PUBLIC

Document Version: 1H 2025 – 2025-05-16

Using Continuous Performance Management

© 2025 SAP SE or an SAP affiliate company. All rights reserved.

THE BEST RUN

Content

1 Continuous Performance Management Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

1.1 Continuous Performance Management Differences for Mobile. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
1.2 Checking the What's New Viewer for Announcements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

2 Getting Started with Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

2.1 Enabling Continuous Performance Management from the Admin Center. . . . . . . . . . . . . . . . . . . . . . . . 14
2.2 Role-Based Permissions for Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . .15
Separate Permissions that Control Access to Continuous Performance and Continuous Feedback
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Visibility of Actions for Performance Goals in Activities View in Continuous Performance Based on
Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
2.3 Enabling Activities or Achievements as the Default View for Continuous Performance. . . . . . . . . . . . . . . 22
2.4 Adding Activity Status Labels to Continuous Performance Management . . . . . . . . . . . . . . . . . . . . . . . . 23
Color Codes for Activity Status on the SuccessFactors Mobile App for iOS. . . . . . . . . . . . . . . . . . . . 25
2.5 Enabling Features in Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Enabling Outlook Integration with Continuous Performance Management. . . . . . . . . . . . . . . . . . . . .29
Enabling Add Attachments to Activities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Hiding the Meeting History from New Managers When Employees Changes Managers. . . . . . . . . . . . 33
Hiding Prior Feedback from a New Manager That Was Requested or Given By the Former Manager
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
2.6 Validating the Configuration of Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . 39
2.7 Changing the Default Language for Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . 41
2.8 Impact of Multiple Employment on Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . 42

3 Continuous Performance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
3.1 Channels. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
Understanding Meeting Channels Logic with Continuous Performance Management Multiple Roles
Functionality. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
Creating Channels. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
Deleting Channels as the Owner. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
Deleting Channels as the Administrator. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
3.2 Activities View. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51
Adding, Editing, and Deleting Goals in Activities View. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53
3.3 Achievements View. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .54
Allowing an Enhanced Achievement Experience. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55
3.4 Meeting View. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57
Capturing Meeting Notes for 1:1 via the Web Application. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58

4 Continuous Feedback. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .60

Using Continuous Performance Management

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4.1 AI-Assisted Writing in Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64

4.2 Enabling AI-Assisted Writing. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

4.3 Removing Continuous Feedback Data as an Administrator. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67

5 Continuous Performance Management To-Do Panel Notifications. . . . . . . . . . . . . . . . . . . . . . . . . 69

6 Continuous Performance Management Email Notifications. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70

6.1 Enabling Continuous Performance Management Feedback and Response Emails. . . . . . . . . . . . . . . . . . 71

6.2 Enabling Continuous Performance Management Feedback Request Emails. . . . . . . . . . . . . . . . . . . . . . 72

6.3 Enabling Continuous Performance Management Activity Update From Manager Emails. . . . . . . . . . . . . .73

6.4 Enabling Continuous Performance Management Multiple Roles 1:1 Meeting Invitation Emails. . . . . . . . . . 74

6.5 Enabling Continuous Performance Management Reply Emails When Employees Accept a Multiple
Roles 1:1 Meeting Invitation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 75

6.6 Delivery Status of Continuous Performance Management Multiple Roles 1:1 Meeting Invitations. . . . . . . .76

6.7 Enabling Continuous Performance Management Channel Deletion Emails. . . . . . . . . . . . . . . . . . . . . . . 77

7 Continuous Performance Management APIs to Support Activities and Achievements. . . . . . . . . . 78

8 Integrating with Other SAP SuccessFactors Modules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 80

8.1 Integrating with Goal Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81

8.2 Integrating with Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .83

8.3 Integrating with the Career Development Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85

8.4 Integrating with Compensation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 86

8.5 Integrating with Calibration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87

8.6 Integrating with Talent Intelligence Hub. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 88

8.7 Continuous Performance Management on the Home Page. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 89

9 Integration with Other Applications. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94

9.1 Integration with Microsoft 365. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94

Continuous Performance Management Quick Actions in the SAP SuccessFactors App. . . . . . . . . . . . 94

Continuous Performance Management Notification Cards in the SAP SuccessFactors App. . . . . . . . .96

9.2 Qualtrics Feedback for Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97

10 Centralized Data Protection and Privacy. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 98

11 Data Extraction Options for Continuous Performance Management. . . . . . . . . . . . . . . . . . . . . . . .99

Using Continuous Performance Management

Content PUBLIC 3
1 Continuous Performance Management
Overview

Continuous Performance Management provides two key feature groups: Continuous Performance and Continuous
Feedback that you can access via their own entrances from the main navigation menu. Continuous Performance
allows you to log and monitor activities that drive you toward achieving your goals. It also provides space for 1:1
meetings, fostering tailored guidance and support for your development. Continuous Feedback provides a platform
for real-time and constructive interactions, enabling you to share insights and receive valuable input from your
team to promote growth and improvement.

This guide provides information of how to configure and how to use Continuous Performance Management.

Continuous Performance Management and Multiple Roles

Organizations must adapt and respond to changing conditions - increasing the need to go beyond the traditional
manager-employee relationship. Organizations need a platform for structuring these multiple roles to allow for on-
going conversations while managing and tracking performance. All roles within the organization can use features
within Continuous Performance Management to manage activities, track achievements, and support 1:1 meetings.

 Note

Multiple Roles in Continuous Performance Management with Goal Management

When using Continuous Performance Management with Multiple Roles enabled, you need the latest version of
Goal Management:

• ONLY the employee and their line manager are able to add activities from the Goal Plan.
• When an employee has a channel with someone other than their line manager, neither that employee, nor
anyone who isn’t their line manager are able to add activities to that channel from the Goal Plan.

Continuous Performance fields character limits

The following Continuous Performance fields in the user interface have a 4000 character limit:

• Activity Name
• Activity Update
• Discussion topic
• Achievement Name

For Meeting Notes, because it supports HTML, the character limit is 2000, including HTML characters.

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Continuous Performance Management Features
Feature Group Feature Description

Continuous Performance Activities Activities represent the actions being

taken toward achieving goals. The things
you’re working on may or may not be re-
lated to a goal, but they can be recorded
as activities.

In the Activities view:

• There’s no restriction to the num-

ber of activities created. However,
at most 300 recently updated activi-
ties can be displayed.
• In the View by Goal tab, up to 100
lately updated performance goals or
development goals can show. You
can edit, delete, or create a perform-
ance goal within this tab.
• The View by Status tab provides an
overview of the progress of your ac-
tivities by grouping them into differ-
ent status columns.
• While creating and editing an activ-
ity, associate it with a status that
reflects your current progress. You
can also link it to a performance or
development goal. A performance or
development goal created right from
the activity are automatically associ-
ated with it.
• You can also request feedback on
your activities.

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Continuous Performance Management Overview PUBLIC 5
Feature Group Feature Description

Achievements You can label a completed activity as

an achievement, though if the activity
is deleted, the achievement is deleted.
When you create an achievement, a com-
pleted activity is automatically created
to allow continued integration with other
modules.

In the Achievements view:

• You have a summary of the numbers

of things you've achieved in a month,
year, and up to now.
• Achievements can be sorted by
goals and filtered by date. You can
edit and delete the achievements.
• In either Performance Goals or
Development Goals tab, up to 100
lately modified goals can be dis-
played.

Link activities and achievements to goals Because Continuous Performance Man-

agement is integrated with Goal Man-
agement, team-member tasks always
remain aligned with team-member per-
formance goals.

Activities and achievements can be

linked to performance and development
goals.

 Note
A direct manager sees the list of all
activities in an employee's goal plan.
However, the direct manager can't
drill into activities that were created
through an employee's CPM channel
with someone else, for example a
matrix manager.

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6 PUBLIC Continuous Performance Management Overview
Feature Group Feature Description

Meeting In the Meeting view, users see a list of

all current activities. Users can sort this
list by status or by goal. Up to 300 ac-
tivities and 100 performance or develop-
ment goals can show.

The title and the details of performance

and development goals, linked with the
activity, are shown in the meeting snap-
shots. View using the View Details option
on the action menu of the activity.

The meeting view includes a tool for

documenting discussion topics. You can
use discussion topics to create a shared
meeting agenda, or action items. You
could also use discussion topics to docu-
ment issues that fall outside the realm of
an activity, but are still worthy of discus-
sion.

Once the meeting is complete, either of

the participants can archive the meeting
content into Meeting History, where they
can revisit previous meetings. In a meet-
ing history, up to 300 activities and 100
performance or development goals can
show.

If you archive a meeting before an activ-

ity attached to the meeting is completed,
the meeting history records the incom-
plete state of the activity as it is.

After the activity is completed, users can

capture the meeting again. The second
meeting history updates the status of the
activity without overwriting or deleting
the status of the activity in the earlier
record.

Discussion topics Team members create topics for discus-

sion with managers or others with whom
they’ve created a channel. Even create
topics outside the scope of regular work.

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Continuous Performance Management Overview PUBLIC 7
Feature Group Feature Description

Meeting notes The meeting view includes a section for

meeting notes. Users no longer have to
take personal notes outside of the sol-
ution. With the meeting notes feature,
users can keep their private notes in the
system. They can refer to those notes in
any subsequent 1:1 meeting.

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Feature Group Feature Description

Continuous Feedback Give and Request Feedback You can request feedback on yourself and
on behalf of your direct reports and give
feedback to others.

• When requesting feedback, you're

provided with a list of five suggested
users as the recipient, who are ran-
domly selected from the feedback
receiver's manager, matrix manag-
ers and peers.
• When giving feedback, the sug-
gested users are randomly selected
from your peers.

 Note
Give Feedback and Request Feedback
in Home Page Quick Actions doesn't
provide the list of suggested users.

You can select one to ten users as the

request recipients. Even if you add multi-
ple users, individual messages are sent
to each one. No one can tell who else
receive the same message.

 Note
You can select only one user when
you Give Feedback or Request
Feedback through Home Page Quick
Actions.

After the selection, you enter a topic

to summarize what the feedback is for.
Then, you can use the preset three ques-
tions in your system's default language or
modify them to align with your specific
need. At least one question is needed.

 Note
Administrators can change the sys-
tem-preset questions in each locale
through Manage Languages.

The following character limits apply for

these feedback fields in the user inter-
face:

• Feedback Topic: 200 characters

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Continuous Performance Management Overview PUBLIC 9
Feature Group Feature Description

• Question: 250 characters

• Response: 4000 characters

Reporting Reporting When provided the role-based permis-

sion, a user can create reports as part
of SAP SuccessFactors People Analytics.
Story reports can be created for entities
within Continuous Performance Manage-
ment.

Email Notifications Receive email notifications Receiving and responding to feedback re-
quests. Activity updates from a manager.
Receiving or requesting meeting invita-
tions.

Mobile Support Access Continuous Performance Man- Users can access Continuous Perform-
agement via mobile apps
ance Management through mobile apps.

API Continuous Feedback v4 OData API to The v4 OData API for Continuous Feed-
support integrations and enhancements back is available to support third-party
integrations and extensions for Continu-
ous Performance Management (CPM).
Information about this API and use cases
is available through the SAP Business Ac-
celeration Hub. See the Related Links.

Continuous Performance Management Public REST APIs for Activities and Ach-
REST APIs to support Activities and Ach- ievements are available to support third-
ievements party integrations and extensions for
Continuous Performance Management
(CPM). These APIs replace the legacy
version OData v2 APIs. Information about
the APIs and use cases is available
through the SAP Business Accelerator
Hub. See the Related Information section.

Related Information

v4 OData API for Continuous Feedback on the SAP Business Accelerator Hub
REST APIs for Continuous Performance Management Activities on the SAP Business Accelerator Hub

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1.1 Continuous Performance Management Differences for
Mobile

Continuous Performance Management supports the same features on SAP SuccessFactors Web and Mobile
applications, but a few Continuous Performance Management features aren't supported on mobile devices.

Features Not Currently Supported on Mobile Application

• Rich text editor

• Enhanced Achievement Experience

Related Information

SAP SuccessFactors Mobile product page

1.2 Checking the What's New Viewer for Announcements

As a part of our ongoing innovation, and to provide a greater user experience, we announce new features, updates
to existing features, technical changes, and deprecations in the What's New Viewer.

Procedure

1. Go to the Release Information Page.

2. Open What's New Viewer.
3. Select the Lifecycle that you’re interested in.

• General Availability and Early Adoption to see new features, updates to existing features, and technical
changes.
• Deprecation and Deleted to see features that we’re migrating to a new solution, that we’re replacing with
another solution, or that we’re deleting.
4. Select other values to narrow your search or type a phrase in the search bar.

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Continuous Performance Management Overview PUBLIC 11
2 Getting Started with Continuous
Performance Management

An overview of the implementation steps for Continuous Performance Management

Context

The following provides an overview of the implementation steps for Continuous Performance Management.

Sequence Menu Path Comments Links

1. Enabling Continuous Checkbox in Provisioning,

Performance Management in Enable Continuous  Note
Provisioning Performance Management Skip this step if
– requires "Enable you choose to enable
Generic Objects", "Role-based Continuous Performance
Permission (This will disable Management from the
Administrative Domains)" and Admin Center.
"Enable the Attachment
Manager" —
 Remember
As a customer, you
don't have access
to Provisioning. To
complete tasks in
Provisioning, contact your
implementation partner
or Account Executive. For
any non-implementation
tasks, contact Technical
Support.

2. Enabling Continuous Admin Center If Continuous Performance Enabling Continuous

Performance Management Management was already Performance Management
Performance Management
from Admin Center enabled in Provisioning, you from the Admin Center [page
Feature Settings Enable can skip this step. 14]
Continuous Performance
Management

3. Creating Initial Admin Center Manage You create the initial

Administrator Access
Permission Roles administrator to complete the
implementation.

4. Configuring the Default Admin Center Choose the default setting Enabling Activities or
View and the Activity and modify the Activity
Continuous Performance Achievements as the
Status Labels for Continuous Status Label settings to your
Performance Management Configuration requirements.

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12 PUBLIC Getting Started with Continuous Performance Management
Sequence Menu Path Comments Links

Default View for Continuous

Performance [page 22]

Adding Activity Status Labels

to Continuous Performance
Management [page 23]

5. Configuring the Feature Admin Center You enable the features for Enabling Features in
Configuration section your requirements. Continuous Performance
Continuous Performance
Management [page 26]
Management Configuration

6. Validating the Configuration Admin Center After completing the Validating the Configuration
of Continuous Performance configuration settings, you of Continuous Performance
Continuous Performance
Management run a Validate check to ensure Management [page 39]
Management Configuration that there are no errors.

7. Managing Role-Based Admin Center Manage Enable Continuous Role-Based Permissions for
Permissions Performance Management- Continuous Performance
Permission Roles
related permissions for user Management [page 15]
roles and administrator roles.

8. Integrating with Other Select the default plans Integrating with Goal
Admin Center Manage
Modules - Goals Management and templates and enable Management [page 81]
Templates Goal Plan settings to link to Continuous
Performance Management to
other modules.

9. Integrating with Other Admin Center Manage Select the goal plans or Integrating with the Career
Modules - Development Plan templates and enable settings Development Plan [page 85]
Templates Development
to link to Continuous
Performance Management to
other modules.

10. Integrating with Other Admin Center Form Select the templates and Integrating with Performance
Modules - Performance enable settings to link Management [page 83]
Template Settings
Management to Continuous Performance
Management to other
modules.

11. Integrating with Other Admin Center Manage Select the templates and Integrating with Calibration
Modules - Calibration enable settings to link [page 87]
Calibration Templates
to Continuous Performance
Management to other
modules.

12. Integrating with Other Admin Center From the setting area Integrating with
Modules - Compensation Allow access to Continuous Compensation [page 86]
Compensation Home and
Performance Management
select a Compensation Plan.
Achievement view

13. Configuring Email Admin Center Email Configure and enable Continuous Performance
Notifications Notification Template relevant email notifications Management Email
for Continuous Performance Notifications [page 70]
Settings
Management.

