1 When do You Need an objcomp-summary Section?
The objcomp-summary section generates an overall competency score and an overall goal score.
These scores are used in several of the dashboard portlets. You need to include this section in a Performance
Management form if you want to report these scores. If you do not calculate these scores the dashboard portlets
that report these scores will contain no data.

● Competency/Goal Matrix
● Average competency rating
● Average competency rating distribution
● Average goal rating •Average goal rating distribution
● Average goal/competency rating
● Average overall goal/competency rating distribution
● Obj-comp matrix (see below)
● Overall Competency and Overall Goal score sections of Live Profile (if included)
Performance Mangement is often followed by a succession implementation, and even if the client does not have
SP on his implementation roadmap there is a good chance it will be added. We recommend that you plan for SP
implementation before the Performance Management review form is put into circulation.
● SP implementations require the Obj-Comp section as it is the data source for the how vs. what matrix AND for
the overall goal and overall competency trend sections of Live Profile.
● Trend sections include overall performance scores, overall goal and competency scores and potential ratings.
● Trend data is useful for managers to see how an employee has performed from year to year across these four
measures of performance to determine performance consistency and predicted performance trajectory.
● At first some clients do not ask for this data to be displayed in Live Profile, but WHEN they change their minds
and do want it displayed, the Obj Comp section in the review form ensures that the overall goal and overall
competency ratings are available for this later use.
● In rolling out PM consider rating scales and rollup implications for the matrix (grid) reports once SP is rolled
out.
● Encourage use of the same point (3, 4, 5) rating scales for consistency in matrix results (e.g. if you want a 5 x
5 make sure client uses 5 point competency and 5 point goal rating scales)
9.1.7.1.1 Obj-com Portlet (Dashboards 1.0)
The obj-comp portlet is a dashboard report that shows where people fall on the scales for How vs.What. This
report also is available in Live Profile.
In order to have this portlet, the PM forms must have an obj-comp section where these values are calculated. In
the vast majority of cases the obj-comp section on the PM form is hidden from users. This hides the results on the
PM form while still allowing the obj-comp values to be calculated.
Note
Make sure that you select Include In-Progress Documents and enable Include Process Filter.
9.1.7.1.2 Requirements
To calculate the obj-comp values, you must specify how the objective and competency scores should be weighted
● In each Objective section that you want to factor into the obj-comp result, set the <sect-weight-4-
objcomp-summary> value. The number you choose allows you to apply a relative weighting for that objective
section relative to other objective sections in the Performance Management form. For example if you have

two objective sections and you want them equally weighted you would assign the same number to both
sections. Alternatively, if one section was to be weighted more heavily, you could assign relative weightings to
each sections.
● In each Competency section that you want to factor in to the obj-comp result set the set the <sect-
weight-4-objcomp-summary> value. The number you choose allows you to apply a relative weighting for
that competency section relative to other competency sections in the Performance Management form.
● Section summaries are optional. Specific sections such as Core Skills and Personal Objectives appear in the
objcomp-summary section only if their in-objcmp-summ-display is set to true
● 9-Box display is optional; colors and labels are configurable
● Section Comments is optional
● Managers can override overall scores for competencies or goals and have this result in adjusted overall
performance rating
● Overall performance rating can be generated from 'mapped scores' from overall goal and overall competency
scores (e.g. if employee receives a 1 out of 5 for either overall goal OR overall competency score, the overall
performance rating is a 1 (even if he/she scored a 5 on the other dimension)) (rarely needed). This uses the
OCOC feature.
● The Succession How vs. What matrix grid report must be configured to use sysOverallCompetency and
sysOverallObjective ratings (not a custom rating trend element on either axis).
Examples of how you might set the values for <sect-weight-4-objcomp-summary> are shown below.
PM Section sect-weight-4-objcom- Score Obj-comp score

summary
Corporate Competency 1 4.0 4
2006 Objectives 1 5.0 5
Job related competencies

are weighted 2x the corpo
rate competency
PM Section sect-weight-4-objcom- Score Obj-comp score

summary
2006 Objectives 100 4.5 3.0
Development Objectives 0 3.0
Corporate and Job related

competencies are equally
weighted.
The development objec

tives are omitted from the
objective score.

9.1.7.1.3 The Overall Calculated Objective Competency
(OCOC) Rating
The Overall Calculated Objective competency (OCOC) rating calculates an overall competency rating.
The summary-sect must not be included.
If then
The form includes both the objcomp-summary-sect the summary-sect always takes precedence
and the summary-sect
The form includes the objcomp-summary-sect but not the OCOC score takes precedence.
the overall summary section
Weights and ratings are not selected. OCOC rating will appear as unrated
A rating for overall competency and overall objective The default manual rating is set to unrated until the
score is not selected user sets a score, when the manual rating takes prece
dence over the calculated score.
9.1.7.1.4 Printing a Form with a Hidden Objcomp Section
Typically, an objcomp section is hidden for all users at all steps.
The objcomp section cannot be seen in the Completed folder, however it is displayed in a print preview. Your
customers need to know that if they plan to print the form, the objcomp section will be printed unless they de-
select that option in the Print Setup screen.
9.1.7.2 How to Create Objcomp Trend Data when There isn't

an Objcomp-summary Section
This is what you need to do if the Obj-Comp section wasn't included in the Performance Management Review
Form and the client now wants to generate a How vs. What matrix report from that review period and/or to
populate overall goal or overall competency scores in the respective Live Profile sections.
● You assemble a reporting guide for client on how to run a Detailed Doc Search report that pulls the overall
goal and competency scores from the form into a csv report. You do this by selecting all Document Content
Fields in the Export Options
● The client's data analyst assembles a Trend Import File, commonly used with SP implementations, that
populates the overall goal and overall competency fields with the data from the above report and ensures that
dates are accurate.
● The client imports the Trend Import File, which brings in the appropriate data for these requirements.
Note
The LP and matrix grids must have been configured accordinaly.

This is an example of the DTD for the obj-comp-summary section:
<!ELEMENT objcomp-summary-sect (oc-sect-name, oc-sect-intro?, fm-sect-config?, field-

permission*, matrix-grid-id?, comp-scale?, obj-scale?, scale-adjusted-matrix?, grid-
bg-color?, x-axis-label?, y-axis-label?, x-axis?, y-axis?, comp-summary-rating?, comp-
cal-summary-rating?, comp-summary-rating-label?, comp-cal-summary-rating-label?, obj-
summary-rating?, obj-cal-summary-rating?, obj-summary-rating-label?, obj-cal-summary-
rating-label?, ococ-rating-label?, fm-comment*)>
<!ATTLIST objcomp-summary-sect
mgt-only (true | false) "false"
comp-manual-rating (true | false) "true" obj-manual-rating (true | false) "true"
comp-cal-rating (true | false) "true" obj-cal-rating (true | false) "true"
split-cmt (true | false) "false"
cmt-opt (0 | 1) "0"
show-listing (true | false) "true"
show-ococ-rating (true | false) "false"
rating-mode CDATA "text"
show-9box (true | false) "true"
>
9.1.7.3.1 Attributes
The following attibutes apply to the objcomp section
Index numeric The order in which sections are displayed in the form is
controlled by section index number starting with in
dex="0". As a result, the form XML can list sections in
any order. When you move sections using Provisioning
the index number assigned to a section is updated auto
matically to reflect how you have re-arranged the sec
tions in the form.
mgt-only true if only manager/hr can see this section;
comp-manual-rating overall competency rating can be edited (edits will NOT

be reflected in the Overall Performance Rating of the
form); false = overall competency rating is the calcu
lated form rating.
obj-manual-rating overall objective rating can be edited (edits will NOT be

reflected in the Overall Performance Rating of the form);
false = overall objective rating is the calculated form rat
ing.
comp-cal-rating true = overall objective rating is calculated; false = over

all objective rating is not calculated.

obj-cal-rating
split-cmt true if displaying subject and manager's comments side

by side
rating-opt 0: default, no ratings next to each user's comment;
1: display rating next to subject's comment;
2: display rating next to all evaluators' comments;
cmt-opt 0: Show section comments;
default 1: No section comments;
show-listing both options show listing.
rating-mode all options display rating in text.
show-9box
9.1.7.3.2 Elements
The following elements apply to the objcomp section:
Element Description
oc-sect-name The name of the section. See fm-sect-name for details.
oc-sect-intro Introductory text that appears in the section. See fm-sect-intro

for details.
matrix-grid-id Must be "howvswhat_matrix_grid_report"
comp-scale This show-value will be used to set the show-value attribute in

the fm-sect-scale.
obj-scale This show-value will be used to set the show-value attribute in

the fm-sect-scale.
scale-adjusted-matrix grid-bg-color
x-axis-label must be either competency or objective
y-axis-label must be either "competency" or "objective"
comp-summary-rating
comp-cal-summary-rating
comp-summary-rating-label labels are configurable
comp-cal-summary-rating-label labels are configurable

Element Description
obj-summary-rating
obj-cal-summary-rating
obj-summary-rating-label labels are configurable
obj-cal-summary-rating-label labels are configurable
9.1.7.4 Example: a Hidden objcomp-summary Section
This is an example of a hidden objcomp-summary section:
<objcomp-summary-sect index="6" mgt-only="false" comp-manual-rating="false" obj-

manual-rating="false" comp-cal-rating="true"
obj-cal-rating="true" split-cmt="false" rating-opt="0" cmt-opt="0" show-
listing="false" rating-mode="text"
show-9box="false">
<oc-sect-name><![CDATA[OBJ/COMP Summary Section]]></oc-sect-name>
<oc-sect-intro>
<![CDATA[This section is hidden by default. Additional attributes of this section:
[[LIST| Manual rating always take precedence over calculated ratings even if manual
rating is left unrated|
<b>comp-manual-rating="false"</b>
Leave this falseif section is hidden |<b>obj-manual-rating="false" </b>Leave
thisfalseif section is hidden|<b> show-9box="false" </b>
this will display a rather large 9 Box on the form with a big blue dot where the
subject lands]] ]]>
</oc-sect-intro>
<fm-sect-config>
*<section-permission type="hidden">* *<role-name>*</role-name>* *</section-
permission>* <num-decimal-places>2</num-decimal-places>
</fm-sect-config>
<matrix-grid-id><![CDATA[howvswhat_matrix_grid_report]]></matrix-grid-id>
<x-axis>competency</x-axis>
<y-axis>objective</y-axis>
</objcomp-summary-sect>
9.1.7.4.1 Configuring Matrix Grid Rating Scales
The matrix grid grating scales can be configured.
1. From the Admin Tools scroll to System Properties.

2. Select Rating Matrix Grid Rating Scales.
3. Select the scale you want to edit, then click Edit.
4. Make the necessary changes.

9.1.8 Perfpot-summary-sect Overview
The Performance-Potential summary section supports two overall scores: an overall Performance score and an
overall Potential score.
These two scores can then be plotted to determine the quadrant in which an employee fall on the performance-
potential chart. These two scores are completely independent of each other.
The section currently only supports manual ratings for both Performance and Potential scores. By default, the
rating scales used is defined under Admin Tools System Properties Matrix Grid Rating Scales . The matrix
grid presented in the section is defined under Admin Tools System Properties Matrix Grid Reports
>Performance-Potential .

When do you need a perfpot-summary?
The perfpot-summary-sect is the only way to generate an overall potential score on a form that can be used
throughout the system, for example, Succession Data Model or Reporting. Prior to the introduction of this section
the only way to include a potential score for an employee was to manually enter or import the score into Live
Profile. You need to include this section in a Performance Management form if you want users to be able to enter a
potential score from a review form. Performance Management is often followed by a succession implementation.
The performance-potential scores and matrix are the same values and grid that can be used in succession
nomination. Including the performance-potential summary section in a Performance Management form is a
method of collecting employee data for use in the succession nomination process.

