EC Implementation Guide

Implementation Guide SuccessFactors Employee Central Document Version: Q2 2015 – June 10

Employee Central Master

INTERNAL

Content

1

Overview: Implementation Sequence. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

1.1

What is Employee Central?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8

1.2

What do you need to know before starting an implementation?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

1.3

Recommended 14-step implementation sequence. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

2

Establishing a New Customer Account. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

2.1

Provisioning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

2.2

Initial Configuration Tasks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 What Basic Options Do You Need to Set?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 What Reporting Options Do You Need to Set?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 What Attachment Options Do You Need to Set?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16 How Do You Create the Super Admin?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 How Do You Keep the User Directory and Org Chart Up to Date?. . . . . . . . . . . . . . . . . . . . . . . . . . . 17 How do you manage multiple employments?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18 Activating Employee Central SOAP APIs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Activating the New Home Page. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Activating the Admin Alert. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 Activating Embedded Analytics for Employee Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19

2.3

Configuration Setup for To-Dos. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

3

Managing Role-Based Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

3.1

Managing permission roles for Employee Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

3.2

User permissions relevant for Employee Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

3.3

Administrator permissions relevant for Employee Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 Manage Compensation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50 Manage System Properties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50 Manage User. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 Manage Time Off. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52 Manage Mass Changes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52 Employee Central API. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53 Manage Foundation Objects. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53 Manage Foundation Object Types. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53 Metadata Framework. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55 Manage Business Configuration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .55 Manage Position. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .56

4

Setting Up Data Models. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57

4.1

What are data models?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57

2

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Employee Central Master Content

General information on data model XML files. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59 HRIS Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64 List of XML Elements and Attributes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66 4.2

Setting Up the Corporate Data Model. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77 How do you set up the Corporate Data Model?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 79 XML Examples (Foundation Objects and Associations). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 83 How do you define associations?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 83

4.3

Setting Up the Succession Data Model. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 84 How do you set up the Succession Data Model?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87 XML Examples (Person and Employment Objects). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .91

4.4

Maintaining the Succession Data Model using the Business Configuration UI. . . . . . . . . . . . . . . . . . . . 98 Setting Up the Business Configuration UI. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 100 Starting the Business Configuration UI - for Administrators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102 Configuring HRIS Elements and Fields - for Administrators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 104 Adding Custom Fields and Fields Not Included in the Succession Data Model XML - for Administrators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 107 Working with Sections in HRIS Element jobInfo - for Administrators. . . . . . . . . . . . . . . . . . . . . . . .107 Assigning Configurable Rules to HRIS Elements and Fields - for Administrators. . . . . . . . . . . . . . . 108 Configuring HRIS Sync Mappings - for Administrators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .112 Configuring Country-Specific Fields - for Administrators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112

4.5

Setting up country-specific data models. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 113 How do you set up country-specific data models?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .114 How do you set up a country-specific field?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116 How do you set up a country-specific format for a field?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117 How can you influence the field order?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .117

4.6

Setting up country-specific picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117

4.7

Changing or translating portlet help. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121

5

Working with Foundation Objects. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 128

5.1

Introduction to Foundation Objects. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 128

5.2

What are the characteristics of foundation objects?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 129

5.3

What are Associations?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 130 Examples of Foundation Object Associations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .130

5.4

What is effective dating?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 131

5.5

Which foundation objects can you use to structure your business?. . . . . . . . . . . . . . . . . . . . . . . . . . . 131

5.6

Which foundation objects can you use to handle pay-related areas?. . . . . . . . . . . . . . . . . . . . . . . . . . 133

5.7

Which other foundation objects are available?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134

5.8

Setting up country-specific picklists for pay components or event reasons. . . . . . . . . . . . . . . . . . . . . 135

5.9

Which foundation objects can you use to handle job-related areas?. . . . . . . . . . . . . . . . . . . . . . . . . . 140

6

Working with MDF Foundation Objects. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 142

6.1

MDF Foundation Objects. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 142

Employee Central Master Content

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3

6.2

Setting Permissions for MDF Foundation Objects. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 143 Defining Value Help Permissions for Everyone. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 143 Defining Value Help Permissions for Admins. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 144

6.3

Defining the Search Criteria. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 145

6.4

Working with Associations, Field Criteria and Value Help. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 146

6.5

Importing MDF Foundation Objects. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 150

6.6

Adding a New Country and Related Fields to LegalEntity. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 153 Step 1: Create a New MDF Object for the Country-Specific Fields. . . . . . . . . . . . . . . . . . . . . . . . . .153 Step 2: Assign the New Object to Legal Entity. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 157

6.7

Managing the Country and Currency GO. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 158

6.8

Changes to Workflow Behavior. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 161

6.9

Customizing Standard Fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .162

7

Working with Generic Objects. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 166

7.1

What are Generic Objects?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 166

7.2

What are the characteristics of Generic Objects?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 167

7.3

How do you configure and manage Generic Objects?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .167

7.4

How do you create customer-specific Foundation Objects?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 168

7.5

How do you create associations for Generic Objects?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 170 How do you configure a Generic Object to filter another Generic Object? . . . . . . . . . . . . . . . . . . . . 170 How do you configure a Generic Object to filter a Foundation Object? . . . . . . . . . . . . . . . . . . . . . . 175 How do you configure a Foundation Object to filter another Foundation Object?. . . . . . . . . . . . . . . 179 How do you configure a Foundation Object to filter a Generic Object?. . . . . . . . . . . . . . . . . . . . . . 183

8

Creating Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 193

8.1

Setting Up Propagation Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 193

8.2

Setting up event-reason derivation rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 196 What do you need to do before you can use event-reason derivation rules?. . . . . . . . . . . . . . . . . . 200 How do you set up event-reason derivation rules?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 201 XML Examples (Event-reason derivation rules). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 202

8.3

Setting up configurable rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 207 What do you need to do before you set up configurable rules?. . . . . . . . . . . . . . . . . . . . . . . . . . . . 211 How do you set up configurable rules?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 212 Examples. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 216 Frequently Asked Questions (FAQs). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 233

9

Using MDF-Based Business Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 236

9.1

Introduction. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 236

9.2

Enabling the New Rules Framework. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .236

9.3

Configuring Rules using the Admin tools . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 237

9.4

Configuring Event Reason Derivation Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 237 Behavior. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 238

4

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Employee Central Master Content

Recommendations/Guidelines. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 239 9.5

Configuring Workflow Configuration Derivation Rules . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .239 Defining Workflow Derivation Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 240 Behavior. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 241 Behavior. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 242 Recommendations/Guidelines. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 245

9.6

Defining onSave Rules in Succession Data Model(SDM). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 246

9.7

Limitations (Applicable to both Workflow and Event Reason Derivation Onsave Rules). . . . . . . . . . . . .246

9.8

Mapping Existing YouCalc Rules to Rules in the Business Rules Framework. . . . . . . . . . . . . . . . . . . . 248

10

Setting Up Approval Workflows. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .250

10.1

What are approval workflows?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 250

10.2

When do you want to use approval workflows?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 250

10.3

What are approver types?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 250

10.4

What do you need to do first before you can create workflows?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 251 How do you create Dynamic Roles?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 251 How do you create Dynamic Groups?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 252

10.5

How do you create workflows?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 253

10.6

How do you create workflows for foundation objects?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 254

10.7

XML examples. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 260

10.8

How do you set up alerts and notifications?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 265 Set up workflow notifications. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 265 Set up reminder notifications. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .268 Set up alerts and notifications using rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 270

11

Setting Up Pay Scale. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 278

11.1

Setting up the Pay Scale Structure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 278 Define Pay Scale Groups . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .278 Define Pay Scale Levels. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .279 Pay Scale Mass Changes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .280 Rules for Indirect Valuation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 281

12

Setting Up MDF-based Payment Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 289

12.1

What is Payment Information?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 289

12.2

Setting up Payment Information (for new customers). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 289 Setting up RBP for new Payment Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 290 Setting up configuration UI for the new Payment Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . 293 Setting up the required business rules in Payment Information. . . . . . . . . . . . . . . . . . . . . . . . . . . 298 Configuring Payment Methods. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 300

12.3

Setting up Payment Information (for existing customers). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 305 Migrating Data from the old Payment Information and Direct Deposit . . . . . . . . . . . . . . . . . . . . . .306 (Optional) Setting up RBP for new Payment Information. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .312

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Setting up UI for new Payment Information portlet. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 316 Setting up the required business rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 316 13

Working with Data Imports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 317

13.1

Introduction to Data Imports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 317

13.2

Importing Foundation Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 317 How do you import Foundation Data?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 318

13.3

Translating Foundation Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 319 What do you have to do before you can translate foundation data?. . . . . . . . . . . . . . . . . . . . . . . . 319 How do you translate foundation data?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .320 Adding or changing translations for jobCode foundation objects. . . . . . . . . . . . . . . . . . . . . . . . . . 325 Adding or changing translations for all other foundation objects (except jobCode). . . . . . . . . . . . . 325 Limitations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .326

13.4

Importing Employee Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 327 How do you import Employee Data?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .330

13.5

FAQs: Importing Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 331

13.6

Purging inactive users. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 341 What you have to do first before you can purge inactive users. . . . . . . . . . . . . . . . . . . . . . . . . . . .342 To purge inactive users. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 343 To approve the purge of inactive users. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 344

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Working with Picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .345

14.1

Introduction to Picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 345

14.2

Working with ECV2 (Legacy) Picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 345 Creating ECV2 Picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .346 Modifying ECV2 Picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 347 Deleting ECV2 Picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 348 About the Picklist Import File. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 349 FAQs: Picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 351

14.3

Working with MDF Picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .352

14.4

Working with Cascading Picklists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 352

14.5

Keeping ECV2 and MDF Picklists in Sync. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 356 Step 1: Preparing the ECV2 Picklist. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 357 Step 2: Creating the MDF Picklist. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 357 Step 3: Mapping the ECV2 Picklist to the MDF Picklist. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 360 Step 4: Trigger the Sync. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 361

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Managing HRIS Sync. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 362

15.1

Human Resource Information System (HRIS) Synchronization. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 362 HRIS Full Sync. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 371

15.2

Data Integration for the Performance Management Suite. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 372

15.3

HRIS Sync configuration workbook. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 376

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Employee Central and your Mobile Device. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 378

16.1

Using Employee Central on your mobile device. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .378

16.2

Mobile Time Off. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .380

16.3

Mobile To-Dos in Employee Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 382

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Data Objects: Quick Reference Tables. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 384

17.1

Foundation Object Tables. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .384

17.2

Person Object Tables. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .448

17.3

Employment Object Tables. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .472

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Document History. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 507

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1

Overview: Implementation Sequence

1.1

What is Employee Central?

Employee Central drives a lot of the information you see in Employee Profile and talent information. Information is natively stored in our product so other modules can access the information. It captures information about a company’s organization, pay, job structure and employees. Employee Central data is smart because it allows you to capture history, create associations, use effective-dated objects, define automated workflows and automatically configure options for on-screen selections.

1.2

What do you need to know before starting an implementation?

Now that you’ve completed your training and are familiar with how to set up Employee Central, you can use this handbook as a reference to reinforce your learning. This handbook further explains key EC concepts and provides a sequence to help you organize your implementation. Tips and recommendations based on seasoned PS experiences have been included through this handbook. Use this handbook in tandem with the Configuration Workbook that you will be giving your customers. The Configuration Workbook is a working document that you will use to capture your customer’s requirements and is typically provided by your Team Leader. While your customer will be completing the Configuration Workbook, you’ll be guiding them to get the right answers. Use the handbook to determine the type of questions you want to ask them so you’re able to implement successfully.

1.3

Recommended 14-step implementation sequence

To help you with your implementation, we recommend following this proven 14-step formula. This formula is based on PS expertise.

Note We strongly recommend you follow this sequence for the first few implementations and discuss any variations with your Team Lead.

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Employee Central Master Overview: Implementation Sequence

Table 1: For information on this step…

See…

Step 1: Setting up a new account in Provisioning

Initial Configuration Tasks [page 11] This section describes the steps to get started with your im­ plementation, including the different options you need to se­ lect in Provisioning to enable Employee Central.

Step 2: Creating the Super Admin

Initial Configuration Tasks [page 11] The section How do you create the Super Admin describes the different steps required to create the Super Admin.

Step 3: Defining the Corporate Data Model

Setting Up the Corporate Data Model [page 77] This section describes how to set up the Corporate Data Model for your customer.

Step 4: Configuring the Succession Data Model

Setting Up the Succession Data Model [page 84] This section describes how to set up the Succession Data Model for your customer.

Step 5: Configuring the Country-Specific Corporate and Suc­ cession Data Models

Setting up country-specific data models [page 113] This section describes how to set up Country-Specific Corpo­ rate and Succession Data Models for your customer.

Step 6: Importing the Picklist

Working with ECV2 (Legacy) Picklists [page 345] This section describes how to import the different values that a customer sees when they click on a dropdown menu.

Step 7: Creating Foundation Objects

Introduction to Foundation Objects [page 128] This chapter describes what foundation objects are including how you can define them.

Step 8: Configuring Propagation Rules

Setting Up Propagation Rules [page 193] This chapter describes how to set up the different rules that determine what options display on screen, depending on user selections.

Step 9: Creating Event-Reason Derivation Rules

Setting up event-reason derivation rules [page 196] This section describes how to set up the different rules. De­ pending on the attributes that change, the system automati­ cally determines the rule to apply.

Step 10: Creating Workflow Derivation Rules

What are approval workflows? [page 250] This chapter describes what workflows are, when to use them and how to set them up.

Employee Central Master Overview: Implementation Sequence

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For information on this step…

See…

Step 11: Managing Role-Based Permissions

Managing permission roles for Employee Central [page 28] This section describes which permission roles are specific to Employee Central and how you manage them. Please refer to the Role-Based Permissions Handbook for details on how to set up role-based permissions, permission groups and permission roles.

Step 12: Importing Employee Data

Introduction to Data Imports [page 317] This section describes everything you need to know about im­ porting employee data.

Step 13: HRIS Sync

Human Resource Information System (HRIS) Synchronization [page 362] This chapter describes how you can integrate other Success­ Factors modules with Employee Central.

Step 14: Setting up Leave of Absence

You need to set up Time Off to use leave of absence. Note that you need to decide first whether you want to use leave of ab­ sence as standalone or together with other Time Off features. Depending on this decision, the setup varies. You can find more information about how to set up leave of absence in the Time Off Handbook, under Leave of Absence.

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Employee Central Master Overview: Implementation Sequence

2

Establishing a New Customer Account

2.1

Provisioning

Provisioning is an internal tool that Professional Services consultants and partners use to set up SuccessFactors modules for a customer. You can access each customer instance from within Provisioning. Customers do not have access to Provisioning.

2.2

Initial Configuration Tasks

To get started with the customer implementation, you need to do a number of initial configuration tasks. The tasks listed below are the minimum required provisioning settings. You will make further Provisioning settings based on the customer's requirements as you progress through the implementation.

Prerequisite An instance has already been created for the customer.

Tasks Do the initial configuration tasks in the following sequence. Table 2: 1. What Basic Options Do You Need to Set? [page 12] 2. What Reporting Options Do You Need to Set? [page 14] 3. What Attachment Options Do You Need to Set? [page 16] 4. How Do You Create the Super Admin? [page 16] 5. How Do You Keep the User Directory and Org Chart Up to Date? [page 17] 6. Activating Employee Central SOAP APIs [page 18] 7. Activating the New Home Page [page 19] 8. Activating the Admin Alert [page 19]

Employee Central Master Establishing a New Customer Account

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2.2.1

What Basic Options Do You Need to Set?

Context

Procedure 1. Log on to Provisioning with your user name and password, and select the company from the list shown or through the initial letter of the company ID. 2. Select

Edit Company Settings

Company Settings .

3. Enable the company languages by selecting the checkboxes of the relevant language packs. Make sure you select a minimum of one language pack. 4. Select the following Employee Central checkboxes:

5. Optional: If you want to use event-reason derivation rules, select the following checkbox:

For more information, see Setting up event-reason derivation rules [page 196]. 6. To manage leave of absence (LOA), select the Time Off checkboxes:

If you also want to use other features of Time Off, leave the Enable Time Off for Leave of Absence Only checkbox unselected. For more information on how to set up Time Off, see the Time Off handbook. 7. Select the Role-based Permission checkbox:

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Employee Central Master Establishing a New Customer Account

8. Select the data retention management checkbox:

This allows the Admin to purge inactive users. For more information, see Purging inactive users [page 341]. 9. Select the following checkboxes for Compensation and Generic Objects:

10. Select the following profile checkboxes:

11. Select the following user interface checkboxes:

12. Optional: For a new customer, if you want to use the new Payment Information portlet (MDF-based, effectivedated, and employment-specific), select the following checkbox. And you don't have to set up the HRIS elements directDeposit and paymentInfo in Succession Data Model. For more information, see Setting up new Payment Information (for New Customers) [page 289]

Note For an existing customer that is using the old Payment Information or Direct Deposit portlet, if you want to enable the new Payment Information portlet, please use the Upgrade Center instead. For more information, see Setting up New Payment Information (for Existing Customers) [page 305]. 13. Scroll back up to the top and select Save Feature on the right of the screen. Employee Central Master Establishing a New Customer Account

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2.2.2

What Reporting Options Do You Need to Set?

Procedure 1. On the Company Settings page of Provisioning, scroll down to the section Analytics and Dashboard Tabs & Misc Reporting. 2. Select the following Ad Hoc Report Builder checkboxes:

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Employee Central Master Establishing a New Customer Account

Employee Central Master Establishing a New Customer Account

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3. Scroll to the top of this section and, on the right of the page, select Save.

2.2.3

What Attachment Options Do You Need to Set?

Context

Procedure 1. On the Company Settings page of Provisioning, scroll to the section Document Attachment. 2. Specify the Attachment settings as required by the customer. If the customer requirements are not known at this time, make the following settings:

3. On the right of the page, select Save.

2.2.4

How Do You Create the Super Admin?

Context The Super Admin is the person who can give an employee the authorizations to work as a Security Admin or System Admin. The Super Admin is sometimes referred to as the “Super User.” For more information about Super Admins, refer to the Role-Based Permissions Handbook.

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Employee Central Master Establishing a New Customer Account

Procedure 1. On the Company Settings page of Provisioning, scroll down until you are nearly at the bottom of the page. 2. Specify entries in the following fields:

The Super Admin will be asked to change the password on first logon. 3. On the right of the page, select Create Admin.

2.2.5

How Do You Keep the User Directory and Org Chart Up to Date?

Context The User Directory and Org Chart use data that is maintained and stored in Employee Central. You need to make sure that the data in the different systems is kept up to date. Use a Quartz job to sync the data automatically, based on the dates on which changes become effective.

Procedure 1. Navigate away from the Company Settings page of Provisioning by clicking the company name on the top left. 2. Scroll down and select

Manage Job Scheduler

Manage Scheduled Jobs .