14. Mobile Configuration You must activate the mobile Activating the Mobile
application to use Continuous Application

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Getting Started with Continuous Performance Management PUBLIC 13
Sequence Menu Path Comments Links

Performance Management
functionality on Mobile Apps.

2.1 Enabling Continuous Performance Management from the

Admin Center

You can enable Continuous Performance Management (CPM) in the Admin Center. If CPM was enabled in
Provisioning, you can skip this step.

Prerequisites

• You have the license for Performance Management and Goal Management.
• You've created role-based permission access.

 Note

Enabling role-based permissions for Continuous Performance Management disables Administrative

domains.

• You've enabled Intelligent Event Services.

To send an email notification for receiving feedback or responses to feedback requests, enable Intelligent
Services for your instance. By default, email notification uses the Intelligent Services event framework to
recognize the sending of feedback.

Context

If your implementation partner or support hasn’t already enabled Continuous Performance Management through
Provisioning, follow this procedure.

Procedure

1. Sign on as an administrator and go to Admin Center Tools Performance Management Feature Settings .

The system opens the Performance Management Feature Settings view.

2. Check the box for Enable Continuous Performance Management,
3. Choose Save.

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14 PUBLIC Getting Started with Continuous Performance Management
Results

You’ve enabled Continuous Performance Management. The system automatically imports the Metadata
Framework (MDF) files to properly enable the solution.

2.2 Role-Based Permissions for Continuous Performance

Management

Role-based permissions are required to use and administer Continuous Performance Management. They
determines a role's access right to certain features and data.

The following list isn’t all of the permissions that users or administrators need to use Continuous Performance
Management and the functionality that's integrated with other modules. For a full list, refer to List of Role-Based
Permissions and filter the Solution column by Continuous Performance Management.

Who is the permission for? Permission Location Permission Name Results and Comments

Administrators Employee Data Set the target population to This permission allows the
Users users to search for others
your requirements and grant
when requesting feedback.
the View permission to these
fields: First Name, Middle
Name, Last Name, Title, and
Manager.

 Note
These employee fields
could be configured
with different labels for
your organization. Refer
to your employee data
model for the correct
field labels.

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Getting Started with Continuous Performance Management PUBLIC 15
Who is the permission for? Permission Location Permission Name Results and Comments

Administrators Manage Continuous Perform- Admin Access to all Contin- Allows users to access Con-
ance Management uous Performance Manage-
tinuous Performance Manage-
ment Data
ment data in Story reports
for the employees that are in-
cluded in their target popula-
tion. This permission is also re-
quired for Data Protection Of-
ficers (DPO) for creating and
running a Data Subject Infor-
mation report for given subject
users.

 Note
This is an Administra-
tor permission, which is
bound by target popula-
tion.

Administrators Manage Continuous Perform- Admin Access to Delete Con- We recommend creating a spe-
ance Management tinuous Feedback Page cific and separate administra-
tor role for this permission.

Administrators Continuous Performance Man- Activity To grant this role permission

Users agement
to upload and download attach-
ments, select the following:

Activity

Actions: View, Edit

To grant this role permission

to only download attachments,
select:

Activity

Actions: View

 Note
The Field Level Overrides
permissions aren’t sup-
ported for Continuous Per-
formance Management.

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16 PUBLIC Getting Started with Continuous Performance Management
Who is the permission for? Permission Location Permission Name Results and Comments

Administrators Continuous Performance Man- Achievement To grant this role permission

Users agement
to view, add, and edit achieve-
ments, select:

Achievement

Actions: View, Edit

To grant this role permission

to only view achievements, se-
lect:

Achievement

Actions: View

 Note
The Field Level Overrides
permissions aren’t sup-
ported for Continuous Per-
formance Management.

Administrators Continuous Performance Man- Discussion Topic To grant this role permission to
Users agement
view, add, and edit discussion
topics, select:

Discussion Topic

Actions: View, Edit

To grant this role permission to

only view discussion topics, se-
lect:

Discussion Topic

Actions: View

 Note
The Field Level Overrides
permissions aren’t sup-
ported for Continuous Per-
formance Management.

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Getting Started with Continuous Performance Management PUBLIC 17
Who is the permission for? Permission Location Permission Name Results and Comments

Administrators Goals Access to Continuous Per- The Access to Continuous Per-

Users formance Management Data formance Management Data
permission is bound by target
population. For employees and
managers to interact smoothly,
ensure that the target popu-
lation for employees includes
Self, and the target population
for managers includes Direct
Reports, and Self. With the
availability for Multiple Roles,
ensure the target population
includes these users.

Administrators General User Permissions Organization Chart Naviga- For Continuous Performance
Users tion Permission Management, you define target
User Search populations to apply to these
Company Info Access
permissions.

Administrators Continuous Performance Man- Access Continuous Perform- Depending on your require-
Users agement User Permission ance Data ments, some or all of the per-
Access Continuous Perform- missions could be granted to
ance Page roles. You further refine the
permission by defining a target
Access Continuous Feedback
population.
Data
Access Continuous Feedback
Page
Give Continuous Feedback
Request Feedback from Oth-
ers
Limit about whom feedback
can be requested

Administrators Metadata Framework Access to nonsecured objects

 Note
Users
Continuous Performance
Management requires the
Access to nonsecured ob-
jects permission to allow
users to write and read
the data from MDF tables.
However, this permission
doesn’t grant the Users
access to Admin Center in
the main navigation menu.

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18 PUBLIC Getting Started with Continuous Performance Management
Who is the permission for? Permission Location Permission Name Results and Comments

Administrators Reports Permission Report Center SAP SuccessFactorsPeople

Users Create Story Analytics is the overall solution
for reporting. Providing per-
mission to the Report Center
allows access to reporting.

To create CPM-specific re-

ports, the Create Story permis-
sion allows Story type reports.

Administrators Manage Continuous Perform- Delete Channels Allows admins to access the
ance Management Delete Channels admin page
and delete certain channels on
behalf of the channel owners.

Users AI Access Assisted Skill Recommenda- Allows users to receive AI-as-

tions Using Continuous Per- sisted skill recommendations
formance Management Data in their Growth Portfolios
based on their data of activ-
ities, achievements, and feed-
back in Continuous Perform-
ance Management.

 Note
This permission is only
available when you've
enabled Assisted Skill
Recommendations Using
Continuous Performance
Management Data in AI
Services Administration
admin tool. See Integrat-
ing with Talent Intelligence
Hub [page 88] for more
information.

Related Information

List of Role-Based Permissions

Role-Based Permissions

2.2.1 Separate Permissions that Control Access to Continuous

Performance and Continuous Feedback
Continuous Performance Management comprises two feature groups: Continuous Performance and Continuous
Feedback. They are accessed via separate entrances on the system's main navigation menu. Based on your

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Getting Started with Continuous Performance Management PUBLIC 19
company needs, you as an administrator can use role-based permissions to allow users to engage with both or
either of them.

To enable user to access Continuous Feedback, make sure the below permissions under Continuous Performance
Management User Permission are granted, after you've selected Enable Continuous Feedback in the Continuous
Performance Management Configuration admin tool.

Permission Description

Access Continuous Feedback Data Allow a role to access Continuous Feedback data

Access Continuous Feedback Page Allow a role to access Continuous Feedback page

Give Continuous Feedback Allow a role to give feedback to others that are within the role's
target population

Request feedback from others Allow a role to send feedback requests to others that are in-
cluded in the role's target population

(Optional) Limit about whom feedback can be requested Allow a role to request feedback on behalf of only those within
the role's defined target population

For the full functionality of Continuous Performance Management, users need more than the above permissions.
For more information, see Role-Based Permissions for Continuous Performance Management [page 15].

Related Information

Role-Based Permissions for Continuous Performance Management [page 15]

2.2.2 Visibility of Actions for Performance Goals in Activities

View in Continuous Performance Based on Permissions

For each performance goal displayed in Activities view in Continuous Performance page, a user can perform
actions that are based on their permission level.

Prerequisites

• The latest version of Goal Management is enabled.

• Users have an active Goal Plan in Goal Management.
• Users have the User Permissions Continuous Performance Management User Permission Access to
Continuous Performance Management permission.
• Users have the View and Edit permissions under User Permissions Continuous Performance Management
Activity .
• Users have the User Permissions Goals Access to Continuous Performance Management Data
permission and the User Permissions Goals Goal Plan Permissions for their goal plans.

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Context

Users have more control over their performance goals by creating, editing, or deleting goals directly in Continuous
Performance page. When a goal isn’t created from Continuous Performance Management, but linked from Goal
Management, any actions available to a user in the goal column in Continuous Performance Activities view
are based on the user's permissions setup in Goal Management. When the user takes action in Continuous
Performance, the changes are automatically reflected in the Goals page.

 Note

When you delete a performance goal, you are not deleting any of the associated activities. Deleting removes the
performance goal from its goal plan, as well as from the Activities view. Any activities linked to the deleted goal
are retained and moved to the Not Linked to Performance Goals column.

Actions and Permissions

The available actions for a performance goal in the Activities view is determined by your permission settings for
Goal Management. Goal Management uses field permissions (edit) and action permissions (delete) for each goal
plan template in XML only. For more information about managing Goal Management permissions, see the Related
Links for Field Permissions (read and write) and Action Permissions (delete).

Dependent on permission configurations, there are three levels of access for action buttons in performance goal
columns in the Activities view:

Action Permitted Icon Shown Comments

Edit Only  Edit A user only has permission to edit the

goal linked to the activity. Selecting the
icon opens a dialog box and edits change
the Goal Plan.

Delete Only  Delete A user only has permission to delete the

goal linked to the activity. Selecting the
icon removes the goal from the activity
and also deletes the goal from the Goal
Plan.

Once the linked goal is deleted, the

activity moves to the Not Linked to
Performance Goals column.

Edit and Delete  More and the dropdown provides When a user has permission, they can
choices of Edit Goal and Delete Goal. choose to edit and delete the goal.

 Note

For the legacy version of Goal Management, no matter what permissions the user has, Edit or Delete buttons
won't be shown for Group or Team goals in Continuous Performance page.

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Related Information

Implementing and Managing Goal Management - Field Permissions

Implementing and Managing Goal Management - Action Permissions

2.3 Enabling Activities or Achievements as the Default View

for Continuous Performance

An administrator can select the Activities View or Achievements View as the initial view for Continuous
Performance.

Prerequisites

• Continuous Performance Management is enabled.

• You have administrator permission to configure Continuous Performance Management settings.

Context

Continuous Performance has the Activities view as the default landing page. As an administrator, you can instead
change to Achievements for all users.

Procedure

1. Sign on as an administrator and go to Admin Center Tools Continuous Performance Management .

2. Under the General Configuration section, make a selection for the Default View:

Choice Comments

Activities View (default) This selection is the initial, default setting for the Continuous
Performance landing page. Users must have at least permis-
sions to view Activities to see this page.

Achievements View This selection makes the Achievements view the default
landing page for all users. Users must have at least the View
permission for both Achievements and Activities.

3. Choose Save Configuration.

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Related Information

Allowing an Enhanced Achievement Experience [page 55]

2.4 Adding Activity Status Labels to Continuous Performance

Management

Define the label names, status colors, and whether to prompt actions or clear the status for activities.

Context

The activity status specifies the lifecycle that an activity is in, so that users can more effectively.

A set of activity status names and labels is provided and can be customized. Activities Status allows tracking
the stage of an activity. These status levels act as a Kanban board in the Activities view. By grouping activities
according to their status level, you can see at a glance your current work and the progress you are making toward
completion.

You can remove all the existing activity status labels and create new status labels that align to your business
process. However, when a user adds a new activity, the system requires a status value. So, either add or retain at
least one activity status value for Continuous Performance Management (CPM). For example, if you’re only using
CPM to track achievements, create a single activity status label.

 Note

You’re required to select one Activity Status Label as the Default. This selection provides a default status when a
user creates an activity and doesn’t choose an activity status.

 Recommendation

As a best practice, we recommend that you configure no more than four status values. The label name text
should reflect the needs for your organization. Suggestions for Activities Status Label:

• Working on
• Need Help
• On Hold
• Complete

Procedure

1. Sign on as an administrator and go to the Admin Center Tools Continuous Performance Management
Configuration .

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 The Continuous Performance Management Configuration view is shown.
2. Go to the Activities Status Label section to define the activity status.
To add an additional status label, choose + Create New Activity Status and then define your choices as
described in the following table,

Column Name Comment

Select When selecting an activity status row, a Re-Order Activity

Status option is shown at the top of the table. Use the up or
down arrows to change the order of the activity status in the
table. Changing the order in the table controls the order that
the status values appear in the Activity Status dropdown
menu.

Activity Status Label Enter a meaningful activity status label name.

 Note
To change the name for the activity status, you choose
the field and make your changes. Select Enter on your
keyboard to save the change.

Localize Choosing Localize opens a dialog box to add text for other
languages or label display options for the name of the activ-
ity status label.

Status Color Choose the  color palette to select a color for the status.

 Note
Only a limited set of semantic colors is supported on the
SAP SuccessFactors Mobile application for iOS devices
to more clearly display the value of data points in either
a positive, negative, or critical manner. If you associate
the activity statuses with any other color, the iOS device
simply renders the activity status colors as grayscale.

Default Select one label as Default to set it as the default status for
newly created activities.

Prompt Achievement Creation Select Prompt Achievement Creation for one status label.
When a user changes their activity status to this selection,
the user is prompted to create an achievement.

Clear after Capturing Meeting Allowing the status to be cleared after capturing a 1:1 meet-
ing.

 Note
Typically, users clear the completed activities after a
1:1 meeting capture is saved and closed. However, you
may choose not to clear any of the activities. When not
cleared, these activities remain visible in the Kanban
board.

Delete icon Choosing  Delete removes the status label row. When you
delete, a By deleting this activity status value, it deletes the

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24 PUBLIC Getting Started with Continuous Performance Management
 Column Name Comment

status for all users. Are you sure you want to continue? dialog
box is shown. Confirm the Warning dialog box by choosing
Delete.

 Note
When you delete a status value that was already being
used, all the past activities that used that status retains
the value. Also, after you delete an activity status value
that is already used, the label continues to appear in the
activity status list, but the label can’t be selected.

Save When you’ve created a new activity status label, a  Save

selection is shown next to the delete icon. Choose Save to
add the new row to the table.

+ Create New Activity Status Selecting + Create a New Activity Status adds a new row
to the bottom of the table. Entering a meaningful Activity
Status Label name and a  selection is shown next to the
delete icon. Choose Save to add the new row to the table.
Once saved, the Select column is activated for the row to
re-order the label in the table, if you choose.

Results

You’ve created the activity status labels for Continuous Performance Management.

Next Steps

The next step is to select the Feature Configuration options for Continuous Performance Management.

2.4.1 Color Codes for Activity Status on the SuccessFactors

Mobile App for iOS

To use SAP SuccessFactors in both the iOS mobile application and in a browser, associate your activity status
values only with these color codes.

These colors clearly display activity status values on the SAP SuccessFactors Mobile apps for iOS and in web
browsers.

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  Note

If you don’t use the SAP SuccessFactors Mobile application for iOS devices, you can choose any color for the
activity status values. All colors render correctly in the Web application.

 Caution

If you select any other color code for the activity statuses, the iOS device renders the activity status colors as
grayscale.

Color Color code for normal use Higher contrast color codes for Accessibility

Red #F40000 #B60000

Yellow #FFB200 #9D6E00

Green #1F8D58 #135C39

Gray #8E8E8E #8E8E8E

 Tip

You can apply the same color code to multiple activity status values. For example, you can use:

• Red: #F40000 for Critical

• Red: #F40000 for Important
• Yellow: #FFB200 for Medium
• Green: #1F8D58 for Completed

2.5 Enabling Features in Continuous Performance

Management

You can choose to enable or disable certain features in Continuous Performance Management.

Prerequisites

You’ve enabled Continuous Performance Management.

Context

As an administrator, you can decide which features of Continuous Performance Management (CPM) to enable.