9.1.8.1 Features of the Perfpot-summary Section
These are some features of the perfpot summary
Display Options
Users have the option to include addition employees on the matrix grid report. The two options are:
● All employees assessed – Displays employees on the matrix grid that have a document created from the
same form template and the user is a defined role in the route map. This will include documents that have
been completed within the last 60 days.
Note
The performance potential matrix grid on a Performance Management form will display ALL employees,
this includes a form for self (E). If a manager also has a form where they are the subject, they will be able to
see in the matrix grid their own form and where they fall on the matrix (based on where their manager put
them). To prevent this, you must define matrix grid filter options, described under Configuration Options
for Display Filters below.
● My direct reports – Displays a user's direct reports on the matrix grid if they have a document created from
the same form template and the user is a defined role in the route map. This will include documents that have
been completed within the last 60 days. This filter is superseded by the All employees assessed filter.
Note
Setting of the display filter is sticky per users. That means that the user's previous selection will persist the
next time he or she accesses any Performance Management form with a performance potential matrix
displayed on it.
Filters - Show Form Subject Only
Behaviour
● No option to select users on 9-box section

● Show only form subject on 9-box
<perfpot-matrix-grid-filter filter-option="form-subject">
</perfpot-matrix-grid-filter >

Filters - Follow SM Matrix Grid Permissions
These permissions are designed to support the use case where a single form template is used and a user plays
both manager and employee (or reviewer and subject) roles in different forms.
Behavior
● No option to select users on 9-box section

● Show only form subject on 9-box, based on the succession matrix grid permissions
<perfpot-matrix-grid-filter filter-option=" sm-matrix-grid-permissions">

<role-name>EM</role-name> <route-step stepid="2"/>
</perfpot-matrix-grid-filter >
Drag and Drop Update of Performance and Potential within Performance

Management Forms
You can drag employee names from one part of the Performance Management form matrix grid report to another
in order change their manual performance and potential scores:
● An employee name displayed on the form matrix grid report can be dragged and placed into a different matrix
grid section. This will update the performance and potential scores for the employee.
● When display filters are set to display multiple employees in the matrix grid, the user is able to click on
different users and the user is taken to the selected user's form. Changes made on the previous employee's
for are auto saved without a prompt.
The drag and drop functionality is currently supported only within the Matrix Grid sections of the forms, and within
the Calibration views. It is not supported in the Succession Matrix Grid Reports under the Succession Tab.
9.1.8.2 DTD, Attributes, and Elements of the Perfpot-

summary Section
DTD Definition
<!ELEMENT perfpot-summary-sect (pp-sect-name, pp-sect-intro?, fm-sect-config?,

field-permission*, perf-scale?,
pot-scale?, manual-performance-rating?, manual-performance-rating-label?, manual-
potential-rating?, manual-potential-rating-label?, fm-comment*, sect-level-
elements?)>
<!ATTLIST perfpot-summary-sect
mgt-only (true | false) "false"
perf-manual-rating (true | false) "true" pot-manual-rating (true | false) "true"
cmt-opt (0 | 1) "0"
show-9box (true | false) "true" >
>

Attributes
Index numeric The order in which sections are displayed in the form is con
trolled by section index number starting with index="0". As
a result, the form XML can list sections in any order. When
you move sections using Provisioning the index number as
signed to a section will be updated automatically to reflect
how you have re-arranged the sections in the form.
mgt-only "true" true if only manager/hr can see this section
"false"
perf-manual-rating "true" True to include a manual performance rating in the section
"false"
pot-manual-rating "true" True to include a manual potential rating in the section
"false"
cmt-opt 0,1 cmt-opt = 0: Show section comments.
cmt-opt = 1: Show no section comments.
show-9box "true" True to display the performance-potential matrix grid report

in the summary section
"false"
Elements
Element Description
pp-sect-name The name of the section. See fm-sect-name for details.
pp-sect-intro Introductory text that appears in the section. See fm-sect-intro for details.
perf-scale Define the rating scale to use for the overall performance score. See fm-
sect-scale for details.
pot-scale Define the rating scale to use for the overall potential score. See fm-sect-
scale for details
manual-performance-rating Set the default rating value for the manual performance score. Use the rat
ing value and not the label.
manual-performance-rating-label Set the label of the manual performance rating field.

Element Description
manual-potential-rating Set the default rating value for the manual potential score. Use the rating
value and not the label.
manual-potential-rating-label Set the label of the manual potential rating field.
fm-comment
sect-level-elements
sect-level-elements
perfpot-matrix-grid-filter Set the filter option for the matrix grid.
9.1.8.3 Example: A perfpot-summary section
This is an example of a perfpot-summary section
<perfpot-summary-sect index="3" mgt-only="false" perf-manual-rating="true" pot-

manual-rating="true" cmt-opt="0" show-9box="true">
<pp-sect-name><![CDATA[Perf Pot Sum Sect]]>
</pp-sect-name>
<fm-sect-config>
<rating-label>
<![CDATA[Rating]]></rating-label>
<unrated-rating><![CDATA[Too New To Rate]]></unrated-rating>
<publish-button-label><![CDATA[Publish Content]]></publish-button-label> </fm-sect-
config>
</perfpot-summary-sect>
9.1.8.3.1 Example: A Perfpot-summary Section with Form-

Subject Filter Option
This is an example of a perfpot-summary section with form-subject filter option

<!DOCTYPE perfpot-summary-sect SYSTEM "sf-form.dtd">
manual-rating="true" cmt-opt="1" show-9box="true" section-display-order="perf-pot">
<pp-sect-name><![CDATA[Ratings]]></pp-sect-name>
<fm-sect-config>
<default-rating><![CDATA[To Be Rated]]></default-rating>
<unrated-rating><![CDATA[Too New to Rate]]></unrated-rating>

</fm-sect-config>
<perfpot-matrix-grid-filter filter-option="form-subject">
</perfpot-matrix-grid-filter>
9.1.8.3.2 Example: A Perfpot-summary Section with sm-

matrix-grid-permissions Filter Option
This is an example of a perfpot-summary section with an sm-matrix-grid-permissions filter option.

<\!DOCTYPE perfpot-summary-sect SYSTEM "sf-form.dtd">
manual-rating="true" cmt-opt="1" show-9box="true" section-display-order="perf-pot">
<pp-sect-name><\!\[CDATA[Ratings]\]></pp-sect-name>
<fm-sect-config>
<rating-label><\!\[CDATA[Rating]\]></rating-label>
<rating-label-others><\!\[CDATA[Rating]\]></rating-label-others>
<default-rating><\!\[CDATA[To Be Rated]\]></default-rating>
<unrated-rating><\!\[CDATA[Too New to Rate]\]></unrated-rating>
<publish-button-label><\!\[CDATA[Publish Content]\]></publish-button-label>
</fm-sect-config>
<perfpot-matrix-grid-filter filter-option="sm-matrix-grid-permissions">
</perfpot-matrix-grid-filter>
9.1.8.3.3 More on Perfpot-summary
Configuring matrix grid rating scales
The matrix grid rrating scales can be configured:
1. From Admin Tools scroll to System Properties.

2. Select Rating Matrix Grid Rating Scales.

3. Select the scale to edit, then click Edit.
4. Edit the rating scale.
Configuring matrix grid report
The matrix grid report can be configured:
1. From Admin Tools scroll to System Properties.

2. Select Matrix Grid Report>Performance-Potential.
3. Edit the report properties.
Good to know about this section
The performance-potential summary section will updates dynamically when either the matrix rating scale or
report is changed through Admin. These are not locked into the configuration at the time the document is created.
Note
If you want to use the Too New to Rate feature, you need to select Enable New Matrix Grid Report in the
Company Settings in Provisioning.
Table 8: When a form is configured with both a perfpot-summary-sect and a summary-sect

If both sections have Then
Overall performance scores The perfpot-summary-sect overall performance score is used

as the rating of record for the form.
The same rating scales and both are configured Changes to the manual overall performance score in one sec
with manual performance ratings, tion update the value in the other section.
9.1.9 Custom-sect
A custom section can be used in a form use to display or capture information (that is not objective or competency
based).
Requirements
● You can have as many custom sections that you need within the same form.
● Fields contained within a custom section consists of "custom fields" that are rendered "top-down" in a single
column. The fields can be pre-populated with defaults that are editable to form reviewers. Custom fields are
defined using fm-element.

● IMPORTANT: If you use a checkbox type you must specify the evalue (e.g., True, Y, Yes). This is the value that
is stored when user checks the box. If you do not specify a value, then no value is stored in the database.
DTD Definition
<!ELEMENT custom-sect (fm-sect+)>
XML Example: Creating Progress Text Box for Mid-Year Updates for a Goal
\\
</fm-sect-scale>
<obj-sect-type><![CDATA[]]></obj-sect-type>
*<sect-fm-elements>*
*<fm-element index= "0" type= "4">*
*<ekey><![CDATA[MidObj]]></ekey>*
*<ename><![CDATA[Mid-year review of progress (January):]]></ename>*
*<evalue><![CDATA[]]></evalue>*
*</fm-element>*
*</sect-fm-elements>*
</objective-sect>
{anchor:_Toc152754808}{anchor:_Toc152792692}{anchor:_Toc155088044}
{anchor:_Toc155157175}\\
XML Example: Custom Section with Custom Fields
The screen shot for this code is shown at the top of the previous page.
\\
<fm-sect index="8" mgt-only= " false " split-cmt= " false " cmt-opt= "1">
<fm-sect-name><![CDATA[Additional Comments]]></fm-sect-name>
<fm-sect-intro><![CDATA[Please use the spaces below to document areas of
strength and areas for improvement.]]></fm-sect-intro>
<fm-sect-config>
</fm-sect-config>
<fm-element index= "0" type= "9">
<ekey><![CDATA[EmpMgrMeetingCheckBox]]></ekey>
<ename><![CDATA[<b>Check here to indicate that the Employee Dialog Meeting
has occurred</b>]]></ename>
<evalue><![CDATA[Y]]></evalue>
</fm-element>
<ekey><![CDATA[Date]]></ekey>
<ename><![CDATA[Dialog Meeting Date(dd/mm/yyyy):]]></ename>
</fm-element>

<ekey><![CDATA[SumStrength]]></ekey>
<ename><![CDATA[Summary of employee's strengths:]]></ename>
</fm-element>
<ekey><![CDATA[SumImprove]]></ekey>
<ename><![CDATA[Areas where the employee could improve present performance:]]></
ename>
</fm-element>
<ekey><![CDATA[SumCareerObj]]></ekey>
<ename><![CDATA[Employee's job satisfaction:]]></ename>
<elist elist-value-type= "7" elist- default-name= "None Selected" elist- default-
value="">
<elist-element elist-index= "0" elist-selected= " false ">
<elist-name><![CDATA[Satisfied with current position]]></elist-name>
<elist-value><![CDATA[Satisfied]]></elist-value>
</elist-element>
<elist-element elist-index= "1" elist-selected= " false ">
<elist-name><![CDATA[Interested in future opportunities]]></elist-name>
<elist-value><![CDATA[Disatisfied]]></elist-value>
</elist-element>
</elist>
</fm-element></fm-sect>
\\
XML Example: Displaying Standard Elements in Custom or Summary Sections
You can display standard employee data elements in a custom section using the ekey element type. It may be
possible to do the same in an objective or competency section, but the problem is you need to disable the section
because it gives the appearance that you can change the values…which you can do in the form, but when you
close it and reopen it, it will draw the information from the database…not what was saved in the browser by the
user.
\\
<?xml version="1.0" encoding= "UTF-8"?>
<!DOCTYPE fm-sect SYSTEM "sf-form.dtd">
<fm-sect index="9" mgt-only= " false " split-cmt= " false " cmt-opt= "1">
<fm-sect-name><![CDATA[]]></fm-sect-name>
<fm-sect-config>
<section-color><![CDATA[white]]></section-color>
</fm-sect-config>
*<fm-element index="0" type= "3">*
*<ekey><![CDATA[CUSTOM01]]></ekey>*
*<ename><![CDATA[Date Completed:]]></ename>*
*<evalue><![CDATA[]]></evalue>*
*</fm-element>
*</fm-sect>

9.1.10 Signature-sect
The Signature Section lists who must sign the form; each signer has a separate signature line that is based on the
route map. The signature dates appears next to names of people who "signed" by clicking the Send button in the
toolbar when the form is in the Signature stage.
Requirements
● In the signature section but can include additional signers not defined in the route map if the "add signer"
hyperlinks are enabled (can be disabled in the form template settings).
● Even though the signature section is a regular fm-sect, you can only specify signature section name and
introduction text. The rest of the elements within this section will be ignored.
● The optional end-of-section comments, only editable during the Signature stage. (cmt-opt= where 0 = show
section comments; 1 = no section comments)
DTD Definition
<!ELEMENT signature-sect (fm-sect+)>
XML Example
<fm-sect index="8" mgt-only= " false " split-cmt= " false " *cmt-opt= "0"*>
*<fm-sect-name><![CDATA[Signatures]]></fm-sect-name>*
*<fm-sect-intro><![CDATA[Your electronic signature will be stored in this
section of the form.*
*[[BREAK]][[BREAK]]*
*Signatures indicate that the Performance Assessment discussion has been
held.**]]></fm-sect-intro>*
<fm-sect-config>
*<section-color><![CDATA[BLUE]]></section-color>*
</fm-sect-config>
</fm-sect>
//
Options for Signature Line Display of Skipped Steps
It is possible to set the form to show an empty signature line with data below the line in the case of a skipped
signature step. The option is found in Form Template Settings:
When this option is selected and a signature step is skipped, the signature section will appear as: Name1 skipped
by Name2.