3. Select Create New Job (above the Job Type) field. 4. Enter a suitable job name (such as EC Effective Dates Sync). 5. As the job owner, specify the Super Admin you created in the previous task. You can use the Find User function to do this. 6. From the dropdown list, select the job type HRIS Sync. 7. Based on the customer requirements, specify the time and frequency of the job. 8. Specify additional email recipients and job start notifications as required. 9. On the bottom right, select Create Job. Employee Central Master Establishing a New Customer Account

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2.2.6

How do you manage multiple employments?

To manage multiple employments in Employee Central, enable the Enable Concurrent Employment Management option in Provisioning and then add the company to the employmentInfo element in the Succession Data Model, as shown below.

After modifying the Succession Data Model, configure field level permission for company field in employmentInfo.

2.2.7

Activating Employee Central SOAP APIs

Context

Procedure 1. Go to

Edit Company Settings

Company Settings .

2. Under Web Services flag the Employee Central SOAP API setting and save your changes. With this option turned on, you can use Employee Central SOAP APIs.

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Employee Central Master Establishing a New Customer Account

2.2.8

Activating the New Home Page

Context

Procedure 1. Go to

Edit Company Settings

Company Settings .

2. Flag the Wow Home Page setting and save your changes.

2.2.9

Activating the Admin Alert

Procedure ● To make the Admin Alert available for a user in your company flag the Manage Workflow Requests permission under Administrator Permissions Manage User.

2.2.10 Activating Embedded Analytics for Employee Central

Context

Procedure 1. Log on to Provisioning. 2. From the Companies page, select Company Settings. Employee Central Master Establishing a New Customer Account

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3. Enable the Dashboards 2.0 (Youcalc) Framework option.

4. Enable the Employee Central V2 option.

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Employee Central Master Establishing a New Customer Account

5. Assign admin privileges to manage YouCalc Dashboards. 1. Navigate to the Admin Tools. 2. From the Manage Employees portlet, select

Set User Permissions

Manage Permission Roles .

3. Select the System Administrator role. 4. Click Permission. 5. Navigate to the Administrator Permissions section. 6. Select Manage Dashboards/Reports. 7. Select the YouCalc Tiles and Dashboards check box.

8. Click Done. 9. Click Save Changes. 6. Add the Employee Central Embedded Tile dashboard to your instance. 1. In the Admin Tools, navigate to the Company Processes and Cycles portlet. 2. Select

Reporting

Manage Dashboards .

3. Click Manage Standard Dashboards and YouCalc Files.

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4. Click Add From Success Store.

5. Look for the Employee Central Embedded Tile dashboard and click Add to Instance.

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Employee Central Master Establishing a New Customer Account

2.2.10.1

Enabling Dashboard Permissions for the System Administrator

Context You are now ready to configure the Embedded Tile Dashboard for your instance. Let's start by enabling pemissions for the System Administrator.

Procedure 1. From the Manage Employees portlet, select

Set User Permissions

Manage Permission Roles .

2. Select the System Administrator role. 3. Click Permission. 4. Navigate to the Administrator Permissions section. 5. Select Manage Users. 6. Select the Configure Charts for Key Figures in Compensation Portlet check box.

Employee Central Master Establishing a New Customer Account

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2.2.10.2 Configuring Options for the Embedded Tile Dashboard

Context You can now configure the model and the widgets to be visualized on the compensation portlet.

Procedure 1. Navigate to the Admin Tools. 2. From the Company Processes and Cycles portlet, select in Compensation Portlet

Employee Files

Configure Charts for Key Figures

.

3. Select the model required. 4. Select the widgets to be displayed.

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Employee Central Master Establishing a New Customer Account

Your instance is now configured to display the Embedded Tile Dashboard.

2.3

Configuration Setup for To-Dos

Overview As the name suggests, to-dos are tasks you are expected or required to carry out. For example, as a manager, you might be expected to approve an employee's rating or assessment.

Features To-dos appear in your profile, but you must enable the feature before they appear there. You do this on Provisioning by choosing Company Settings, then checking the Show ToDo Portlet option under Home Page Settings. Once you have done this, the portlet appears in your profile.

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You can manage how your To-Dos look using the To-Do List Manager. For example, you can: ● Choose how long completed tasks continue to be displayed. ● Choose how long before they're due pending tasks are displayed. ● Generate lists of to-dos covering a given period, such as a month or a year. ● Opt to drop “supplemental tasks” — that is, tasks you actually create from the list.

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Employee Central Master Establishing a New Customer Account

Here's what the manager looks like:

Related Information Mobile To-Dos in Employee Central [page 382]

Employee Central Master Establishing a New Customer Account

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3

Managing Role-Based Permissions

3.1

Managing permission roles for Employee Central

Context Role-based permissions allow you to grant different levels of read or write access depending on the role of the employee. For example, an employee is only allowed to read their own compensation information, but an HR Admin is allowed to edit it. You define these kind of permissions by managing permission roles. As role-based permissions are used by all modules within SuccessFactors, we provide you an overview of the rolebased permissions relevant for a basic implementation of Employee Central and what to consider when setting these up. Note: The Add New Employee screen does not respect the role-based permissions you set up here. Instead it respects the settings from the data models with regards to whether a field or portlet is visible or editable. What you need to do first: You need to have set up role-based permissions before you can manage permission roles. You find more information about this in the Role-Based Permissions Handbook. How do you manage permission roles?

Procedure 1. Go to Administration Tools. 2. In the Manage Employees portlet, select

Set User Permissions

Manage Permission Roles

.

3. On the Permission Role List page, under Permission Role, click the permission role for which you want to manage the permissions. The Permission Role Detail page opens. 4. In the Permission settings section, click the Permission... button to specify the permission you want to assign to the role. The Permission Settings window opens:

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Employee Central Master Managing Role-Based Permissions

5. On the left side of the window, you see the different permission categories. Click a permission category to reveal the different permissions, for example, Employee Data which is listed under User Permissions. The list of permissions associated with this category are displayed on the right side. In our example, you can see the HR Information section that contains several permissions, for example, for Biographical Information. For more information about the different permissions, refer to User permissions relevant for Employee Central [page 30] and Administrator permissions relevant for Employee Central [page 45]. 6. Select the checkboxes against the permissions you'd like to grant to the role. 7. Click the Done button when you finish marking your selection. 8. Back on the Permission Role Detail page, scroll down to the Grant this role to... section. Click the Add button to select the employees to be granted this permission. The Grant this role to... page opens.

Employee Central Master Managing Role-Based Permissions

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9. Define whom you want to grant this role permission to in step 1. 10. Specify the target population accordingly in step 2. 11. Click the Done button to assign this role to the corresponding users in the system. You are taken back to the Permission Role Detail page. 12. Click the Save Changes button to complete creating the role. If you click Cancel at this stage, the role will not be created.

Next Steps For more information and examples on how to grant permission roles to employees, refer to the Role-Based Permissions Handbook.

3.2

User permissions relevant for Employee Central

Under User Permissions, the following permission categories are relevant for Employee Central: ● Employee Data

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● Employee Central Effective Dated Entities ● Employee Views In the following, you can find more information about each of these categories.

Employee Data Under Employee Data, the following sections are relevant for Employee Central: ● HR Information ● Employment Details ● Global Assignment Details Only available if you have activated Global Assignment Management in Provisioning. ● Pension Payout Details Only available if you have activated pension payouts in Provisioning. ● HR Actions ● Future Dated Transaction Alert ● Transactions Pending Approval ● View Workflow Approval History ● Pay Component Groups ● Pay Components Permissions relevant for these sections are: ● View ● Edit Here you can find more information to each of these sections:

HR Information Here you assign permissions for portlets that refer to non-effective dated entities for Employee Central. Noneffective dated means that the history for the changes will not be maintained (for example, for Phone Information). The entries listed here refer to the different portlets that have been defined as HRIS elements in the Succession Data Model. You can choose these permissions: ● View: The user can see the portlet. ● Edit: The user can edit the portlet on the Personal Information or Employment Information page by clicking the Edit link in the portlet:

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Note that the labels depend on the labels defined in the Succession Data Model. If you have taken over the standard Succession Data Model, the following entries are displayed under HR Information: Table 3: This HR Information entry...

...refers to this HRIS element:

Biographical Information

personInfo

National ID Information

nationalIdCard

Phone Information

phoneInfo

Email Information

emailInfo

Business Email Address

This entry is an exception: It refers to the Email Type field of the emailInfo HRIS element, where you can select the type Business:

It is listed here because normally every employee needs a business email address. If a company assigns the email ad­ dresses to the employees and does not want them to be edita­ ble by the employees, select only View permission here. Social Accounts Information

imInfo

Primary Emergency Contact

emergencyContactPrimary

Direct Deposit

directDeposit

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This HR Information entry...

...refers to this HRIS element:

Spot Bonus

payComponentNonRecurring Here you define the permissions for the manager: ●

Select View to allow the user to view the Spot Bonus port­ let on the Employment Information page.

●

Select Edit so that the user can navigate from the Em­ ployment Information page to the Update Employee Records page using the Take Action button:

Note You can assign approval workflows for changes done on the Update Employee Records page.

Spot Bonus Edit Action

payComponentNonRecurring Here you define the permissions for the employee for changes done on the Employment Information page.

Payment Information

paymentInfo

Work Permit Info

workPermitInfo

Global Assignment Details

globalAssignmentInfo This entry is only relevant if you have activated Global Assign­ ments Management in Provisioning. You can find more information in the Global Assignments Handbook. Select Edit to allow the user to manage global assignments on the Update Employee Records page using the Take Action but­ ton.

Note You can assign approval workflows for changes done on the Update Employee Records page.

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This HR Information entry...

...refers to this HRIS element:

Pension Payout Details

pensionPayoutsInfo This entry is only relevant when you have activated pension payouts in Provisioning. You can find more information in the Pension Payouts Config Guide. ●

Select View to allow the user to view the Pension Payout

●

Select Edit to allow the user to manage pension payouts

Details portlet on the Employment Information page. on the Update Employee Records page using the Take Action button.

Note You can assign approval workflows for changes done on the Update Employee Records page.

Employment Details This section refers to the Employment Details portlet. Listed here are the fields from the Succession Data Model for the HRIS element employmentInfo. Only the HRIS fields with visibility "both" or "view" are available for setting permissions. Termination-related fields are also included. There are these exceptions: Table 4: For this Employment Details entry...

...select this permission:

Employment Details MSS

For the manager: ●

View to allow the manager to view the Spot Bonus portlet on the Employment Information page.

●

Edit to allow the manager to navigate from the Employ­ ment Information page to the Update Employee Records page using the Take Action button.

Note You can assign approval workflows for changes done on the Update Employee Records page.

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For this Employment Details entry...

...select this permission:

Employment Details Edit

For the employee: ●

View to allow the user to view the Employment Details portlet on the Employment Information page.

●

Edit to allow the user to edit the portlet on the Employ­ ment Information page by clicking the Edit link in the portlet. Note that workflows cannot be assigned for changes done this way.

Bonus Pay Expiration Date

This field is listed here because of a functional limitation of the role-based permissions framework. Hide this field from the user interface by deselecting View and Edit.

Global Assignment Details This section refers to the Global Assignment Details portlet. You can set field-level permissions for the fields from the Succession Data Model for the HRIS element globalAssignmentInfo. In addition, you can set the following permissions: Table 5: For this Global Assignment Details entry...

...select this permission:

Global Assignment View Portlet

View to allow the user to view the Global Assignment Details portlet on the Employment Information page. Only View is applicable here; Edit has no function.

Global Assignment Edit Link

Edit to allow the user to make changes to the Global Assignment Details portlet directly on the Employment Information page. You must also select the Global Assignment View Portlet per­ mission.

Note You cannot add approval workflows to changes done using the Edit link.

Global Assignment Add

Edit to allow the user to add a global assignment by navigating from the Employment Information page to the Update Employee Records page using the Take Action button.

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For this Global Assignment Details entry...

...select this permission:

Global Assignment Edit/MSS

Edit to allow the manager to edit a global assignment by navi­ gating from the Employment Information page to the Update Employee Records page using the Take Action button.

Note You can assign approval workflows for changes done on the Update Employee Records page.

Global Assignment End

Edit to allow the manager to end a global assignment by navi­ gating from the Employment Information page to the Update Employee Records page using the Take Action button.

Global Assignment Delete

Edit to allow the manager to delete a global assignment by navigating from the Employment Information page to the Update Employee Records page using the Take Action button.

Pension Payout Details This section refers to the Pension Payout Details portlet. Listed here are the fields from the Succession Data Model for the HRIS element pensionPayoutsInfo. Only the HRIS fields with visibility "both" or "view" are available for setting permissions. There is one exception: Table 6: For this Pension Payout Details entry... Pension Payout Edit Link

...select this permission: ●

View to allow the user to view the Pension Payout Details portlet on the Employment Information page.

●

Edit to allow the user to edit the portlet on the Employ­ ment Information page by clicking the Edit link in the portlet. Note that workflows cannot be assigned for changes done this way.

HR Actions The HR Actions section controls mainly who has access to the Update Employee Records page for actions defined in the Succession Data Model.

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Table 7: This HR Action...

...defines this permission:

Update Employment Records (displayed as Take Action but­

This option overrules all other permissions in this section. It

ton)

controls whether the user can see and use the Take Action button from the Employment Information page.

View Higher Grades

This option defines if a manager can view an employee's job classification if it is higher than the manager's. To restrict a manager’s view, leave the permissions un­ checked. Make sure that the job classifications are assigned to a pay grade, and have a paygradeLevel maintained. When the manager goes to the Update Employee Records page for Job Information, the list of job classifications in the dropdown is limited to those whose paygradeLevel is less than the manager’s. Note that this function is limited to this page; it does not have any effect on the Job Info History page.

hireAction

This is an hris-action from the Succession Data Model. It de­ fines if the user can access the Add New Employee link in the Administration Tools.

reHireAction

This is an hris-action from the Succession Data Model. It de­ fines if the user can access the Rehire Inactive Employee link in the Administration Tools.

terminateAction

This is an hris-action from the Succession Data Model. It de­ fines if the user can access the Take Action button on the Em­ ployment Information page and select Terminate from the dropdown menu.

Manage Leave of Absence

This is an hris-action from the Succession Data Model. It de­ fines if the user can access the Take Action button on the Em­ ployment Information page and select Manage Leave of Absence from the dropdown menu.

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This HR Action...

...defines this permission:

returnLeaveOfAbsenceAction

This is an hris-action from the Succession Data Model. It de­ fines if the user can enter a return date for an employee that is returning from a leave of absence. On the user interface, the user can access the Return from Leave link on the Update Em­ ployee Records page for Manage Leave of Absence.

Note Permissions to access the Update Employee Records page for Global Assignments are set in the section HR Information.

Future-Dated Transaction Alert In this section, you define if a user has the permission to view future changes for effective-dated entities by clicking on the Pending future change… link as in this example:

Only the View permission is applicable here (Edit has no function). Future-dated transaction alerts can be set for the following portlets: Table 8: This portlet...

...refers to this HRIS element:

Personal Information

personalInfo

Home Address

homeAddress

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This portlet...

...refers to this HRIS element:

Dependents

personRelationshipInfo This entry is only relevant if you have activated the Depend­ ents Management feature in Provisioning. You can find more information in the Dependents Management Config Guide.

Job Information

jobInfo

Compensation Information

compInfo

Job Relationships

jobRelationsInfo

Transactions Pending Approval In this section, you define if a user can see if a workflow has been initiated, but has not been approved so far, by clicking on the Pending Approval link:

View means the pending approval link is shown, but you cannot click on it to get to the details of the workflow request. Edit means you can view and click on the pending approval link. You can set the permission for the following portlets: Table 9: This portlet...

...refers to this HRIS element:

Personal Information

personalInfo

Employment Details

employmentInfo

Job Information

jobInfo

Compensation Information

compInfo

Spot Bonus

payComponentNonRecurring

Job Relationships

jobRelationsInfo

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View Workflow Approval History In this section, you can define the permissions to view the workflow history from the History page of the following effective-dated entities: Table 10: This portlet…

...refers to this HRIS element:

Personal Information

personalInfo

Job Information

jobInfo

Compensation Information

compInfo

Job Relationships

jobRelationsInfo

Here, only the View permission is relevant, Edit has no function. The user with View permission can select View Approval History from the Take Action dropdown menu from the History page as in this example:

Pay Component Groups This section lists all pay component groups that exist in the system. Pay component groups are foundation objects. AnnualizedSalary is a default pay component group that exists already in the system; the remaining entries in this section are the pay component groups the Admin has created in the system.

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Only View is applicable here; Edit has no function. If you select View, the user can see the pay component group in the system, for example, on the Employment Information page:

Pay Components This section lists all pay components that have been created in the system. Pay components are foundation objects. View and Edit are both applicable for pay components. Select View to allow the user to see pay components on the user interface as read-only. Select Edit to allow the user to edit and delete a pay component on the Update Employee Data page by clicking the Take Action button and selecting Change Job and Comp Info from the dropdown menu:

Employee Central Effective Dated Entities Here you can set field-level permissions for effective-dated portlets and fields. This includes also country-specific fields that are prefixed by the 3-letter ISO code (for example, FRA for France, DEU for Germany, and so on). There are 5 different permissions you can select for effective-dated entities: ● Delete: The user to delete an effective-dated entity. This is only applicable at element or portlet level, not at field level. Employee Central Master Managing Role-Based Permissions

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● View Current: The user can see only the current field value of an effective-dated entity. When the user looks at the history page, the past data record for this field is not displayed. ● View History: The user can see past values on the History page. This permission also includes the View Current permission, so that the user can also see the current field value. ● Edit/Insert: The user can edit an effective-dated entity by inserting a new data record for it which is effective as of a certain date. As the user does not really change the data record itself (then it would just overwrite the past data record), past data records are still available in the History. The field is also available for editing when a new data record is inserted. ● Correct: The user can make corrections to a field from the History page:

The following sections are relevant for Employee Central: Table 11: For this portlet…

…you can set permissions for fields from:

Personal Information

personalInfo plus globalInfo fields from the country-specific Succes­ sion Data Model

Home Address

homeAddress This is an exception: Here you can only set permissions on portlet level, but not on field level.

Dependents

personRelationshipInfo This entry is only relevant if you have activated the Depend­ ents Management feature in Provisioning. You can find more information in the Dependents Management Config Guide.

Job Information

jobInfo plus jobInfo fields from the country-specific Succession Data Model Note: The field FTE is a calculated field and thus read-only; se­ lect only View Current and/or View History.

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For this portlet…

…you can set permissions for fields from:

Compensation Information

compInfo Note: The fields range penetration and compa-ratio are calculated fields and thus read-only; select only View Current and/or View History.