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  Remember

Specific role-based permissions (RBP) are required for using or administering CPM. Your system likely has
RBPs for employees, managers, and administrators. You can create specific permission roles for CPM or add
the necessary permissions to your existing roles. For more information, see the Using Role-Based Permissions
in Continuous Performance Management topic.

Procedure

1. Sign on as an administrator and go to Admin Center Tools Continuous Performance Management

Configuration .
The Continuous Performance Management Configuration view is shown.
2. On the Feature Configuration section, enable or disable a feature by either selecting or clearing the feature
checkbox.

Option Description

Enable "Discussion Allows employees and managers to create and track topics they want to discuss together.
Topic"
 Note
The Discussion Topic feature is available for Continuous Performance Management role-based
permissions only when you’ve selected Enable "Discussion Topic".

Enable Meeting Notes Allow employees and managers to enable a note taking feature in a 1:1 meeting that is saved to the
Meeting History.

Enable Continuous Allows employees to give feedback to and request feedback from colleagues.
Feedback
 Note
Continuous Feedback is available for Continuous Performance Management role-based per-
missions only if you select the Enable Continuous Feedback option.

Enable Activity- Allows employees and managers to request feedback on activities and to link feedback messages
Feedback Linking to activities.

Disable Deleting Prevents users from deleting feedback that they’ve received.
Feedback

Enable Continuous This feature allows users to provide continuous feedback from a Microsoft Outlook add-in.
Feedback Outlook
Integration (Step 1 of If you select this feature and then Save Configuration changes, the second step is activated. Once
2) the configuration is saved, the file from Download Outlook file (Step 2 of 2) is available to download.

For the full instructions on downloading a file to create the Outlook add-in, see the Enabling
Outlook Integration with Continuous Performance Management topic in this guide.

 Note
The Outlook add-in has a prerequisite requiring that you map SAP SuccessFactors user attrib-
utes to Microsoft Active Directory.

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 Option Description

Enable Multiple Role This feature expands Continuous Performance Management functionality to be used by roles other
Support than the manager and their direct reports. A user can invite another user to a 1:1 meeting and
create activities and discussion topics together. To enable this feature, you must configure the
respective target population permissions.

Enable matrix Allows automatic creation of channels between a matrix manager and a matrix report in the
managers and matrix Channels list of Continuous Performance Management. If they already have a channel, no addi-
reports to be shown as
tional ones will be created for them.
people selections for
Channels by default

Enable Attachments Allows users to add attachments on activities for which they have Edit Activity permission. Anyone
on Activities with access to view that activity is able to view and download the attachment.

Hide the meeting This option enables the meeting histories between a direct report and their previous managers to
histories of previous be hidden from the new manager. The new manager is shown only their own meeting histories with
managers from the their current direct reports. Direct reports are shown all meeting histories with their current and
new manager previous managers.

Automatically Hide This option enables the feedback requested or given by a previous manager to be automatically
Prior Feedback hidden from the new manager.
Requested or Given
by a Former Manager
 Note
from the New Manager
This feature currently only supports Employee Central (EC)-enabled scenarios.

When a manager transfer occurs, a new manager isn’t entitled to see feedback from a former
manager or requested on behalf of the former manager without the employee's authorization. This
option supports the data privacy and protection concerns by automating the process of hiding
feedback.

• Selecting the checkbox automatically hides the previous manager's feedback from the new
manager when a change in manager is detected.
• Leaving the selection unchecked enables the previous manager's feedback to be shown. The
employee has the option to manually hide or delete that feedback from the new manager.

When a manager transfer occurs and a feature switch is enabled:

• The feedback given by the former manager and requested on the employee's behalf of the
former manager is automatically hidden from the new manager.
• The employee can manually choose to make visible to the new manager the feedback given by
the former manager and feedback requested on the employee's behalf.
• The employee may delete feedback given by a former manager.
• The employee may delete the feedback requested on the employee's behalf by the former
manager

Important considerations:

• The employee can't hide or delete feedback when a former manager becomes the new man-
ager. Feedback given by the former manager and requested by them on the employee's behalf
becomes automatically visible to that manager. If the employee has deleted that feedback by
the former manager before they return as the new manager, that feedback is gone and doesn't
come back for the returning manager.
• The former manager continues to see feedback given to the former managed employee, as
well as feedback given on the employee's behalf.
• A requested feedback provider continues to see the feedback they gave.

3. Choose Save Configuration.

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  Remember

If you enable or disable features and receive a confirmation that the change was successful, then the
system performs one additional action (metadata refresh) before your selected configuration is reflected in
Continuous Performance Management.

2.5.1 Enabling Outlook Integration with Continuous

Performance Management

Continuous Performance Management allows users to give feedback from a Microsoft Outlook add-in.

Prerequisites

• Continuous Performance Management (CPM) is enabled.

• Mapping SAP SuccessFactors user attributes to Microsoft Active Directory is set up.
• Integration: You have your Outlook Exchange administrator and other internal technical support organized to
configure and upload the Outlook Add-in.

Permissions

• The User Continuous Performance User Permission Access to Continuous Feedback is given to
employees using this feature.
• User Continuous Performance User Permission Give Continuous Feedback permission is given to
employees using this feature.

 Note

Intended recipients of the feedback must be within the target population of the employee's Feedback
permissions, and the User Search permission.

Authentication

• Single sign-on integrations aren’t supported. Even if Identify Authentication Service is enabled, single sign-on
isn’t yet supported with this feature.
• The authentication for users in Outlook is their SuccessFactors username and password. Once authenticated,
the users stay signed on for 7 days before being prompted for their username/password.

Context

The administrator can create the ability for users to add Continuous Performance Management (CPM) feedback
directly through Outlook. If you enable this feature, a file is generated for the administrator to set up the Microsoft
Exchange server. The add-in is created and shown on the toolbar in Outlook for users.

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• This feature is designed for employees to send feedback through Outlook. It isn’t possible to Request Feedback
using this add-in, only to provide feedback to others.
• The add-in can’t pull content from an email to populate the Give Feedback fields.
• The add-in isn't supported on the Mobile Outlook application.

 Note

It isn’t possible to amend the SuccessFactors image on the Give Feedback add-in on the Outlook ribbon bar.

Procedure

1. Sign on as an administrator and go to Admin Center Tools Continuous Performance Management

Configuration Configuration .

The Continuous Performance Management Configuration view is shown.

2. On the Feature Configuration section, select Enable Continuous Feedback to activate the checkbox for Enable
Continuous Feedback Outlook Integration (Step 1 of 2) and select.
3. Choose Save Configuration.

 Note

The configuration must be saved to activate the download file. Once the configuration is saved , the file is
available for download and also available whenever the administrator comes back to this view.

4. Choose the Download Outlook file (Step 2 of 2) and a file is downloaded.

 Note

If there’s an issue with the downloaded file, an error message is shown. Discard the file with the error and
try downloading again.

5. Open the downloaded file, customized with your specific domain URL, or other modifications, and save your
changes.

 Note

The downloaded XML file includes notes and instructions.

6. Use the file with the Microsoft Exchange server to add and configure this option and then push change to all
users.

 Note

User target population must have feedback permission.

7. When configuration is completed, enable the change in Outlook for employees.

 Note

Single sign-on integrations aren’t supported. Authentication by users with their SAP SuccessFactors
username and password is required every 7 days.

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30 PUBLIC Getting Started with Continuous Performance Management
Results

An Outlook add-in is shown in the Outlook toolbar. With successful SAP SuccessFactors authentication, a user can
provide feedback.

2.5.2 Enabling Add Attachments to Activities

The administrator configures the system to allow users to add attachments to activities.

Prerequisites

Users who can upload, download and delete attachments to activities should have had the View and Edit
permissions to activities under User Permissions Continuous Performance Management . Users who only
have the permission to view activities can't upload and delete attachments.

Context

Continuous Performance Management uses Activity to track performance. By allowing attachments, users are
able to upload files to provide additional context or to demonstrate work done in association with the activity.

Supported Behaviors

• A user can add an attachment to an activity created by themselves or on their behalf (either by their manager
or a channel owner).
• A user can see that an activity has an attachment from the Activities kanban board by attachment icon.
• A user can download and delete attachments.
• A user can view and download attachments from Meeting and Meeting History.
• Attachments can't be added or deleted from an Activity in a Meeting History because they have been archived.

 Note

The Create Activity dialog box in the latest version of Goal Management and the Create Activity quick action in
the Home Page do not provide the functionality of adding attachments.

 Remember

It isn’t possible to build a report on attachments for Activities in Continuous Performance Management.

Supported File Types

The following file types are supported for attachments:

• BMP

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• DOC
• DOCX
• GIF
• HTM
• HTML
• JPG
• JPEG
• PDF
• PNG
• PPT
• PPTX
• RTF
• TXT
• XLS
• XLSX

Supported File Size

A maximum of five attachments per activity is allowed. Allocations for file size and storage are defined at the
company level and set in your document management services in Provisioning.

 Remember

As a customer, you don't have access to Provisioning. To complete tasks in Provisioning, contact your
implementation partner or Account Executive. For any non-implementation tasks, contact Technical Support.

Procedure

1. Go to Admin Center Continuous Performance Management Configuration .

2. Scroll down to the Feature Configuration section and select the Enable Attachments on Activities check-box.
3. Choose Save Configuration to save your changes.

Next Steps

Users with appropriate permissions can add an attachment to an activity.

1. Sign on as a user and go to Continuous Performance.

2. Select a channel to add the activity and choose Create Activity to trigger a dialog box.
3. In the Attachments section, choose Add and then select a file from your system's document browser.
4. Fill out other required fields in the dialog box.
5. Choose Save to upload the file and save all other information.

Result: The file name, size, added on date, and the name of user who added the file are shown in the attachment
area.

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2.5.3 Hiding the Meeting History from New Managers When
Employees Changes Managers

An administrator can enable a setting to automatically hide the meeting histories between a direct report and their
previous manager from the new manager.

Prerequisites

• Continuous Performance Management is enabled.

• You have the Administrator Permissions Manage Continuous Performance Management Access to
Administrative Configuration page permission.

Context

This option allows the meeting histories between a direct report and their previous manager to be hidden from their
new manager. This feature supports data privacy and protection.

When this feature is enabled:

• Employees are shown all meeting histories with their current and previous direct managers.
• Managers are shown only their own meeting histories with their current direct reports.

When this feature is NOT enabled:

• The meeting histories between an employee and their previous direct manager are visible to the employee's
new direct manager.

Procedure

1. Go to Admin Center Continuous Performance Management Configuration .

2. Scroll down to the Feature Configuration section and select the Hide the meeting histories of previous managers
from the new manager checkbox.
3. Choose Save Configuration.

Results

The meeting history between an employee and their previous direct manager are automatically hidden from their
new direct manager.

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Related Information

Hiding Prior Feedback from a New Manager That Was Requested or Given By the Former Manager [page 34]

2.5.4 Hiding Prior Feedback from a New Manager That Was

Requested or Given By the Former Manager

An employee has options to hide, delete, or show feedback from their previous manager to their new manager.

Prerequisites

• Continuous Performance Management (CPM) is enabled and configured.

• You’ve selected Enable Continuous Feedback on Continuous Performance Management Configuration from the
Admin Center.

Overview

Continuous Performance Management (CPM) has the flexibility to provide options when an employee has a new
manager. CPM provides employees with to option to manually hide or delete their former manager's feedback.
Administrators have the option to configure CPM settings to automatically hide the feedback given or requested by
a prior manager from the new manager. Feature settings are provided for CPM to hide the meeting history between
an employee and their prior manager from their current manager.

Options available on the Continuous Performance Management Configuration from the Admin Center.

1. Hide the meeting histories of previous managers from the new manager.
Selecting this option enables the meeting histories between a direct report and their previous managers to be
hidden from the new manager. The new manager is shown their own meeting histories with their current direct
reports. Direct reports are shown all meeting histories with their current and previous managers.
2. Automatically Hide Prior Feedback Requested or Given by Former Manager from the New Manager.
Selecting this option allows feedback given or requested by the previous manager for an employee to be
automatically hidden from the new manager.

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Accessing Continuous Feedback Details

The following provides that basic steps for an employee accessing Continuous Feedback Details.

1. Sign on and go to Continuous Feedback.

2. Choose an Active Channel.
3. Select the Feedback Received tab and feedback cards with the  Visible to manager show which feedback is
visible to the manager.

4. Choose the View More on the feedback card to show the Feedback Details.
5. Available actions to the user depend on the configuration settings.

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Default Settings (Automatically Hide Prior Feedback Requested or Given By
Former Manager from the New Manager Button Not Selected)

There are two types of feedback associated with a manager.

1. Feedback from the manager.

2. Feedback requested by the manager.

When a manager changes and the Automatically Hide Prior Feedback Requested or Given by Former Manager from
the New Manager feature has not been enabled, the employee can go in and manually hide or delete the previous
manager's feedback. The employee can't hide or delete feedback provided on behalf of the manager.

1. The employee has followed the previous steps in the Continuous Performance Details section and selected a
feedback card from their former manager.
2. Choose View More to show the Feedback Details view.
3. On the details view, the employee can manually set the Make visible to my manager switch to No.
Or the employee can choose the Delete Feedback button to permanently delete the feedback.

 Note

There’s no reverting of the delete feedback action. Even if the previous manager becomes that employee's
new manager in the future, any deleted feedback is permanent.

Feedback Actions by Default

Type of Feedback Hide from New Manager Delete Feedback

Feedback from Previous Manager Yes (as manual option) Yes (as manual option)

Feedback provided by another employee No No

on behalf of the manager

When an employee can't hide or delete feedback, the delete option isn't shown and Make visible to my manager
button is locked on Yes.

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Automatically Hiding Feedback from New Manager (Feature Configuration
Enabled)

When the CPM features configuration is set to Automatically Hide Prior Feedback Requested or Given by Former
Manager from the New Manager , all of the feedback from the previous manager or provided on the behalf of the
previous manager is hidden from the new manager. The employee has the option to manually change the feedback
setting to be visible to the new manager. The employee retains the option to delete feedback. With this feature
engaged, the employee can also hide or delete feedback given on the behalf of the manager as well.

 Note

Only manager transfers made after the feature is enabled are changed. No retroactive changes are possible.

1. The employee has followed the previous steps in the Continuous Performance Details section and selected View
More.
2. On the details view, the Make visible to my manager switch is automatically set to No.
The employee has the option to manually switch the Make visible to my manager to Yes.
The employee can choose the Delete Feedback button to permanently delete the feedback.

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  Caution

Enabling Automatically Hide Prior Feedback Requested or Given by Former Manager from the New Manager
isn't retroactive. The feature is only applied to manager transfers that occur after the feature is enabled.

Feedback Actions with Automatically Hide Prior Feedback Requested or Given By Former Manager from the New Manager
Enabled
Type of Feedback Hide from New Manager Delete Feedback

Feedback from Previous Manager Automatically Hidden (with manual op- Yes (as manual option)
tion to make visible)

Feedback provided by another employee Automatically Hidden (with manual op- Yes (as manual option)
on behalf of the manager tion to make visible)

The following image shows that feedback details after a manager transfer has occurred and when automatically set
to hide.

Other Important Notes About Hiding and Deleting Feedback

Other conditions or additional manager changes have the following effects:

• If the former manager becomes the new manager, the feedback given by the former manager and requested
by them on employee's behalf becomes automatically visible to that manager. The employee may not hide that
feedback.

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38 PUBLIC Getting Started with Continuous Performance Management
• If a former manager becomes the new manager, the feedback given by the former manager and requested by
them on employee's behalf can't be deleted (unless it was previously deleted before the transfer.)
• If a change of management occurs and the previous manager becomes the new manager, any previous
feedback about the employee is switched to being visible.
• Any feedback deleted by an employee is permanent and even if the previous manager becomes the next
manager, the deleted feedback can't be undone.
• If a current manager requests feedback on behalf of an employee and the response isn’t given until after the
Automatically Hide Prior Feedback Requested or Given by Former Manager from the New Manager has been
enabled, that feedback will be visible to the new manager.
• Any feedback that is automatically hidden during a manager transfer, stays hidden when the manager changes.
Setting respect the employee's actions.
• If the Automatically Hide Prior Feedback Requested or Given by Former Manager from the New Manager feature
was enabled and a decision is made to disable the feature. any existing employee actions hiding or deleting
feedback are respected.
• The former manager continues to see their feedback given to old employee as well as the feedback requests on
the employee's behalf.
• The feedback provided by the responder based on a request from a previous' manager continues to see the
feedback given.