9.1.11 Fm-sect (Section Level Definitions)
This element is used to define properties of the form section including the name, introductory text, etc.
DTD Definition
<!ELEMENT fm-sect (fm-sect-name,fm-sect-intro?, fm-sect-config?, fm-element*, fm-

comment*, fm-add-element?)>
<!ATTLIST fm-sect
index CDATA #REQUIRED mgt-only (true | false) "false"
ask-4-comment (true | false) "false"
split-cmt (true | false) "false"
cmt-opt (0 | 1) "0"
>
Attributes
Index numeric The order in which sections are dis

played in the form is controlled by
section index number starting with
index="0". As a result, the form
XML can list sections in any order.
When you move sections using Pro
visioning the index number as
signed to a section will be updated
automatically to reflect how you
have re-arranged the sections in the
form.
mgt-only True if only manager/hr can see this

section; This attribute is required
but may be ignored in some section.
ask-4-comment obsolete
split-cmt true if displaying subject and man

ager's comments side by side; If
true then set rating-opt = 3
cmt-opt 0: Show section comments; default
1: No section comments;

9.1.11.1 Elements
These are the elements used with the fm-sect:
fm-sect-name This allows you to specify the section names in a PM review form. The name may vary by sec
tion. Simply enter the name of the section within the <![CDATA[*Section Name*]]>
syntax found within the XML tags.
<fm-sect-name><![CDATA[User Info Section Name]]></fm-sect-name>

<reviewinfo-sect-name><![CDATA[Review Info Section Name]]></
reviewinfo-sect-name
fm-sect-name
<fm-sect-name><![CDATA[Introduction Section Name]]></fm-sect-name>
<obj-sect-name><![CDATA[Objective Section Name]]></obj-sect-name>
<comp-sect-name><![CDATA[Competency Section Name]]></comp-sect-name>
<fm-sect-name><![CDATA[Custom Section Name]]></fm-sect-name>
<summary-sect-name><![CDATA[Summary Section Name]]></summary-sect-
name>
<fm-sect-name><![CDATA[Signature Section Name]]></fm-sect-name>
fm-sect-intro See fm-sect-intro section for details.
fm-sect-config See fm-sect-config section for details.
fm-element See fm-element section for details.
fm-comment
fm-add-element
9.1.11.2 XML Example
<fm-sect index="8" mgt-only= " false " split-cmt= " false " *cmt-opt= "0"*>
*<fm-sect-name><![CDATA[Signatures]]></fm-sect-name>*
*<fm-sect-intro><![CDATA[Your electronic signature will be stored in
this section of the form.*
*[[BREAK]][[BREAK]]*
*Signatures indicate that the Performance Assessment discussion has been
held.*
*]]></fm-sect-intro>*
<fm-sect-config>
*<section-color><![CDATA[BLUE]]></section-color>*
</fm-sect-config>
</fm-sect>
//

9.1.12 fm-sect-config (Additional Form Section Config
Options)
This element contains any configurable options for any form sections.
DTD Definition
<!ELEMENT fm-sect-config
(section-color?, rating-label?, rating-label-others?, default-rating?,
unrated-rating?,
weight-total?, hidden-strength-threshold?, blind-spot-threshold?, rating-
bar-color?,
item-weights?, hide-weight-percent-sign?, weight-label?, show-points?,
section-comments-label?, section-comments-blank-indicator?, section-manager-
comments-label?,
section-subject-comments-label?,comments-blank-indicator?, manager-comments-
label?,
subject-comments-label?, calculated-rating-label?, rating-display-format?,
section-permission*, section-owner*, required-fields*, calibration-mode?,
show-job-roles?,
default-section-comments-label?, default-item-comments-label?, weight-total-
option?,
num-decimal-places?, publish-button-label?, publish-button-warning?, field-
publishing*,
section-rating-calc?, section-item-rating-calc?)>
Elements ( partial list)
section-colorBy default, the color of the section name bar is blue but you can change the color by adding/editing
this element. The name of the color or the hexa-decimal representation of the number can be used.
Note
A note on Custom Colors from a UI Designer: This is something we only use only when the customer has
specifically asked for it. We should not offer up changing section colors unless it is strongly requested by the
customer. The application comes with its own skin colors, and maintaining consistency throughout the
application will usually provide a better user experience.
rating-label Label that appears next to the scale; The ratings that
are used in the calculated score (default is "Rating").
rating-label-others Label that appears next to employees scale or the rat

ing not included in the calculation (rating-opt= 1 or 2)
Default is "Rating".
default-rating The rating value when no value is selected.
unrated-rating The rating value that can be selected by the user . This
value is not included in the calculation.
weight-total The weight total for the section; negative number or

null means ignore the validation of total weights. If the
weighting for all competencies does not agree with the

weight total, a warning message is displayed when the
form is Sent.
Item-weights Allow you to set the range of weights for an item. Floor
and ceiling parameters are displayed on the form.
<Item-weights>
<item-weight-floor>10</item-weight-
floor>
<item-weight-ceiling>40</item-weight-
fceiling>
</Item-weights>
If the parameters are not met when the form is Sent, a

warning message is displayed.
hide-weight-percent-sign Hides the % sign next to the weight for items in this
section. Can be applied to: a competency section, an
objective section, a summary section, an objcomp-
summary-sect
section-owner For example, if you want only EM to see and publish a

section in a collaborative routing step, then do this:
required-fieldsSee permissions.
9.1.12.1 XML Example: Configuring Section Name Color Bar
<fm-sect-config>
<section-color><![CDATA[darkgray]]></section-color>
<section-owner>
<route-step stepid="CollaborativeStep" />
</section-owner>
</fm-sect-config>
9.1.12.2 XML Example: Configuring Section Name Color Bar

with Hexadecimal
By default, the color of the section name bar is blue but you can change the color by using the name of the color or
the hexadecimal representation of the number.
<fm-sect-config>
<section-color><![CDATA[#000000]]></section-color>
<section-owner>

<route-step stepid="CollaborativeStep" />
</section-owner>
</fm-sect-config>
9.1.12.2.1 Example: Using Default and Unrated-Rating Values
How can you allow users to select a rating of "Too new to rate" that does not affect averages in reporting and
dashboards?
Use the <unrated-rating> tag, similar to the <default-rating> tag. This option allows a response that
would be recognized (for the purpose of filling the need for a required rating) but not count as a rating with a
numeric value (so it would not affect the scoring and averages). So you'd have both a "default-rating" (such as
"Unrated" or "Select one…") and an "unrated-rating" response choice (such as "Too new to rate").
The optional unrated rating label added to the rating scale. This optional rating is treated as unrated like the
<default-rating> in terms of rating value.
For example:
<default-rating>Choose One</default-rating>
<unrated-rating>Not Observed</unrated-rating>
Given a scale like this:
1.0 Does Not Meet
2.0 Meets
3.0 Exceeds
You will see the following rating scale display on form:
Choose One
Not Observed
1.0 Does Not Meet
2.0 Meets
3.0 Exceeds
Or the following if show-value is set to false in the section scale:
Choose One
Not Observed
Does Not Meet
Meets
Exceeds
Then the user can either leave it unchanged or select a rating. If left unchanged, it will show Choose One and the
actual rating will be null (unrated). If "Not Observed" (the <unrated-rating>) is selected, it will show Not
Observed and the actual rating will be treated as null and unrated as well.

In Document Export, <default-rating> is still being exported as a blank value in the rating column. If
<unrated-rating> is explicitly selected, then its string value is being exported as the rating in the rating
column.
9.1.12.3 XML Example: Require a Manager to Enter a Rating
*<required-fields>*
*<role-name>EM</role-name>
<route-step stepid="phase3"/>*
* <send-action sendid="next_step"/>
<send-action sendid="sign"/>*
*</required-fields>*
9.1.12.4 XML Example: Specifying Rating Labels
<fm-sect-config>
*<rating-label><![CDATA[Rating]]></rating-label>*
*<rating-label-others><![CDATA[Rating]]></rating-label-others>*
</fm-sect-config>
9.1.12.5 XML Example: Custom Comment Labels when Split

Comments Are Not Used
To include the name of the person entering the comments use (0).
<fm-sect-config>
<rating-label><\!\[CDATA[Description]\]></rating-label>
<rating-label-others><\!\[CDATA[Description]\]></rating-label-others>
<default-rating><\!\[CDATA[Select a Descriptor]\]></default-rating>
<role-name>EMM</role-name>

\*<default-section-comments-label><\!\[CDATA\[Summary comments by {0}\]\]></
default-section-comments-label>\*
\*<default-item-comments-label><\!\[CDATA\[Support description using STAR
(comments by {0})\]\]></default-item-comments-label>\*
<publish-button-label><\!\[CDATA[Publish Content]\]></publish-button-label>
</fm-sect-config>
9.1.12.6 XML Example: Custom Comment Labels when Split

Comments Are Used
The following code will work for changing the subjects comments in a split format section.
<!DOCTYPE objective-sect SYSTEM "sf-form.dtd">
<objective-sect index="5" configurable="false" mgt-only="false" use-jobcode="false"

no-rate="true" develop-goal="false" show-learning-activity-competency="false" no-
weight="true" summ-opt="0" split-cmt="true" rating-opt="1" cmt-opt="1" in-summ-
display="false" in-overall-rating="false" no-group="false" use-milestone="false"if-
no-ratings-then-ignore-section="false" lock-item-weights="false" in-objcomp-summ-
display="false" in-objcomp-summ-overall-rating="false" auto-pop-weights="false"
show-obj-expected-rating="false" min-goals-required="-2147483648" max-goals-
allowed="2147483647" allow-draft-tgm-goals="false" hide-addexistinggoals-
btn="false" sect-mode="normal" ez-rater-expand-all="false">
<obj-sect-name><![CDATA[]]></obj-sect-name>
<fm-sect-config>
<section-color><![CDATA[#ffffff]]></section-
color>
<rating-label><![CDATA[Rating]]></rating-
label>
<rating-label-others><![CDATA[Rating]]></rating-label-
others>
<default-rating><![CDATA[unrated]]></default-
rating>
<hidden-strength-threshold>0.0</hidden-strength-
threshold>
<blind-spot-threshold>0.0</blind-spot-
threshold>
<section-comments-label><![CDATA[List Your Strengths:]]></section-
comments-label>
<section-comments-blank-indicator><![CDATA[]]></section-comments-blank-
indicator>
<section-manager-comments-label><![CDATA[Manager's List:]]></section-
manager-comments-label>
<section-subject-comments-label><![CDATA[Employee's List:]]></section-
subject-comments-label>
</fm-sect-config>
<obj-sect-type><![CDATA[]]></obj-sect-type>