Job Relationships

jobRelationsInfo

For a complete list of all listed fields, refer to the fields listed in your Succession Data Model and country-specific Succession Data Model. In addition, for each of the sections, you can set these two permissions on portlet level: ● [portlet] Actions: This permission allows the user to: ○ Insert a new record from the History page ○ Add a new record using the Take Action dropdown menu, or add a new record using the Edit link in the portlet for those portlets that are listed on the Personal Information page

Note Use this option when you want to associate an approval workflow with the changes done in this portlet. Select Correct as minimum if you want to grant this permission to a user. ● Edit Link: Allows the user to edit fields in the portlet by clicking the Edit link in the portlet on the Employment Information or Personal Information page. The remaining entries refer to the fields listed in the Succession Data Model and country-specific Succession Data Model. If a field is configured in both the Succession Data Model and the country-specific Succession Data Model, only the field from the Succession Data Model is shown in this list.

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Employee Views Under Employee Views, you define if the user can access pages from the Employee Files using the dropdown menu like in this example:

The following employee views are relevant for Employee Central: ● Employment Information: Grants access to the Employment Information page ● Personal Information: Grants access to the Personal Information page ● Pending Requests: Grants access to the Pending Requests page for workflows requested by you, or of which you are the approver as shown here:

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3.3

Administrator permissions relevant for Employee Central

Under Administrator Permissions, the following permission categories are relevant for Employee Central: ● Manage Compensation [page 50] ● Manage System Properties [page 50] ● Manage User [page 51] ● Manage Time Off [page 52] ● Manage Mass Changes [page 52] ● Employee Central API [page 53] ● Manage Foundation Objects [page 53] ● Manage Foundation Object Types [page 53] ● Metadata Framework [page 55] ● Manage Business Configuration [page 55] ● Manage Position [page 56] To find out more information about each of these categories, follow the links.

Manage User Here, the following checkboxes are relevant for Employee Central: ● Add New User: Grants access to the Add New Employees link in the Administration Tools. ● Rehire Inactive Employee: Grants access to the Rehire Inactive Employee link in the Administration Tools. ● Include Inactive Employees in the search: Enables the search for inactive users on the Employee Files page as in this example:

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and in the directory search:

● Import Employee Data: Grants access to the Import Employee Data link in the Administration Tools. ● Manage Workflow Requests: Grants access to the Manage Workflow Requests link in the Administration Tools, for example, to change the approver for a particular workflow. Note that the Admin can only access the workflow requests for the target population to which the Admin role has been granted access. ● Manage Workflow Groups: Grants access to the Manage Workflow Groups link in the Administration Tools.

Manage Time Off Here you set permissions relevant for Time Off Management. You can find more details about how to configure Time Off in the Time Off handbook.

Manage Mass Changes Here you set permissions relevant for Mass Changes. You can find more details about how to configure Mass Changes in the Mass Changes Config Guide.

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Employee Central API Here you set permissions for SOAP-based application programming interfaces (APIs) for Employee Central. These are relevant for integrating Employee Central with other software products. These permissions are only relevant when you have activated the corresponding APIs in Provisioning. The Foundation APIs are relevant for foundation data, the HRIS APIs for person and employment data: ● Employee Central Foundation SOAP API ● Employee Central HRIS SOAP API ● Employee Central Foundation OData API (read-only) ● Employee Central HRIS OData API (read-only) ● Employee Central Foundation OData API (editable) ● Employee Central HRIS OData API (editable)

Manage Foundation Objects Here you define permissions for working with foundation objects. ● Import Foundation Data: Grants access to the Import Foundation Data link in the Administration Tools. ● Import Translations: Allows the Admin to import translations for the jobCode foundation object, using the Import Translations link in the Administration Tools. You can find more information under Translating Foundation Data [page 319].

Manage Foundation Object Types Here you define permissions for the Admin that refer to the different types of foundation objects. Foundation objects are created, edited and deleted in the Administration Tools, in the Company Processes & Cycles portlet, under

Employee Files

Manage Organization, Pay and Job Structures .

The following permissions are relevant here and refer to what the Admin is allowed to do on the Manage Organization, Pay and Job Structures page: ● View: The Admin can only view the corresponding foundation object type. ● Create: The Admin can create a foundation object of the selected type.

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● Insert: The Admin can create a new data record for a foundation object type, by clicking the Insert New Record button as shown in this example:

● Correct: The Admin can correct foundation objects by selecting History page:

● Delete: The Admin can delete foundation objects by selecting the History page:

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Take Action

Make Correction

in the

Permanently delete record

in

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Metadata Framework The Metadata Framework is used to create generic objects that are also used in Employee Central, for example, to create customer-specific foundation objects. It is also used in Employee Central to create configurable rules. These are the permissions: ● Configure Generic Object Definition: Allows the Admin to access the Configure Generic Object Definition link in the Administration Tools, where the Admin can create generic object definitions and generic object picklists. ● Manage Data: Allows the user to access the Manage Data link in the Administration Tools. ● Configure Business Rules: Allows the Admin to access the Configure Business Rules link in the Administration Tools. ● Read/Write Permission on Metadata Framework: Allows the Admin to read/write generic objects on any page in the system.

Note What is the difference to the Manage Data permission? Without the read/write permission, the user cannot see or manage generic objects on any page in the system. Without the Manage Data permission, the user cannot access the Manage Data page, but is still able to manage data from other pages, such as the Configure Business Rules page (if the Configure Business Rules permission is granted). ● Import Permission on Metadata Framework: Allows the Admin to import and export data for generic objects or business rules using the Import and Export Data link in the Administration Tools. You can find more information for the use of generic objects in Employee Central under How do you create customer-specific Foundation Objects? [page 168] and Setting up configurable rules [page 207]. For more information about the Metadata Framework in general, refer to the Metadata Framework Implementation Handbook.

Manage Business Configuration This entry is only displayed if you have activated the Business Configuration in Admin Tools feature in Provisioning. Choose Select All to allow the Admin to use the Business Configuration UI to make changes to the Succession Data Model and the country-specific Succession Data Model.

Manage Position Here you set permissions relevant for Position Management. You can find more details about how to configure Position Management in the Position Management Handbook.

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3.3.1

Manage Compensation

Context In this category, one entry is required for Employee Central to ensure that the calculation of the pay groups works:

Procedure ● Select the Manage Currency Conversion Rate Tables checkbox.

3.3.2

Manage System Properties

Context

Procedure 1. Select the Company System and Logo Settings checkbox. This allows the Admin to access the Company System and Logo Settings link in the Administration Tools, which has Employee Central relevant settings. To get to the Company System and Logo Settings: 2. Go to Administration Tools. In the Company Processes & Cycles portlet, select

Company Settings

Company System and Logo Settings . 3. On the Company Logo page, the following checkboxes are relevant for Employee Central: ○ Enable Address Validations ○ Enable National ID Validations ○ Enable Bank Account Validations ○ Enable Enhanced Direct Deposit Validations 4. Optional: Depending on the customer's requirements, you can make an entry in the field Next Person Id Assigned. Let's say a company with 10.000 employees acquires another company. When merging the employees into one company, 5.000 new employees are added with a CSV file import to the system. You would then need to

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set the ID for the next person that is hired to be the current number of employees plus 1, so you would enter 15.001 in the Next Person Id Assigned field.

3.3.3

Manage User

Here, the following checkboxes are relevant for Employee Central: ● Add New User: Grants access to the Add New Employees link in the Administration Tools. ● Rehire Inactive Employee: Grants access to the Rehire Inactive Employee link in the Administration Tools. ● Include Inactive Employees in the search: Enables the search for inactive users on the Employee Files page as in this example:

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and in the directory search:

● Import Employee Data: Grants access to the Import Employee Data link in the Administration Tools. ● Manage Workflow Requests: Grants access to the Manage Workflow Requests link in the Administration Tools, for example, to change the approver for a particular workflow. Note that the Admin can only access the workflow requests for the target population to which the Admin role has been granted access. ● Manage Workflow Groups: Grants access to the Manage Workflow Groups link in the Administration Tools.

3.3.4

Manage Time Off

Here you set permissions relevant for Time Off Management. You can find more details about how to configure Time Off in the Time Off handbook.

3.3.5

Manage Mass Changes

Here you set permissions relevant for Mass Changes. You can find more details about how to configure Mass Changes in the Mass Changes Config Guide.

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3.3.6

Employee Central API

Here you set permissions for SOAP-based application programming interfaces (APIs) for Employee Central. These are relevant for integrating Employee Central with other software products. These permissions are only relevant when you have activated the corresponding APIs in Provisioning. The Foundation APIs are relevant for foundation data, the HRIS APIs for person and employment data: ● Employee Central Foundation SOAP API ● Employee Central HRIS SOAP API ● Employee Central Foundation OData API (read-only) ● Employee Central HRIS OData API (read-only) ● Employee Central Foundation OData API (editable) ● Employee Central HRIS OData API (editable)

3.3.7

Manage Foundation Objects

Here you define permissions for working with foundation objects. ● Import Foundation Data: Grants access to the Import Foundation Data link in the Administration Tools. ● Import Translations: Allows the Admin to import translations for the jobCode foundation object, using the Import Translations link in the Administration Tools. You can find more information under Translating Foundation Data [page 319].

3.3.8

Manage Foundation Object Types

Here you define permissions for the Admin that refer to the different types of foundation objects. Foundation objects are created, edited and deleted in the Administration Tools, in the Company Processes & Cycles portlet, under

Employee Files

Manage Organization, Pay and Job Structures .

The following permissions are relevant here and refer to what the Admin is allowed to do on the Manage Organization, Pay and Job Structures page: ● View: The Admin can only view the corresponding foundation object type. ● Create: The Admin can create a foundation object of the selected type.

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● Insert: The Admin can create a new data record for a foundation object type, by clicking the Insert New Record button as shown in this example:

● Correct: The Admin can correct foundation objects by selecting History page:

● Delete: The Admin can delete foundation objects by selecting the History page:

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Take Action

Take Action

Make Correction

in the

Permanently delete record

in

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3.3.9

Metadata Framework

The Metadata Framework is used to create generic objects that are also used in Employee Central, for example, to create customer-specific foundation objects. It is also used in Employee Central to create configurable rules. These are the permissions: ● Configure Generic Object Definition: Allows the Admin to access the Configure Generic Object Definition link in the Administration Tools, where the Admin can create generic object definitions and generic object picklists. ● Manage Data: Allows the user to access the Manage Data link in the Administration Tools. ● Configure Business Rules: Allows the Admin to access the Configure Business Rules link in the Administration Tools. ● Read/Write Permission on Metadata Framework: Allows the Admin to read/write generic objects on any page in the system.

Note What is the difference to the Manage Data permission? Without the read/write permission, the user cannot see or manage generic objects on any page in the system. Without the Manage Data permission, the user cannot access the Manage Data page, but is still able to manage data from other pages, such as the Configure Business Rules page (if the Configure Business Rules permission is granted). ● Import Permission on Metadata Framework: Allows the Admin to import and export data for generic objects or business rules using the Import and Export Data link in the Administration Tools. You can find more information for the use of generic objects in Employee Central under How do you create customer-specific Foundation Objects? [page 168] and Setting up configurable rules [page 207]. For more information about the Metadata Framework in general, refer to the Metadata Framework Implementation Handbook.

3.3.10 Manage Business Configuration

Context This entry is only displayed if you have activated the Business Configuration in Admin Tools feature in Provisioning.

Procedure ● Choose Select All to allow the Admin to use the Business Configuration UI to make changes to the Succession Data Model and the country-specific Succession Data Model. Employee Central Master Managing Role-Based Permissions

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3.3.11

Manage Position

Here you set permissions relevant for Position Management. You can find more details about how to configure Position Management in the Position Management Handbook.

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4

Setting Up Data Models

4.1

What are data models?

Data models are used to set up Employee Central in that way that satisfies a company's requirements. You define how a company's organization structure is reflected in the system and what entries a user can make to set up company, person, and employment data. You can add customer-specific fields and rename fields. The data models are: ● Corporate Data Model This is where you set up a company's organization, pay and job structure. The data model refers to data that is used throughout the entire instance of the customer. ● Succession Data Model This is where you set up the data structure of data that relates to the people working in a company, such as compensation and address information. ● Country-specific Corporate Data Model This is where you set up fields that are specific to a single country. This data model might be needed if the company has locations in more than one country, for example, to define the corporate address fields for each country. ● Country-specific Succession Data Model This is where you set up international formats and fields, for example, for addresses and national IDs. You might want to set this data model up even if a company operates in only one country, as your employees might live or come from abroad.

What are foundation objects, generic objects, person objects, and employment objects? These are the four types of data objects that are used in the data models: ● Foundation objects ● Generic objects (includes MDF Foundation Objects) ● Person objects ● Employment objects Foundation objects define company data. Today, company data is defined using a combination of Foundation Objects and Generic Objects (MDF Foundation Objects). Previously, Generic Objects were used only to define customized behavior like vacation and position information. Starting with the November 2014 Release, foundation objects are being migrated in a phased manner to MDF Foundation Objects. Company data like cost center, business unit, legal entity, departments and division are now being defined using MDF Foundation Objects. For more information on the migrated Foundation Objects, refer to the Employee Central: Migrating Foundation Objects Guide. Also, refer to the section on MDF Foundation Objects. Employee Central Master Setting Up Data Models

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Person and employment objects define employee data and are sometimes referred to as HR data objects. In the following section, you can find more information about these data objects. What are foundation objects? With foundation objects you set up data that can be shared across the entire company, such as job codes, departments, or cost centers. Foundation objects can be subdivided into four main areas: ● Organization structures ● Job structures ● Pay structures ● Other data objects, such as event reasons, workflows, and dynamic roles You define foundation objects in the Corporate Data Model and the country-specific Corporate Data Model. You can find more information about foundation objects in Introduction to Foundation Objects [page 128] and under Foundation Object Tables [page 384]. What are generic objects? You use generic objects for settings and information relating to the people working for a business. This information includes, for example, vacation and position information. You have to enable generic objects in your installation before you can use them. You do this in Provisioning, by checking the Enable Generic Objects box. You define Generic Objects using the Admin Tools Configure Object Definitions page. On the other hand, fields referring to a generic object are defined in the Succession Data Model and the country-specific Succession Data Model. What are person objects? Person objects include information that is linked to the person and does not depend on the job, such as the employee's address and national ID. You define person objects in the Succession Data Model and the country-specific Succession Data Model. You can find more information about person objects under Person Object Tables [page 448]. What are employment objects? Employment objects include job-related information about a person, such as compensation and hire date. You define employment objects in the Succession Data Model. You can find more information about employment objects under Employment Object Tables [page 472].

How do you work with data models? The data models are XML files that you can adjust according to a company's requirements. The XML files have standard elements and fields included, so you need only touch those parts of it you want to adjust. You can use the existing XML coding as a guideline, and you also find XML examples and explanations in the following chapters.

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4.1.1

General information on data model XML files

The following information is meant to help you understand how the XML files are structured and what you can change.

XML example The following is an example of how a foundation object is defined in the Corporate Data Model: Location Code The main sections of this XML code are the following: HRIS element: Data objects are set up as HRIS elements in the XML files. Each HRIS element has an ID that you cannot change. In our example, this foundation object uses the ID “location”. Whenever you refer to this foundation object in one of the XML files, you reference this ID. HRIS field: Each HRIS elements has certain HRIS fields assigned to it. This is the field that appears on the UI, except when the visibility of the field is set to “none”.

Field types In the data models, you define the data objects and the fields they refer to. There are different field types: ● Standard fields Each HRIS element has a number of standard fields to handle the most common customer requirements. Standard fields have a predefined ID you should not change. The predefined XML files for the data models contain only a selection of the most widely used fields; for a detailed overview of all possible fields, check the data object tables: ○ Foundation Object Tables [page 384] ○ Person Object Tables [page 448] ○ Employment Object Tables [page 472] ● Custom fields Each HRIS element has several custom fields to add customer-specific information. These can be text fields, date fields, or number fields. Some custom fields are included in the standard XML files and are by default hidden, so you have to explicitly change their visibility attribute if you want them to appear on the UI. You should also change the standard label to a meaningful name. This is what a custom field looks like in the XML code that is by default hidden: Custom String1 Employee Central Master Setting Up Data Models

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... To find out how many custom fields you can use for an HRIS element and what their field ID is, check the corresponding tables for the data objects: ○ Foundation Object Tables [page 384] ○ Person Object Tables [page 448] ○ Employment Object Tables [page 472] ● Country-specific fields You can add country-specific fields using the country-specific data models. For more information, see Setting up country-specific data models [page 113].

Field order The order in which the fields are displayed on the UI is determined by the order in which they are listed in the Corporate or Succession Data Model. Exception is the start date: This always appears on top of the screen as the date when the change is supposed to be effective. For the order of country-specific fields, refer to chapter Setting up country-specific data models [page 113].

Order of Updating the Data Models When adding a section or HRIS element, you should first add it to the Succession Data Model and upload it before adding it to Country Specific Succession Data Model. On the other hand, when removing a section or HRIS element, you should first remove it from the Country Specific Succession Data Model and upload. The Succession Data Model should be updated and uploaded only after the Country Specific Succession Data Model has been uploaded. It is important to maintain this order to avoid issues.

Visibility of fields You define if a field is visible on the UI by setting the value of the attribute visibility accordingly: ● “none”: Field is hidden. You cannot import data for this field via CSV files. ● “view”: Field is read-only. You cannot import data for this field via CSV files. ● “both”: Field is visible on the UI and can be edited Mostly, you would use either the values “none” — to hide fields that are not needed — or “both” — to allow data entry and data import. This is what the XML code looks like for a hidden field: Location ...

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Note If you want to allow data import for a field that is read-only (that is, with visibility=”view”), you can add the attribute allow-import=”true” to it in the corresponding data model. This could be the case for the employee ID field: If the ID is system-generated, you prevent the user from accidentally changing the ID by setting it to read-only. However, you might want to upload existing data for the employees, including their IDs, via CSV file. To make this possible, add the allow-import=”true” attribute as in this example: Employee ID Note that the person-id-external field is an exception: You can also use the allow-import attribute when this field is hidden (that is, with visibility=”none”).

Mandatory fields You can make a field mandatory by setting the attribute “required” accordingly: ● “true”: The field is mandatory. It is flagged as such on the UI and the user has to enter a value to be able to save changes. ● “false”: The field is optional. This is what it looks like in the XML code when a field is mandatory: Location Code ... For which fields can you not change the “required” attribute? The following HRIS fields still require a user entry on the UI, even if you change the attribute in the XML file to required=”false”: ● start-date ● externalCode ● status …plus the HRIS fields as listed in HRIS Fields.

Labels The label is the descriptor that appears on the UI. You can change this label by overwriting it with a name that the customer prefers. Employee Central Master Setting Up Data Models

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In the following example, the value of the tag of the HRIS element is the descriptor for the foundation object “location”: Location ... In the following example, the value of the tag of the HRIS field is the descriptor for the field “externalCode”: Location Code ...