Related Information

Enabling Features for Continuous Performance Management [page 26]

2.6 Validating the Configuration of Continuous Performance

Management

You run a diagnostic check that validates whether Continuous Performance Management has been configured and
permissioned correctly in your instance.

Prerequisites

The initial configuration is completed:

• You have administrator permission.

• You’ve enabled Continuous Performance Management.
• You’ve defined the Activity View Status Labels.
• You have set the Feature Configuration.
• You have defined and assigned role-based permissions for CPM.

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Context

Before you use Continuous Performance Management for the first time, you ensure that certain platform
capabilities are correctly set up.

Procedure

1. Log on as an administrator and go to the Admin Center Tools Continuous Performance Management .

The Continuous Performance Management Configuration view is shown.

2. Under General Configuration, choose Validate.

The Validate Configurations dialog box is shown with a validation summary.

Validation Category Comment

Prerequisite Features All the prerequisites for Continuous Performance Manage-

ment have been met.

OData API The Continuous Performance Management OData APIs are

available.

 Note
If your instance doesn’t include a default goal plan
template or a default development plan template, an
OData API error is shown when you run the Validation
checks. Ignore this error if you aren’t using performance
goals and/or development goals with Continuous Per-
formance Management.

Metadata Framework Object Definition The Metadata Framework entity definitions related to Con-
tinuous Performance Management are available in the data-
base, and that the RBP Secured field of each entity has the
correct value.

Role Based Permission Configuration All the basic role-based permissions to enable user roles
to use Continuous Performance Management have been
granted.

 Note
The validation tool doesn't check for the voluntary
permissions, such as requesting feedback on achieve-
ments. It only checks for permissions that are essential
for Continuous Performance Management to work on
your instance.

Initial Configuration The initial configuration has run without error.

3. To get a comprehensive report of the validation check, select Download Validation Report on the Validate
Configurations dialog box. The report is a JSON file that can be used when troubleshooting a validation issue.

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40 PUBLIC Getting Started with Continuous Performance Management
  Note

The validation tool performs a system diagnostic check. If any of the validations fail, an error message is
shown and asks you to refresh the configuration again.

4. When the configuration has successfully refreshed, close the dialog box by choosing Close.

 Note

To see changes reflected in the system, log out and log on again.

2.7 Changing the Default Language for Continuous

Performance Management

You can overwrite the default user interface text with US English or any language that is supported in the product.

Context

Manage Languages allows you to change the default values of the user interface text for any language enabled for
your instance. You could change the default language of the user interface in cases such as these:

• You want to change the default values of the user interface text, such as system text, to better reflect your
particular business practices and culture.
• There’s an issue with system text, such as a problem with grammar, syntax, or key terms.

 Note

Manage Languages allows you to change the language quickly, while waiting for a patch or release to fix
a problem with system text. However, also report system text issues to Technical Support so that we can
address the issue in future builds.

Procedure

1. Log on as an administrator and go to Admin Center Tools Manage Languages .

The Manage Languages view is shown.

2. From the list, select the Active checkbox for each language you want to enable for your instance.
3. To download the default labels for a language, choose the three vertical dots icon in the Action column for the
language desired, and choose Download default labels.
4. Choose Save.

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Related Information

Manage Languages
Managing UI Labels in HCM suite

2.8 Impact of Multiple Employment on Continuous

Performance Management

When an employee has multiple employments because of either a Global Assignment or Concurrent Employment,
you should take note of the effect on the system behavior of Continuous Performance Management.

The two most common types of multiple employment in Employee Central are:

• Global Assignment: Is used for an employee who temporarily works in a different country/region. The employee
is assigned a home employment and a host employment.
• Concurrent Employment: Is used for an employee who has secondary employment in the same company. An
employee can have one primary employment and multiple secondary employments in the system.

 Note

A global assignment and concurrent employment can't be applied to the same employee at the same time.

Because multiple employment includes different reporting relationships, this has an impact on the system behavior
of Continuous Performance Management.

System Behavior Impact

With Global Assignment, any Continuous Performance Man- You can't transfer feedback from a host assignment to a home
agement feedback given or received by the employee is spe- assignment.
cific to the home or host assignment. A host assignment in-
cludes a unique user ID. Any feedback given or received is from
that user ID and is specific to the assignment.

With Global Assignment, managers can only view the employ- For Global Assignments
ee's Continuous Performance Management feedback given
within their assignment area. • A home assignment manager can only view the home as-
signment feedback given to the employee.
• A host assignment manager can only view the host as-
signment feedback given to the employee.

With multiple employments, when the assignment ends and Visibility of employee data and feedback depends on the active
the user ID is changed to inactive, the employee no longer status of the user. An inactive user can't access their data.
has access to continuous performance or continuous feedback
data for that specific assignment.

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3 Continuous Performance

Continuous Performance provides a structured space for managing and tracking performance and development
within channels. In a channel, both the channel members can collaboratively record activities, achievements, and
meetings, forming a complete overview of the progress towards goals.

Channels [page 43]

Continuous Performance Management uses Channels as a way for people to share and discuss activities
and achievements towards goals.

Activities View [page 51]

In the Activities view, a channel owner and the participant can easily create, manage, and update activities
that the participant needs to complete.

Achievements View [page 54]

With the Achievements view, a channel owner and the participant can see a summary of the achievements
that the participant has made. You can filter them by performance goal, development goal, or time frame.

Meeting View [page 57]

Continuous Performance includes a dedicated meeting view that supports 1:1 meetings between a channel
owner and a channel participant.

3.1 Channels

Continuous Performance Management uses Channels as a way for people to share and discuss activities and
achievements towards goals.

Overview

A channel is a shared space between a channel owner, who initiates it, and a participant, who accepts the
invitation. By default, managers have channels automatically created with all their direct reports, where the
manager serves as the channel owner and the employees as the participant. Employees, if granted permissions,
can invite others to join a channel. Within a channel, the two members can collaboratively manage, track progress,
and hold meetings concerning the participant's activities and achievements.

With multiple roles enabled, channels can be created with someone outside the traditional management hierarchy.
In a user's Channels list, dependent on configuration and permission settings, channels can fall into up to six
categories.

Category Definition Note

Manager Lists channels between the user and By default shows when the user has a
their manager manager

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Category Definition Note

Matrix Managers Lists channels between the user and Only shows when the Enable matrix
their matrix managers managers and matrix reports to be shown
as people selections for Channels by
default setting is enabled in Continuous
Performance Management Configuration
admin tool and when the user has a ma-
trix manager

Direct Reports Lists channels between the user and By default shows when the user has a
their direct reports direct report

Matrix Reports Lists channels between the user and Only shows when the Enable matrix
their matrix reports managers and matrix reports to be shown
as people selections for Channels by
default setting is enabled in Continuous
Performance Management Configuration
admin tool and when the user has a ma-
trix report

Other Channels Lists channels not grouped under the for- Users can move these channels to
mer categories and sent channel invita- Hidden Channels by selecting the
tions  (Hide channel) icon on the list item.

Hidden Channels Lists channels that need to be hidden Users can move these channels back
to Other Channels by selecting the
 (Show channel) icon on the list item.

Actions Supported in a Channel

Within a channel, the channel owner and participant can perform the following actions:

• Manage their shared activities in the Activities view.

• Mange their shared achievements in the Achievements view.
• Hold and review 1:1 meetings in the Meeting view.

 Note

• Currently, each user is restricted to 300 active channels and 300 hidden channels.
• Currently, it’s not possible to create a report on 1:1 Meetings between Multiple Roles users.

Related Information

Understanding Meeting Channels Logic with Continuous Performance Management Multiple Roles Functionality
[page 45]
Activities View [page 51]
Achievements View [page 54]
Meeting View [page 57]

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44 PUBLIC Continuous Performance
3.1.1 Understanding Meeting Channels Logic with Continuous
Performance Management Multiple Roles Functionality

Answers to questions about how Channels work with multiple roles in Continuous Performance Management
(CPM).

Context

With Continuous Performance Management (CPM), employees can set up channels outside the traditional
manager/direct report hierarchy. The logic behind the multiple roles is similar to that of the traditional manager/
direct report relationship, now extended to allow for other relationships.

With multiple role support enabled, there’s a Channel owner (similar to a manager role) and Channel participant
(similar to an employee role). The meeting participant is able to link Activities and Feedback to their goals. The
meeting owner won’t be able to link those Activities created in the channel to their own goals.

 Note

When multiple roles are active, Achievements can’t be edited.

Through role-based permissions (RBP), the administrator creates specific RBP roles for the different roles in the
organization that would likely initiate multiple roles channels. For example, creating a specific RBP role for matrix
manager, allows the matrix managers to initiate the channel with their matrix reports.

The Channels column is hidden for employees or managers?

Role-based permissions control whether the Channels column is visible to users. When setting up permissions for
roles, Continuous Performance Management features require a Target Population setting, which is the defined
group of employees with whom the role-granted user can create channels. If the role has the target population
set to Granted User (Self), then the Channels column doesn't appear for anyone with that role and has only one
channel. To expand the Target Population beyond Granted User (Self), but less than Everyone (All Employees),
for example, you could set the target population to Granted User's Department for access to others in the
employee's department. Work with SAP Professional Services or your SAP partners if you need guidance defining
target populations for your role-based permissions.

If an employee links an Activity to a Goal in Goal Management, who can see that
Activity in CPM?

If an employee adds an activity to a goal in the performance goal plan of Goal Management, the activity linked
to the goal appears in the employee's Continuous Performance Management channel. The employee's direct
manager sees the activity on the goal plan but can only drill into an activity from the goal plan if they co-own the
activity. When the activity was created in a meeting channel with another employee, for example a matrix manager,
they can see the activity on the goal plan and drill into that activity in their channel in CPM.

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When employee B joins a Channel with employee A and then employee B links
an Activity to their default Goal plan, who can see the Activity in the goal plan?

A matrix manager (employee A) with role-based permissions can also view all activities in a shared goal. Drilling
down into an activity from the goal plan is only available in the meeting channel between the co-owners of the
activity: employee A and employee B. The direct manager sees ALL activities linked to employee B's default goal
plan, including those that were added from other channels not owned by the manager, though the direct manager
can't drill into those activities.

Is it possible to set up a Channel in such a way that Actitivies/Goals can be

created or linked for both the Channel owner and the Channel participant?

No, only the Activities and Goals of the meeting channel participant are shown in the shared channel, not those of
the meeting channel owner.

If employee A invites employee B to join a Channel and employee B links an

Activity to a Goal, who can see the Activity?

Both the channel owner (employee A) and the channel participant (employee B) sees the activity in their shared
channel as well as the manager of employee B.

Because the activity also appears in employee B's personal goal plan, the manager of employee B has permission
to view the goals and relevant information within the employee's goal plan. The manager is able to see ALL
activities linked to the goal (including those that were added from a separate channel not owned by the line
manager). The direct manager can't drill into the activity details for activities added in a separate channel.

Employee A invites employee B to join a Channel. When employee A

creates Activities or Achievements, who is the owner of those Activities and
Achievements?

The Channel participant (employee B) is the owner.

The Channel owner (employee A) can create Activities and Achievements then link goals to those Activities for the
Channel participant (depending on role-based permissions and target population for those permissions). However,
the Channel participant (employee B) is considered the owner of the Activity or Achievement.

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If employee A invites employee B to join a Channel, will employee B be able to
link Activities created in the shared channel to goals from employee A’s default
goal plan?

No, the Channel owner's (employee A) goals won’t be available to link to Activities in the shared channel. Only the
Channel participant’s (employee B) goals can be linked to Activities via the shared channel.

Similarly, in a shared channel, it’s only possible to create goals for the Channel participant’s (employee B) default
goal plan.

Is it possible for employee B to view the Achievements of employee A?

No, it isn’t possible. The Channel owner (employee A) can view the Achievements of the Channel participant
(employee B), but the participant can’t view the Channel owner's (employee A) Achievements.

Is it possible for employee B to initiate another Channel with employee A, if

they already share a channel?

No, it isn’t possible to initiate another Channel when a meeting channel already exists between two users. For
example, employee B can’t request a meeting channel with employee A if one already exists.

Is it possible to share Activities created in a Channel between an employee

and their manager to a channel shared between the employee and another user
(nonmanager)?

No, the Activities created in the manager/direct report channel can’t be shared to any other channel in the Active
Channels list.

Is it possible for Channel owners to request feedback on the Activities created

for the Channel participant?

No, only direct managers can request feedback on Activities within their shared channel.

 Remember

Enable Multiple Roles Support functionality only applies to Continuous Performance, not Continuous Feedback.

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Do the Reports for Matrix Managers automatically display in the Channel List?

No, matrix managers must initiate a channel with their matrix reports.

The multiple roles functionality allows for users outside the traditional manager/direct report hierarchy to create
meeting channels. The feature was designed to offer you the flexibility to be inclusive of other roles in a leadership
or managerial capacity to use a 1:1 meeting channel. The system doesn’t pull in those other nontraditional
hierarchical relationships by default, and isn’t intended to.

Direct reports automatically display under a manager in the Active Channels list.

 Note

A direct manager can view the activities on the goal plan created by the matrix manager and employee. The
direct manager can't drill into those activities. To drill into an activity from the goal plan, you must co-own the
activity and are within channel.

Is it possible to hide the Channels shared between the manager and their direct
reports?

No, the manager/direct report channels are static – it isn’t possible to hide them.

What is the maximum number of Active Channels that a user can access?

A user can have up to 300 active channels and also have up to 300 hidden channels.

3.1.2 Creating Channels

Users can create 1:1 channels on Continuous Performance Management with other colleagues to better share
activities and goals, and track discussion topics with meeting notes. Managers have channels automatically
created with their direct reports.

Prerequisites

• Enable Multiple Role Support is enabled in Continuous Performance Management Configuration admin tool.
• Users have been granted the User Permissions Continuous Performance Management User Permission
Access to Continuous Performance Management with appropriate target population defined.
• Users who can search for target employees with certain search criteria should have the permission User
Permissions General User Permission User Search and the permissions mentioned in Configuring People
Search.

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48 PUBLIC Continuous Performance
• Users who want to search for target employees by groups, should first define certain groups in Settings
Groups .

Context

Users with permission, can invite others to a 1:1 channel, supporting reporting beyond the traditional manager
hierarchy. They can't invite themselves and other users whom they already share a channel with or sent an
invitation to, or who they don't have permission to access. The users that receive the invitation can accept or
decline it.

Procedure

1. Select the Invite button on the header of the Channels list.

2. In the Invite dialog, Search and select employees one by one. You can also select the Advanced Search ( )
icon to open the Find Employee dialog, in which more search criteria are avaible for use.
3. In the Search Results, make selections. If you choose to select all, the first 20 users that get loaded at the initial
time are selected. You can scroll down to load more times, then select all for more.
4. Review the selected users in the Selection List.
5. Choose Invite to send the invitation.

Next Steps

Recipients of the channel invitation can accept or decline the request. Upon acceptance, the channel is created,
with the invitation sender as the channel owner and the recipient as the channel participant.

3.1.3 Deleting Channels as the Owner

Channel owners can delete channels including declined channel invitations as needed.

Prerequisites

• Enable Multiple Role Support in Continuous Performance Management Configuration admin tool is enabled.

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Context

Channels that involve the existing employee-manager and employee-matrix manager relationships can't be
deleted. You can delete channels one by one, or in bulk. If a channel has existing data, such as activities,
achievements, and meeting history, it will remain in the participant's channel list. The channel will be moved to
Hidden Channels and marked as Ownerless. The participant can edit only the existing content. However, empty
channels will be removed from the participant's channel list as well.