</objective-sect>
<manager-comments-label><![CDATA[new label]]></manager-comments-label>
<subject-comments-label><![CDATA[new label]]></subject-comments-label>
9.1.12.7 XML Example: Custom Comment Labels for Each

Rater
<section-comments-label><![CDATA[List Your Strengths:]]></section-comments-label>
<section-comments-blank-indicator><![CDATA[]]></section-comments-blank-indicator>
<section-manager-comments-label><![CDATA[Manager's List:]]></section-manager-
comments-label>
<section-subject-comments-label><![CDATA[Employee's List:]]></section-subject-
comments-label>
</fm-sect-config>
9.1.12.8 Example: Actual vs. Potential Ratings by Modifying

the Weights Element
In this example the weight field displays as Potential Points. You set a weight for each competency that is not
configurable by the user. In the overall summary section again re label the weight field to potential points. This will
give you side by side actual and potential. The section weight is fixed and is turned off, because it would also
display in the potential points column. If it is important to display that in the overall summary section you can add
it to the section title.
<competency-sect index="3" configurable="false" mgt-only="false" use-

jobcode="false" category-filter-opt="no-filter" no-rate="false" no-weight="false"
summ-opt="999" split-cmt="false" rating-opt="0" cmt-opt="2" suppress-item-
comments="0" behavior-rating-opt="0" behavior-cmt-opt="1" behavior-mode-opt="0" in-
summ-display="true" in-overall-rating="true" no-group="false" use-
behavior="false"if-no-ratings-then-ignore-section="false" lock-item-weights="true"
in-objcomp-summ-display="false" in-objcomp-summ-overall-rating="false" show-comp-
expected-rating="false" comp-expected-rating-format="0" show-behavior-expected-
rating="false" behavior-expected-rating-format="0" behavior-weighted="false">
<comp-sect-name><![CDATA[COMPETENCIES/PERFORMANCE CONTRIBUTIONS]]></comp-sect-name>
<comp-sect-intro><![CDATA[<p><p><p>]]></comp-sect-intro>
<fm-sect-config>
<hide-weight-percent-sign />

<weight-label><![CDATA[Potential Points]]></weight-label>
<show-points/>
</fm-sect-config>
<scale-id><![CDATA[Performance Criteria]]></scale-id>
</fm-sect-scale>
<comp-category><![CDATA[Jobs on Target]]></comp-category>
<fm-competency index="0" removable="false">
<fm-comp-name><![CDATA[null]]></fm-comp-
name>
<fm-comp-desc><![CDATA[null]]></fm-comp-desc>
<fm-comp-weight><![CDATA[10]]></fm-comp-weight>
</fm-competency>
<fm-competency index="1" removable="false">
<fm-comp-name><![CDATA[null]]></fm-comp-name>
<fm-comp-desc><![CDATA[null]]></fm-comp-desc>
<fm-comp-weight><![CDATA[10]]></fm-comp-weight>
</fm-competency>
</competency-sect>
9.1.12.9 Summary Section
<summary-sect index="5" mgt-only="false" manual-rating="true" override-

unrated="false" split-cmt="false" rating-opt="0" cmt-opt="0" show-listing="true"
rating-mode="text" use-adjusted-scale-for-section-header-rating="0" show-group-
matrix="true">
<summary-sect-intro><![CDATA[Use this section to summarize the employee's
performance during the review period.]]></summary-sect-intro>
<fm-sect-config>
<hide-weight-percent-sign/>
<weight-label><![CDATA[Potential Points]]></weight-label>
</fm-sect-config>
</field-permission>
</field-permission>
</summary-sect>

9.1.13 fm-sect-intro (Section Introduction)
Each section can include introductory text that can be used to provide the user with the information he/she will
need to complete the section or the instruction text may simply consist of informative text that describes the
business processes, corporate values and goals or references other documents.
sect-intro Elements
The XML tag for displaying section intro text appears on the next line after the section name tag. If your form XML
template does not contain the tag to include section intro text you can add the following syntax. Make sure you
use sect-intro element that corresponds with the section in which you want to include introductory text.
<fm-sect-intro><![CDATA[User Info Section Intro Text]]></fm-sect-intro>

<reviewinfo-sect-intro><![CDATA[Review Info Section Intro Text]]></reviewinfo-sect-
intro>
<fm-sect-intro><![CDATA[Introduction Section Intro Text]]></fm-sect-intro>
<obj-sect-intro><![CDATA[Objective Section Intro Text]]></obj-sect-intro>
<comp-sect-intro><![CDATA[Competency Section Intro Text]]></comp-sect-intro>
<fm-sect-intro><![CDATA[Custom Section Intro Text]]></fm-sect-intro>
<summary-sect-intro><![CDATA[Summary Section Intro Text]]></summary-sect-intro>
<fm-sect-intro><![CDATA[Signature Section Intro Text]]></fm-sect-intro>
Section intro text supports the following syntax. Although you can add other html tags not shown below and the
html version of the form will appear to render the text correctly, the PDF version of the form will not render the
text correctly so using only the syntax shown below is recommended. Be sure to include the closing tags as shown
below for the html tags.
Syntax Usage/Characteristics
<b> </b> bold face using html syntax
[BOLD] alternative bold face syntax
BOLD must be specified in all uppercase
"pipe" sign must appear immediately after BOLD, no

spaces
<i> </i> italics
<u> </u> underline
<br> </br> html line break
[BREAK] alternative line break
BREAK must be specified in all uppercase
"pipe" sign must appear immediately after BREAK, no

spaces
[POPUP] invokes the hyperlink in a pop-up window
POPUP must be specified in all uppercase

Syntax Usage/Characteristics
URL can be fully qualified, e.g. http://…
documents can be hosted by SuccessFactors (if so

then URL can use relative reference)
if users access documents not hosted by SuccessFac

tors the user may be prompted with a security informa
tion dialog box that says the page contains nonsecure
items
"pipe" sign must appear immediately after POPUP, no

spaces
<a href="http://">hyperlink name</a> html hyperlink syntax will open in same window as Suc
cessFactors application
recommend using the POPUP syntax instead
[LIST] creates a bulleted list
LIST must be specified in all uppercase
"pipe" sign must appear immediately after LIST, no

spaces
<img src="/logo/Nortel Step1Role.jpg"> To insert a logo
<fm-sect-intro><![CDATA[<font size=3, Increasing font size (just check PDF print out to make
color=2554C7><b><u>PPO sure it's clean)
Development</b></u></font>
&nbsp Adding spaces to indent bullets or space text
E.g. 1.00 - 1.49 1 Did Not "Make a Difference" / Did Not

Meet Expectations <p>
9.1.13.1 XML Example: Introduction Section
<introduction-sect>
<fm-sect-name><\!\[CDATA[PS Default Form]\]></fm-sect-name>
<fm-sect-intro><\!\[CDATA\[\[\[\]\]></fm-sect-intro>
<fm-sect-config>
</fm-sect-config>
</fm-sect>

9.1.13.2 XML Example: Creating Two Columns of Text (Table)
You can adjust the table width to less than 100% to bring the columns closer together if needed. This does not
work if you print in PDF. The html shows in the printed document.
<fm-sect-intro><\!\[CDATA\[
<p>
<TABLE WIDTH="100%">
<TR>
<TD>
<li>Your text here...</li>
</TD>
<TD>
<li>And more text here...</li>
</TD>
</TR>
<TR>
<TD>
<li>Your text here...</li>
</TD>
<TD>
<li>And more text here...</li>
</TD>
</TR>
</TABLE>
<p>
\]\]></fm-sect-intro>
9.1.13.3 XML Example: Using HTML for Creating Three

Column Table for Displaying Rating Info
<p>
<table border=2><TABLE BORDER CELLPADDING=5 CELLSPACING=0 BGCOLOR="silver">
<tr>
<td BGCOLOR="silver"><b>Rating Category</td>
<td BGCOLOR="silver"><b>Description</td>
<td BGCOLOR="silver"><b>Achievement</td>
</tr>
<tr>
<td BGCOLOR="white">E = Excellent</td>
<td BGCOLOR="white">Consistently delivers stretch targets</td>
<td BGCOLOR="white">93% - 100%</td>
</tr>
<tr>
<td BGCOLOR="white">A = Accomplished</td>
<td BGCOLOR="white">Often delivers stretch targets and consistently
delivers satisfactory targets</td>
</tr>
<tr>
<td BGCOLOR="white">S = Solid</td>
<td BGCOLOR="white">Sometimes delivers stretch targets and consistently
delivers satisfactory targets</td>
</tr>
<tr>
<td BGCOLOR="white">D = Deficient</td>
<td BGCOLOR="white">Inconsistently delivers satisfactory targets</td>

</tr>
<tr>
<td BGCOLOR="white">U = Unacceptable</td>
<td BGCOLOR="white">Often does not achieve satisfactory
targets/</td>
<td BGCOLOR="white">37% - below</td>
</tr>
</table>
</li>
</ol>
<p>
{anchor:_Toc159306228}{anchor:_Toc177792681}
9.1.13.4 XML Example: Embedding an Image

In order to embed an image, the image must be hosted on a server.
To embed an image:
1. Locate the URL of the image on the server.

2. Embed the URL into the <fm-sect-intro>
Here is what it looks like in a table format. The image can also be place above the text by not using table
references.
<fm-sect-intro><\!\[CDATA\[<TABLE BORDER="3" CELLPADDING="1" CELLSPACING="1"

WIDTH="100%">
<TR>
<TD>*<img src="/doc/custom/goodrich/grassess.gif"></*TD>
<TD>At the end of this step, you should have a better understanding of your
developmental options. You should use the assessments and inputs listed below as
well as conversations with your manager to help create a preliminary career
objective. This career objective can change at any time and is meant to help define

and align your development goals--not set your career direction in stone. <br>
</br>
\[\[LIST\|Skills Interests and Strengths Assessment
| values Assessment |
| Performance Reviews |
| Career Options Guide\]\]</TD>\\
</TR>\\
</TABLE>\\
9.1.13.5 XML Example: Linking to Live Profile
<fm-sect index="8" mgt-only="false" split-cmt="false" cmt-opt="1">\\

<fm-sect-name><\!\[CDATA[Promotability]\]></fm-sect-name>\\
<fm-sect-intro><\!\[CDATA\[\\
\[[POPUP|Instructions|/doc/custom/invitrogen/Promotability_Scale.htm]\]\\
\[[BREAK]\]\[[BREAK]\]\\
Enter the
{color:#ff0000}*\[*{color}{color:#ff0000}*[LPLINK|employeeProfile|
sysOverallPotential|Promotability rating]*{color}{color:#ff0000}*\]*{color}\\
9.1.14 fm-sect-scale
This is an optional element that is used to associate a rating scale with the section.
Requirements
To enable using ratings in an objective or competency section set no-rate="false" (no-rate="false" is the default
setting when you create an objective or competency section in Provisioning)
You can only map one rating scale per objective/competency section; if you do not map a scale then the rating is
displayed as an editable text field
If a rating scale is mapped then the scale can be displayed as a drop down list (default if not specified) or radio
button group. For example:
<fm-sect-scaleshow-value="true">
<scale-id>
<![CDATADefault Scale]>
</scale-id>
<scale-type>
<![CDATAnull]>
</scale-type>
</fm-sect-scale>
The same rating scale can be used in multiple forms. The rating scale appears below each objective/competency
being rated (rating-opt="0"); however you can configure the section so that a rating scale also appears next to the

form subject's comments (rating-opt="1") or next to each reviewer's comments (rating-opt="2"), or next to the
Manager (rating-opt="3")
To include objective/competency ratings in an overall summary section set the objective/competency section
configuration option in-overall-rating="true" (This isset to true by default when you create an objective or
competency section in Provisioning)
Recommend that even though a form may have multiple rating scales mapped to different sections of the form,
the rating scales should have the same point scale
Expected ratings can be set for role-based competencies and behaviors (applicable in 360s, succession planning
and reporting)
DTD Definition
<!ELEMENT fm-sect-scale (scale-source?, scale-id, scale-type?, scale-value*, scale-

adjusted-calculation?)>
<!ATTLIST fm-sect-scale show-value (true | false) "true" reverse-scale
(true |false) #IMPLIED >
Attributes
show-value true fm-sect-scale show-value=true:
false
fm-sect-scale show-value=false:

Elements
scale-id The name of the rating scale to be used.
scale-type Valid values include RADIO, DROPDOWN, BAR, HORI

ZONTAL_RADIO,freetext
Example
CDATAnull or CDATADROPDOWN: dropdown list
CDATARADIO: radio button
9.1.14.1 Mapping a Rating Scale to a Section
Context
By default when you add a new objective or competency section through Provisioning, a rating scale is not
automatically associated with the section. And by default, the section is configured to show ratings, i.e. no-
rate="false". Hence the net effect is that a rating field does appear underneath each objective/competency in
the section but instead of a drop down list the rating field will appear as a text field.
Procedure
● If you want to map a rating scale to the section so that a drop down list of values appears to the reviewer, then
you must add the following XML tags beneath the <sect-weight>0.0</sect-weight> tag (the <sect-
weight> tag is automatically included when you add a section in Provisioning).
The following example will display the rating scale called Default Scale as a drop down list in the section.
</fm-sect-scale>
● When a rating scale is not specified in an objective section:

● When no-rate="false" and no scale has been mapped, the rating label is not hyperlinked as there is when
a rating scale mapped.
Example
XML Example: Rating Scale in an Objective Section

Key Points –
<rating-label><![CDATARating ]></rating-label><-main rating scale label; used in

calculated score
<rating-label-others><![CDATARating ]></rating-label-others> <- label for rating-
opt="1" or "2"
<default-rating><![CDATAunrated ]></default-rating> <- default value when no
rating selected
<objective-sect index="3" configurable="true" mgt-only="false" use-
jobcode="false" no-rate="false" no-weight="false" summ-opt="999999" split-
cmt="false" rating-opt="0" cmt-opt="0" in-summ-display="true" in-overall-
rating="true" no-group="true" use-milestone="false"if-no-ratings-then-ignore-
section="false" lock-item-weights="false">
<obj-sect-name><![CDATA[Performance Objectives]]></obj-sect-name>
<obj-sect-intro><![CDATA[Objective Intro Text]]></obj-sect-intro>
<fm-sect-config>
<rating-label><![CDATA[Rating]]></rating-
label>
<rating-label-others><![CDATA[Rating]]></rating-label-
others>
<default-rating><![CDATA[unrated]]></default-
rating>
<hidden-strength-threshold>0.0</hidden-strength-
threshold>
</fm-sect-config>
<sect-weight><![CDATA[0.0]]></sect-weight>
</fm-sect-scale>
</objective-sect>
9.1.14.2 Reversing Rating Scales so 1 Is High and 5 Is Low
You want to reverse the order of the rating scale.
Context
You are in Provisioning.
Procedure
● Go to Company Settings, scroll far down the list and check the box next to the following option: Rating Scale
Order: lower values are considered MORE favorable (e.g. 1 is better than 5) (Used for Dashboards & Reports
only)

9.1.14.3 Reversing the Order of a Rating Scale (5 – Exceed
Expectations…1 – Failed to Meet)
You can reverse the presentation order of the scale values so that 5 (high) appears at the top and 1 (low) appears
at the bottom by using this code everywhere you have a scale tag line
Note
Make sure to reverse the scale values everywhere you have a rating scale for example, goals, competencies,
and summary section, so that users aren't confused or prone to making rating errors.
This is different from Reversing a Scale in which 1 is the high value and 5 is the low value (this is managed in
provisioning).
</fm-sect-config>\\
<sect-weight>0.0</sect-weight>\\
<fm-sect-scale show-value="true" reverse-scale="true">\\
<scale-source>1</scale-source>\\
<scale-id><\!\[CDATA[360 Importance Scale]\]></scale-id>
9.1.14.4 XML Example: Rating scale in an objective section
Key points are:
● •<rating-label><![CDATARating]></rating-label> <- main rating scale label; used in calculated score

● <rating-label-others><![CDATARating]></rating-label-others> <- label for rating-opt="1" or "2"
● <default-rating><![CDATAunrated]></default-rating> <- default value when no rating selected

no-rate="false" no-weight="false" summ-opt="999999" split-cmt="false" rating-
opt="0" cmt-opt="0" in-summ-display="true" in-overall-rating="true" no-group="true"
use-milestone="false"if-no-ratings-then-ignore-section="false" lock-item-
weights="false">
<fm-sect-config>
</fm-sect-config>
</fm-sect-scale>
</objective-sect>

9.1.15 fm-element (Custom Fields)
This is used to display employee data in the userinfo-sect. It is also used to display custom fields. Custom fields
can appear in competency, objective and custom sections.
Custom Field Requirements
Custom fields can be created as fields within a custom section, objective section, or competency section.
Custom fields will be rendered vertically as stacked fields (i.e. it is not possible to lay out custom fields side-by-
side on the same line).
In a custom section, custom fields appear only once in the entire section.
In an objective or competency section, custom fields will appear once below each objective and competency listed
in the section.
DTD Definition
\\
<!ELEMENT fm-element (ekey, ename?, evalue?, elist?, text-size?, text-maxlength?)>
<!ATTLIST fm-element
type (1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10) #REQUIRED
checked (true | false) "false"
min CDATA #IMPLIED
max CDATA #IMPLIED
sync-until-completion (true | false) "true"
waca (true | false) "false"
>
\\
9.1.15.1 Attributes and Elements
Attributes

index numeric Displays the order of user data elements in the form (first element
displayed should be set to index="0").
type Specifies the data type to be displayed. When displaying data from the
Employee table make sure you specify the corresponding data type.
1 – Section – (internal use)

2 – Label – a bolded label
3 – Text – one-line text area
4 – Textarea – multi-line text box that can have legal scan and spell
check
5 – Date – a data type
6 – List – drop down lists
7 – Integer – a data type
8 – Double – a data type
9 – Checkbox – a checkbox labeled item
checked only applicable to CHECKBOX elements
min Min value of this element.
If this is applied to a Date Type Element, the min value will be a min.
days back to be validated. It will also take value such as 0 for current
day, -1 for yesterday etc. It does not support positive values. Currently,
this is only applicable to Date Type element.
max Max value of this element.
If this is applied to a Date Type Element, the max value will be the max.
days ahead to be validated. It will also take value such as 0 for current
day, +1 for tomorrow. It does not support negative values. Currently,
this is only applicable to Date Type element.
sync-until-completion This is used to sync a User Info element with values in the database in
Employee section until document completion.
By default, each data elements displayed reflects the user data that is
current at the time the form is opened; To preserve the user
information that existed at the time the form was created (even if the
user's information changes after the form was created) then set the
sync-until-completion="false" For example you might want to set sync-
until-completion="false" for the user's job title so this data element will
always display the job title the user had at the time the form was
created.
waca whether to show the writing assistant. This is applied to TEXTAREA

type element.

Elements
Option Description
ekey When used for displaying data from the Employee table the text entered should reflect the static
name as listed in the 1st row of the user import file.
When used for a custom field:
the ekey value should always be one word (mixed case and underscores are supported) the ekey
value must be unique for each custom field within the same form. Provisioning does not complain
if you re-use the same ekey value but form reviewers may notice the problem and it will also
present a problem in reporting.
ename When used for displaying data from the Employee table this should be left "blank" If you were to
enter text in the <ename> tag the text would be ignored since the text will always reflect the text
that is associated with the field in the User Directory Settings.
When used for custom fields this is the filed label that appears on the form. The value should be
128 characters or less otherwise this will present a problem if any custom database reports need
to be run on the data
evalue When used for displaying data from the Employee table no value should be specified.
IMPORTANT: If you use a checkbox type you must specify the evalue (e.g., True, Y, Yes). This is
the value that is stored when user checks the box. If you do not specify a value, then no value is
stored in the database.
elist This is for LIST type only. If picklist is defined, the element list is loaded from the picklist
text-size Display width of the text field in pixel
text-maxlength Max number of character allow for the text field. If the field is textarea, a warning will be displayed
under the widget to warn input exceeding the limit, but we won't truncate the input.
9.1.15.2 Elist element—a drop down list
The elist element is for the List type only. If a picklist is defined, the element list is loaded from the picklist
DTD Definition <!ELEMENT elist (elist-element*, picklist?)>

<!ATTLIST elist elist-value-type (3 | 5 | 7 | 8) "7" elist-default-name CDATA "N/
A"
elist-default-value CDATA ""
elist-value-type Restricted to the following types:
3 – Text – one-line text area
5 – Date – a data type
7 – Integer – a data type
>
\\

9.1.15.3 XML Example: Employee data in userinfo-sect
\\
<fm-element index="1" type="3" sync-until-completion="true">
<ekey><![CDATA[FIRSTNAME]]></ekey>
</fm-element>
<fm-element index="2" type="3" sync-until-completion="true">
<ekey><![CDATA[TITLE]]></ekey>
</fm-element>
\\
9.1.15.4 XML Example: Custom Checkbox Field
Example with:
● ekey – used to identify the element in report exports (*** specify a one-word value only ***)
● ename – the name/label which is displayed with the element on the form (can include html tags)
● evalue – use to pre-populate a default value in the field or leave blank
Note
If you use a checkbox type you must specify the evalue (e.g., True, Y, Yes). This is the value that is stored when
user checks the box. If you do not specify a value, then no value is stored in the database.
\\
<ekey><![CDATA[EmpMgrMeetingCheckBox]]></ekey>
<ename><![CDATA[<b>Check to indicate that the Employee Dialog Meeting has
occurred</b>]]></ename>
<evalue><![CDATA[Y ]]></evalue>
</fm-element>
\\
9.1.15.5 XML Example: Custom Field with a Drop Down List
Example with:
● elist-default-name – first item displayed in drop down list

● elist-default-value – actual value report if no other value selected
● elist-name – displayed in drop down list to user
● elist-value – actual value reported in report exports
\\
<ekey><![CDATA[SumCareerObj]]></ekey>
<ename><![CDATA[Employee's job satisfaction:]]></ename>

<elist elist-value-type="7" elist-default-name="None Selected" elist-default-
value="">
<elist-name><![CDATA[Satisfied with current position]]></elist-name>
<elist-value><![CDATA[Satisfied]]></elist-value>
</elist-element>
<elist-name><![CDATA[Interested in future opportunities]]></elist-name>
<elist-value><![CDATA[Disatisfied]]></elist-value>
</elist-element>
</elist>
</fm-element>
9.1.15.6 XML Example: Custom Field in a Competency Section
The elements that display between the description and rating of each of the competencies in this section.
\\
<sect-fm-elements>
<ekey><![CDATA[DA1]]></ekey> The key which identified this element in export
files.
<ename><![CDATA[Development Actions to be Taken:]]></ename> The name which is
displayed with this element on the form.
<evalue><![CDATA[]]></evalue> The default value forthis element.
</fm-element>
</sect-fm-elements>
\\
9.1.15.7 XML Example: Custom Field in an Objective Section
\\
weights="false">
<fm-sect-config>
</fm-sect-config>
</fm-sect-scale>
<sect-fm-elements>
<ekey><![CDATA[PerformanceMeasures]]></ekey>