Translatability of labels The label is the descriptor that appears on the UI. You can change this label. It can also be translated into other languages using the xml:lang attribute and the corresponding language code. The corresponding translations are stored in the XML file for the data model as shown below: Location ‫ Местоположение Lokasi Lokasi ... Code ‫ Код Kod Kode If the system does not find a corresponding label for the system language, it displays one of the following (depending on the following order): 1. Locale of the user logged in 2. Company's default locale 3. Label that has been configured without the xml:lang attribute; in the example above, “Location” would be displayed. 4. If none of the above has been configured, it uses the default system label.

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Effective Dating The HRIS fields “start-date” and “end-date” are used for effective dating. The “start-date” is mostly shown on top of all other fields on the UI. This is where the user has to enter the date when he wants the changes to be effective. Whether an HRIS element is effective-dated or not is defined by the system. The HRIS field “end-date” does not appear on the UI but is used for reporting purposes. For example, if you change an effective-dated field such as pay grade and set the date when the change should be effective to 01/01/2012, the system records 12/31/2011 as the end date in the background. If you run a report on the pay grade in the time from 01/01/2011 until 12/31/2011, the pay grade value that was valid in that time frame will be shown. This is what the XML code looks like for start and end date: Start Date End Date

Search criteria You can define search criteria that are used to find an entry in the system. In the following example, you define that you can search for a location by entering a city or a country. The system then tries to find a match with the information stored in the corporate address and shows the corresponding result.

Related Information HRIS Fields [page 64]

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4.1.2

HRIS Fields

Table 12: For this HRIS element in the Corporate Data Model...

...this HRIS field is always required:

corporateAddress

country

dynamicRoleAssignment

person

eventReason

event

frequency

annualizationFactor

payCalendar

payPeriodBeginDate payPeriodEndDate payGroupCode

payComponent

payComponentType

payRange

frequency

wfConfigCC

actorRole actorType context

wfConfigContributor

actorRole actorType context

wfStepApprover

approverRole approverType context

Table 13: For this HRIS element in the Succession Data Model...

...this HRIS field is always required:

compInfo

currency-code

emailInfo

email-address email-type

employmentInfo

end-date start-date

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For this HRIS element in the Succession Data Model...

...this HRIS field is always required:

globalAssignmentInfo

company end-date assignment-type planned-end-date

imInfo

im-id

jobInfo

job-code company business-unit

jobRelationsInfo

relationship-type rel-user-id

nationalIdCard

card-type national-id isPrimary country

payComponentNonRecurring

pay-component-code value pay-date

payComponentRecurring

pay-component frequency paycompvalue

pensionPayoutsInfo

company end-date

personalInfo

first-name last-name

personRelationshipInfo

relationship-type

phoneInfo

phone-type phone-number

workPermitInfo

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issue-date

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4.1.3

List of XML Elements and Attributes

The following tables provide a quick overview of the XML elements and attributes that are most commonly used in the data models.

Note ● XML elements can contain other XML elements nested inside them. For example, the hris-element XML element can contain label and hris-field XML elements: Location Code ● XML elements can contain several attributes, for example, the XML element hris-field contains the attributes max-length and id: ● Attributes are name-value pairs; it is predefined which values can be entered for which attributes. In the following example, the attribute with the name max-length can have a number as value: max-length=”256” Table 14: ...can include these XML elements or attributes:

How to use this XML element or attrib­ ute:

Attribute

id

This is the identifier for an HRIS element, which represents one foundation object, or one person or employment object. You cannot change the ID; to find out which data object has which ID, refer to the hris-element id of the data object ta­ bles: ●

Foundation Object Tables [page 384]

●

Person Object Tables [page 448]

●

Employment Object Tables [page 472]

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...can include these XML elements or attributes:

How to use this XML element or attrib­ ute:

Element

This is where you enter a text that de­

description

scribes an XML element, or what the data model is used for, for example. This description does not appear on the UI. Element

This is the text that is shown on the UI.

label

You can change it if the customer wants to use a different naming. This text is also translatable. Element

This is used to assign a configurable rule

trigger-rule

the customer has created to a user ac­ tion on the user interface. For example, when a page is loaded or saved, a spe­ cific system behavior defined in the con­ figurable rule is triggered. For more information, see Setting up configurable rules [page 207]. Element

With hris-field you define each in­

hris-field

dividual field within this HRIS element. Element

hris-associations

Associations define the relationship be­ tween foundation objects.

Note Associations can only be defined in the Corporate Data Model.

Element

search-criteria

Search criteria define what fields can be used to search this HRIS element.

Table 15: ...can include these XML elements or attributes:

Attribute

max-length

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

256

This defines the maximum length of this field on the UI. For boolean fields, you can leave out this attribute.

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...can include these XML elements or attributes:

Attribute

id

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

start-date

This is the identifier for a field within an HRIS element. You cannot change the ID; to find out which HRIS field has which ID, refer to the column Field ID in the data object ta­ bles: ●

Foundation Object Ta­ bles [page 384]

●

Person Object Tables [page 448]

●

Employment Object Ta­ bles [page 472]

Attribute

visibility

●

none

The visibility defines if this

●

view

field is visible on the UI:

●

both

●

“none”: Field is hidden. You cannot import data for this field via CSV files.

●

“view”: Field is readonly. You cannot import data for this field via CSV files.

●

“both”: Field is visible on the UI and can be edited

Attribute

required

●

true

If this is set to “true”, the

●

false

field becomes mandatory — that means a user entry is re­ quired — and is marked as such on the UI.

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...can include these XML elements or attributes:

Attribute

pii

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

●

true

If this setting is true

●

false

(pii=”true”), it defines that the field is a sensitive field; as such, it will be masked on the screen for se­ curity reasons. This is a set­ ting used for password fields, for example. When the user enters his data, only asterisks or similar symbols are shown on the UI instead of the actual data entered. This is done to prevent over-the-shoulder snooping for the user's pass­ word.

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...can include these XML elements or attributes:

Attribute

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

maximumFractionDigit Possible values are 0–5:

With this XML attribute you

s

define how many decimal dig­

●

0

●

1

●

2

number of decimal digits you

●

3

indicate here, the numbers

●

4

displayed in the system get

●

5

its are shown after the deci­ mal point. Depending on the

rounded up or down. You can use this property only for HRIS fields with the data type DOUBLE, and you can define up to 5 decimal places. If you do not use this attribute for a DOUBLE data type, the number is rounded to three decimal places by de­ fault. If you define a value higher than 5, the system uses the maximum value, which is 5. If you define a neg­ ative value, for example, -1, the default value of 3 decimal places is used. Example:

maximumFractionDigit s=”2” If the user enters 4.394 on the UI and the

maximumFractionDigit s have been defined to 2, the system reduces the decimal digits from 3 to 2 as defined in the data model and rounds down the value to show the following: 4.39

Note Make sure that the follow­ ing HRIS fields use the same

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...can include these XML elements or attributes:

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

maximumFractionDig its value: ●

payComponentVal ue of HRIS element payComponent

●

paycompvalue of HRIS element

payComponentRec urring ●

value of HRIS ele­ ment

payComponentNon Recurring The pay component value field of the pay component foundation object is reused in the compensa­ tion information. If you then choose to override this field and the value of the

maximumFractionDig its attribute is different for the fields, it leads to an error.

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...can include these XML elements or attributes:

Attribute

showTrailingZeros

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

●

true

With this XML attribute you

●

false

define if trailing zeros after a decimal number are dis­ played, and how many. You can use this attribute only for HRIS fields with the data type DOUBLE. If you do not use this attribute for a DOUBLE data type in the XML file, by default no trailing zeros are shown. If

maximumFractionDigit s is set to 4 and showTrailingZeros is set to “true”, and the user enters 1.3 on the UI, the value is displayed as follows:

1.3000. Element

label

—

This is the text that is shown on the UI. You can change it if the customer wants to use a different naming. This text is also translatable.

Element

trigger-rule

—

This is used to assign rules the customer has created in the Rules Engine to a user ac­ tion on the user interface. When a field is changed, a specific system behavior de­ fined in the rule is triggered. For more information, see: ●

Setting up configurable rules [page 207]

●

How do you set up alerts and notifications? [page 265]

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...can include these XML elements or attributes:

Element

picklist

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

—

If the value of this HRIS field comes from a picklist, define the associated picklist infor­ mation. You can find more informa­ tion about picklists in Working with ECV2 (Legacy) Picklists [page 345]

Table 16: (only valid for Corporate Data Model) ...can include these XML elements or attributes:

Element

association

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

—

Associations define relation­ ships between foundation ob­ jects, or between a foundation object and a generic object.

Attribute

id

The only possible value is:

This is the identifier for an as­ sociation between this foun­

id

dation object and another ob­ ject; do not change this value.

Attribute

multiplicity

●

ONE_TO_ONE

Multiplicity defines whether

●

ONE_TO_MANY

this relationship is ONE_TO_ONE or ONE_TO_MANY. If you create new associations, define the multiplicity as ONE_TO_MANY.

Attribute

destination-entity

●

division

This is where you define the

●

company

other foundation object or ge­

●

Generic_Object_Bu neric object that this object ilding

has a relationship with. You enter the HRIS-element ID of that foundation object or the external code of the generic object as attribute value. The destination entity is the con­ trolling object of the associa­ tion.

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...can include these XML elements or attributes:

Attribute

required

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

●

true

If this is set to “true”, the

●

false

field becomes mandatory — that means a user entry is re­ quired — and is marked as such on the UI.

Table 17: ...can include these XML elements or attributes:

How to use this XML element or attrib­ ute:

Element

search-field

This defines a searchable field of this HRIS element. You can define search criteria that are used to find an entry in the system. In the following example, you define that you can search for a location by entering a city or a country. The system then tries to find a match with the information stored in the corporate address and shows the corresponding result.

Attribute

id

This is the ID that the system is search­ ing for. You use the HRIS-element ID fol­ lowed by the HRIS-field ID, separated by a period.

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Table 18: ...can include these XML elements or attributes:

Attribute

xml:lang

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

●

en-GB

The label that appears on the

●

fr-CA

UI can also be translated into

●

it-IT

other languages using the

xml:lang attribute and the corresponding language code. The corresponding translations are stored in the XML file for the data model. If the system does not find a corresponding label for the system language, it applies what the language it comes across first (in the following order) : (1)Locale of the user logged in, (2) company's de­ fault locale, (3) label config­ ured without xml:lang and (4) if none of these exist, it uses the default system label.

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Table 19: ...can include these XML elements or attributes:

Attribute

event

These are possible attribute

How to use this XML ele­

values:

ment or attribute:

For hris-elements:

This is the event on the user

●

onInit

●

onSave

●

onView

●

onEdit

●

saveAlert

For hris-fields: ●

interface that triggers the ex­ ecution of the rule. Possible values are: ●

onInit: Rule is trig­ gered when the page is loaded

●

onSave: Rule is trig­ gered when a page or

onChange

HRIS-element is saved ●

onChange: Rule is trig­ gered when a field is changed.

●

onView: Rule is trig­ gered when portlet or page with transient field is loaded

●

onEdit: Rule is trig­ gered when portlet or page is opened in edit mode

●

saveAlert: Rule is triggered when a data re­ cord change has taken place and the current date is equal or after the effective date of the de­ fined alert

For more information, see: ●

Setting up configurable rules [page 207]

●

How do you set up alerts and notifications? [page 265]

Attribute

rule

external code of the rule

This is the rule that is trig­ gered when the event on the user interface takes place. You must have defined this rule in the Rules Engine and refer to the external code of the rule.

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4.2

Setting Up the Corporate Data Model

What is the Corporate Data Model? The Corporate Data Model is your starting point to set up a company's structure for Employee Central. This is where you define how the organization, pay and job structures that define the company are reflected in the system. For example, a Job Code can be associated with multiple countries. For such cases, you will allow a single job code to be assigned to multiple countries. You set this up by defining foundation objects in the Corporate Data Model and define the relationships between them by creating associations in the XML file for the data model. You also define what fields are going to be used on the UI, what they are called, which fields are hidden, and you can also add customer-specific fields. Starting with the November 2014 release, organization structures are being migrated to MDF objects in a phased manner. Foundation Objects already migrated include: Legal Entity, Legal Entity Local, Department, Division, Business Unit and Cost Center. MDF Foundation Objects are configured using the Configure Object Definition page and managed using the Manage Data page. When maintaining associations between a Foundation Object and an MDF Foundation Object, configurations can be specified using the Configure Object Definition page or the Corporate Data Model, depending on the scenario. For more information on these scenarios, refer to the Working with MDF Foundation Objects section.

What Are Foundation Objects? With foundation objects you set up data that can be shared across the entire company, such as job codes, departments, or business units. For more information, see Introduction to Foundation Objects [page 128] and MDF Foundation Objects [page 142]. In the XML file for the Corporate Data Model, you can make changes to the standard setup that is predelivered by SuccessFactors. The following table lists all foundation objects that are included in the standard XML file. The columns define the following: ● HRIS-element ID: This is the ID that is used to identify the foundation object in the XML files. ● Standard label: This is the label for the HRIS element that appears on the UI. You can overwrite this label. If no label is included in the standard XML file, then the label that appears on the UI is pulled from the backend system. To overwrite the label, add the corresponding label tags in the XML file below the corresponding HRIS element and put the new label text inside the label tags. ● Subtype: Foundation objects can be logically divided into four main areas: ○ Organization structures ○ Job structures ○ Pay structures ○ Other objects, such as event reasons, workflow, and dynamic roles

Note The fields for the foundation object jobClassLocal are defined in the country-specific Corporate Data Model. Additionally, the country-specific address for the location Foundation Object is also defined here. For more Employee Central Master Setting Up Data Models

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information, see Setting up country-specific data models [page 113]. For information on jobClassLocal, refer to MDF Foundation Objects [page 142]. Table 20: HRIS-element ID

Standard label

Data object type

Subtype

locationGroup

Location Group

Foundation object

Organization structure

geozone

Geo Zone

Foundation object

Organization structure

location

Location

Foundation object

Organization structure

jobCode

Job Classification

Foundation object

Job structure

jobClassLocal

—

Foundation object All fields for this HRIS element are set up in the country-specific Corporate Data Model.

Job structure

jobFunction

Job Function

Foundation object

Job structure

payGroup

Pay Group

Foundation object

Pay structure

payRange

Pay Range

Foundation object

Pay structure

payGrade

Pay Grade

Foundation object

Pay structure

payComponent

Pay Component

Foundation object

Pay structure

payComponentGroup

Pay Component Group

Foundation object

Pay structure

payCalendar

Pay Calendar

Foundation object

Pay structure

frequency

Frequency

Foundation object

Pay structure

corporateAddress

—

Part of foundation object lo­ cation

Organization structure

dynamicRole

Dynamic Role

Foundation object

Dynamic Role

dynamicRoleAssignment

—

Part of foundation object dy­ namicRole

Dynamic Role

wfConfig

Workflow

Foundation object

Workflow

wfConfigStep

—

Part of foundation object wfConfig

Workflow

wfStepApprover

—

Part of foundation object wfConfig

Workflow

wfConfigContributor

Contributor Type

Part of foundation object wfConfig

Workflow

wfConfigCC

CC Role Type

Part of foundation object wfConfig

Workflow

eventReason

Event Reason

Foundation object

Event reason

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Can you add custom Foundation Objects? In addition to the foundation objects listed above that SuccessFactors predelivers, you can define more foundation objects specific for your customer. For more information, see How do you create customer-specific Foundation Objects? [page 168].

What Are Associations? Associations define relationships between foundation objects, or between a foundation object and a generic object. For example, a business unit consists of several departments, so you would create an association of one business unit to many departments — a ONE_TO_MANY association. Whereas a location can only have one geozone associated to it — this is a ONE_TO_ONE association. The type of association restricts what the user can display or enter in Employee Central — for a ONE_TO_ONE association from location to geozone, for example, the user can enter exactly one geozone for a location on the UI. The standard XML file for the Corporate Data Model already contains some associations. These are listed in the table below. You can add more ONE_TO_MANY associations, or change the existing associations in the XML file if needed. Each association has a “driving object" that acts as the basis for the association.

Related Information How do you set up the Corporate Data Model? [page 79] XML Examples (Foundation Objects and Associations) [page 83] MDF Foundation Objects [page 142]

4.2.1

How do you set up the Corporate Data Model?

Context For information about Corporate Data Model, see Corporate Data Model.

Procedure 1. Download the XML file for the Corporate Data Model. ○ If you're setting up the Corporate Data Model the first time for a company, download the most current version from this link: Employee Central Master Setting Up Data Models

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https://ps.successfactors.com/productcentral/Pages/display/prodinfo/data+models+and+picklists/ default.aspx . ○ If you're changing an already uploaded Corporate Data Model, download the XML file from Provisioning under

Succession Management

Import/Export Corporate Data Model XML .

2. If no changes are required to the XML file, you can proceed directly to step 3. Otherwise, open the XML file in an XML editor and adjust the data model according to the company's requirements you have discussed with the customer before. If you want to adjust the XML file, proceed as follows: a. Change HRIS elements. You can change the following for the HRIS elements: ○ Delete HRIS elements Except for company, which is a mandatory HRIS element, you can delete the HRIS element you don't want to use from the data model.

Note Interaction between data models: Consider the interaction between the data models when you delete HRIS elements that might be used in some other data model. Some of the foundation objects defined in the Corporate Data Model are used to fill fields that are part of person or employment objects defined in the Succession Data Model. For example, when you delete the location HRIS element from the Corporate Data Model, you should also delete the location field from the Succession Data Model (which belongs to HRIS element jobInfo), or set its visibility to “none", so it does not appear on the UI. Otherwise, the user will continue to be able to select the location field in the Job Information portlet on the UI but not make chaanges to this field. The same applies to the following fields: Table 21:

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HRIS-element ID

Standard label

Data object type

Subtype

locationGroup

Location Group

Foundation object

Organization structure

geozone

Geo Zone

Foundation object

Organization structure

location

Location

Foundation object

Organization structure

jobCode

Job Classification

Foundation object

Job structure

jobClassLocal

—

Foundation object All fields for this HRIS element are set up in the country-spe­ cific Corporate Data Model.