Procedure

1. Option one: Single deletion. Select the trash bin icon ( ) that shows when you hover on the channel item in
the list, or select the Delete Channel button in the channel details page (for declined channel invitation, select
the Delete button in the details page).
2. Option two: Bulk deletion. Choose Select And Delete Channels button on the header of the channel list, and in
the Delete Channels page, select and delete up to 50 channels in one time.

3.1.4 Deleting Channels as the Administrator

Administrators with permission can delete channels including declined channel invitations as needed.

Prerequisites

• Enable Multiple Role Support in Continuous Performance Management Configuration admin tool is enabled.
• You have the Administrator Permissions Manage Continuous Performance Management Delete
Channels permission.

Context

Channels that involve the existing employee-manager and employee-matrix manager relationships can't be
deleted. If a channel has existing data, such as activities, achievements, and meeting history, it will remain in the
participant's channel list. The channel will be moved to Hidden Channels and marked as Ownerless. The participant
can edit only the existing content. However, empty channels will be removed from the participant's channel list as
well.

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Procedure

1. Go to Admin Center Delete Channels admin tool.

2. Search for channels by owner, participant, last update date.
3. Selete and delete channels.

3.2 Activities View

In the Activities view, a channel owner and the participant can easily create, manage, and update activities that the
participant needs to complete.

Activities are actions taken toward achieving goals. What you are working on may or may not be related to a goal,
though these actions can be captured as activities. The Activities view allows you to sort activities by status and by
goals to track their progress toward goals.

View by Status

Every activity has a Status value to indicate progress. The View by Status filtered view is like a Kanban board,
allowing you a clear view of your activities and your focus for continuous performance.

• Activities are shown in Kanban board style, arranged by the status.

• Only activities shared with the currently selected channel member are shown.
• When you change the status of an activity on completion, you're prompted to convert the activity to an
achievement.

View by Goal

• Activities are arranged by either Performance Goal or Development Goal.

• Goals from the currently selected goal plan are shown in individual columns with their linked activities. In each
column, activities are arranged by last modified time.
• You're able to view the goal plans and goals that you have access to.
• From the View by Performance Goal tab, you can add a new goal by choosing + Create Goal. The added goals
are included in your default performance goal plan.
• You can edit and delete performance goals. When a goal is deleted, all references to the goal are removed.
Related activities aren’t deleted, but are moved to the Not Linked to Goals column.
• Activities in the Not Linked to Performance Goals and Not Linked to Development Goals columns include
activities that aren't tied to either any performance goals or any development goals.

 Note

For example, when filtered by performance goals, activities in the Not Linked to Performance Goals column
include these:
• Activities linked to development goals but not linked to performance goals
• Activities not linked to any kind of goal
The Not Linked to Development Goals shares the same behavior, except that activities linked to
performance goals are included.

Activity Details

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When you select an activity card, that activity opens in an Activity Details view.

• Post an activity update, and edit or delete previous updates.

• View feedback that was provided on (linked to) the activity.
• Request feedback about the activity.
• Delete the activity.
• Edit the activity name.
• Change the activity status. When an activity is completed, you can mark it as an achievement and is shown in
the Kanban board with a  Marked as Achievement icon.

 Note

If the activity is deleted, the related achievement is deleted.

• Link the activity to goals. An activity can be linked to up to 20 performance goals and 20 development goals
across different goal plans, including those from legacy (unconverted) goal plans.
• Add attachments to the activity.

Create Activity

When you select the Create Activity button, that opens a dialog where you can add these activity details.

• Activity name
• Status
• Linked goals. An activity can be linked to up to 20 performance goals and 20 development goals across
different goal plans, including those from legacy (unconverted) goal plans.
• Attachments

 Note

As a manager, you can create, update, delete, or request feedback on activities on behalf of your direct reports.
You can also add or remove updates from their activities.

Related Information

Adding, Editing, and Deleting Goals in Activities View [page 53]

Channels [page 43]

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3.2.1 Adding, Editing, and Deleting Goals in Activities View

Users can manage their goals directly in the Activities view, without navigating to the Goal Management module
page. In the View by Performance Goal tab, users can add, edit, or delete performance goals. From a Create Activity
dialog, they can create new performance goals and development goals.

Prerequisites

• In Admin Center Goal Management Feature Settings , the Enable Goal Management Access Permission
checkbox is selected.
• Users have Goal Management Access and Access to Continuous Performance Management Data, and Goal Plan
Permissions under User Permissions Goals .
• Users have at least an active goal plan, and have permission to create, edit, delete goals. For details permission
settings, refer to Permissions for Goal Plan Templates.
• Users have Access Continuous Performance Data and Access Continuous Performance Page permissions under
User Permissions Continuous Performance Management User Permission .
• Users have View and Edit permissions under User Permissions Continuous Performance Management
Activity .

 Note

Users are no longer able to create goals in the unconverted goal plan templates when the latest Goal
Management is enabled.

Context

Users have more convenient control over their goals by creating, editing, or deleting goals directly from Continuous
Performance Management module page. Any data changes will be synchronized to Goal Management.

 Note

It’s only possible for a user to create personal goals from Continuous Performance Management. For group
goals and team goals, they still need to go to the Goal Management module page.

 Note

Currently, the mobile apps doesn't support creating development goals when creating, editing and viewing
activities.

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Procedure

Creating Performance Goals and Development Goals from Create Activity Dialog:
1. In the Activities view of Continuous Performance page, choose Create Activity button.
A Create Activity dialog box shows.
2. In the Linked Goals section, choose Link button.
A Link Activity to Goals dialog box shows.
3. Choose Create Goal button.
Once saved, the new goal appears in the selection list for you to link with the activity.
Creating Performance Goals in View by Performance Goal Tab:
4. In the Activities view, choose View by Performance Goal tab.

In the kanban board, activities are grouped under their linked performance goals.
5. Scroll the kanban board to the far right, and choose + Create Goal tile.

A Create Performance Goal dialog box shows.

Editing or Deleting Performance Goals:
6. In the Activities view, choose View by Performance Goal tab.
7. On a goal column, choose … (More) button.
Dependent on the permissions you have with Goals Management, you're able to see either, both or none of the
options to edit or delete a goal.

3.3 Achievements View

With the Achievements view, a channel owner and the participant can see a summary of the achievements that the
participant has made. You can filter them by performance goal, development goal, or time frame.

 Note

In the mobile experience, the Achievements screen is read-only. To view or edit the details of an achievement,
you can instead go to the Activities screen.

Create Achievements

Achievements are completed activities. There are two ways to create an achievement:

• In the Achievements view, you can directly create an achievement, and the corresponding activity with
completed status will be automatically added to the Activities view.
• In the Activities view, when an activity's status is set to Completed (or its equivalent value), you can mark it as
an achievement, which will be automatically displayed on the Achievements view.

Deleting Achievements

Deleting an achievement automatically removes its associated activity, and deleting a completed activity removes
its related achievement.

Achievement Details

Selecting an achievement card opens its details page.

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• You can view when it was created, updated, and achieved.
• You can edit its name and achieved date.
• You can view and edit its linked goals. An achievement can be linked to up to 20 performance goals and 20
development goals across different goal plans, including those from legacy (unconverted) goal plans.
• You can view and delete feedback on this achievement.
• You can delete the achievement.

Related Information

Channels [page 43]

3.3.1 Allowing an Enhanced Achievement Experience

You have the option to allow users to focus on achievements using Continuous Performance Management (CPM).

Continuous Performance Management (CPM), makes it possible to create standalone achievements. When you
change the status of anActivity to completed (or its equivalent), you're prompted to convert the activity into an
Achievement.You can also create an achievement first.

For CPM, activities and achievements are designed to work together.

• An Activity represents something someone is working on in support of their goals and they can track their
activities’ status on a Kanban board.
• An Achievement is the completion of an activity.

CPM allows configuration flexibility. An administrator can change the default view of CPM to Achievements to allow
users to directly add an achievement. The default selection changes the initial view for all CPM users.

 Remember

The selection of the initial view is applied to all CPM users.

Achievements Default View Activities Default View

UI The Achievements view is shown when The My Activities view is shown when se-
selecting Continuous Performance from lecting Continuous Performance from the
the main navigation menu. main navigation menu.

Both Achievements and Activities views Both Achievements and Activities views
are available. are available.

Achievements Users can add new achievements on the In the Activities scenario, when the activ-
Achievements view.
ity status is changed to completed or ac-
complished, an additional field is shown
in the activity dialog box, Mark as an
achievement.

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 Achievements Default View Activities Default View

Activity Status Activity Status labels are set to track A default of Activity Status labels is avail-
the progress of activities. Achievements able to track progress. Activities toward
don't use status labels. When a user cre- goals are created by employees and as-
ates a new achievement, a new activity signed a status. The activity status that
with the same information is automati- they select is shown in a Kanban board
cally created. That activity has the Activ- that provides an easy, organized way to
ity Status set to Completed. It’s possible show progress toward goals.
to edit the status of the activity.

(Optional) If you’re only using achieve-

ments, you can configure a single Activity
Status.

Multiple Roles Drilldown into achievements in a shared Drilldown into achievements and activi-
channel (as granted by permission). ties in a shared channel (as granted by
Users can edit Achievements in a shared permission).
channel (as granted by permission).

Integration Creating an achievement automatically Actions are integrated with other mod-
creates a same name activity for integra- ules.
tion with other modules, for example,
Goals.

Permissions Even in an Achievements scenario, users CPM permissions to access, view, and
edit achievements and activities.
must have View and Edit permissions for
both Activities and Achievements. With-
out those Activities permissions, the user
can't create an Achievement.

If you only grant View permission for

Activity, the Create Achievements button
isn’t available, even if the View and Edit
permission to Achievement is granted.
(When adding an achievement, a same-
name activity is also created for integra-
tion purposes.)

Goals Achievements can be filtered by Perform- Activities filtered by Status or filtered

ance Goals or Development Goals. by Performance Goals or Development
Goals.

File Attachments No files can be attached to achieve- Files can be attached to activities.
ments.

Related Information

Enabling Activities or Achievements as the Default View for Continuous Performance [page 22]

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3.4 Meeting View

Continuous Performance includes a dedicated meeting view that supports 1:1 meetings between a channel owner
and a channel participant.

Overview

The Meetings view provides a space for 1:1 discussion about performance with an easy way to review the
participant's current activities and achievements as well as structure an agenda of discussion topics. When a
meeting is saved, it's archived in the Meeting History, which allows a review of previous 1:1 meetings.

Major Functions

Area Description Comments

View Meeting A button to open the Meeting view, When the button is selected, the Meeting
available in the Activities and the view opens and shows any unfinished ac-
Achievements view. tivities or new achievements (completed
activities) since the last 1:1 meeting, to-
gether with discussion topics and meet-
ing notes.

Discussion Topics Discussion topics create a focused • Create a shared meeting agenda or
agenda for the meeting and can be action items for each meeting.
added, edited, or deleted.
• Use discussion topics to document
issues or ideas that are worthy of
discussion.

Meeting Notes Meeting Notes allows you to add notes • Add notes or copy & paste text into
or copy & paste related information to meeting notes.
include with the meeting.
• Meeting notes are only visible to the
creator of the notes.
• Meeting notes are saved separated
from the meeting, though are shown
in Meeting History.

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Area Description Comments

Activities The shared activities and achievements • From within the meeting view, you
(completed activities) are shown. These can add a new activity, update an
activities can be filtered by status or goal. activity or edit the activity details.
• From within the meeting view, you
can add new performance goals and
development goals.

 Note
The Continuous Performance
Management mobile experience
only supports creating perform-
ance goals.

Finish and Add to Meeting History Choose Finish and Add to Meeting History • It captures the activity status at the
to archive the contents of the meeting. time of the meeting, along with your
discussion topics.
Saving the meeting confirms that the
meeting occurred. • The contents are archived to the
Meeting History.

Meeting History The Meeting History provides a dropdown For data accuracy, meeting history can't
selection of previous meetings by date. be edited.

Related Information

Channels [page 43]

3.4.1 Capturing Meeting Notes for 1:1 via the Web Application

If Meeting Notes are enabled in Continuous Performance Management, users can add notes.

Prerequisites

• Continuous Performance Management is enabled.

• Enable Meeting Notes is enabled on Features Configuration section of the Continuous Performance
Management Configuration in the Admin Center.

Context

By adding meeting notes during 1:1 meetings, you have a central place for your discussions.

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  Note

The following character limits apply to meeting notes:

• As meeting notes supports HTML, the character limit is 2000, including HTML characters.

Procedure

1. Sign on to the application.

2. Select Continuous Performance from the main navigation menu.
3. Select a person from the Channels column.
4. Choose the View Meeting button.

A Meeting with <selected person> on <today's date> is shown.

5. Create a discussion topic name in the Discussion Topics area and choose Add.

The new discussion topic is shown at the top of the list (when there are previous discussion topics).
6. Enter your notes under Meeting Notes.
7. Choose Finish and Add to Meeting History to close the meeting and save the notes.

 Note

You can prepare for a meeting ahead of time, for example create new agenda items, before the actual
meeting occurs. By using the breadcrumb to return to Activities, the changes made are saved though the
meeting isn't considered finished. When the actual 1:1 meeting occurs and the updates completed, Finish
and Add to Meeting History closes the meeting and adds to the Meeting History. Because meetings capture
a snapshot of activities and the agenda of the meeting, once you've finished the meeting, no changes can
be made.

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4 Continuous Feedback

Continuous Feedback enables users to request and provide feedback at any time, which extends the traditional
manager-employee interactions and includes input from various sources, including peers. Feedback can be tied to
activities and subsequently revisited during 1:1 meetings. The seamless integration with Continuous Performance
can ensure that performance review is informed by real-time feedback.

Prerequisites

Allowing Continuous Feedback needs configuration settings and permissions applied.

Configuration

• From Admin Center Continuous Performance Management Configuration :

• Enable Continuous Feedback
• Enable Activity-Feedback Linking
• (Optional) Disable Deleting Feedback
• (Optional) Enable Continuous Feedback Outlook Integration

Role-based Permission Settings

Refer to Role-Based Permissions for Continuous Performance Management [page 15].

Overview

From the main navigation menu, you go to the Continuous Feedback page. In this space, you can view feedback,
provide feedback, and request feedback for yourself and your direct reports.

The landing page by default shows the feedback that you've received and provided, and feedback requests you've
sent, if you're within the target population of your permission role. With permission to view your direct reports'
feedback information, you can select their names in the Active Channels list to view their received feedback.
However, the feedback and feedback requests they've sent aren't available to you.

Continuous Feedback offers a guided and constructive approach to ask for and give feedback. When requesting
feedback, you must provide a feedback topic to focus it on a specific area, for example, an activity. Meanwhile,
at least one feedback question is required. Questions are pre-defined by the system or configured by the
administrator. You can edit or delete them to adapt to your own needs. When providing feedback, you must give
answers to the feedback questions as well. By selecting the Give Feedback or Request Feedback button, you send
feedback or feedback requests to people that you have permission to access.

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Major Features

Area Description Notes

Active Channels list Only a manager with permission to ac- Users with no direct reports are unable to
cess their direct reports' feedback infor- view and switch between channels. They
mation sees the Active Channels list. can only see their own feedback informa-
By selecting the corresponding person's tion.
name from the list, you go to the feed-
The channel list can't be edited and only
back information page of that individual.
provides choices to see the manager
themselves and their direct reports.

Giving or receiving feedback doesn’t au-

tomatically create a new channel.

Feedback Received tab When the tab is selected, received feed- The you (self) channel has the following
back is shown and arranged by the date filter selections:
received.
• Only show feedback with a linked
A feedback card shows  when it's visi- activity

ble to your manager and shows  if the • Only show feedback that I’ve shared
with my manager
feedback is linked to an activity.
• Only show feedback within this date
range

Any other selected channels only provide

the filter for Only show feedback within
this date range.