<ename><![CDATA[<b>Performance Measures:</b>]]></ename>
</fm-element>
</sect-fm-elements>
…
</objective-sect>
\\
9.1.16 Permissions
The following roles can be used to define permissions:
Role Name Description

* Everyone
E employee/owner
EM employee's manager
EMM employee's second level manager
EM+ employee's manager and levels above in the reporting hierarchy
ED direct report
EDD second level direct report
ED+ any level of direct reports below in the reporting hierarchy
EMD employee's manager's direct reports, i.e. coworkers/peers
EH employee's HR representative
F form reviewer (goal access restricted through a form only)
OP objective parent (e.g. a project team lead's goal that is aligned up from a team
member's goal
OC objective child (e.g. a team member's goal that is aligned down from a team lead's goal)
EP All of an employee's matrix managers
EX An employee's primary matrix manager
9.1.16.1 Form-Specific Permissions
Summary of the permission options
Permission Type of Access Description

action permissions ● enabled – user can see and click ● Controls buttons in the Objective or
the add-item and/or remove item Competency section
button (default) ● Code in competency-sect or
● none – user can't see the button objective-sect

Permission Type of Access Description
button permissions ● enabled – user can see and click ● Controls buttons in the Route Map
the button (default) ● Code in the Meta Section
● none – user can't see the button
field permissions ● none – user can't see the fields ● Controls who can read and update
● read – user may read the fields data in individual fields
● write – user may read and write
section permission ● enabled – user can see the section ● Controls if a section can be viewed
(default) and/or edited
● disabled – user can see the section
with read only on fields
● hidden – user can't see the section
9.1.16.1.1 action-permission
The action-permission element is an optional sub-element of a competency-sect and objective-sect. It is added

below the </fm-sect-config> tag.
Type of Access
● enabled – user can see and click the add-item and/or remove item button (default)
XML Example: Employee can't add/remove items
Employee is not able to add or remove objectives in any step of the route map.
<action-permission type="none"> <role-name>E</role-name> <action refid="add-

item" /> <action refid="remove-item" /> <route-step stepid="*"/></action-permission>
XML Example: Only manger is able to add/remove items
No one can add or remove competency or goal; then, manager is given permission to do so
<action-permission type="none">
<action refid="add-item"/>
<action refid="remove-item"/>
</action-permission>
<action-permission type="enabled">

<action refid="add-item"/>
<action refid="remove-item"/>
</action-permission>
9.1.16.1.2 button-permission
Button permissions are added in the Meta section. Supports all the same roles as action and field permissions.
Type of Access
● enabled – user can see and click the button (default)

Buttons that can be permissioned
Please refer to sf-form.dtd for the complete list of supported roles and permissions.
Buttons Descriptions
get-comments whether the get feedback button is available to get
comments for the particular set of users. Note this button
can be hidden from all users by checking the appropriate
boxes on the Form Template administration page.
get-edits whether the get feedback button is available to get edits for
the particular set of users. Note this button can be hidden
from all users by checking the appropriate boxes on the Form
Template administration page.
reject whether the reject button is available to the particular set of

users
delete whether the delete button is available to the particular set of

users. For more information, see the Configuration Guide
here.
add-signer whether the add signer button is available to the particular

set of users
add-modifier whether the add modifier button is available to the particular

set of users
send whether the send button is available to the particular user
sign whether the sign button is available to the particular user

Example: Employee is the only person who can't see the Get-Feedback button
in all route steps
<button-permission type="none"> <role-name>E</role-name> <button refid="get-

comments"/> <route-step stepid="*"/></button-permission>
<button-permission type="none"> <role-name>E</role-name> <button refid="get-
edits"/> <route-step stepid="*"/></button-permission>
Example: Manager is the only person who can see the Add Modifiers button in
all route steps
<button refid="add-modifier" />
<route-step stepid="*" />
<button-permission type="enabled">
<button refid="add-modifier" />
<route-step stepid="*" />
Employee can't see the send button
<button refid="send"/>
Example: The sign button is hidden until it gets the signature step
<button refid="sign"/>
<route-step stepid="signature"/>
</fm-meta>
9.1.16.1.3 field-permission
You can control who can manipulate certain form fields using roles and permissions.
For example, you can configure which roles have the ability to read or edit item ratings, weights, and groups, and
the summary section Overall Rating.
9.1.16.1.3.1 Type of Access
● none – user can't see the fields

● read – user may read the fields

● write – user may read and write
9.1.16.1.3.2 Fields that can be permissioned
This is the list of fields that are currently supported.
Please refer to sf-form.dtd for the complete list of supported roles and permissions.item-rating: objective or
competency ratings. Only supported in a competency or objective section. It also affect split rating's(rating-
opt=3) manager's item rating.
● sect-weight: Allows user to edit section weight.

● subject-item-rating: Affect subject's item rating in split rating.
● item-group: objective or competency groups. Only supported in a competency or objective section.
● item-weight: objective or competency weights. Only supported in a competency or objective section.
● manual-overall-rating: summary section's manual overall rating. Only supported in the Summary section.
● calculated-overall-rating: summary section's calculated overall rating. (may or may not be the "Overall
Rating") Only supported in the Summary section. This field is never editable, so "write" is interpreted as
"read" for this field.
The following field used by obj-comp-summary section. They are used to separate control objective and/or
competency rating. Used to control the visibility of the calculated competency rating section in a competency
section where rate by behaviors is turned on. The only values that are valid are NONE and READ because it is
calculated.
● comp-manual-overall-rating:
● comp-calculated-overall-rating:
● obj-manual-overall-rating:
● obj-calculated-overall-rating:
9.1.16.1.3.3 Example: Field permission assigned by role and

route map step
Hide the object rating using field permission based on role, field name, and route map step.
</field-permission>
9.1.16.1.3.4 Example: Field permission assigned by role
The example assigns the following field permissions:

● Everyone will be able to at least read the item ratings, weights, and groups in the section.
● The manager (EM) will be able to edit the rating and the weight, but not the group.
● The subject of the form (E) will be able to edit the group and the weight, but not the rating.
<field refid="item-weight"/>
</field-permission>
</field-permission>
</field-permission>
9.1.16.1.3.5 Example: Making Custom Fields Required
The code below to require 5 characters in a text box. When 5 or fewer characters were entered, the following error
message pops up:
When more than 5 characters were entered, the document could be sent to the next stage.
<required-fields>
<field refid="custom-element" min-value="5.0" max-value="-1.0">
<ekey>target1</ekey>
</field>
<route-step stepid="manager"/>
</required-fields>
</fm-sect-config>
<ekey><![CDATA[target1]]></ekey>
<ename><![CDATA[Areas for Development:]]></ename>
</fm-element>
</fm-sect>

9.1.16.1.3.6 Examples: Assigning permissions to custom
fields
Note
Permissioning of custom field only works in Competency and Objective sections. It does NOT work in Custom
sections.
<field-permission type="write"> <role-name>E</role-name> <ekey>target3</ekey>

<route-step stepid="*"/> </field-permission>
<ekey>Results_obj</ekey>
<route-step stepid="set_goals"/>
</field-permission>
9.1.16.1.3.7 Example: Field permissions in an objective

section

weights="false">
<fm-sect-config>
</fm-sect-config>
</field-permission>
<role-name>EM+</role-name>
</field-permission>
…ETC…{anchor:_Toc152754851}{anchor:_Toc159306262}{anchor:_Toc177792716}

9.1.16.1.4 section-permission
Setting permissions comes after <blind-spot-threshold>0.0</blind-spot-threshold>.
Type of Access
● enabled – user can see the section (default)

● disabled – user can see the section with read only on fields
● hidden – user can't see the section
Permissioned
Please refer to sf-form.dtd for the complete list of supported roles and permissions.
● disabled – read only

● enabled – allows read and write
● hidden – section is not visible
Example: Making a section read only
This section is read only for everyone except for manager and employee
Example: Hiding a section
This hides the signature section until ready for it in routing (stepid is whatever the number is in the route map)

9.1.16.2 Permissions for Reporting
Detailed Document Search
Detailed Document Search was originally designed to disregard permissions and include all fields, but in b1210 a
setting was added at the Form Template Settings level which allows the administrator to choose, by template, to
have the DDS obey permissions when displaying fields.
The setting is at the bottom of the Form Template Settings interface:
Archive and Print
The same setting will enable the archive and print report to obey permissions for the logged-in user as well.
● PM Administration
○ Form Template Settings

○ Move Forms
○ Schedule Mass Form Create
○ Mass Update of Forms
○ Remove Visibility to Form Instance from User
● Prevent form date overlap
9.1.17 Performance Management Administration
This section explains form template settings. To set various form template options, you must log in with an
account that has been assigned administration privileges. Select Form Template Administration from the Admin
tab.
9.1.17.1 Form Template Settings
To set various form template options, you must log in with an account that has been assigned administration
privileges.
From the Admin Tab, go to Form Template Administration Form Templates .
The following table describes the Administration settings you can configure for your Performance Appraisal form
template. You should set these options before creating any forms based on your new template.
*These settings will take effect for both new and existing forms. The other settings will take effect for new forms
only.

Setting Usage/Characteristics
*Template Name ● the external name of your template
● upon creation, forms will also include this name in the form title
● template name can be changed at any time although not recommended
● form data reporting is driven off external name not internal id
Template Type ● not editable, read only

● type is set when form template is uploaded
● form XML syntax identifies template type
Last Modified ● not editable, read only

● identifies when the template was uploaded or last modified in Provisioning
*Routing Map ● determines the workflow/routing and stages of a form

● route map must already be defined before it can be associated with a template (i.e.
available for selection in the drop down list)
*Default Due Date (in days) ● used to set the default due date of the form when the form is created
● calculated based on form creation date + number of days specified
● emails are sent during off business hours, after midnight EST
Default Due Notification Date ● used to set the default date upon which an email notification is sent to the user who has
(in days) the form in his/her Inbox that the form due date is approaching
● calculated based on form due date - number of days specified
Default Late Notification Date ● used to set the default date upon which an email notification is sent to the user who has
(in days) the form in his/her Inbox that the form is past due
● calculated based on form due date + number of days specified
Template Status ● choices are Enable or Disable

● Enable – enables the form to be created by users assigned permission to create the
form
● Disable – prevents the form from being created; does not revoke the permission to
create the form from users who were granted permission
Template Flag ● choices are Public or Private

● applicable to forms only, not notes
● Public – forms are transferrable whenever a manager-transfer process is started. For
example, all public forms under the old manager are transferred to the new manager.
Most forms are Public.
● Private – forms are not transferred during the manager-transfer process. A Private form
remains with the original manager, i.e. it will not be transferred with any "public" forms
that are transferred to the new manager.
● This flag has no impact on the route map and if there are any "EM" steps in the route
map that have not yet been completed, these EM steps will reference and route the form
to the new manager at that time.
When the system is ● When an employee is set to inactive, this setting overrides the global setting that may
configured to remove remove inactive employee's documents. This setting may be useful when an employee is
documents for inactive terminated yet still has an active form that entitles eligibilty for incentive pay.
employees, apply these
overrides so the system does

not remove documents for
this form template
*Default Targets ● choices are Self and Direct Reports, Self Only , or Direct Reports Only
● Self and Direct Reports – enables a user to create a form for which he/she or one of
his/her direct reports is the subject
● Self Only – enables a user to create a form for which he/she is the subject
● Direct Reports Only – enables a user to create a form for which one of his/her direct
report is the subject
● HR Reports Only - enables a user to create a form for which HR report is the subject
● Self and Matrix Reports - enables a user to create a form for which he/she or one of
his/her matrix reports is the subject
● Matrix Reports Only - enables a user to create a form for which one of his/her matrix
reports is the subject
● the user creating the form is called the form originator
● see also setting for "Allow form creator to select anyone as a subject"
Form Timeout Alert (minutes ● choices are None, 5, 10, or 15

prior to end of session) ● None – no alert is displayed to the user who has a form open for editing
● 5 – an alert will be displayed five minutes before the session times out
● 10 – an alert will be displayed ten minutes before the session times out
● 15 – an alert will be displayed fifteen minutes before the session times out
● session timeouts can occur when a user does not press any buttons or form elements
that trigger a request to the server, e.g. when a user enters extensive comments into a
form field without pressing the button to save changes
Enable Auto Save at Session ● if checked any changes made to the form will automatically be saved when a session
Timeout times out
● if not checked form changes will not automatically be saved when a session times out;
however, a dialog box will be displayed when the session times out that allows the user
to save or discard form changes
Enable Spell Check ● enables spell checking for the entire form
● a Spell Check button will be available at the top of the form
● company must be provisioned with the spell checking feature
Enable Writing Assistant ● displays a writing assistant hyperlink for each form comment box that provides context
sensitive assistance to the form's content
● if not enabled, the Writing Assistant is still available from the left navigation bar but will
not be context sensitive to the form's content
● company must be provisioned with the writing assistant feature
Disable Ask for Comment ● prevents users from sending a form to another user outside of the defined route map
Routing that would otherwise allow the user to add only comments to the form and not edit any
other content
Hide Add Approver/Evaluator ● prevents users from adding other users outside of the defined route map that would
buttons or disable Ask for otherwise allow users to edit the form in the Modification stage
Edit Routing
Hide Add Signer buttons ● prevents users from adding other users outside of the defined route map that would
otherwise allow users to sign off on a form in the Signature stage