Job structure

jobFunction

Job Function

Foundation object

Job structure

payGroup

Pay Group

Foundation object

Pay structure

payRange

Pay Range

Foundation object

Pay structure

payGrade

Pay Grade

Foundation object

Pay structure

payComponent

Pay Component

Foundation object

Pay structure

payComponentGroup

Pay Component Group

Foundation object

Pay structure

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HRIS-element ID

Standard label

Data object type

Subtype

payCalendar

Pay Calendar

Foundation object

Pay structure

frequency

Frequency

Foundation object

Pay structure

corporateAddress

—

Part of foundation object location

Organization structure

dynamicRole

Dynamic Role

Foundation object

Dynamic Role

dynamicRoleAssignment

—

Part of foundation object dynamicRole

Dynamic Role

wfConfig

Workflow

Foundation object

Workflow

wfConfigStep

—

Part of foundation object wfConfig

Workflow

wfStepApprover

—

Part of foundation object wfConfig

Workflow

wfConfigContributor

Contributor Type

Part of foundation object wfConfig

Workflow

wfConfigCC

CC Role Type

Part of foundation object wfConfig

Workflow

eventReason

Event Reason

Foundation object

Event reason

○ Change the label for HRIS elements If you want to use a different label text on the UI, overwrite the existing label text of the corresponding HRIS element or, if there is no label included in the standard XML file, insert a label with the corresponding text. b. Change HRIS fields. You can change the following for HRIS fields: ○ Hide or show fields on the UI by setting the visibility attribute accordingly For example, set the visibility of HRIS fields the customer does not want to use to "none", so they don't appear on the UI and no data import is possible. ○ Change labels for HRIS fields by overwriting the existing label text ○ Make fields mandatory by setting the required attribute to “true" ○ Mask data entry on screen by including the pii attribute ○ Configure custom fields ○ Use the type attribute to reference customer-specific foundation objects: You can use the type attribute to reference customer-specific foundation objects. For this, you have to create a generic object first (see How do you create customer-specific Foundation Objects? [page 168]). In the Corporate Data Model, you can then add a custom field of the type custom-string and add the type attribute referencing the generic object (type="GenericObject"). You have to use the external code of the generic object as the type, as in this example: Building

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Note For using the type attribute with generic objects, use only a custom field of the type customstring. c. Change Search criteria. You can add search criteria to a field by adding the element to an HRIS element. d. Change Associations. To define relationships between foundation objects, or between a foundation object and a generic object, set up new associations or change the associations included in the standard XML file. The associations are included before the HRIS element end tag and define whether it is a ONE_TO_ONE or a ONE_TO_MANY association. For more information, see How do you define associations? below. For more information on the XML elements, attributes and their possible values, see What are data models? [page 57]. 3. Upload the Corporate Data Model in Provisioning under

Succession Management

Import/Export

Corporate Data Model XML .

Next Steps The company's Admin can now create specific foundation objects in the system one by one, or mass upload data. You might have to show the Admin where this can be done in the system: ● To create single foundation objects, navigate to the Admin Tools. In the Company Processes & Cycles portlet, select

Employee Files

Manage Organization, Pay and Job Structures . For MDF Foundation Objects, In

the Company Processes & Cycles portlet, select

Employee Files

Manage Data .

● To mass upload data for Foundation Objects using a CSV file, in the Company Processes & Cycles portlet, select

Employee Files

Import Foundation Data . For MDF Foundation Objects, select

Employee Files

Import and Export Data .

Related Information Setting Up the Corporate Data Model [page 77] XML Examples (Foundation Objects and Associations) [page 83] MDF Foundation Objects [page 142]

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4.2.2

XML Examples (Foundation Objects and Associations)

How Is a Foundation Object Defined in the XML File? This is an example how the foundation object "location" is defined in the Corporate Data Model: Location Code ... In the XML file for the Corporate Data Model, the HRIS element defines a foundation object. Each foundation object has an ID you should not change, in this example "location". The label name can deviate from the ID. This is the label shown on the UI. The field associated with “location" is “externalCode". You can change the labels of the field and the HRIS element. Below, you can find search criteria for the location. In this example, if the user searches for existing locations, and enters a city or country name, the system searches the entries of the fields “city" and “country" of the HRIS element “corporateAddress", which is also defined in the Corporate Data Model, for a match.

4.2.3

How do you define associations?

For Foundation Objects, you can only define a ONE_TO_MANY association and not a MANY_TO_ONE association. In most cases, the one object typically filters the many object. However, it is recommended that associations be modeled on the many object rather than the one object to achive the required filtering behavior.

Note For the destination-entity, enter the HRIS-element ID of the foundation object, or the external code of the generic object you want to associate the foundation object with. Assuming the job codes ENG01 and ENG02 are applicable to “Philadelphia" and you would like to filter job codes by location. Logically, this would be a MANY_TO_ONE relationship from the jobCode to the location. However, as only ONE_TO_MANY associations are supported, this would need to be configured as a one-to-many association from jobCode to location. Once this association has been defined, the valid locations can be attached to the job codes in Employee Central when setting up the job codes on the UI. You do this under Administration Tools. In the Company Processes & Cycles portlet, select

Employee Files

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The following example shows the ONE_TO_ONE associations from payRange to the foundation objects geozone and payGrade. Do not create more ONE_TO_ONE associations to those that are predelivered in the standard XML file. ...

4.3

Setting Up the Succession Data Model

What is the Succession Data Model? With the Succession Data Model, you set up data that is related to the people in a company. This data can be divided into the following areas: ● Person data: This includes information that is linked to the person and does not depend on the job, such as the employee's address and national ID. ● Employment data: This includes job-related information about a person, such as compensation and hire date. You set up this data by defining person objects and employment objects in the XML file for the Succession Data Model. This is where you define what the fields are going to be called on the UI, which fields are hidden, and you can add customer-specific fields. In the following table you find more information about the person and employment objects included in the standard XML file delivered by SuccessFactors. The columns define the following: ● HRIS-element ID: This is the ID that is used to identify the person or employment object in the XML file. ● Standard label: This is the label for the HRIS element shown on the UI. You can overwrite this label. If no label is included in the standard XML file, then the label that appears on the UI is pulled from the backend system. To overwrite the label, add the corresponding label tags in the XML file below the corresponding HRIS element and put the new label text inside the label tags. ● Portlet: Each HRIS element and its fields is shown in a portlet on the UI, that means, in a clearly defined area on the UI. Most HRIS elements have their own portlet. In this column you find the portlet name. ● Data object type: There are two types of data objects you define in the Succession Data Model — person objects and employment objects. Person objects appear on the UI on the Personal Information page in the Employee Files or when adding a new employee. Employment objects appear on the UI on the Employment Information page in the Employee Files or when adding a new employee.

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Note The fields for the person objects globalInfo and homeAddress are defined in the country-specific Succession Data Model. For more information, see Setting up country-specific data models [page 113]. Table 22: HRIS-element ID

Standard label

Portlet

Data object type

personInfo

Biographical Information

Biographical Information

Person object

personalInfo

Personal Information

Personal Information

Person object

globalInfo

Global Information

Part of Personal Information

Person object

portlet (appears when the user adds a country in this portlet)

All fields for this HRIS ele­ ment are defined in the coun­ try-specific Succession Data Model.

nationalIdCard

National Id Information

National Id Information

Person object

homeAddress

Home Address

Home Address

Person object All fields for this HRIS ele­ ment are defined in the coun­ try-specific Succession Data Model.

phoneInfo

Phone Information

Part of Contact Information

Person object

portlet emailInfo

Email Information

Part of Contact Information

Person object

portlet imInfo

Social Accounts Information

Part of Contact Information

Person object

portlet emergencyContactPrimary

Primary Emergency Contact

Primary Emergency Contact

Person object

personRelationshipInfo

Dependents

Dependents

Person object

directDeposit

Direct Deposit

Direct Deposit

Person object

paymentInfo

Payment Information

Payment Information

Person object

Note You have to activate pay­ roll integration to use this feature.

employmentInfo

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Employment Details

Employment Details

Employment object

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HRIS-element ID

Standard label

Portlet

Data object type

jobInfo

Job Information

Job Information

Employment object

compInfo

Compensation Information

Compensation Information

Employment object

payComponentRecurring

Compensation

Part of Compensation

Employment object

Information portlet payComponentNonRecurring

Spot Bonus

Spot Bonus

Employment object

jobRelationsInfo

Job Relationships

Job Relationships

Employment object

workPermitInfo

Work Permit Info

Work Permit Info

Employment object Note that when you have acti­ vated the Global Assignments feature, the

workPermitInfo portlet is displayed on the Personal Information page. globalAssignmentInfo

Global Assignment Details

Global Assignment Details

Employment object

Note You have to activate global assignments management to use this feature.

pensionPayoutsInfo

Pension Payout Details

Pension Payout Details

Employment object

Note You have to activate pen­ sion payouts to use this feature.

userAccountInfo

Employee Information

Employee Information portlet

Employment object

on the Add New Employee screen

Note The following HRIS element is only applicable to Employee Central 1.0: corporateAddress.

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4.3.1

How do you set up the Succession Data Model?

Context

Procedure 1. Download the XML file for the Succession Data Model. ○ If you're setting up the Corporate Data Model the first time for a company, download the most current version from this link: https://ps.successfactors.com/productcentral/Pages/display/prodinfo/data+models+and+picklists/ default.aspx . ○ If you're changing an already uploaded Succession Data Model, download the XML file from Provisioning under

Succession Management

Import/Export Data Model .

2. If no changes are required to the XML file, you can proceed directly to step 3. Otherwise, open the XML file in an XML editor and adjust the data model according to the company's requirements.

Note The XML file for the Succession Data Model is divided into several sections. Only some are relevant for Employee Central. Under "How is the XML file structured?" you can find more information about all sections. ○ Go to the section that includes the HRIS elements. Each HRIS element corresponds to a person or employment object. You can adjust the HRIS elements and the HRIS fields just as you did in the previous step when adjusting the Corporate Data Model. For a list of all possible HRIS elements and fields, see Person Object Tables [page 448] and Employment Object Tables [page 472]. To make any changes, proceed as follows: 1. HRIS elements You can change the following for the HRIS elements: ○ Delete HRIS elements You can delete the HRIS element you don't want to use from the data model. For example, a customer might decide that they don't need phone information or compensation information, so you can delete the phoneInfo and compInfo HRIS elements from the data model. You can delete all HRIS elements except for the following mandatory ones: ○ employmentInfo ○ jobInfo ○ personInfo ○ personalInfo Employee Central Master Setting Up Data Models

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Note When you delete an HRIS element, the corresponding portlet is also not shown anymore on the UI. ○ Change the label for HRIS elements If you want to use a different label text on the UI, overwrite the existing label text of the corresponding HRIS element or, if there is no label included in the standard XML file, insert a label with the corresponding text. 2. HRIS fields You can change the following for HRIS fields: ○ Hide or show fields on the UI by setting the visibility attribute accordingly For example, set the visibility of fields the customer does not want to use to "none", so they don't appear on the UI and no data import is possible.

Note For some fields, you should leave the visibility attribute to "none" or "view", for example, for fields that are calculated by the system and should not be filled by the user. To check for which fields you can change this attribute, have a look at the Person Object Tables [page 448] and Employment Object Tables [page 472]. ○ Change labels for HRIS fields by overwriting the existing label text ○ Make fields mandatory by setting the required attribute to "true" ○ Mask data entry on screen by including the pii attribute ○ Configure custom fields ○ You can add custom fields as you did for the Corporate Data Model. ○ Interaction between data models — the "type" attribute

Note Do not use the type attribute for the field custom-string1 of the jobInfo HRIS element. ○ You can connect custom fields from the Succession or Corporate Data Model to any foundation object to copy its behavior. You do this by using the attribute type="foundationObject". The custom field is displayed as a separate field with its own label on the UI, and its own attributes if you define them here, but it takes over the following behavior from the foundation object it is connected to: ○ List of values: If the Admin has already created or uploaded data for the company foundation object, this data is shown in the custom field as a list of values to choose from. As soon as the user starts entering a value in the custom field, the possible values of that list are displayed. ○ Effective dating: If the foundation object is effective dated, the custom field will also be, that means the user has to enter a start date as of which the changes are supposed to become effective. ○ Search: If the search-criteria attribute has been defined for the foundation object, it is also applied to the custom field.

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See the following example, where the HRIS field "custom-string7" in the Succession Data Model behaves like the company foundation object from the Corporate Data Model: Legal Entity of Contract ○ You can use the type attribute to reference customer-specific foundation objects. For this, you have to create a generic object first (see How do you create customer-specific Foundation Objects? [page 168]). In the Succession Data Model, you can then add a custom field of the type custom-string and add the type attribute referencing the generic object (type="GenericObject"). You have to use the external code of the generic object as the type, as in this example: JOBREL_WORKFLOW It is not possible to configure the same rule using business rules framework since all picklist options with external_code = custommanager will match the rule. 3. It is not possible to access multiple entities in one rule for non-hire cases. For instance the Global Assignment entity cannot be used in conjunction with the jobInfo entity in a single rule for an “Add Global Assignment” case.

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9.8

Mapping Existing YouCalc Rules to Rules in the Business Rules Framework

This section describes how rules defined in the existing youCalc rules XML file can be configured using the business rules framework to derive workflow configuration. Consider the extract of a sample youCalc workflow derivation rules XML below. COMMONWF NEWHIREWF There are two rules defined one intended to handle common data changes and the other to handle the new hire case. This scenario can be realized using the business rules framework by creating multiple rules as shown below: 1. RULE_ID : RULE_JOBINFO_WF Base Object: Job Information Model Rule Definition: IF jobInfo.jobCode.Value NOT EQUAL TO jobInfo.jobCode.PreviousValue OR jobInfo.FTE.Value NOT EQUAL TO jobInfo.jobCode.PreviousValueTHEN SET jobInfo.wfConfig.Value = COMMONWF. 2. RULE_ID : RULE_COMPINFO_WF Base Object: Compensation Info Model Rule Definition: IF compInfo.pay-type.Value NOT EQUAL TO compInfoM.pay-type.PreviousValue OR compInfo.benefitsRate.Value NOT EQUAL TO compInfo.benefitsRate.PreviousValueTHEN SET compInfo.wfConfig.Value = COMMONWF. 3. RULE_ID: RULE_GLOBALASSIGNMENT_WF Base Object: Global Assignment InfoModel. Rule Definition: IF globalAssignmentInfo.assignment-type.Value NOT EQUAL TO globalAssignmentInfo.assignmenttype.PreviousValue THEN SET globalAssignmentInfo.wfConfig.Value = COMMONWF. 4. RULE_ID: RULE_PERSONALINFO_WF Base Object: Personal Info Model

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Rule Definition: IF personalInfo.suffix.Value NOT EQUAL TO personalInfo.suffix.PreviousValue THEN SET personalInfo.wfConfig.Value = COMMONWF. 5. RULE_ID: RULE_NEWHIRE_WF Base Object: Employee Information Rule Definition: IF employeeInformation.jobInfo.eventReason = New Hire (H) THEN SET employeeInformation.wfConfig.Value = NEWHIREWF

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10 Setting Up Approval Workflows

10.1 What are approval workflows? You can define workflows to set up approval processes for changes the manager or employee makes to an employee's data. Let's say you have set up a workflow for changes to the national ID of an employee. If the user changes this national ID, a popup shows who has to approve this change. If the user confirms the change, the approver gets an approval request in the To-Do List. The change is not processed by the system until the approver approves the request.

10.2 When do you want to use approval workflows? The Admin defines which changes to an employee’s data trigger an approval workflow, and who needs to approve the change. For example, if the employee creates a leave of absence, the manager has to approve it. Or if the manager promotes an employee, the Admin can define that the manager's manager and the employee's HR responsible are automatically notified by email about this promotion and make their approval required. Only if both have approved this change, the change is processed by the system.

10.3 What are approver types? The Admin defines the approver of a workflow by selecting the approver type. There are three approver types: ● Role ● Dynamic Role ● Dynamic Group ● Position Role means that the approver is the employee, the employee's manager, the manager's manager, or the employee’s HR responsible. The Admin can also select whether the old or new manager has to approve a step when an employee's manager changes (Source for the old manager, Target for the new manager). Dynamic Role means you let the system find the right approver. For example, let's assume the Admin wants to define a controller role to represent the controller of a legal entity. Depending on the legal entity of the person for whom the data has been changed, the system selects the controller of that legal entity. Dynamic Group is a group of several approvers the Admin sets up before creating workflows. Any member of this group can approve the workflow request.

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Position means that the person assigned to a specific position when the workflow is triggered is chosen as the approver of the workflow. If more than one person is assigned to the position at this time, the workflow is sent to all incumbents of that position. Any of these persons can approve the workflow request. You must have activated Position Management to be able to select positions as approver type. For more information about positions, see the Position Management handbook.

10.4 What do you need to do first before you can create workflows?

Procedure ● This is already included in the standard XML file for the Corporate Data Model: Make sure the foundation object for workflow has been created as well as the following HRIS elements for approval steps: ● This is already included in the standard XML file for the Succession Data Model: Make sure the pending approvals tab has been created: Pending Requests ● In the Succession Data Model, add the workflow-related HRIS elements you are going to refer to in your workflow rules. ● If you use event-reason derivation rules, create the rules required for your workflows in the corresponding XML file. For more information, see Setting up event-reason derivation rules [page 196]. ● If you want to use Dynamic Roles or Dynamic Groups, you need to create these first as described below.

10.4.1 How do you create Dynamic Roles?

Context As Dynamic Roles are foundation objects, the fields the Admin can fill out for setting up a new Dynamic Role have been previously defined in the Corporate Data Model. By default, all foundation objects on Job entity will be shown Employee Central Master Setting Up Approval Workflows

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when you create a new Dynamic Role. If you want to hide any fields, set their visibility attribute to “none”. In the following example, the fields Event Reason and Pay Grade will not appear on the UI for creating a new Dynamic Role: Event Reason Pay Grade The Admin can now create a Dynamic Role using the fields defined in the Corporate Data Model. You might have to show the Admin where this is done in the system:

Procedure ● Go to Administration Tools. In the Company Processes & Cycles portlet, choose

Employee Files

Manage

Organization, Pay and Job Structures . The Admin can choose several persons for a Dynamic Role. For example, it is possible to set up the following two entries: ○ Location Canada, department Sales, person Sarah Jones ○ Location USA, department Sales, person John Smith If the employee whose data is changed belongs to location USA, department Sales, then John Smith gets the approval request.

10.4.2 How do you create Dynamic Groups?

Context The Admin sets up Dynamic Groups in the system. You might have to show the Admin where this is done in the system:

Procedure ● Go to Administration Tools. In the Company Processes & Cycles portlet, choose

Employee Files

Manage

Workflow Groups .

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This is where the Admin sets up who is part of a Dynamic Group. Under Membership you can see how many people are part of this group. Once the workflow is triggered, all members of the Dynamic Group receive the approval request. As soon as one of the members approves the workflow request, it is removed from all members' pending approval requests.