Feedback Given tab When the tab is selected, any feedback You can filter for Only show feedback
given is shown, arranged by the date within this date range.
given.
When you send feedback, you don't see
whether your feedback was made visible
to the recipient's manager. You also won't
see whether the recipient tied the feed-
back to an activity.

Feedback Requests Sent tab When the tab is selected, all requests for Feedback request cards include the sta-
feedback that you've sent are shown, ar-
tus of the request:
ranged by the date sent. You can track
the status of each request, whether it's • Feedback Received
awaiting a response or has already been
responded or declined.
• Request Pending
• Request Declined

You can filter by Only show feedback

within this date range.

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Area Description Notes

feedback cards In the above three tabs, feedback mes- The card shows the name of the person
sages or feedback requests are arranged who receives or provide the feedback or
feedback request cards
in cards to provide overview information. request, and next to the name there’s an
You can select View more on a card to icon  to open the person's Profile Pre-
open the details page for more informa- view.
tion.

Feedback Details view A new view is shown when View more is There’s a breadcrumb navigation at the
selected for an individual feedback card. top of the column to return to the
The Details view shows the questions and Feedback view and by default content in
answers given in the feedback. the Feedback Received tab shows.

There’s a button to make the feedback

message visible to your manager. Unsoli-
cited feedback provided by people other
than your manager is by default not visi-
ble to your manager. Feedback given or
requested by your manager is always
visible to them and can't be altered.

A Delete Feedback button is available

only for unsolicited feedback. You can't
delete feedback given by or requested by
your manager.

You can select from the dropdown list

of Linked Activity to associate an activity
with the feedback.

You can also select the feedback givers

and navigate to their People Profile as a
way for contacting and following up.

Request Feedback button Selecting this button opens a dialog box. Once a request is sent, a card is added to
You then select one or more people for
your Feedback Requests Sent area.
the request, add a feedback topic, and
either use the provided questions or edit For the request recipients, they can see
to ask your own. the requests under the For You Today
section in the Home Page and in the To-
 Note Do panel.
When requesting feedback, you're
provided with a list of suggested  Note
people as the recipient, who are ran-
domly selected from the feedback The feedback request won't show on
receiver's manager, matrix managers the recipient's Continuous Feedback
and peers. page.

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Area Description Notes

Give Feedback button Selecting this button opens a dialog box. Once the feedback is sent, a card is
You then select one or more people for added to your Feedback Given area.
the feedback, enter the feedback topic,
and either use the provided questions to
organize your feedback content or use
your customized ones.

 Note
When you send feedback, only the
recipient can choose to make that
feedback visible to their manager or
tie the feedback to an activity. Those
options aren't available to you when
giving feedback.

 Note
When giving feedback, the sug-
gested people provided by the sys-
tem are randomly selected from your
peers.

Feedback Restrictions
Field Number of Characters or Bytes

Topic 200 bytes

Question 250 characters

Response 4000 characters

Give and Request Feedback

There are many ways for giving and requesting feedback:

• Request Feedback and Give Feedback buttons on the Feedback view.

• Request Feedback from an Activity Detail in the Activities view of Continuous Performance.
• Using Quick Actions on the home page (when enabled).
• Give feedback from the Microsoft Outlook toolbar (when configured).
• Request Feedback and Give Feedback directly from Microsoft Teams (when configured).

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Decline and Delete Feedback

• The recipient of a request for feedback either provides feedback or declines the invitation. It isn’t possible to
delete a pending Feedback Request.
• The recipient of provided feedback can delete it, though they can’t delete feedback provided by their current
manager.

 Note

Neither the recipient of provided feedback nor their manager can delete the feedback comments received from
their current manager, though the feedback of a previous manager can be hidden from the current manager.

4.1 AI-Assisted Writing in Continuous Performance

Management

The AI-assisted writing tool is an interactive tool that uses generative AI capabilities to assist employees with their
writing tasks. While writing content in the SAP SuccessFactors applications, employees can leverage the features of
the AI-assisted writing tool to enhance multiple aspects of their writing, such as clarity, conciseness, and tone.

In Continuous Performance Management, the tool provides support when users are giving feedback. They can
access certain actions in the menu that appears after selecting the text.

The following is a summary of the capabilities offered by the AI-assisted writing tool:

• Uses language processing capabilities to understand the context of a sentence and suggest enhancements in
grammar, spelling, vocabulary choices, and phrasing.
• Ensures improved readability and a consistent tone (professional, personable, or constructive) to suit the
communication needs for different audience groups in the organization.
• Provides the options to communicate a message in fewer or more words and transform paragraphs to bulleted
lists.
• Provides additional actions in the context of the tasks that users perform in their SAP SuccessFactors
applications.

The following table outlines the available actions in the AI-assisted writing tool.

 Note

To use the AI-assisted writing you have a license for SAP AI Units. For more information about SAP AI Units
license, please contact your account executive.

Action Description

Enhance Writing Suggests enhancements in grammar, spelling, vocabulary choices, and phrasing in the con-
text of the selected line or paragraph.

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Action Description

Change Tone Provides options to change the tone of the selected line or paragraph to professional,
personable, or constructive to suit the communication needs for different audience groups
in the organization.

Make Shorter Shortens a selected line or paragraph to convey the message more concisely.

Make Longer Rewrites a selected line or paragraph by adding more words to provide a detailed explana-
tion based on the original content.

Make Bulleted List Converts a selected line or paragraph into a bulleted list to simplify complex information,
and enhance readability by breaking it down into easy-to-read points.

Analyze Text Performs a safety scan on each text box, prompt entry, or Generative AI output in order to
detect bias, and suggest replacement text for any language flagged as potentially biased,
discriminatory, or harmful.

Translate Translates the written text into the target language chosen by the user. The following capa-
bilities are supported with this action:

• Translation from en-US (US English) to all 46 languages supported in SAP SuccessFac-
tors.
• Full translation between the following languages: English (US), German, French, Span-
ish, Portuguese, Chinese (Simplified) and Japanese.

Make Feedback More Actionable Suggests enhancements to make recommendations for what actions the person can take
going forward.

 Note

For information about the languages supported by the AI-assisted writing tool, refer to SAP Note 3396784 .

Related Information

Enabling AI-Assisted Writing

User Feedback on AI Features

4.2 Enabling AI-Assisted Writing

Enable AI-assisted writing, including Translation and Text Analyzer features in SAP SuccessFactors applications to
help users enhance the quality of their writing.

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Continuous Feedback PUBLIC 65
Prerequisites

• You've purchased the AI units license. For more information about AI units license, please contact your Account
Executive.
• You have the Administrator Manage AI Capabilities AI Services Administration permission.
• Users have the User Permissions AI Access Assisted Writing permission.

Procedure

1. Go to Admin Center AI Services Administration .

2. In Global Features, enable the Assisted Writing switch.
Allows users to access the Enhance Writing, Change Tone, Make Shorter, Make Longer, and Make Bulleted List
actions, and other module-specific actions (if applicable) in the assisted writing menu.
3. Under Assisted Writing, you can enable additional switches as needed.
Ensure that the Assisted Writing switch is enabled before proceeding.
a. Choose the Translation switch.
Allows users to access the Translate action in the assisted writing menu to convert their content into a
target language.
b. Choose the Text Analyzer switch.
Allows users to access the Analyze Text option in the assisted writing menu to review their text for bias,
discriminatory, or harmful language.

 Note

The Translate and Analyze Text options appear in the assisted writing menu only when their respective
toggles are enabled.

Next Steps

Users can view the AI-assisted writing tool icon when they navigate to the text input area and use the options in the
assisted writing menu to enhance their writing.

Related Information

Accessing the AI Services Administration Page

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66 PUBLIC Continuous Feedback
4.3 Removing Continuous Feedback Data as an Administrator

An administrator can permanently delete feedback given to users.

Prerequisites

• Continuous Performance Management is enabled.

• The administrator role has the Administrator Permissions Manage Continuous Performance Management
Admin Access to Delete Continuous Feedback Page permission.

 Note

SAP recommends that a special permission role is created for the administrator that is allowed to delete
feedback. The deletion of the feedback by this administrator is permanent.

Context

Situations occur with Continuous Feedback where the feedback can't be deleted.

• A manager requests feedback about a direct report from another person. The feedback is technically owned by
the giver and so the manager can't delete the feedback.
• When an employee receives feedback, they can't delete it because it was requested on behalf of the manager.
• A manager can’t delete feedback when that feedback is technically owned by the employee. The system
doesn't support a manager removing feedback of an employee.

The system allows for a special administrator role that has the administrative function to permanently delete the
feedback on request.

 Caution

This feature is designed for deleting individual feedback and isn't intended for purging large quantities of
feedback. Deletion of feedback items is immediate and permanent, there’s no support available to recover
mistakenly deleted items.

 Note

You can’t delete the Feedback Request. A request can’t be deleted or withdrawn by an administrator.

The administrator granted permission to delete feedback:

• Cannot search by Manager Requested Feedback or by a manager name. The special administrator only
searches by giver or receiver name, feedback topic title, or given after or given before dates.
• Cannot view the content of the feedback. The administrator only sees the date, giver and receiver names, and
the feedback topic title.

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Continuous Feedback PUBLIC 67
• Any deletion of feedback by the administrator is permanent and can’t be restored.
• In Reporting, the Feedback status is shown as deleted and Last updated by shows the name of the
administrator.

 Remember

If the recipient of the feedback is inactive in the system, an administrator can't delete the feedback. An inactive
user doesn't appear when searching the Receiver Name field. No search results are returned for Giver Name for
an inactive user.

Procedure

1. Sign in as an administrator and go to Admin Center Tools Delete Continuous Feedback .

A Delete Continuous Feedback view is shown.

2. Enter at least one search criteria for the following fields to begin:
• Receiver Name
• Giver Name
• Topic
• Given After (date)
• Given Before (date)

Results are shown in the Feedback table.

 Note

200 items is the maximum number of results returned for a search. 200 is also the maximum number of
items you can delete at one time.

3. Select the checkbox for the rows of feedback to delete.

4. Choose Delete Selected Feedback.

Results

Selected feedback is permanently deleted. Once deleted, no revert is possible.

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5 Continuous Performance Management To-
Do Panel Notifications

Users receive alerts about their pending tasks in the To-Do panel in the web and mobile applications.

By default, the system triggers To Do notifications for when they receive a feedback request.

Related Information

Enabling the To-Do Panel

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Continuous Performance Management To-Do Panel Notifications PUBLIC 69
6 Continuous Performance Management
Email Notifications

You can enable Continuous Performance Management to send emails so that users and administrators receive
timely updates about Continuous Performance Management. The emails alert employees to changes that require
attention, like pending tasks.

You can enable and configure email notifications in Admin Center Email Notification Templates Settings .

The email notifications listed below, if enabled, are triggered when certain actions linked to the notifications occur.

• Activity Update Notification

• Continuous Feedback Received Notification
• Continuous Feedback Responded Request Notification

 Note

This email is only received by managers on feedback requests that they make for their direct reports.

• Continuous Feedback Request Notification

• Multiple Roles 1:1 Meeting Invitation
• Multiple Roles 1:1 Meeting Invitation Accepted
• Delivery Status of Multiple Roles 1:1 Meeting Invitations: When any failed delivery happens, the email will be
sent.
• Channel Deletion Notification to Owners
• Channel Deletion or Move Notification to Participants

The following notifications aren’t run on actions taken, but tied to the provisioning job:

• Delivery Status of Multiple Roles 1:1 Meeting Invitations: When you bulk send more than 40 invitations at once,
a Provisioning job is triggered to perform the task. After the job completes, the email will be sent.
• Channel Deletion Notification to Administrators: When you delete more than 50 channels at once, a
Provisioning job is triggered to perform the task. After the job completes, the email will be sent.

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6.1 Enabling Continuous Performance Management Feedback
and Response Emails

You can enable Continuous Performance Management to send emails when users receive feedback and when they
receive responses to their feedback requests.

Prerequisites

• Enable Intelligent Services for your instance through the Upgrade Center.

 Note

By default, email notification uses the Intelligent Services event framework to recognize the sending of
feedback. Alternatively, if you want to send email notifications for receiving feedback and for receiving
responses to feedback requests, then enable Intelligent Services for your instance.

Context

By default, the Feedback tab lists ad-hoc feedback messages an employee receives from other employees.
However, you can also send email notifications to the employee when the employee receives feedback or responses
to a feedback request. To enable the email notifications:

Procedure

1. In Admin Center, go to Email Notification Templates Settings.

2. Select either or all of the two email notifications based on your business need.

• Select Continuous Feedback Received Notification to enable email notification for receiving feedback.
• Select Continuous Feedback Responded Request Notification to enable email notification for receiving
responses to a feedback request.
3. Review the default e-mail template on the right half of the page. By default, an email notification contains the
feedback provider's name, the feedback receiver's name, and a link to the feedback in the application. You can
customize the content of the email template, as desired. Please only use the tokens supported in each email
template that are listed.
4. Click Save Notification Settings.

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Results

Employees receive notification emails whenever they receive feedback or responses to their feedback requests.

6.2 Enabling Continuous Performance Management Feedback

Request Emails

You can enable Continuous Performance Management to send emails to employees when they receive requests to
provide feedback about other employees.

Prerequisites

• Enable Intelligent Services for your instance through the Upgrade Center.

 Note

By default, email notification uses the Intelligent Services event framework to recognize the sending of
feedback. Alternatively, if you want to send email notification for receiving feedback requests, then enable
Intelligent Services for your instance.

Context

When employees receive a feedback request, the system displays the request in a home page and under
Notifications. However, you can also send an email notification to the employee when the employee receives a
feedback request.

Procedure

1. Log on as an administrator and go to Admin Center Tools E-mail Notification Template Settings .
2. Select Continuous Feedback Request Notification.
3. Review the default email template on the right half of the page. By default, an email notification contains
the feedback requester's name, the feedback requestee's name, the feedback receiver's name, and a link to
the feedback request. You can customize the template to best suit the needs of your organization. Please
only use the tokens supported for the template: [[FEEDBACK_REQUESTEE]], [[FEEDBACK_REQUESTER]],
[[REQUEST_SUBJECT_PERSON]], [[FEEDBACK_REQUEST_LINK]], and [[RECIPIENT_USERNAME]].
4. Choose Save Notification Settings.

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Results

Employees receive email notifications whenever they receive feedback requests.

6.3 Enabling Continuous Performance Management Activity

Update From Manager Emails

You can enable Continuous Performance Management to send emails to employees when their managers add
updates to employee activities.

Context

By default, employees can view updates or comments made by their managers on Activities. However, you can also
send an email notification to the employee when the employee receives a manager update or comment. This helps
employees receive manager guidance immediately. To send this email notification, enable it on the email templates
configuration page, and configure it as an Intelligent Services event.

 Note

• The Activity Update Notification is only supported for the direct manager to direct report relationship.
• The Activity Update Notification isn't triggered for the multiple roles functionality. For example, when the
Meeting Channel owner in the shared channel adds an update to the subject's Activity, no notification is
triggered from this action.

Procedure

1. Sign in as an administrator and go to Admin Center Tools Email Notification Templates Settings .
2. Select Activity Update Notification, and review the default email template on the right half of the page. You can
customize the content of the email template as desired.
3. Choose Save Notification Settings.

4. To activate the Continuous Performance Activity event that triggers the notification, go to Admin Center
Intelligent Services Center , and select Continuous Performance Management Activity.
5. On the Flow tab, under Activities on the right, select Notify employee about activity update.
6. To save, choose  Additional Options and Save Flow.

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Results

Employees receive notification emails whenever their managers add updates to their activities.

6.4 Enabling Continuous Performance Management Multiple

Roles 1:1 Meeting Invitation Emails

If you use the multiple roles functionality, you can enable Continuous Performance Management to send email
notifications to employees when other employees invite them to a 1:1 meeting channel.

Prerequisites

• Continuous Performance Management is enabled.

• Enable Multiple Role Support is enabled on Features Configuration section of the Continuous Performance
Management Configuration in the Admin Center.
• Enable Meeting Notes is enabled on Features Configuration section of the Continuous Performance
Management Configuration in the Admin Center.