*Bypass Draft Routing ● prevents users from creating draft versions of the form
● recommend checking this box to bypass draft routing (data in draft forms is not readily
accessible to other parts of the application)
Disable Page Setup button ● prevents users from selectively printing sections of the form in HTML or PDF format
Disable Delete button ● prevents forms from being deleted

● the ability to delete forms is available to only form originators and the manager of the
form subject
Disable Note button ● prevents users from viewing notes about the form subject that would otherwise be
viewable in a pop-up window
Disable Form button ● prevents users from viewing other forms about the form subject that would otherwise
be viewable in a pop-up window
Disable 360 button ● prevents users from viewing 360-type forms about the form subject that would
otherwise be viewable in a pop-up window
Disable Info button ● prevents users from viewing the document information that would otherwise be
viewable in a pop-up window
● the document info button displays info about the routing – who has handled the
document in the past (and when they sent it to the next person), where it will go in the
future
Disable Download button ● prevents users from being able to download the form to work with the form offline
● company must be provisioned with the offline feature
Disable Send button ● prevents users from being able to send a form
● disabling the Send button will keep the form in the Inbox unless the form can be deleted
or until the Send button is enabled to send the form onto Completion
Enable Graphical Workflow ● displays the route map as a combination of pictures and text to instruct users through
Routing the workflow
● graphical routing supports advanced routing features, such as iterative I-Steps, step
instructions, and exit step text to the workflow
Disable Late Notification ● suppresses email notifications informing users when a form is late
● turns off the notification for the form only and not for other forms that are enabled in the
instance
Disable Due Notification ● suppresses email notifications informing users when a form is due
instance
Disable Step Exit Notification ● suppresses email notifications informing users when a routing step has been completed,
i.e. form moves from one workflow stage to another
instance
Disable Due Date Validation ● disables a validation by which the form is checked to make sure the end date is before or
the same as the due date
● default is unchecked, so form will be checked for this validation

*Allow form creator to select ● allows users to select a form subject outside of self or direct reports
anyone as a subject ● a "Find User" search box will appear in the New Document wizard
Form UI v2 ● recommend checking this box as the v1 form renderer will be obsoleted in the near
future.
Prevent forms from being ● prevents the form from being created for users with overlapping date ranges
created with overlapping date
ranges (this applies to all
templates with this
configuration enabled)
Validate Form Dates for ● will validate that the date range of the form falls within the date range of current bonus
Incentive Eligibility eligibility period.
● The Prevent Form Date Overlap must be enabled and Fixed form start and end dates
must be set.
Enable Auto Restore Deleted ● In the case of employees who've been deactivated and are reactivated, restores the
Form When Importing User most recent deleted for for that employee when they are imported into the system.
● Only forms that were in an in-progress state when deleted will be restored. Completed
forms will not be restored.
● If document transfer option is disabled, and the manager info has changed, the
managers associated with the form at the time it was deleted will remain the same when
the form is restored for the user
● If the manager associated with the user has changed since the user was reactivated, the
manager in the form will still remain the same as it was at the time the form was deleted.
● If document transfer option is enabled, and the manager info has changed, the
managers associated with the form at the time it was deleted In this case, we will first
restore the In-Progress documents and then follow the rest of the document transfer
rules.
● If form was out for feedback when deleted, form will be restored to individual who the
form was with
9.1.17.2 Move Forms

The form search page allows you to locate forms in order to move them.
You can use the new search page to perform a basic search using just the employee's name and the folder you
want to look in, or you can use the advanced search and select the employee or form criteria on which you want to
search on. The new search page is available for Delete Documents, Restore Deleted Documents, and Change
Document Dates.

9.1.17.3 More on Forms
New Hire Option
The schedule mass form create feature allows the admin to schedule creation of the new hire forms on the first
day for the new hire, or at a given number of days after the first day.
Mass Update of Forms
You now have an option to quickly update the form template when new goals have been added after forms were
launched. Updating the form pulls in any newly created goals so they will show up on individual forms and on goal
reports. Previously, you needed to manually open each individual form to get the form updated. Now, Admins can
manage the process at the template level. Admins can go to Admin Tools Form Template Administration
Form Templates <Specific Template> Open & Save Document . In the window that opens, enter the
start and end dates for the forms based upon that template that should be updated. The system will open and
save the form template, which automatically updates the template with any new content, such as goals. Now all
forms within the specified date range will be automatically updated.

Remove Visibility to Form Instance from User
You now have the option to hide forms from individual employees without deleting the form from the system. You
might want to do this if employee relationships changed during a review event and by the end of the review cycle,
some employees no longer needed access to the form. To hide the form from those employees only, first make
sure you have administrative permission to do so. To grant permission, go to Admin Tools Manage Security
Administrative Privileges and select the Manage Document Visibility checkbox. Then to hide a form, go to
Admin Tools Manage Documents Manage Document Visibility and select the form you want to delete
either by searching for it by users or by the Document ID. This feature works with performance review forms and
360 Multirater forms.
9.1.17.4 Prevent form date overlap
If a form start and end dates are being used by Variable Pay to determine bonus plan eligibility periods, form dates
cannot be overlapping. In order to prevent this, you can set up the prevent per form template.
Admin tools Form templates
9.1.18 Live Profile
You can embed a popup link in the review form to just a single Employee Profile or Employee Scorecard portlet.
For example, you could embed a link in the Summary section to a window that shows only Badge information or
only Education information. This popup window is essentially a shortcut to the actual portlet on the Profile or
Scorecard page, so any changes you make here in the form will be reflected in the Profile or Scorecard page, too.
To use this new option, contact SuccessFactors Customer Success to have your form template updated.

The Profile and Scorecard configuration pages (Admin > Employee Files > Configure Employee Files > Profile or
Scorecard > Edit) now include a Scorecard ID or Profile ID and the link attribute to embed into the form template.
This information is unique to each company, so you'll need this information when you update the template.
The new notation to link to these portlets from a form is:
[[PORTLETLINK|scId|pId|some text]] scId - actual scorecard Id pId -

portlet Id some text - label of the link
9.1.19 Employee Change Engine
In build b0801 (January of 2008) we introduced a new feature called Employee Change Engine. The purpose of
the feature is to give administrators the ability to set up rules in the system that will perform actions based on
employee data changes. In the initial release, the only actions that can be performed are on PM and 360 Multi-
Rater forms. An example would be, "When an employee changes managers, allow the old manager to provide final
ratings/comments and then move the form directly to completion".
The rest of this document provides detailed information on the behavior, and configuration of this feature.
9.1.19.1 Granting Permission & Accessing
All permissions are managed under Admin Tools Manage Security Administrative Privileges .
In order to configure the change engine, you need Change Engine Configuration permission.
The Employee Change Engine impacts all PM and 360 Multi-Rater forms throughout the application. Only a few
super administrators should be granted access to this page.
9.1.19.2 Configuration
The Employee Change Engine is configured through the Employee Change Engine page found under Admin Tools
in the application. On this page, a user will be able to setup the system rules for how forms should behave given a
change to employee data.
EX Change Engine Support
EX Change Engine allows documents to be sent either to the manager or the matrix manager using document
transfer. On the Documents Transfer page, select the appropriate option under Change Manager.

Note
To send documents to the matrix manager, the checkbox Enable Matrix Manager Document Tranfer Support
must be selected.
9.1.19.2.1 Rules
A simple way to think about this feature is that it sets up rules. Rules are defined as a trigger and a set of actions.
Rule = When <Trigger> occurs, perform <Actions>
A rule can only have one trigger, but can have multiple actions. Because a rule and trigger are currently associated
one to one, rules are named after the trigger. Rules are enabled if there are any actions selected. To disable a rule,
remove all actions from it.
9.1.19.2.2 Triggers
Triggers are changes to user data fields. Listed below are the supported triggers.
Label User Directory Field
Manager Change MANAGER
Job code Change JOBCODE
Location Change LOCATION
An example of a valid trigger is when the MANAGER field for an employee is changed, i.e. an employee gets a new
manager.
9.1.19.2.3 Actions
An action is something that the system will do. In this case, actions always apply to PM and 360 Multi-Rater
forms. Actions are described in the table below.
Action Name Valid Triggers Notes
Auto complete old forms Manager Change, Job code Change, Cannot be used with Freeze user to
Location Change role
Disable autosync in old forms Manager Change, Job code Change,

Location Change
Freeze user to role Manager Change Cannot be used with Auto complete
old forms

Action Name Valid Triggers Notes
Send copy of old form to new Manager Change

manager on completion
The only two actions that are mutually exclusive are Auto complete old forms and Freeze user to role. This means
that you will not be able to select both of these actions for the same trigger. The UI will prevent you from selecting
both actions by disabling the checkbox of the other action once one of them is selected.
9.1.19.2.3.1 Auto Complete Old Forms
This action will insert a new route map step into each PM form where the employee with the data change is the
subject of the form. The new route map step will be owned by the manager, old manager in the case of a manager
change trigger. The manager can provide final comments/ratings and then send the form to completion. All future
route map steps will be skipped after the new manager route map.
Good to Know
● This action only applies to PM forms and not to 360 Multi-Rater forms
● Permissions can be applied to the new route map step. The new route map step will always have a step id of
Auto complete step. This step id can be used when configuring a form template. If not configured, the
manager will have access to all fields/sections during the new route map step.
When Would You Use This?
A use case for this action would be when a company wants an employee to get a new review form when they get
promoted. The employee has a review form open but they want this one closed out and a new one opened for the
new position. Competencies and goals will be different in the new position so finish this review form and open up a
new one.
9.1.19.2.3.2 Disable Autosync in Old Forms
This action will change the autosync attribute on PM and 360 Multi-Rater forms from true to false. When this
action is enabled, it will look at all PM and 360 Multi-Rater forms where the employee with the data change is the
subject of the form. In all those forms, the system will then make sure that the attribute autosync is set to false.
Autosync is an attribute of an objective section and is part of the element <obj-sect-type>. This attribute
controls the synchronization of goals between Goal Management and a PM form.

The employee is transferring to a new location and the objectives there are different from the objectives they've
been working on up until now. The review form that is open now still applies and the employee will get another
review form for that other location. If the user changes their goal plan, this will impact the existing form.
9.1.19.2.3.3 Freeze User to Role
This action can only be triggered from a manager change. This is because the action is to keep users as owners of
future route map steps. When an employee changes managers, currently all future route map steps owned by the
manager will be owned by the employee's new manager. This action will make all those future manager steps
owned by the old manager. This applies to all user roles (EH, EMM, EX, etc.).
Good to Know
● This action can only be applied to a manager change.