10.5 How do you create workflows?

Context

Procedure 1. Together with the customer, define the workflows the company wants to use. 2. The Admin creates the workflow foundation objects in the system one by one, or mass uploads workflows via CSV file. The Admin also enters the approver(s) for a workflow in this step. You might have to show the Admin where this is done in the system: a. To create single workflows, go to Administration Tools. In the Company Processes & Cycles portlet, select Employee Files

Manage Organization

Pay and Job Structures

.

b. To mass upload workflow data via CSV file, go to Administration Tools. In the Company Processes & Cycles portlet, select

Employee Files

Import Foundation Data .

c. The Admin creates one or more workflows and adds an external code in the Code field. d. The Admin adds one or more approval steps. The Admin can select Dynamic Groups or Dynamic Roles that the Admin has set up before to choose the approvers, or select the approver using the approver type Role. It is also possible to add more than one approval step. 3. The Admin should now provide you with the external code of the workflows, as you will reference these as value in the XML file for workflow derivation rules. 4. Now you set up the workflow rules in the XML file. a. In Provisioning, download the XML file for workflow derivation rules under

Succession Management

Import/Export Rules XML for Workflow Derivation . b. Add a workflow rule. As value of the tag of the rule, enter the external code of the workflow the Admin has created before in the system. You can find some examples and explanations below under XML examples. c. Upload the XML file under

Succession Management

Import/Export Rules XML for Workflow

Derivation .

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10.6 How do you create workflows for foundation objects? Prerequisites What you have to do first You have to create a workflow that considers the limitations for approver types mentioned under Limitations. For more information on how to create a workflow, see How do you create workflows? [page 253].

Context You can create rules that trigger a workflow when a foundation object is created, changed, or deleted. The change to the foundation object is not executed until the workflow is approved. You use the Rules Engine to create such a rule. The following steps are required to set up foundation object workflows: 1. Create a rule that defines which workflow is triggered under which condition 2. Assign the rule to the corresponding foundation object in the Corporate Data Model 3. (Optional) Adjust the email notification template Limitations ● You can only create workflows for effective-dated foundation objects. ● The workflow is triggered when a foundation object is created, changed, or deleted. You cannot define a rule that triggers the workflow only when a foundation object is changed, or only when a foundation object is deleted. ● The workflow used for the foundation object supports only the following approver types: ○ For step approvers: Dynamic Group, Position ○ For contributors: Dynamic Group, Position ○ For CC users: Person, External Email, Dynamic Group, Position

Note All other approver types are skipped when the workflow is triggered. If the workflow has no valid step approver, the workflow is skipped completely and the changes to the foundation object are saved without triggering the workflow. ● Currently, you cannot edit or update workflows for foundation objects on the workflow approval page. ● If you have multiple workflows for creating a foundation object for the same foundation object, and these are triggered on the same effective date, the second workflow cannot be approved when the first workflow has been completed. Example: You create a foundation object Department A on effective start date 01/01/2014, and trigger workflow 1. Then you create a foundation object Department A on effective start date 01/01/2014, and trigger workflow 2 before workflow 1 is completed.

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When workflow 1 has been approved, the foundation object Department A (on 01/01/2014) is created. If you now want to complete workflow 2, the request will be rejected because the foundation object with the same data already exists.

Procedure 1. Create a rule that defines which workflow is triggered under which condition: a. Go to Administration Tools. b. In the Company Processes & Cycles portlet, select

Company Settings

Configure Business Rules .

c. Click the Create New Rule button. d. Enter a rule ID, rule name, and select any rule type. For more information about these fields, refer to the Configuring Business Rules Implementation Guide. e. In the Base Object field, select the foundation object to which you want to assign the rule later in the Corporate Data Model in step 2. Note: For rules without IF conditions, it does not matter which base object you choose. f. Click Manage Parameters. g. In the Manage Parameters dialog box, click Add New Parameter. h. Enter the following information: ○ Code: You have to enter FOWorkflow, using this exact spelling and capitalization. ○ Name: Here you can enter any name you want. This name will appear in the dropdown list for the IF and THEN statements of the rule as shown here:

○ Object: Select FO Workflow from the dropdown list. i.

Click Apply .

j.

Create the IF conditions of the rule. Here, you have two options:

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○ Rules without IF conditions: If every change to the foundation object should trigger a workflow, define a rule without IF conditions by selecting the Always True checkbox as in this example:

○ Rules with IF conditions: If the workflow should only be triggered when specific conditions are met, define these IF conditions in the IF part of the rule as in this example:

In this example, the workflow is triggered for any change, including: ○ When the legal entity status changes to Active ○ When an inactive legal entity is deleted ○ When any other field of the legal entity is changed k. Create the THEN statement, where you refer to the workflow foundation object.

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○ As left expression, select the FO Workflow object you have added before using Manage Parameters, and select Workflow Information as in this example:

○ As right expression, select the workflow you want to assign to the foundation object. l.

Save your changes.

2. Assign the rule to the corresponding foundation object in the Corporate Data Model: a. Go to Provisioning. b. Download the Corporate Data Model. For more details about how to set up the Corporate Data Model, see Setting Up the Corporate Data Model [page 77]. c. Assign the rule to the corresponding foundation object hris-element by adding the trigger-rule XML tag. Here’s an example where the rule is added to the foundation object Location in the Corporate Data Model: Location Code ...

Note Please consider the following: ○ You should assign only one foundation object workflow rule to each foundation object in the Corporate Data Model. ○ Use onSave as trigger-rule event. 3. Optional: Adjust email notification template

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When an email notification is sent for a foundation object workflow, the subject line contains information about whether the foundation object has been created, updated, or deleted. Here’s an example: “Department: JingDep123_1(JingDep1) [update]” If you want this information also to be included in the body of the email notification template, you can adjust the template by adding the tag [[ACTION_TYPE]]. To change the email notification template: a. Go to Administration Tools. b. In the Company Processes & Cycles portlet, select

Company Settings

E-Mail Notification Templates

Settings . c. Insert the [[ACTION_TYPE]] tag in the body of the email as in this example:

Here’s an example of how the sent email notification looks like:

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Employee Central Master Setting Up Approval Workflows

d. Save your changes.

Results Specifics for foundation object workflows ● Workflow approval page The following information is displayed on the workflow approval page when a foundation object workflow is triggered: ○ When a new foundation object has been created, all fields with values are displayed. ○ When a new foundation object record has been inserted for an existing foundation object, only the fields with changes are displayed. ○ When an existing foundation object is updated, only the fields with changed values are displayed. ○ When an existing foundation object is deleted, all fields are displayed. ● CC user notification When a workflow with CC users assigned to it is completed, the CC users are informed by email. The email includes a review link to the changed or new foundation object. Only users with the corresponding permission can view the foundation object page in read-only mode.

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If the foundation object has been deleted, the email notification does not include a review link. However, currently, the tag [[VIEW_LINK]] is displayed, as in this example:

10.7 XML examples You can define whether a workflow is triggered based on a change on the UI, or if you want to use events you have set up before. Here are some examples of how you can set up the workflow in the XML file:

Select workflow based on employee or job data In this example, whenever the user changes the department, workflow DEPT_CHANGE is used. DEPT_CHANGE is the external code of the workflow foundation object. You reference the department field as follows: ● The HRIS-element ID you defined before in the Succession Data Model is jobInfo. ● The HRIS-field ID is department. DEPT_CHANGE In this example, the rule is applied when the pay component in the Spot Bonus portlet changes: ● The HRIS-element ID for Spot Bonus is payComponentNonRecurring. ● The HRIS-field ID of the pay component is pay-component-code. SPOTPAYCOMP

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In this example, the rule is applied when the user enters a relationship type other than “HR Manager” in the Job Relationships portlet: ● jobRelationsInfo is the HRIS-element ID for the Job Relationships portlet ● relationship-type is the HRIS-field ID for the field where you select the manager for the relationship type ● hr manager is the external code for “HR Manager” of the picklist that is used to provide predefined values for this field. The picklist ID is jobRelType.

Note You can find out which picklists are used for a field in the Person object tables [page 448] and Employment object tables [page 472] . HRMANAGER

Select workflow based on event To base a workflow on an event, enter the ID in the following format: hris-element-id.event The event field is a picklist. Value “5” is the external code of the event. As you compare this value with what the user enters on the UI, or with the value derived by the system if you use event-reason derivation rules, you use the compareToNew attribute.

Tip If you have uploaded the standard picklist from SuccessFactors without changing the labels, you can find the external codes and what their labels are in that file. In this example, the external code 5 refers to the event Data Change. If the picklist labels have been adjusted by the company, you need to check the picklists that were uploaded in the system: Go to Administration Tools. In the Company & Processes portlet, select

Company Settings

Manage Picklists .This is where you can download and open the picklist used in the system. In the column for the external code, look for the value. In the same row, you find the label for your language (for example, in column en_US). OnLeave Employee Central Master Setting Up Approval Workflows

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Select workflow based on event reason of the change You can use any foundation object to create a workflow, including event reason. So, in the example of a new hire, you can define a rule based on the event reason foundation object in the workflow XML file. The value is the external code of the event reason foundation object. The ID follows the following format: hris-elementid.event-reason See the following example: NewHire

Select workflow based on country You can have different workflows per country. The 3-letter ISO code is used for each country. In the following example, two workflows are configured for the same change, but for users belonging to different countries. The ID follows the format: hris-element-id.hris-field-id.country You also need to include the country as a value: value=”USA” CountryUSA CountryIndia

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Logical operands for rules configuration You can use the following logical operands when defining rules: ● AND: Both conditions have to be true ● OR: At least one of the conditions has to be true ● XOR: a XOR b is true only when one of a, b is true, but NOT both are true (a so-called “exclusive OR”)

Note You cannot combine AND with OR, but you would have to create 2 different rules. For example, if you want a rule for a data change to manager and cost center or department, you have to set up a rule for a data change to manager and cost center, and then a second rule for manager and department.

Comparative operands for rules configuration ● Greater: The new value is greater than the old value. ● Lesser: The new value is less than the old value. ● Equal: The new value is the same as the old value. If you want to set something to unequal, meaning data has changed, add inverse=”true” to it: Example for “greater” In this example, the rule is met when the value for the pay grade is increased: PAYGRADEINC Example for “lesser” In this example, the rule is met when the value for the pay grade is lower than before: PAYGRADEDEC Example for “equal”

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“Equal” is mostly used in its reverse sense, meaning, that something has changed and thus is not equal anymore. This is achieved by adding theinverse=”true” attribute. In the following example, the rule is met when the location in the job information portlet is changed: PAYGRADEDEC

Field change to a certain value triggers rule In this example, if an employee's department is changed to “ENG”, the workflow ENG_DEPT_CHANGE is used. The compareToNew attribute determines whether to use the new value for comparison or the old value; that is, if the compareToNew attribute value is true, then it uses the new department value that is changed in Employee Central. If the compareToNew attribute value is false, then it uses the user's current department. So in this example, if the user’s department is changed to something other than ENG, this rule will not be used: ENG_DEPT_CHANGE You can also set the compareToNew attribute to “false” if you want to evaluate the initial value of an attribute as in the following example:

Change to specific data object triggers rule Instead of defining the HRIS-field ID as you did in the previous two examples, you can also define the ID of a specific foundation, person or employment object. In the following example, the pay component group A1 has been defined in the system. A1 is the external code of the pay component group (standard label on the UI is Pay Component Group ID). In the XML file, you follow this syntax: hris-element-id.externalCode The following rule is met when a change, such as a salary change, to A1 takes place: SC01

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10.8 How do you set up alerts and notifications? You can define the following types of alerts and notifications for workflows: Table 34: You want to...

That are sent when...

Then choose this method:

Define templates for email notifications

A workflow is approved or a comment is

Set up workflow notifications [page

and To-Do alerts

added

265]

Send reminder notifications

A workflow has been pending for a cer­

Set up reminder notifications [page

tain period and action is required

268]

Send email notifications and To-Do

A period is approaching its end and ac­

Set up alerts and notifications using

alerts

tion is required

rules [page 270]

10.8.1 Set up workflow notifications

Context You can set up email notifications if the person doing the change and the approver of the current step are to get an email if somebody approves a workflow or writes a comment. This is an optional step; if you don't define email notifications, the approvers will still get the approval request in their To-Do List. To set up workflow notifications:

Procedure 1. Go to Administration Tools. 2. In the Company Processes & Cycles portlet, select Settings

Company Settings

E-Mail Notification Templates

.

3. Define the templates using the following tags that are currently supported: Employee Central Master Setting Up Approval Workflows

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Table 35: Tag Name

Description

Sample Value

ACTION_TYPE

The action the user has performed.

create

This is used to distinguish if the user has created, updated, or deleted the object.

update delete

This is only relevant for foundation ob­ ject workflows. APPROVAL_CHAIN

The approval chain up to the current

List of users

user who gets the email notification. CREATED_USER_EMAIL

Email ID of the user who initiated the change. This tag is used to uniquely identify a user.

CURRENT_OWNER

The current owner of the workflow with User whom the workflow is or by whom the workflow is rejected (if the workflow is rejected by an approver)

DELEGATOR

User who delegated the workflow This tag is used to support workflow delega­ tion.

DELEGATEE

User to whom this workflow has been delegated This tag is used to support workflow delegation.

EFFECTIVE_DATE

The effective start date for the sug­

Calendar date

gested change EVENT

The event associated with the workflow Change Job/Transfer/Data Change

EVENT_REASON

Event reason associated with the work­ Hire, transfer flow

Note For Employee Central 2.0, we sug­ gest you use event reasons instead of HRIS actions.

CREATED_USER

266

The user who created the workflow.

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Tag Name

Description

Sample Value

CREATED_TIME

Date/time at which the workflow was created. The company's default date format is selected.

PERSON_ID_EXTERNAL

Person ID external of the subject user.

RECENTLY_APPROVED_BY

The name of the user who recently ap­

Bill Mintz

proved the workflow request. RECENTLY_APPROVED_BY_COM­

Comments entered by the user who re­ Comments posted by recently ap­

MENT

cently approved the workflow request.

RECENT_COMMENT_POSTED

Recently posted comment on workflow Comments posted by approver/ by the approver or contributor.

RECENT_COMMENT_POSTED_BY

proved approver

contributor

Full name of the user who recently posted the comment.

RECENT_COMMENT_POSTED_DATE

Date/time when the latest comment

07/09/2012

was posted RECIPIENT_NAME

Full name of the email recipient

REJECTED_BY

The user who rejected/declined the workflow.

REJECTED_BY_COMMENT

SUBJECT_USER

Comments entered by the user who re­ Comments posted by rejected ap­ jects the workflow request.

prover

The user for whom the change is sug­

User

gested. SUBJECT_USER_COSTCENTER

Current cost center of the subject user. This tag is used to locate an employee in the org structure.

SUBJECT_USER_DEPARTMENT

Current department of the subject user. This tag is used to locate an em­ ployee in the org structure.

SUBJECT_USER_ID

The user ID of the user for whom the change is suggested.

SUBJECT_USER_JOBCODE

123 sthomas

Current job code of the subject user. This tag is used to know what an em­ ployee's job is.

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Tag Name

Description

SUBJECT_USER_JOBTITLE

Current job title of the subject user.

Sample Value

This tag is used to know what an em­ ployee's job is. SUBJECT_USER_LEGAL_ENTITY

Current legal entity of the subject user. This tag is used to locate an employee in the org structure.

VIEW_LINK

Link to the approval page

10.8.2 Set up reminder notifications

Context You can define that the current workflow approver is reminded to take action on a pending workflow after a certain number of days. To achieve this, you have to set up reminder notifications for approval workflows. You can either... ● Set up the same number of days for all workflows In this case you only have to set up the number of days once in Provisioning. ● Set up individual number of days for different workflow foundation objects For example, you might want to have a more frequent reminder for promotion-related workflows than for job relationship changes. For simple data changes you might even decide not to have any reminder notifications at all. The Admin can define the number of days for each workflow foundation object individually in the Administration Tools. To set up reminder notifications:

Procedure 1. Log in to Provisioning, and select your company. 2. Under Managing Job Scheduler, click Manage Scheduled Jobs. 3. On the Manage Scheduled Jobs page, click Create New Job:

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4. On the Create New Job page, enter the required details: ○ Job Name: Enter a name for the job. ○ Job Owner: Enter a valid user in the system. ○ Job Type: Select Workflow Action Reminder. ○ Job Parameters: Remind In Days: Here you have two options: ○ To set up the same number of days for all workflows, enter a number into this field. This is the number of days after which a reminder notification is sent to the current approver of a pending workflow. ○ To set up individual number of days for different workflow foundation objects, leave this field empty. ○ Occurrence: Select Recurring. Choose an appropriate time. We recommend to run this job daily, once a day. ○ Start Date: Enter the date when this job should be run for the first time. ○ Additional E-mail Recipients: You can enter additional email recipients who should be notified when this scheduled job is completed. Note that this has got nothing to do with the actual workflow notification sent to the workflow approvers. 5. Click Create Job. 6. In the row that contains the created scheduled job, click If you have chosen to set up the same number of days for all workflows by entering a number in the Remind In Days field, you are done with setting up the reminder notifications. If you have chosen to set up individual number of days for different workflow foundation objects by leaving the Remind In Days field empty, you have to follow one more step: 7. In Provisioning, check that the following HRIS field is part of the Corporate Data Model: ... Remind in Days ...

Note You can find more information about the Corporate Data Model under Setting Up the Corporate Data Model [page 77]. This field is displayed in the system, in the Administration Tools:

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The Admin can enter a different number of days in this field for the different workflow foundation objects existing in the system. To do this, the Admin has to go to the Administration Tools, to the Company Processes & Cycles portlet and select

Employee Files

Manage Organization, Pay and Job Structures

.

The resulting system behavior is the following: When the scheduled job runs, the system gets all the pending workflows. The number of days is determined either based on what you have entered in the scheduled job in Provisioning, or — if that field is empty — from what the Admin has entered for each workflow foundation object in the Administration Tools. If the workflow has been pending for that number of days, the reminder notifications are sent to the current approver. The reminder notification reuses the original notification the approver gets when a workflow is triggered, with “Reminder:” in the email subject line. So there is no need to configure a specific email template for reminder notifications.

Example You have configured the number of days as 2 for a workflow foundation object. If no action has taken place for that workflow, then a reminder is sent on day 2, 4, 6, 8, and so on, until the current approver takes action on that workflow. The action could be adding a comment, or changing approvers in the workflow. Let's say the current approver gets a reminder on day 2. The approver then makes a minor change on the third day, like adding a comment, and then again leaves the workflow pending for another 2 days. The next reminder is sent on day 5. This behavior will be repeated until the approver finally approves or rejects the workflow.

10.8.3 Set up alerts and notifications using rules

Context You can set up To-Do alerts and email notifications that are sent when a certain period approaches its end to remind the user to take action. For example, you can define that the HR Admin is notified 10 days before an employee's contract ends. You can also customize the alert and notification template.

Note You can set up this feature for changes done to records for: Job Information, Time Off, Compensation, Global Assignment, Employment Information, Work Permit, Recurring and Non-Recurring Pay Components. Here's an overview of the implementation sequence:

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Table 36: Step

Details

1. (Optional) Define an alert message template

If you want to deviate from the default template, you can de­ fine your own.

2. Define a rule

Here you define.... ●

When the rule is triggered (for example, 10 days before a contract ends)

●

Which workflow is assigned to it The workflow defines which users get the alerts and noti­ fications: ○

The CC users receive an email notification.