Context

By default, an employee can accept channel invitations from other employees. However, you can also send an
email notification to the employee when the employee receives a channel invitation. Sending an email helps
employees accept channel invitations immediately. To send this email notification, enable it on the email templates
configuration page, and then configure it as an Intelligent Services event.

Procedure

1. Log on to the system as an administrator. In Admin Center, go to Email Notification Templates Settings.
2. Select Multiple Roles 1:1 Meeting Invitation and review the default email template on the right column. You can
customize the content of the e-mail template, as desired.
3. Choose Save Notification Settings.

4. To activate the multiple role channel event that triggers the email notification, go to Admin Center
Intelligent Service Center .
5. Select Multiple Role Channel Event.
6. Choose  Additional Options and then Save Flow.

The system adds a new flow rule.

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Results

Employees receive email notifications upon getting a new meeting-space invitation.

Related Information

Continuous Performance Management Email Notifications [page 70]

6.5 Enabling Continuous Performance Management Reply

Emails When Employees Accept a Multiple Roles 1:1
Meeting Invitation

If you use multiple roles functionality, you can enable Continuous Performance Management to send emails to
employees when their 1:1 meeting channel invitation is accepted by other employees.

Prerequisites

• Continuous Performance Management is enabled.

• Enable Multiple Role Support is enabled on Features Configuration section of the Continuous Performance
Management Configuration in the Admin Center.
• Enable Meeting Notes is enabled on the Features Configuration section of the Continuous Performance
Management Configuration in the Admin Center.

Context

By default, employees can view when another employee has accepted their channel invitation. However, you can
also send an email notification to the inviting employee when the invitation has been accepted. Sending an email
helps employees use new channels immediately. To send this email notification, enable it on the email templates
configuration page, and configure it as an Intelligent Services event.

Procedure

1. Log on to the system as an administrator. In Admin Center, go to Email Notification Templates Settings.
2. Select Multiple Roles 1:1 Meeting Invitation Accepted and review the default e-mail template on the right
column. You can customize the content of the e-mail template, as desired.

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3. Choose Save Notification Settings.

4. To activate the multiple role channel event that triggers the email notification, go to Admin Center
Intelligent Service Center .
5. Select Multiple Role Channel Event.

The Multiple Role Channel Event details view is shown.

6. Choose  Additional Options and then Save Flow.

The system adds a new flow rule.

Results

Employees send email notification upon accepting a new meeting-space invitation.

Related Information

Continuous Performance Management Email Notifications [page 70]

6.6 Delivery Status of Continuous Performance Management

Multiple Roles 1:1 Meeting Invitations

The Delivery Status of Multiple Roles 1:1 Meeting Invitations email is for channel invitation senders. They
receive the email if the results of their mass invitation delivery can't be immediately displayed in the Continuous
Performance page or if any delivery fails.

The Delivery Status of Multiple Roles 1:1 Meeting Invitations notification setting is enabled by default in Email
Notification Templates Settings admin tool. You can't disable it but you can modify the email content to suit your
needs.

The Delivery Status of Multiple Roles 1:1 Meeting Invitations email template supports two tokens:

• [[INVITER_NAME]]: The name of the channel inviter.

• [[RESULTS]]: A list of invitation recipients who successfully received the message. If there are any failed
deliveries, the email also displays a list of recipients who didn't receive the message.

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6.7 Enabling Continuous Performance Management Channel
Deletion Emails

You can enable Continuous Performance Management to send emails to employees when their channels are
deleted or moved. You can also enable an email that announces the result of the channel deletion job requested by
an admin user.

Context

The email notifications are enabled by default. They use preset templates:

• Channel Deletion Notification to Owners: Notifies channel owners when the administrator deletes a channel for
them. Tokens included in this email are [[RECIPIENT_NAME]] and [[USER_NAME]]. The former is populated
with the channel owner name, the latter the participant name.
• Channel Deletion or Move Notification to Participants: Notifies channel participants that a channel is deleted
or moved to Hidden Channels because the channel becomes ownerless after the owner leaves it, or the
administrator removes the owner from it. Tokens included in this email are [[RECIPIENT_NAME]] and
[[USER_NAME]]. The former is populated with the channel participant name, the latter the owner name.
• Channel Deletion Notification to Administrators: Informs administrators of the deletion result of each channel. A
deletion job will run in Provisioning when more than 50 channels need to be deleted at once. If an administrator
chooses to delete 50 or fewer, the result immediately pops up in a message, then the system won't send the
email. Tokens included in this email are [[RECIPIENT_NAME]], [[REQUEST_DATE]], [[REQUEST_TIME]], and
[[RESULTS]]. They are populated respectively with the administrator name, the deletion job request date, the
deletion job request time, and the list of deleted or not deleted channels with the names of their owner and
participant.

Procedure

1. Go to Admin Center E-Mail Notification Templates Settings .

2. Choose a email notification and review the settings and content of the email.
3. (Optional) Adjust the email content based on your business need.
4. Save your changes.
5. (Optional) If you want to turn off a notification, deselect the corresponding checkbox.

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7 Continuous Performance Management
APIs to Support Activities and
Achievements

Public, REST APIs are available on the SAP Business Accelerator Hub for building extensions and integrations for
activities and achievements.

Representational State Transfer (REST) APIs have been developed for Continuous Performance Management
(CPM) to support activities and achievements. These actions include:

• Activities
• Get Activities
• Post Activities
• Get Activity Record ID
• Patch Activity Record ID
• Delete Activity Record ID
• Activity Updates
• Get Activity Updates
• Post Activity Updates
• Patch Activity Updates
• Delete Activity Updates
• Activity Status
• Get Activity Status
• Achievements
• Get Achievements
• User Permission
• Get User Permissions

These APIs get activity with pagination , Goals, and Achievements, as well as get permission for Activities and
Achievements.

 Note

In Continuous Performance Management (CPM), an Achievement is considered as an Activity, but tagged as an

Achievement. Create, read, update, and delete operations for achievements are supported through the Activity
APIs.

There’s an additional OData v4 API for Continuous Feedback available on the SAP Business Accelerator Hub.

Related Information

Continuous Performance Management REST APIs on the SAP Business Accelerator Hub

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78 PUBLIC Continuous Performance Management APIs to Support Activities and Achievements
SAP Business Accelerator Hub for Continuous Feedback OData v4 API

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Continuous Performance Management APIs to Support Activities and Achievements PUBLIC 79
8 Integrating with Other SAP SuccessFactors
Modules

Configure your system to allow Continuous Performance Management to share functionality with other SAP
SuccessFactors modules.

CPM and the Reimagined Home Page Experience

The home page experience include the following for CPM.

 Note

Actions taken on the Home Page can create to-do tasks. The To-Do panel is available from any page view by
selecting the  To-Do Items icon. For the To-Do panel to be visible for users, an administrator selects the
checkbox for Enable To-Do Panel on Company System and Logo Setting from the Admin Center.

Feature Comments

Quick Actions Create Activity Quick Actions allow users to create

Give Feedback an activity, give feedback, or request
Request Feedback feedback without navigating away from
the home page. Administrators control
which Quick Actions are visible for

the user by going to Admin Center

Manage Home Page Quick Actions .

Activity Cards Shows recent activities on the home Activity cards show on the user's home
page of the user.
page. More than one activity is stacked
under the top activity. Choosing View All
expands to show all activity cards.

The Activity card shows updates to

activities created by a user. Updates also
include activities by the user’s manager,
for example, adding comments to the
user’s activities.

 Note
The Activity card does not support
multiple role functionality. An
Activity card is shown only when a
manager makes an update and not

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80 PUBLIC Integrating with Other SAP SuccessFactors Modules
Feature Comments

when another channel owner makes

an update.

CPM Integration

Learn about integration of Continuous Performance Management across the SAP SuccessFactors HCM suite. The
following subtopics describe the configuration steps needed.

8.1 Integrating with Goal Management

If you're using the legacy Goal Management, you can view Continuous Performance Management achievements on
the goal plan page. If you're using the latest Goal Management, you can view activities on the goal details page.

Prerequisites

• The Enable Goal Management Access Permission setting is enabled in the Goal Management Feature Settings
admin tool.
• Users have the permission to view or edit achievements and activities under User Permissions Continuous
Performance Management .
• Users have the permissions to access and use Goal Management.

Context

• In the Activities view of Continuous Performance page, users can create performance goals and development
goals and link them to activities. The goals and linked activities are automatically synced to and displayed in the
goal module page.

 Note

If you're using the legacy Goal Management, only achievements (completed activities marked as
achievements) can be displayed in the goal module page.

• In the latest Goal Management page, users can create activities under goals. They can track the progress of
these activities towards goals in the Activities view of Continuous Performance page.

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  Remember

When adding activities from Goal Management, the Create Activity button is only available to an employee
and their direct manager in the goal details page.

The following table describes the differences in functionality when using the legacy versus the latest version of Goal
Management with Continuous Performance Management.

Integration with the latest Goal Integration with the legacy Goal
Functionality Management Management (GM v12)

Create and view activities directly from Yes No

with the goal plan

Continuous Feedback visible on the goal No Yes

plan
The goal details page provides link
to activity details page which shows
feedback information.

Achievements visible on the goal plan Yes Yes

Activities in any status are visible,

including achievements (completed
activities marked as achievements).

Do CPM Achievements and feedback Yes Yes

integrate into the Performance Form?
The Performance Form pulls in both The Performance Form pulls in both
old stand-alone Achievements and new old stand-alone Achievements and new
Activities tagged as Achievements. Activities tagged as Achievements.

 Note

The following steps are required only for customers who're using the legacy Goal Management. The integration
between the latest version of Goal Management and Continuous Performance Management is automatic. The
Linked Activities section is always available on the goal details page.

Procedure

1. Go to Admin Center Manage Templates .

2. Select the Goal Plan tab, and select the goal plan template in which you want to display Continuous
Performance Management achievements or activities.
3. Choose the General Settings tab and select Display Continuous PM Achievements on your goal plan checkbox.
If you've enabled the latest Goal Management, this option is automatically on and invisible from UI.
4. Save your changes.

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Results

• For the legacy Goal Management: The CPM Achievements column is available on the Goal Plan page.

 Note

The number of Continuous Performance Achievements linked with each goal appears in the CPM
Achievements column on the Goal Plan page. When you choose the count under the CPM Achievements
column, a pop-up window lists out the details of the linked achievements (completed activities), along with
the feedback on the achievements. Please note that you can search for the linked achievements only by
their title, not by any other metadata.

• For the latest Goal Management: The Linked Activities section is displayed on the goal details page. By selecting
an activity name, you opens the activity details page.

Related Information

Goals Management Overview

8.2 Integrating with Performance Management

Performance Management Achievements (or activities tagged as achievements) can be integrated into a
performance form. If the performance form includes sections for performance and development goals,
achievements are linked to and shown on performance form goals.

Prerequisites

• SuccessFactors Performance Management v12 Acceleration

• Role-based permissions to access Performance Management.
• Role-based permissions to access Continuous Performance Management.
• You've granted users with the View permission of Achievement under User Permissions for Continuous
Performance Management in Manage Permission Roles.
• Goal Management and/or Career Development planning is enabled.

Context

Performance Management is part of the SAP SuccessFactors Performance & Goals bundle of applications. Using
Performance Management, employees and managers work together to assess employees' work performance,
including their goal achievements and competencies. By integrating with Continuous Performance Management

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Integrating with Other SAP SuccessFactors Modules PUBLIC 83
achievements and feedback on the achievement can be created and shared automatically with the performance
form.

• If the Activity is marked as an Achievement, then the Feedback can be displayed under the Achievement tab in
the performance form.
• Only Feedback linked to activities marked as an Achievement will display in the performance form.

For an Achievement to display in the goal section of the performance form, the following criteria must be met:

• The system default Goal Plan must be linked to the goal section of the Performance Form Template.
• The Achievements tabs must be enabled in the Form Template Settings.
• The activity from which the Achievement was created MUST be linked to a goal from the default goal plan.
• The Achievement creation date must be within the start and end dates selected for the performance form. For
example, a Performance Goals form begins 1 July and ends in 31 July. If an achievement for the goal is dated 1
August, then that achievement isn't included in the form.

For the Feedback to display in the goal section of the performance form of the Performance Form Template, all of
the previous criteria for showing the Achievement must be met as well as these additional settings:

• The Display Achievements Feedback for Performance/Development Goal Achievements must be enabled in
Form Template Settings.
• The Feedback must be linked to an Activity that has been marked as Achievement.

 Note

The linking of the Activity to the Goal is dynamic on the Performance Form. If the link to the goal is removed
from the Activity (from which the Achievement is created), that achievement is no longer shown in the
Achievements tab for that goal.

 Note

Achievements and Feedback aren't shown in the Performance Form PDF/Print Views. As a work-around, using
the browser print to PDF options does show the Achievements and Feedback.

Procedure

1. Go to Admin Center Tools Form Template Settings and select these performance form templates to
integrate settings:
a. Enable Achievements tab in Performance Goal Section
b. Display Achievement Feedback for Performance Goal Achievements
c. Enable Achievements tab in Development Goal Section
d. Display Achievement Feedback for Development Goal Achievements
2. Choose Update Form Template.

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Results

The system displays the Achievements tab on your Performance Review form and Development Goals form.
The Achievements tab is visible only to users who have the necessary role-based permissions to access your
performance review form and development goals form, and permission to view your achievements.

Related Information

Managing the Performance Form After it is Launched

8.3 Integrating with the Career Development Plan

You can link the achievements that you add through Continuous Performance Management to your development
goals.

Prerequisites

• Role-based permissions to access Continuous Performance Management

• Role-based permissions to access Career Development Planning

Context

Linking achievements to development goals enables achievements and the feedback received on the
achievements, to be included with the development plan.

 Note

This is an SAP SuccessFactors Business Beyond Bias feature. Use it to support processes that detect, prevent,
or eliminate the influence of bias, helping you achieve your diversity and inclusion goals.

Procedure

1. Log on as an administrator and go to Admin Center Tools Manage Templates .

The Manage Templates view is shown.

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Integrating with Other SAP SuccessFactors Modules PUBLIC 85
2. Select the Development tab, and select the development plan template to integrate with Continuous
Performance Management achievements.
3. Choose General Settings and select Display Continuous PM Achievements on Development goal plan, then
choose: Save.

Results

A CPM Achievements column shows in the development plan that you modified.

8.4 Integrating with Compensation

You can link achievements to a Compensation template.

Prerequisites

• Permissions to access Compensation

• Role-based permission to access Continuous Performance Management

Context

The following steps enable viewing achievements in the compensation worksheets of the Compensation template.
When achievements are linked to the Compensation, the CPM Achievements is shown on the dropdown list for
the compensation worksheet. Planners, who make compensation decisions, can access employee achievements
directly from the compensation worksheet.

Procedure

1. Log on as an administrator and go to Admin Center Compensation Home .

2. Select a Compensation Plan template.

3. Go to Plan Setup Settings Advanced Settings , and select Allow access to the Continuous Performance
Management Achievement view.
4. Choose Update Form Template.

You can now access the CPM Achievements tab from the compensation worksheet.
5. Go back to Compensation.

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6. Select a Compensation worksheet based on the selected Compensation Plan template.
7. Under any Employee dropdown, you can select Open Achievements to be taken to the CPM Achievements tab.

8.5 Integrating with Calibration

The achievements that are created from Continuous Performance Management can show in Calibration sessions.

Prerequisites

• Permission to access Calibration

• Role-based permission to access Continuous Performance Management

Context

Linking achievements to the Sessions tab enables managers to view the achievements of their direct reports in
Calibration sessions.

 Note

You can enable only managers to view employee Continuous Performance Management achievements.

Procedure

1. Log on as an administrator and go to Admin Center Tools Manage Calibration Templates .

The Manage Calibration Templates view is shown.

2. Select the Calibration template to include the Continuous Performance Management achievements.

The selected template details view is shown.

3. Choose the Data tab, scroll down, and select Others.
4. Select Allow access to Continuous Performance Management Achievements,
5. Choose Save.