● This action cannot be used with Auto complete old forms action.
If an employee gets a new manager but you want the old manager to maintain control of the review form
throughout its entirety.
9.1.19.2.3.4 Send Copy of Old Form to New Manager on

Completion
This action can only be triggered from a manager change. The action will place a copy of the completed form in
the new manager's Completed folder. This action makes the most sense to use in conjunction with Freeze user to
role, but can also be useful without that action in situations where there are no future manager route map steps.
The action will copy a form upon completion.
Good to Know
● A copy is placed in the new manager's folder so they can see it. This does not remove visibility of the form
from the old manager.

An employee has a manager change and the old review form stays with the old manager. Because the new
manager plays no part in the review process, they won't be able to see the results of that review. They may need
to see this form to know what/how the employee did for the first half of the year.
9.1.19.3 Useful Things to Know
In addition to the Good to Know section about each action, here's some more information that further describes
the Employee Change Engine.
● Actions are limited to in progress PM and 360 Multi-Rater forms

● Actions will apply to forms where the employee with the data change is the subject
● When multiple triggers apply to a single user (i.e. manager change AND location change), if those triggers
have overlapping actions (i.e. both triggers have "Auto complete old forms"), the action will only be performed
once (i.e. only one new route map step will be created).
● It's possible that the two mutually exclusive actions will be performed on an employee at the same time.
○ Manager Change rule is to Freeze user to role

○ Job code Change rule is to Auto complete old forms
○ Employee gets a new manager and job code
In this situation, the old manager (and all old user hierarchy role users) will be maintained as owners of future
route map steps. The route map will be changed by inserting a new manager only route map step. There is no
harm in having both actions apply. The reason they are mutually exclusive is to reduce confusion.
● The Employee Change Engine cannot be used with the existing document transfer options
○ Automatic insertion of new manager as next document recipient if not already.

○ Automatic Inbox Document Transfer To New Manager
○ Automatic En Route Document Transfer To New Manager
○ Automatic Completed Document Copy to New Manager
In the situation where the Manager Change rule is enabled and an admin user changes an employee's manager
with any existing document transfer option (i.e. through FTP user import, Admin Tools Manage Users
Documents Transfer , Admin Tools Manage Users User Import , API calls.) the Employee Change Engine
actions will not apply. Whenever the old transfer options are enabled, they will always take precedence over the
new Employee Change Engine actions.
● This feature is not supported in PE. This is not available through the new Self Registration admin UI.
● Changes made to employee data through Employee Profile will not trigger Employee Change Engine actions.
This is strictly due to time/resource limitations in being able to support change from this page. Changes to
employee data from all places in Admin and import (manual or FTP) are supported by the Employee Change
Engine.

10 Frequently Asked Questions
Q: Are iterative (I) and collaborative (C) role types supported in PM v12 route
map steps?
Not at this time. We are currently evaluating whether we need these features in PM v12. Out of Turn Access is in
fact supported in PM v12, makes the need for an iterative step less necessary. People with strong opinions on the
topic can send an e-mail to spasman@successfactors.com with details on the requisite business cases.
Q: Can I have more than the employee and manager review steps in the route
map?
Absolutely you can. There is no limitation on adding steps as part of a PM v12 route map. The only limitation is
that the Manager Overview only displays the last 3 route map steps of a longer route map. If your route map is
more than 3 steps long, the forms will be available from the to do list and Performance My Forms pages only, until
they reach the first step on the team overview. That step is marked Start of Review in the route map, and once the
form reaches that step, it will be available through team overview as well. In addition, a 1:1 meeting is identified via
a check box at a specific step in the process, as opposed to being its own step.
Q: Do the New Routing Tool and Dynamic Forms Tool support PM v12?
As of the b1210 release, PM v12 is not supported on the New Routing Tool and the Dynamic Forms Tool. We are in
the process of determining where in the road map we can include these additional features.
Q: Does PM v12 work in all languages, and/or does it work on a localized form
with msgKeys?
PM v12 does work for all languages, however it does not currently work on a localized form at this time. That
feature is under development in b1302.
Q: Can PM v12 be configured in Success Factory?
PM v12 Configuration is not supported in SuccessFactory.
The ultimate goal is to provide simple configurability by the customer, and improvements to OneAdmin are
already making this possible for many configurations.

Frequently Asked Questions © 2014 SAP AG or an SAP affiliate company. All rights reserved. 241
Q: If PM v12 is not supported in SuccessFactory, how do we enable it without
the help of professional services?
There are some features in New Admin Tools functionality, such as the Manage Templates area, that allow you to
modify some of the features in the PM v12 form. However, PM v12 must still be enabled first, and a PM v12
template must be available in your environment.
If you are an SMB customer, you can use a standard PM v12 template that is available in SuccessStore.
Other implementations may require professional services support to assist in configuration and implementation.
Q: How do you display the new Team Overview?
For the Team Overview table to show up, one step in the route map must be designated Start of review from the
Manage Route Maps tool in OneAdmin.
Q: What shows up on the Goal Details page initially?
On the Goal Details page, milestones and tasks are shown.
Q: What printing options of the appraisal are available?
As of 1210, only printing to HTML and saving to a PDF are available. Further
Q: Where are the supported configuration features for v11 versus v12 located?
They are located on the PM v12 Feature Summary Confluence page.
Q: Is data migration required for existing customers?
No migration is needed for existing customers, as both PM v11 (classic Performance Management) and PM v12
forms will co-exist in an instance. When you are ready to implement PM v12, you create a new form in the PM v12
format and use that form for the next review cycle.

242 © 2014 SAP AG or an SAP affiliate company. All rights reserved. Frequently Asked Questions
Q: Is training required for customers?
Some training will be needed for existing customers, so that the new features are understood, but the features
should hopefully be intuitive.
Q: Can the email sent by the feedback rater be edited by the manager?
No, it cannot. Feedback that is received back into the system is not available for modification by the manager or
any other user. However, a manager may copy and paste the feedback into their comment area where they can
then incorporate and edit the feedback.
Q: Can the stack ranker have uncommon competencies for the employees on
the review?
Yes, it can. The stack ranker shows a complete list of competencies for all users that are part of the pool (in this
case all employees part of the manager overview). If a user does not have a particular competency, the row for
their column remains blank.
Q: Are EMM steps supported in PM v12?
Yes, they are. EMM and EX can be part of a signature route map, or the modify step. When an Other individual
besides the employee and manager rates an item, that rating appears to the manager on the Other Rating tab of
the item within the form. However, in PM v12, only the manager’s ratings can be used as the final rating for the
review.
Q: Is there a cost to implement PM v12?
There is no licensing cost, however some professional services may apply.
Q: Can the ask for feedback email be formatted?
Yes, it can. Not only can you modifiy the text in the feedback pop-up window, you can also modify the default test
(for the entire company). It can also be localized.

Q: Will the employees see the feedback raters emailed comments?
No, employees currently have no visibility into the feedback associated in the review (through the application, or
in print outs, or reports.) We are considering expanding this feature in the future.
Q: Can the manager see both direct and indirect employees in the stack
ranker?
Multi-level hierarchy managers and dotted-line manager can see the employees in the stack ranker, as long as
those roles are configured to be part of the route map for the review.
Q: Where is the PM v12 documentation located?
PM v12 information is available to customers in the release notes, and some overview documents are posted to
the customer community. PPT's and past presentations are included on this confluence site, as well as the
configuration guide.
Q: When we use 9 point scale, can I rate the stars in points?
Anything more than 7 will cause the stars to convert to a dropdown list. This includes the Too new to rate rating, if
enabled.
Q: Is there a character limit in comments?
The character limit for comments is currently 4,000 for PM v12. This is a change from v11.
Q: Is there a cost to upgrade to the v12 UI?
v12 UI is enabled through the flip of a switch. It can be enabled by itself without cost by CS or PS, or it is
automatically enabled when PM v12 is enabled. Implementation of PM v12 may have a PS cost associated with it.

244 © 2014 SAP AG or an SAP affiliate company. All rights reserved. Frequently Asked Questions
Q: If you do not use TGM, but previously had PS import goals so that they were
available for a review, will that functionality change?
That capability should not change (assuming you are supported by PS or CS). As of b1111, the ability to add, delete
or edit a goal (including use of the Goal Library) is supported.
Q: Do we support Behavior based Competencies in PM v12?
We do not support Behaviors in PM v12 at this time.
Q: Do we support label only ratings in PM v12?
Yes, as of b1204, label-only ratings are supported.
Q: Will the manager or employee be able to change the rating at any time after
they have entered their rating?
The Team Overview page is not a data entry page…whether they can edit the ratings or not is the same as PM v11…
which means that if the form is in their inbox then they can continue to edit it. They can also enter or edit ratings
via Out of Turn Access, which are saved until the form is finalized and routed forward.
Q: Will the Ask for Feedback be configurable for ratings in the future?
Not in the immediate future. We will monitor the demand for this feature for consideration.
Q: Can you convert completed or in-progress PM v11 forms into PM v12?
No, you cannot. There is no data conversion involved for PM v11 to PM v12. To use PM v12, you must start with
configuring a PM v12 template from the beginning, and set up a new PM v12 route map.

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Implementing Performance

2 About SuccessFactors Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

3 Before You Begin. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

5 Additional Configuration to the Review Form. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

Implementing Performance Management

6 Troubleshooting Form Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60

7 Configuring Stack Ranker. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61

Implementing Performance Management

9 Configuring Forms Using XML in Provisioning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119

Implementing Performance Management

Implementing Performance Management

1.1 About this Guide

Implementing Performance Management

2.1 What's New in Performance Management v12?

● Team Overview in the Manager and Matrix Manager view

● Top Nav Bar

Team Overview Filter

Team Overview shows

● My Team: the list of people a manager needs to review

Implementing Performance Management

Ask for Feedback

Route Map Display

Implementing Performance Management

Team Rater for 360 Multirater

Enabling the New User Interface [page 31]

2.2 Changes and Updates in Performance Management

Existing forms are updated by script.

You need to update templates.

Implementing Performance Management

Document Transfer support for EM and EX roles Document transfer via:

● Automatic inbox transfer

Support for the Employee Change Engine:

● Keep forms with old manager

Route Documents These Administration tools work with Performance

Approve Document Note

Implementing Performance Management

● Positivity options adjust to the availability of data:

Now supported: ● The No-Weight attribute on the Objective and

In the UI ● Employee's Name is included as part of the Per­

Form templates Now validated for supported feature configurations

What You Should Know Why

Reusing a template could result in behavior changes

Implementing Performance Management

● E Calculated Overall Score

2.3 What's Available in Performance Management v12

Writing Assistant/Coaching Assistant Integration

Admin Tools Phase I (basic configuration)

New "Core" competency tag/filter

Implementing Performance Management

Section/Item Weights Handling (auto-pop,

Development Goals Section

Support for Label Only Ratings Configurable in xml

Support for Section Based Permissions Configurable in xml

Support for Field Based Permissions Configurable in xml

Support for Section Order Control Configurable in xml

Support for Button and Action Based Permissions Configurable in xml

Support for PDF Print Preview Functionality

Support for "no-weight" attribute Configurable in xml and Admin Tools

Notes Access from Review

Support for Custom Sections Configurable in xml

Support for Required Fields Configurable in xml

Support for Goal Plan State Functionality Configurable in xml

Admin Routing Tool Support (note this excludes rout­

In the UI ● Employee's Name is included as part of the Per

Admin Routing Tool Support (note this excludes rout

Support for drag and drop Calibration by any role--cali

Support for custom rating labels in Performance Man Configurable in xml

Stack Ranker If enabled on the Performance Management form, it allows manag

Job-Specific Competencies Competency Job specific competencies are dy

category-filter-opt Partially supported: PM v12 supports populating a PM form based on a cus