○

The workflow step approvers receive an alert in their To-Do list.

○

If only CC users are assigned to a workflow, only email notifications are sent. If only workflow step ap­ provers are assigned to a workflow, only To-Do items are created as alerts.

●

Which alert message template is used for the alerts and notifications

3. Assign the rule to the HRIS element

This enables the rule to be triggered.

4. Schedule a job

The first time you are setting up alerts and notifications using rules, you need to schedule a job in Provisioning.

Procedure To set up alerts and notifications using rules: 1. Optional): Define an alert message If you do not define an alert message, the alerts and notifications follow this default format: ○ Email Header/To-Do item name: Alert for (subject user name), (event reason) ○ Email Body/To-Do item detail: Alert for (subject user name), (event reason) on (effective start date)

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Example for a default email notification:

Example for a default To-Do list alert:

To define your own alert message: a. Go to Administration Tools. b. In the Company Processes & Cycles portlet, select

Company Settings

Configure Object Definitions .

c. On the Configure Object Definitions screen, search for Object Definition: AlertMessage. d. Change the Alert Description maximum length to 4000. This enables the user to enter long description texts. e. Go back to Administration Tools.

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f. In the Company Processes & Cycles portlet, select

Employee Files

Manage Data .

g. Select Create New: AlertMessage. h. Enter the required fields: externalName: Enter a name for the alert message. externalCode: Enter a unique ID for the alert message. effectiveStatus: Select Active. alertHeader: Enter the default format for the header of the email notification message, and the To-Do item’s label. alertDescription: Enter the default format for the description of the email notification message and the ToDo item.

Note You can use only the following tags: ○ Subject user in the format [[SUBJECT_USER]] ○ Event reason in the format [[EVENT_REASON]] ○ Effective start date in the format [[EFFECTIVE_DATE]] i.

Save your changes.

2. Define the rule: a. Go to Administration Tools. b. In the Company Processes & Cycles portlet, select

Company Settings

Configure Business Rules .

c. Click d. Enter the following fields: ○ Rule ID: Enter a unique external code for the rule. ○ Rule Name: Enter a name for the rule. ○ Base Object: Here, you can only select the following base objects: ○ Employee Information/Employee Information Model ○ Employee Informationis a composite of the portlets displayed on the Add New Employee screen. Select Employee Information Model if you want to set field properties in the rule. ○ Job Information/Job Information Model ○ Rule Type: Select a rule type. You do not have to use a specific rule type for setting up alerts and notifications. e. 5Click Manage Parameters. f. Select Alert as object, and enter the code and name as displayed here:

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273

Make sure that the text is exactly Alert. g. Enter the If and Then conditions for the rule as in this example:

Note Currently, you can assign the rule event only to the jobInfo HRIS element. Consider this when defining the If condition. Note the following for the Then condition of the rule: ○ Alert.Workflow Information defines which workflow is assigned to this rule. The workflow defines which users get an alert and/or a notification message. This is a required entry for the alert rule.

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○ Alert.Effective Date defines when the rule is triggered. This is a required entry for the alert rule. ○ Alert.Alert Message defines which custom alert message format is used for the alert and notification information. This is an optional entry for the alert rule; if it is not defined, the system uses the default message template as explained in step 1: Define an alert message. h. Save the rule. 3. Assign the rule to the HRIS element You have to assign the rule to the corresponding HRIS element to trigger the rule.

Note Currently, you can assign the rule event only to the jobInfo HRIS element. a. Go to Provisioning. b. Download the Succession Data Model and assign the rule you have created by adding the trigger-rule event saveAlert as in this example: Job Information .... ... c. Save your changes. d. Import the data model in Provisioning. 4. Schedule a job

Note You have to do this only once when you set up alerts and notifications for the first time. a. Log in to Provisioning, and select your company. b. Under Managing Job Scheduler, click Manage Scheduled Jobs. c. On the Manage Scheduled Jobs page, click Create New Job:

d. On the Create New Job page, enter the required details: ○ Job Name: Enter a name for the job. ○ Job Owner: Enter a valid user in the system. ○ Job Parameters: Modified date since: Here you have two options: Employee Central Master Setting Up Approval Workflows

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275

○ Last successful EC Alert job run date If the scheduled job runs for the first time and you choose this option, the alert job checks all the history job information records. After the first scheduled job run, the alert job checks all the job information records that have been modified on or after the last successful EC alert job run date. ○ Specify a date If you choose this option, the alert job checks all the job information records that have been changed on or after the specified date. ○ Occurrence: ○ If you have chosen Last successful EC Alert job run date, we recommend you select Recurring. ○ If you have chosen Specify a date, you have to select Once. e. Click This is how the rules are triggered: a. The scheduled job scans all the job information records that have been modified since the specified date.

Note Keep in mind that changes to the job information record are only saved directly if they don't have to go through an approval workflow themselves. Let's say the user changes the location. There is an approval workflow assigned to this type of change. The change will only be made to the job information record after the last approver of that workflow has approved the change. b.

If the job information matches the rule you have defined beforehand, the system triggers the rule and sends alerts and notifications. Please note the following: When the job information record change matches multiple rules, and the rules use the same message object, only one To-Do alert or email notification are created. Here's an example: Table 37: Example 1: Two rules triggered on same date Job Information Re­

Rule

Alert Effective Date

Alert Message

Alert

Job change 1

Rule 1

January 01

Message 1

Alert 1

Job change 1

Rule 2

January 01

Message 1

Alert 2

cord Change

As a result, only one To-Do item is created and one email notification is sent, as the message is the same. Table 38: Example 2: Two rules triggered on different dates Job Information Re­

Rule

Alert Effective Date

Alert Message

Alert

Rule 1

January 01

Message 1

Alert 1

cord Change Job change 1

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Job Information Re­

Rule

Alert Effective Date

Alert Message

Alert

Rule 2

January 15

Message 1

Alert 2

cord Change Job change 1

As a result, when the first rule is triggered, one To-Do item is created and one email notification is sent for Alert 1. When the second rule is triggered, the first To-Do item is deleted, as the message is the same. A new To-Do item is created and an email notification is sent for Alert 2.

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11

Setting Up Pay Scale

11.1

Setting up the Pay Scale Structure

You can define your pay scale structure centrally and assign employees to it. Non-exempt employees can then be assigned to the defined pay scale structure by entering pay scale area, pay scale type, pay scale group and pay scale level in the Job Information portlet. For each pay scale level you can assign one or more pay components. Once an employee is assigned to the pay scale structure, pay components assigned to the pay scale level can be transferred to the compensation information of the employee using rules. This is called indirect/automatic valuation.

Note It is not required for you to use pay scale group and pay scale level. If you already run Employee Central Payroll based on pay scale area and type, you can stick to this configuration. You will only need pay scale group and level if you want to be able to assign an employee to the whole pay scale structure for indirect valuation. Pay scale group and pay scale level are not part of standard employee master data replication. You can include these fields in standard replication by using custom fields.

11.1.1

Define Pay Scale Groups

Procedure Go to

278

Admin Tools

Employee Files

Manage Data

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Create New: Pay Scale Group .

Employee Central Master Setting Up Pay Scale

Code is generated automatically by the system. It is a combination of what you enter for Pay Scale Group, Country, Pay Scale Area, and Pay Scale Type. Therefore, existing pay scale groups can't be changed.

11.1.2

Define Pay Scale Levels

Context Pay scale levels are time dependent and must be assigned to a pay scale group. You can also assign pay components to pay scale levels, for which you have to define frequency, currency, and salary amount. These aren't taken automatically from the pay component.

Procedure Go to

Admin Tools

Employee Files

Manage Data

Create New: Pay Scale Level

Code is generated automatically by the system. It is a combination of the Pay Scale Group Code and the Pay Scale Level Code. Therefore, they can't be changed.

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11.1.3

Pay Scale Mass Changes

Context There are cases, for example the periodical renegotiation of pay scales, that will lead to the situation where you have to make pay scale changes for a large number of employees. Since it is not possible to manage this volume manually, you can schedule runs that will pick out the employees affected by the change and make the relevant updates to the employees' compensation files for you.

Note This change run will update recurring and nonrecurring payments as well as recurring and nonrecurring deductions.

Note This change run is an extension to the Pay Scale functionality and not applicable to pay increases in general.

Procedure 1. Go to

Admin Tools

Manage Pay Scale Changes

.

On the Manage Pay Scale Changes page you can see any pay scale change runs that have already been executed. 2. Click Create New. 3. On the selection screen you can enter all the information needed to determine which group of employees you want to update with the pay scale change run. Pay Scale Changes from

The tool will start updating compensation files of this date and onwards. This is not the start date of the change run itself.

Employee Group You can define a specific group of employees you want to include in the run. This can come in handy when testing, or if you want to break the run up into smaller chunks, for example departments, to keep data traffic low. However, the other criteria applies to this group nonetheless. 4. Press Submit. Under Employee Selection you can now see how many employees are affected by the criteria. 5. Press Simulate or Update to start the respective run. The simulation run will not create new compensation files. It creates a list of all the changes an update would trigger. The list is generated in CSV file format. 6. After pressing Simulate or Update, a confirmation pop up opens and you are asked to enter an Event Reason and the Start Date of the change run. 7. Press Schedule. 8. Go back to the Manage Pay Scale Changes page to view the results of the run. Here you can see the status of the runs and download the CSV file generated by the simulation run.

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11.1.4

Rules for Indirect Valuation

Use rules to realize indirect valuation based on the employee’s assignment to the pay scale structure. Pay components are assigned to pay scale levels. For each pay scale level amount, you can specify currency and frequency. Once the employee is assigned to a specific pay scale level in the Job Information, the pay component defined at this pay scale level, is transferred to the employee’s compensation information. The amount, currency, and frequency defined for the pay component at this pay scale level is transferred to the employee’s compensation information as well. If you have one pay component for example Basic Pay that is used for indirect valuation you need 3 rules. 1. One rule that transfers the pay components from pay scale level to the Compensation Information portlet in case of a New Hire. Two rules that run in case the pay scale assignment changes. 1. One rule is needed to delete the existing pay component, for example Base Salary Tariff from the Compensation Information portlet. 2. Another rule is needed to conduct indirect valuation based on the new pay scale assignment of the employee. This rule transfers a defined pay component (including amount, currency, and frequency) from the pay scale structure to the employee’s Compensation Information portlet. If you want to use more than one pay component for indirect valuation, you have to create Rule 1 and Rule 3 for each pay component individually.

11.1.4.1

Rule 1: Indirect Valuation when New Hire

For new hire you can create a rule that generates pay components in compensation information automatically on save. The base object is Compensation. This rule is triggered in the case of a New Hire. In addition, the rule-function Amount from Pay Scale Structure must return value >0. This is the case if the pay component (Base Salary Tariff in the example below) is assigned to the pay scale level with an amount >0 on the effective date.

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The IF-statement of the rule looks like this:

The THEN statement creates the pay component (Base Salary) on the event date. Here 3 different rule functions are used in order to read the values for frequency, currency, and amount from the pay scale structure and transfer them to the Compensation Information portlet of the employee. The rule functions you use are the following: ● Frequency from Pay Scale Structure ● Currency from Pay Scale Structure ● Amount from Pay Scale Structure In the example below the amount for Base Salary Tariff is taken from the pay scale structure and is calculated based on the employee’s FTE. You can skip this calculation if you don’t need it.

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Employee Central Master Setting Up Pay Scale

Note You need a separate rule for each individual pay component that you want to transfer from pay scale level to the Compensation Information portlet.

11.1.4.2

Rule 2: Raise message for New Hire

Use this rule to provide a message to the user for new hire. This message informs the user that the pay components are automatically generated from pay scale structure once the new employee is saved. The base object for this rule must be Employee Information Model.

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11.1.4.3

Rule 3: Indirect valuation when pay scale level changes

If the pay scale assignment changes for an employee the pay components and/or its values can be changed using rules. You need two rules: 1. First, you need a rule to delete the existing pay components (technically: delimit the existing compensation information record)

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Employee Central Master Setting Up Pay Scale

Create a rule that runs when pay scale level or FTE changes for an employee, but not in the case of a new hire. The base object is Job Information Model. IF statement looks like this:

The THEN statement deletes all pay components from the employee’s compensation information listed in the rule. If you use more than one pay components for indirect valuation it is possible to use one rule to delete all relevant pay components from the Compensation Information portlet.

Recommendation Since pay components are deleted and the delete rule doesn’t distinguish whether the pay component was assigned by indirect valuation or by the user, it is highly recommended to use unique pay components for pay scale and separate rules for salaried employees. See an example of the IF statement below.

Deleted pay components are ○ Base Salary Tariff ○ Bonus Tariff 2. You need the second rule to create a new pay component in the employee’s Compensation Information portlet and transfer amount, frequency, and currency for the pay scale level the employee is newly assigned to. Employee Central Master Setting Up Pay Scale

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Create an OnSave rule for job information in order to transfer a pay component from the pay scale level (to which the employee is newly assigned) to Compensation Information. Amount, currency, and frequency are also transferred. Base object for this rule is Job Information Model. The rule only runs if the pay scale level or FTE of an employee has changed but not in the case of a new hire. The amount of the pay scale pay component must be > 0. The IF statement looks like this:

Note If the rule that deletes existing pay components has the FTE value-change-check in the IF statement, it must also be included into the IF statement of all rules that create new pay components. Otherwise, pay components are only deleted but not created. The THEN statement transfers the pay component (Base Salary Tariff in the example below) including amount, frequency, and currency from the pay scale level to the employee’s Compensation Information portlet on the effective date. The amount is calculated based on employee’s FTE. This calculation can be skipped if it is not required. In order to transfer amount, frequency, and currency from pay scale level to compensation information you have to include the following rule functions into the rule: ○ Amount from Pay Scale Structure ○ Currency from Pay Scale Structure ○ Frequency from Pay Scale Structure

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Note The create rule must be available for each pay component used for indirect valuation. The rules mentioned above only delete or create pay components from compensation information in case the employee’s job information changes. In case a job information record is DELETED, the Compensation Information portlet remains unchanged. If any pay components or compensation information records should be deleted as well, you have to do so manually.

11.1.4.4

Assigning Rules to Job Information and Compensation Information

Once the rules for indirect valuation are created, they must be assigned to the corresponding Employee Central objects Job Information and Compensation Information. For the rules given as examples above the following lines must be added to the data model for Job Information: Job Information Position ID Position Employee Central Master Setting Up Pay Scale

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And for Compensation Information: Compensation Information Salary For more information on how to assign rules to Employee Central Objects see the section Assigning a Rule to an EC Object of the Configuring Business Rules in SuccessFactors handbook. Find the most current version of this Handbook on the SAP Service Marketplace under Cloud Solutions from SAP > SuccessFactors > Platform.

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12

Setting Up MDF-based Payment Information

12.1

What is Payment Information?

The MDF-based Payment Information portlet allows HR administrator and employees to maintain the complete set of payment information in an effective-dated manner and per employment (for example, for global assignments, concurrent employments). In addition, it enables HR administrator and employees to maintain one main bank account as default for all kinds of payments (such as regular payroll and bonus) unless they define different or more detailed payment information on the line item level.

Note Support for the old HRIS-based Direct Deposit/ payment information (handled by the HRIS elements directDeposit and paymentInfo) will be discontinued, therefore, we recommend you migrate to the new MDFbased Payment Information. Until all customers have migrated to the new MDF-based Payment Information, both are supported in master data replication in Employe Central Payroll.

Note MDF-based Payment Information is based on the employee's employment, therefore, in order for MDF-based Payment Information to work, Job Information must be set up.

12.2 Setting up Payment Information (for new customers) Caution If you are already running the old HRIS-based Direct Deposit/ Payment information (handled by the HRIS elements directDeposit and paymentInfo) disregard this section and go straight to section Setting up Payment Information (for existing customers) [page 305]

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Prerequisites Make sure that the following checkbox is selected under Employee Central in Provisioning:

Go to Administration Tools. In the Company Processes & Cycles portlet, click Company Settings-> Company System and Logo Settings. Under Company System Setting, select the Enable Bank Account Validations and Enable Payment Information Validation checkboxes.

Note If you enable new Payment Information in Provisioning, then on the Personal Information page, the effectivedated and employment-specific Payment Information portlet will be displayed instead of the Direct Deposit portlet or the old Payment Information portlet (handled by the HRIS elements directDeposit and paymentInfo). Employee Central Payroll Integration will automatically work with the new Payment Information portlet without having to be adjusted. The HRIS elements directDeposit and paymentInfo in Succession Data Model are obsolete and no longer need to be maintained.

Caution Before you enable the new Payment Information in Provisioning, make sure that the Compound Employee API is running in Full Transmission mode. Delta Transmission of Compound Employee API for payment information is currently not supported.

12.2.1

Setting up RBP for new Payment Information

Procedure 1. Go to Administration Tools. In the Company Processes & Cycles portlet, click

Company Settings

Configure Object Definitions .

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2. Enter the relevant information.

○ Search Enter Object Definition in the first dropdown menu. Enter Payment Information in the second dropdown menu. ○ Take Action Select Make Correction in the dropdown menu.

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3. Under Securities, make sure that Yes is selected in the Secured dropdown menu and Miscellaneous Permissions in the Permission Category dropdown menu.

4. Click Save. 5. Go to Administration Tools. In the Manage Employees portlet, click

Set User Permissions

Manage

Permission Roles .

6. Choose Take action and then Edit for the role you want to edit.

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7. Click the Permission button.

8. Click Miscellaneous Permissions, and select the necessary permissions for all the objects related to Payment Information and Payment Method. 9. Click Done, and then Save Changes.

12.2.2 Setting up configuration UI for the new Payment Information You can import the standard configuration UI from Success Store or create your own configuration UIs for the new Payment Information portlet. After you import and/or create configuration UIs, you use Manage Data in Employee Central Master Setting Up MDF-based Payment Information

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Administration Tools to specify which configuration UI should be displayed for the new Payment Information portlet on the Personal Information page.

How do you import configuration UI from Success Store? 1. Go to Administration Tools. In the Company Processes & Cycles portlet, click

Employee Files

Import and

Export Data .

2. In the action dropdown menu, select Import Data.

3. Select the Success Store option. 4. In Success Store, select the package name 1505_Payment_Information_Portlet and click Import.

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How do you create configuration UI? 1. Go to Administration Tools. In the Company Processes & Cycles portlet, click

Employee Files

Manage

Configuration UI .

2. You can use the imported configuration UI as a basis for creating your own configuration UI, or you can create your own configuration UI from scratch. ○ To use the imported configuration UI as a basis, select 1505_Payment_Information_Portlet in the Search field, and change the text in the Id field. Employee Central Master Setting Up MDF-based Payment Information

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Caution It is recommended that you change the ID of the imported configuration UI before you make any changes to it, to avoid overwriting issues in a future release. If you change directly the configuration UI (which you imported from SuccessStore) without renaming it, then in a future release when you import a new version of the configuration UI from SuccessStore, your changes will be lost.