Results

Continuous Performance Management achievements are shown in a dropdown option for the Calibration session.

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8.6 Integrating with Talent Intelligence Hub

You can enable Talent Intelligence Hub to use AI-assisted capabilities to recommend relevant skills for your
employees' Growth Portfolios. These recommendations are based on data from your employees' activities,
achievements, and feedback in Continuous Performance Management.

Prerequisites

• You've purchased the AI units. For more information, please contact your Account Executive.
• You’ve implemented Continuous Performance Management.
• You’ve implemented Talent Intelligence Hub and have enabled the Growth Portfolio.
• You have the Administrator Permissions Manage AI Capabilities AI Services Administration permission.
• Employees must have the set of permissions to access Continuous Performance and Continuous Feedback,
as well as permissions for activities, achievements, and feedback for that data to be shared with the Talent
Intelligence Hub.

Procedure

1. Go to AI Services Administration admin page. In the Talent Intelligence Hub section, enable the Assisted Skill
Recommendations Using Continuous Performance Management Data setting.

2. Grant employees the User Permissions AI Access Assisted Skill Recommendations Using Continuous
Performance Management Data , so that they can receive skill recommendations based on their own
activities, achievements, and feedback data.

Related Information

Recommending Skills Based on Continuous Performance Management Data

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8.7 Continuous Performance Management on the Home Page

Continuous Performance Management is part of SAP SuccessFactors Performance & Goals and includes the
following content on the home page.

Name Description Where Shown When Shown Prerequisites On Mobile?

Create Activity Enables you to cre- Quick Actions Always shown, • Continuous Yes
based on system
ate an activity di- Performance
configuration and
rectly from the Management
user permission.
home page. is enabled.
Once the Create
• You have
 Note Activity quick ac- Access
tion is enabled, it's Continuous
The create ac-
visible to all users Performance
tivity quick ac-
with the Access the Data permis-
tion ONLY cre-
latest Home Page sion.
ates an activity
permission, regard-
on your chan- • You have View
less of whether
nel with your and Edit
they have Edit ac-
line manager. If Activity per-
tivity permission
you have multi- missions.
granted to them.
ple roles ena- • It's selected at
bled, the quick
 Note Manage
action doesn’t
If a user Home Page
support creat-
doesn't have Quick
ing an activity
on other chan- the Edit activity Actions .
nels in which permission,

you’re partici- but tries to cre-

pating. ate an activity

on the home
page card, they
won't be able
to save the ac-
tivity

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Name Description Where Shown When Shown Prerequisites On Mobile?

Request Feedback Enables you to re- Quick Actions Always shown, • Continuous Yes
quest feedback di- based on system
Performance
rectly from the configuration and
Management
home page. user permission.
is enabled.
 Note • You have Limit
about whom
This quick ac-
feedback can
tion only allows
be requested
the request to
permission.
be sent to one
person at a
• You have
Access
time
Continuous
Feedback Data
permission.
• You have
Request
feedback from
others permis-
sion.
• It's selected at

Manage

Home Page
Quick

Actions .

Give Feedback Enables you to pro- Quick Actions Always shown, • Continuous Yes
vide feedback to based on system
Performance
others directly from configuration and
Management
the home page. user permission.
is enabled.
• You have
Access
Continuous
Feedback Data
permission.
• You have Give
Continuous
Feedback per-
mission.
• It's selected at

Manage

Home Page
Quick

Actions .

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Name Description Where Shown When Shown Prerequisites On Mobile?

Activity Displays any activi- For You Today Yes

Appears when any • Continuous
ties that have been
comments are Performance
updated recently.
added to one of Management
For example, if your
manager adds a your activities is enabled.
comment to an ac-
Disappears when • Intelligent
tivity, it appears on
you view the up- Services is en-
the home page.
date on the card or abled.
after 30 days, if no
action is taken.

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Name Description Where Shown When Shown Prerequisites On Mobile?

Feedback Request Alerts you to a re- For You Today Appears when • You have Ac-
quest for providing cess Continu-
someone requests
feedback ous Feedback
you to provide feed-
Data permis-
back.
sion.
Disappears when • You have Ac-
you take action to cess Continu-
respond or when ous Feedback
Page permis-
you decline the re-
sion.
quest on the card.
• You have Give
Continuous
Feedback per-
mission.
• The requester
has Request
Feedback
from others
permission.
• The requester
has Limit
about whom
feedback can
be requested
permission.
• The card is se-
lected in
Admin
CenterManage
Home
PageCard
Settings.

 Note
Permissions
listed need a
Permission
Group or Tar-
get Population
defined. The
administrator
defines those
target popula-
tions on the
Permission
Role Details
and then Grant
this role to...
The adminis-
trator then ei-
ther adds a
new permis-

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Name Description Where Shown When Shown Prerequisites On Mobile?

sion group or
target popula-
tion or edits an
existing role.
After adding
the assign-
ments, choose
Done to close
the dialog box.
Select the row
and choose
Make Active
and then
choose Save
Changes.

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9 Integration with Other Applications

9.1 Integration with Microsoft 365

9.1.1 Continuous Performance Management Quick Actions in

the SAP SuccessFactors App

Learn about Continuous Performance Management quick actions available through the SAP SuccessFactors app in
Microsoft Teams.

General Requirements

• You've enabled the SAP SuccessFactors app for Microsoft Teams.

• You have a Performance & Goals license.
• Continuous Performance Management is enabled.
• Users have the User Permissions Continuous Performance Management User Permission Access
Continuous Performance Data and Access Continuous Feedback Data permissions.
• Users have the User Permissions General User Permission User Search permission and are included in
the target population. The Exclude granted users from having the same access to themselves option must not
be selected. The defaultLocale field must be configured in the user API.
• Users must not have the Administrator Permissions Manage User Employee Export permission. If
users have this permission, they must be included in the target population, and the Exclude granted users from
having the same access to themselves option must not be selected.

Quick Actions

Name Description Prerequisites

Request Feedback Allows users to send feedback re- • The Continuous Feedback feature is enabled.
quests directly from Teams.
• Request Feedback is enabled in Admin Center Manage
Home Page Quick Actions .

• Users have the User Permissions Continuous Performance

Management User Permission Request feedback from
others permission.

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94 PUBLIC Integration with Other Applications
Name Description Prerequisites

Give Feedback Allows users to provide feedback • The Continuous Feedback feature is enabled.
for others directly from Teams.
• Give Feedback is enabled in Admin Center Manage Home
Page Quick Actions .

• Users have the User Permissions Continuous Performance

Management User Permission Give Continuous Feedback
permission.

Create Activity Allows users to create activities

• Create Activity is enabled in Admin Center Manage Home
and link them to relevant per-
formance or development goals. Page Quick Actions .
• To link activities to performance or development goals: you've
enabled the latest Goal Management or Development Goals.
• Users have these permissions:

• Permission to view and edit the item Activity under User

Permissions Continuous Performance Management
• Permission to view and edit the item Achievement
under User Permissions Continuous Performance
Management

• To link activities to performance goals: User Permissions

Goals Goal Management Access

• To link activities to development goals: User Permissions

Career Development Planning Career Development
Plan (CDP) Access Permission

Important Notes

• Create Activity doesn't support multiple roles. Activities created in Teams only appear in a user's channel with
their line manager.
• When using Create Activity, users might be asked to log in to their SAP SuccessFactors account in Teams.
The experience is consistent with your current SAP SuccessFactors authentication process in a web browser.
The frequency at which users are asked to log in depends on their current IDP session timeout period.
• In delegated access scenarios, feedback can't be requested from or sent to users who haven't connected their
accounts for user mapping in Teams.

Related Information

Enabling the SAP SuccessFactors App for Microsoft Teams

How-To Video: Request and Give Feedback in Microsoft Teams
How-To Video: Create Activity in Microsoft Teams
Enabling Continuous Performance Management from the Admin Center

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Integration with Other Applications PUBLIC 95
Configuring Continuous Feedback

9.1.2 Continuous Performance Management Notification Cards

in the SAP SuccessFactors App

Learn about Continuous Performance Management notification cards users can receive in Microsoft Teams.

General Requirements

• You've enabled the SAP SuccessFactors app for Microsoft Teams.

• You have a Performance & Goals license.
• Continuous Performance Management is enabled.
• Users have the User Permissions General User Permission User Search permission and are included in
the target population. The Exclude granted users from having the same access to themselves option must not
be selected. The defaultLocale field must be configured in the user API.
• Users must not have the Administrator Permissions Manage User Employee Export permission. If
users have this permission, they must be included in the target population, and the Exclude granted users from
having the same access to themselves option must not be selected.

Cards

Name Description When Received Prerequisites

Feedback Request Displays the feedback requestor and feedback Someone sends a feed- The Continuous Feed-
topic. back request to users. back feature is enabled.
Allows users to give feedback inside Teams.

New Feedback Displays the feedback provider and feedabck Someone provides
topic. feedback for users.
Allows users to view more details about the feed-
back inside Teams.
Takes users to their SAP SuccessFactors system
to check feedback details.

Activities Displays basic information about an activity that A manager adds com-
has been recently updated. ments to one of the
users' activities.

Related Information

Enabling the SAP SuccessFactors App for Microsoft Teams

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96 PUBLIC Integration with Other Applications
9.2 Qualtrics Feedback for Continuous Performance
Management

By integrating your SAP SuccessFactors system with Qualtrics, you can create opportunities for employees to
provide feedback at specific intervals after they've met with their managers.

To add Qualtrics feedback opportunities, enable and integrate Qualtrics with your SAP SuccessFactors system.
Refer to Integrating SAP SuccessFactors with Qualtrics for details.

SAP SuccessFactors allows you to display feedback opportunities in various places by creating an integration
between Qualtrics intercepts and SAP SuccessFactors. For Continuous Performance Management, you can ask
questions such as "How satisfied are you with your most recent performance review?"

Related Information

Integrating SAP SuccessFactors with Qualtrics

In-App Survey Integrations for Continuous Performance Management

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Integration with Other Applications PUBLIC 97
10 Centralized Data Protection and Privacy

Data protection and privacy features work best when implemented suite-wide, and not product-by-product. For this
reason, they’re documented centrally.

The Implementing and Managing Data Protection and Privacy guide provides instructions for setting up and using
data protection and privacy features throughout the SAP SuccessFactors HCM suite. Please refer to the central
guide for details.

 Note

SAP SuccessFactors values data protection as essential and is fully committed to help customers complying
with applicable regulations – including the requirements imposed by the General Data Protection Regulation
(GDPR).

By delivering features and functionalities that are designed to strengthen data protection and security,
customers get valuable support in their compliance efforts. However, it remains each customer’s responsibility
to evaluate legal requirements and implement, configure, and use the features provided by SAP SuccessFactors
in compliance with all applicable regulations.

Related Information

Implementing and Managing Data Protection and Privacy

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11 Data Extraction Options for Continuous
Performance Management

Details of the options for exporting or extracting data and forms from Continuous Performance Management.

Overview

• You're responsible for exporting all data, setting filter parameters, processes, users reporting permission, and
validating that the export contains the required information.
• The user exporting data must have full reporting permissions for all of the divisions departments, locations,
and so on, to ensure all of the information is included in the report.
• To generate reports, permission access to the Reports module is required. Follow the steps described in the
Permissions Required for Using Story Reports topic in the Using Stories in People Analytics guide to assign the
necessary permissions for reporting.
• The reporting functionality is designed to be used for human readable content and shouldn't be used for data
dumps.
• Some reports may not export data for inactive users.
• System performance issues occur when huge amounts of data are processed. Run those kinds of reports
outside of business hours of the region where the SuccessFactors data center is located.
• Sometimes it is necessary to breakdown reports by year, division, department, and so on for an exported
spreadsheet to successfully download.
• Very large output files are difficult for a user's local computer to handle.

Extended User Information

It's possible to export the Extended User Information, which consists of supplemental data about users in your
SAP SuccessFactors system. This information is beyond the basic user information such as name, job title,
and department. Extended user information includes personal information, rating data (Performance, Potential,
Competency, Objective) and background information. For more information on this topic and for a detailed
procedure on how to export the Extended User Data, refer to the Exporting Extended User Information topic in
the Managing User Information guide.

Reports

You can track details such as the list of completed activities, achievements year to date, and total number of 1:1
meetings between employee and manager. To run a report on Continuous Performance Management, refer to the
Creating a Story Report topic in the Using Stories in People Analytics guide.

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Data Extraction Options for Continuous Performance Management PUBLIC 99
OData and REST APIs

APIs enable you to review, create, update, and delete operations for the Continuous Performance Management
related entities. For more information, refer to the ContinuousFeedback.svc topic in the SAP SuccessFactors
API Reference Guide (OData V4) and the Continuous Performance Management APIs to Support Activities and
Achievements topic int the Using Continuous Performance Management guide. Technical information can also be
found on the SAP Business Accelerator Hub.

Related Information

Permissions Required for Using Story Reports

Exporting Extended User Information
Creating a Story Report
Continuous Feedback OData V4 API
Continuous Performance Management APIs to Support Activities and Achievements
SAP Business Accelerator Hub for SuccessFactors APIs
Schema Joins Available for Story Reports

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100 PUBLIC Data Extraction Options for Continuous Performance Management
Change History

Learn about changes to the documentation for the Continuous Performance Management guide in recent releases.

1H 2025

Type of Change Description More Info

Changed We made some content structure adjust- Continuous Performance [page 43]
ments. We grouped related topics col- Continuous Feedback [page 60]
lapsed into sections with new overview
topics in the table of content, to enhance
navigational experience and reader's un-
derstanding of the guide structure. We
also removed duplicate content from the
topics and its child topics to make the
text more concise.

Changed We've separated user permissions for the Role-Based Permissions for Continuous
data and UI access of Continuous Per- Performance Management [page 15]

formance Management and rephrased

the module's permission categories for
clarity. Four new permissions are added
to replace the older two:

• Access Continuous Performance

Data
• Access Continuous Performance
Page
• Access Continuous Feedback Data
• Access Continuous Feedback Page

The updated permission category names

are:

• User permission category:

Continuous Performance
Management User Permission
• Administrator permission category:
Manage Continuous Performance
Management

Using Continuous Performance Management

Change History PUBLIC 101
2H 2024

Type of Change Description More Info

December 13, 2024

Added We added information about the maxi- Continuous Performance Management

mum number of goals and activities that Overview [page 4]
can show in Activities, Achievements,
and Meeting views.

October 4, 2024

Added We added a topic about the integration Integrating with Talent Intelligence Hub
between Continuous Performance Man- [page 88]
agement and Talent Intelligence Hub.

Added We added information about two new

role-based permissions:

• Delete Channels for administrators

• Assisted Skill Recommendations
Using Continuous Performance
Management Data for users

Added We added information about four new Delivery Status of Continuous Perform-
email notifications: ance Management Multiple Roles 1:1
Meeting Invitations [page 76]
• Delivery Status of Multiple Roles 1:1
Meeting Invitations Enabling Continuous Performance Man-
agement Channel Deletion Emails [page
• Channel Deletion Notification to
77]
Owners
• Channel Deletion or Move
Notification to Participants
• Channel Deletion Notification to
Administrators

Added We added information about a new set- Enabling Features in Continuous Per-
ting option in Continuous Performance formance Management [page 26]
Management Configuration admin page:
Enable matrix managers and matrix re-
ports to be shown as people selections
for Channels by default.

Changed In this topic, we removed the prerequi- Channels [page 43]

sites about feature configurations and
role-based permissions, because it has
been mentioned in Getting Started with
Continuous Performance Management
[page 12]. We added information about
channel categories.

Added We added three topics about creating Creating Channels [page 48]
and deleting channels. Deleting Channels as the Owner [page
49]
Deleting Channels as the Administrator
[page 50]

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102 PUBLIC Change History
Important Disclaimers and Legal Information

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About the icons:

• Links with the icon : You are entering a Web site that is not hosted by SAP. By using such links, you agree (unless expressly stated otherwise in your agreements
with SAP) to this:

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