○ To create your own configuration UI from scratch, click Create New and enter the relevant information.

○ ID Enter a meaningful text. ○ Select Base Object Select Payment Information in the dropdown menu. 3. Edit the configuration UI based on your needs. For more information about the configurable UI, see the Metadata Framework Implementation Handbook. 4. Click Save.

Note Under Manage UI Rules, you can create your own rules or adjust the predelivered rules according to your requirements. Please be aware that you need to activate the predelivered rules by reselecting the values in the IF section of each rule. For example, you would like to use the rule BankTransfer. Please go to the dropdown list and re-select the value BankTransfer (05). Click Done. Save the template. The rule is active now.

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How do you specify which configuration UI is displayed for the new Payment Information portlet? 1. Go to Administration Tools. In the Company Processes & Cycles portlet, click

Employee Files

Manage

Data .

2. In the Create New dropdown menu, select Personal Information Screen Lookup. 3. Enter the relevant information.

○ objectType Select Payment Information in the dropdown menu. ○ screenID Select a configuration UI. This determines the UI displayed for the new Payment Information portlet on the Personal Information page. 4. Click Save.

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12.2.3 Setting up the required business rules in Payment Information

Downloading Business Rules From the Success Store, select the Payment Information Rules and click Import. This set of rules ensures that the required fields for the specified bank country are given in Payment Information and enables country-specific validation of the relevant fields.

Assign Business Rules to Payment Information 1. In Admin Tools in the Company Settings portlet, click Configure Object Definitions. 2. Under Search, select Object Definition. Enter Payment Information in the second dropdown menu. 3. Click Take Action and select Make Correction. 4. Under Rules, click Details. Add the rule validateMainPaymentMethod_PaymentInformation so that it is applied on save. 5. Click Done and Save.

Assign Business Rules to Payment Information Details 1. In Admin Tools in the Company Settings portlet, click Configure Object Definitions. 2. Under Search, select Object Definition. Enter Payment Information Detail in the second dropdown menu. 3. Click Take Action and select Make Correction. 4. Assign setCurrency_PaymentInfoDetails rule to the payType field. This rule sets the default currency, which is derived from the job country of the employee. 1. In the list of Fields, click Details beside the payType field. 2. Under Rules, assign the setCurrency_PaymentInfoDetails rule and click Done. 5. Assign the setBankData_PaymentInfoDetails rule to the Payment Method field. This rule sets default bank data such as Bank Country and Account Owner. 1. In the list of Fields, click Detailsbeside the paymentMethod field. 2. Under Rules, assign the setBankData_PaymentInfoDetails rule and click Done. 6. Assign the rule propose_IBAN_PaymentInfoDetails to each of the following fields: Bank Country, Account Number, Routing Number, and business identifier code(BIC).

Note The rule propose_IBAN_PaymentInfoDetails generates an IBAN proposal based on the entered account number, routing number and for some countries also BIC and Bank Control Key. It is available for certain countries: AUT, ESP, FRA, DEU, GBR, IRL, ISR, NLD, POL, CHE and SAU.

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○ For France, you should additionally assign this rule to the field checkDigit in the object Payment Information Detail FRA. ○ For Spain, you should additionally assign this rule to the field checkDigit in the object Payment Information Detail ESP. 7. Under ValidateRules, in Rules of Payment Information Details, add each of the rules listed below and click Done. The following rules should be given under ValidateRules: ● check_Currency_PaymentInfoDetails: checks if a currency is specified when an amount is entered. ● check_AccountType_PaymentInfoDetails: account type is a required field for certain countries. ● check_BankControlKey_PaymentInfoDetails: bank control key is a required field for certain countries. ● check_AccountOwner_PaymentInfoDetails: checks if account owner is entered for the countries where this is a required field. ● check_AccountNumber_PaymentInfoDetails: checks the account number is entered in the correct format. ● check_RoutingNumber_PaymentInfoDetails: checks that the entered routing number is valid for that country. ● check_IBAN_PaymentInfoDetails: checks if the IBAN matches the bank country, that is, the first two characters of the IBAN correspond to the field “Bank Country”. ● validate_IBAN_PaymentInfoDetails: checks if IBAN is entered for the countries where this is a required field. For Colombia, you should also assign check_Colombia_PaymentInfoDetails, which is a Colombian-specific rule that validates required fields including the Proof of Identity field.

Note The rules listed above under ValidateRules and the setBankData_PaymentInfoDetails rule use the external code 05 for bank transfers in Payment Method. If you choose another code for bank transfer in Payment Method, you will have to adapt the rules accordingly.

Note If you reimport a rule, you must set the purge mode to full purge. Otherwise the rule might be corrupted during the reimport.

Adjusting Business Rules

Tip If you would like to adjust a business rule, it is recommended that you create a copy of the imported rule first and you adjust this copy as required. The imported rule should be kept as you imported it. Otherwise, a reimport of the rule with a new version would overwrite your own rule adjustments. 1. Go to Admin Tools and click Configure Business Rules. 2. In Search: Rule search for each the relevant payment info rules and click Take Action and choose Copy Rule. 3. For each rule, enter a new ruleID and rule name and click OK. It is good practice to use a similar name and ID to the original rule so you can keep track of which rule you have copied. Employee Central Master Setting Up MDF-based Payment Information

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12.2.4 Configuring Payment Methods Depending on your role based permission settings, you can configure payment methods from either Administration Tools-> Manage Data or from the Payment Information portlet in the Personal Information page: ● Configure Payment Methods (Administration Tools) [page 300] ● Configure Payment Methods (Payment Information Portlet) [page 302]

12.2.4.1

Configure Payment Methods (Administration Tools)

Procedure 1. Go to Administration Tools. In the Company Processes & Cycles portlet, click

Employee Files

Manage

Data .

2. In the Create New dropdown menu, select Payment Method. 3. Enter the relevant information and click Save.

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○ External Code Enter a code for the payment method, for example 05. ○ External Name Enter a type of payment method, for example Bank Transfer. ○ Payment Method Assignment Select the countries to which the payment method (for example, Bank Transfer) is associated. As a result, Bank Transfer (05) will be displayed as an option in the Payment Method dropdown menu in the Payment Information portlet on the Personal Information page.

Note To facilitate later implementation of Employee Central Payroll, it is recommended that you use the following external codes and corresponding external names: External Code

External Name

05

Bank Transfer

06

Check

09

Cash

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Do not use external codes 07 and 08. These are preserved codes. 4. Repeat steps 2-3 to add more payment methods.

12.2.4.2 Configure Payment Methods (Payment Information Portlet)

Procedure 1. From the Home page, select Employee Files.

2. Under Public Profiles, select Personal Information.

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3. Scroll down to the Payment Information portlet, and click Edit.

4. Enter the effective date for your change and click Proceed. 5. Click the plus icon of Payment Method.

6. Enter the relevant information and click Save.

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○ External Code Enter a code for the payment method, for example 05. ○ External Name Enter a type of payment method, for example Bank Transfer. ○ Payment Method Assignment Select the countries to which the payment method (for example, Bank Transfer) is associated. As a result, Bank Transfer (05) will be displayed as an option in the Payment Method dropdown menu in the Payment Information portlet on the Personal Information page.

Note To facilitate later implementation of Employee Central Payroll, it is recommended that you use the following external codes and corresponding external names:

304

External Code

External Name

05

Bank Transfer

06

Check

09

Cash

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Do not use external codes 07 and 08. These are preserved codes. 7. Repeat steps 5-6 to add more payment methods.

12.3 Setting up Payment Information (for existing customers) The MDF-based Payment Information portlet enables you to save time-dependent and employment-dependent payment details. Support for the old HRIS-based Direct Deposit/ Payment Information (handled by the HRIS elements directDeposit and paymentInfo) will be discontinued, therefore, we recommend you migrate to the new MDFbased Payment Information. For existing customers that are using the old Payment Information portlet or Direct Deposit portlet, you must migrate the data from the old portlets first by using the Upgrade Center before you enable the new Payment Information portlet.

Note For existing customers that have already activated the new Payment Information portlet in Provisioning before migrating data from the old portlets: If you want to migrate the old data maintained in the old portlet, you must delete the data maintained in the new Payment Information portlet, deselect the new Payment Information in Provisioning, and then use the Upgrade Center to migrate data following the instructions below.

Caution Before you start with the migration, make sure that full transmission mode for Compound Employee API has been enabled. If Delta Transmission is in use, do NOT migrate to the new Payment Information portlet, as neither Payment Information nor Direct Deposit will be returned by the API. Before you start with the migration, please adapt your third-party interfaces. Please check in advance and inform customers that they might need to migrate existing third-party integration scenarios to the new APIs, for example, compound employee API or OData API. Employee Central Payroll Integration will automatically work with the new Payment Information portlet without having to be adjusted.

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12.3.1

Migrating Data from the old Payment Information and Direct Deposit

You use Payment Information Upgrade in the Upgrade Center to do the migration. Payment Information Upgrade is displayed only if the new Payment Information option is not selected in Provisioning.

Procedure 1. Switch off bank account validation and payment information validation. a. Go to Administration Tools. In the Company Processes & Cycles portlet, click

Company Settings

Company System and Logo Settings .

b. Under Company System Setting, deselect the Enable Bank Account Validations and Enable Payment Information Validation checkboxes. c. Click Save Company System Setting. 2. Make sure that you have exactly one Bank Transfer in Payment Method. Otherwise, the migration will fail. For information about configuring payment methods, see section / [page 300]. 3. In Administration Tools, click Upgrade Center.

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4. Under

Recommended Upgrades

Payment Information Upgrade , click Learn More & Upgrade Now.

5. Click Upgrade Now.

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6. When you see the following system message, click OK.

Note The message shown in the screenshot does NOT mean that migration has completed successfully. It means that background job for migration has been started successfully.

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7. Check the migration result and make sure that all the data has been successfully migrated. a. In Administration Tools, in the Company Processes & Cycles portlet, click

Employee Files

Monitor

Job .

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b. Position the job for payment information migration and click the Download Status button to download the job report in CSV format.

c. Open the downloaded job report to check the migration result.

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○ If you see the message "Payment information migrated successfully", it means that all users' data has been successfully migrated. Proceed to the next step. ○ If not all data has been migrated, the job report informs you of the error that has caused the problem, for example, "Deposit type is Balance for multiple entries, but bank details are inconsistent. Please correct the data." Correct the data in the old Direct Deposit or Payment Information portlet. Repeat steps 3-7 until all users’ data is successfully migrated. When data has been successfully migrated for all the users, you will not see Payment Information Upgrade in the Upgrade Center, and the new Payment Information option is automatically enabled in Provisioning. 8. Check and make sure that the new Payment Information option under Employee Central is selected in Provisioning. This option should be automatically selected after the successful migration. If it is not, manually select it.

9. Switch on bank account validation and payment information validation. a. Go to Administration Tools. In the Company Processes & Cycles portlet, click

Company Settings

Company System and Logo Settings .

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b. Under Company System Setting, select the Enable Bank Account Validations and Enable Payment Information Validation checkboxes. c. Click Save Company System Setting.

Results Payment Information Upgrade is no longer displayed in the Upgrade Center, and you should now be able to use the MDF-based Payment Information portlet on the Personal Information page.

12.3.2 (Optional) Setting up RBP for new Payment Information If you cannot see the Payment Information portlet on the Personal Information page, you need to set up role-based permissions for Payment Information.

Procedure 1. Go to Administration Tools. In the Manage Employees portlet, click

Set User Permissions

Manage

Permission Roles .

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2. Choose Take action and then Edit for the role you want to edit.

3. Click the Permission button.

4. Click Miscellaneous Permissions, and select the necessary permissions for all the objects related to Payment Information and Payment Method. ○ If the old payment method was RBP-secured, select the permissions according to the following table:

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Table 39: Before Migration

View

Edit

After Migration View Current (VIEW)

View History (VIEW)

Create (EDIT)

Insert (EDIT)

Correct (EDIT)

Delete (EDIT)

Direct Deposit (in Employee Data)

x

x

Payment Infor­ mation

x

x

x

x

x

x

Payment Infor­ mation Detail

x

x

x

x

x

x

Payment Infor­ mation Detail GBR

x

x

x

x

x

x

Payment Infor­ mation Detail ISR

x

x

x

x

x

x

Payment Infor­ mation Detail

x

x

x

x

x

x

Payment Infor­ mation Detail USA

x

x

x

x

x

x

Payment Method

x

x

Payment Method Assign­ ment

x

x

Payment Infor­ mation

x

x

Payment Infor­ mation Detail

x

x

Payment Infor­ mation Detail GBR

x

x

Payment Infor­ mation Detail ISR

x

x

Payment Infor­ mation Detail USA

x

x

Payment Method

x

x

Payment Method Assign­ ment

x

x

Payment Method

x

x

x

x

x

x

Direct Deposit

Payment Method (in Miscellaneous Permission)

314

x

x

x

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Before Migration

Payment Method

View

Edit

x

After Migration View Current (VIEW)

View History (VIEW)

Create (EDIT)

Insert (EDIT)

Correct (EDIT)

Delete (EDIT)

Payment Method Assign­ ment

x

x

x

x

x

x

Payment Method

x

x

Payment Method Assign­ ment

x

x

○ If the old payment method was not RBP-secured, select the permissions according to the following table: Table 40: Before Migration

View

Edit

After Migration View Current (VIEW)

View History (VIEW)

Create (EDIT)

Insert (EDIT)

Correct (EDIT)

Delete (EDIT)

Direct Deposit (in Employee Data)

x

x

Payment Infor­ mation

x

x

x

x

x

x

Payment Infor­ mation Detail

x

x

x

x

x

x

Payment Infor­ mation Detail GBR

x

x

x

x

x

x

Payment Infor­ mation Detail ISR

x

x

x

x

x

x

Payment Infor­ mation Detail USA

x

x

x

x

x

x

Payment Method

x

x

Payment Method Assign­ ment

x

x

Payment Infor­ mation

x

x

Payment Infor­ mation Detail

x

x

Payment Infor­ mation Detail GBR

x

x

Payment Infor­ mation Detail ISR

x

x

Direct Deposit

x

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Before Migration

View

Edit

Payment Method

After Migration View Current (VIEW)

View History (VIEW)

Create (EDIT)

Insert (EDIT)

Correct (EDIT)

Delete (EDIT)

Payment Infor­ mation Detail USA

x

x

Payment Method

x

x

Payment Method Assign­ ment

x

x

Payment Method

x

x

x

x

x

x

Payment Method Assign­ ment

x

x

x

x

x

x

5. Click Done, and then Save Changes.

12.3.3 Setting up UI for new Payment Information portlet For information, see section Setting up UI for New Payment Information Portlet [page 293].

12.3.4 Setting up the required business rules For information, see section Setting up the required business rules [page 298].

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13

Working with Data Imports

13.1

Introduction to Data Imports

Now that you’ve configured the different data models, rules and foundation objects, the framework for Employee Central is in place. You’re now ready to upload data and are a step closer to getting your customer started. Importing employee data is an efficient way of adding employees to the system, managing large-scale data migrations, or handling large scale organization and pay changes. In SuccessFactors, you can upload data using the Import feature. Using the Import feature, you can upload foundation data, employee data, and picklists.

Note We recommend creating a backup of the file before uploading records. That way, you’ll be able to retrieve records, in case data is accidentally wiped out.

13.2 Importing Foundation Data Foundation Objects capture detailed information about company’s organization, pay and job structure. It is important that you upload foundation data before any other type of data is imported as this information is used across the company. For more information about Foundation Objects, refer to chapter Working with Foundation Objects. Some points to note: ● The foundation objects listed on the Import Foundation Data page are determined by the corporate data model. The same is true with the way the objects are listed on the page. ● The CSV template for a foundation table is determined by the configuration of the corporate data model. To make sure you are using the right CSV template, always download a copy from the system before you start. ● The order of columns in the CSV template doesn’t matter but it is important that all columns exist. ● When uploading foundation data, it is important to note the associations defined in the data model. A child object must be uploaded before the parent object is uploaded else the import will fail. For example, you can have an association between LegalEntity and Department which means that certain departments can be tied to a specific Legal Entity. When performing an import of LegalEntity, Department will appear as a column in the import file. For these columns, the external code of the associated foundation object has to be specified. So, the associated foundation object i.e, Department must be imported before the Legal Entity foundation object is imported. ● All foundation objects support two modes – Full Purge and Incremental Load. ● Some foundation objects support a type of Incremental Load i.e., the Partial Import. For information on Partial Imports as well as objects that don’t support Partial Import, refer to the FAQ. Employee Central Master Working with Data Imports

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● You can now control which records get deleted during an import. ○ You can use the provisioning switch: Suppress update of identical records during Employee Central import for supported entities available in the System and Company Logo Settings section. When this option is enabled, records are left untouched if there is no change. This is supported for full and incremental imports for the following imports: jobInfo, personalInfo, employmentInfo and biographicalInfo. ○ A new column, ‘operation’, has been introduced in the jobInfo and personalInfo templates. When DELETE is specified as the value in this field, the record is deleted during the incremental import. For a record to be deleted, a record must exist as of that date. In case this field is left blank, it will be treated as an insert or update transaction. For a list of common Foundation Objects and the type of information they store, refer to section Which foundation objects can you use to structure your business.

Task

Note We recommend downloading the template from the system, as every company’s template differs. The template is determined by the corporate data model. For more information on Data Models, refer to chapter Setting Up Data Models.

How do you import Foundation Data? Procedure 1. In the

Administration Tools

Company Processes & Cycles Portlet , select

Employee Files

Import

Foundation Data . This brings up the Import Foundation Data page. 2. If you haven’t already downloaded the Import template, download it by clicking the Download dropdown menu and clicking the name of the template to download. 3. Save the template to a location of your choice and update. 4. To upload the file, specify the type of import you’d like to do. 5. Specify whether the upload should overwrite existing records or add to existing records. Choose between Full Purge and Incremental Load. To know about the difference between a Full Purge and an Incremental Load, refer to the FAQs. 6. In the Real-Time Threshold field, specify the maximum number of records to process in real time. When the number of records in this file exceed this value, the import process is invoked in the asynchronous mode (as a background process). 7. In the Choose File field, specify the path to the file.

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8. In the File Encoding dropdown, select the relevant encoding applicable. 9. Click Validate Import File Data to check the file for errors. If you encounter errors, fix the errors and then validate again. For a list of the different errors as well as what they mean, refer to https:// confluence.successfactors.com/display/%7Engupta/Import+Messages . 10. Once the file passes the validation checks, upload the file by clicking Import.

13.3 Translating Foundation Data Foundation objects reflect a company's basic information about the organization, pay, and job structure. This is fundamental data that appears repeatedly throughout the system not just for the Admin, but also for the employees. Therefore it is important that this information can be shown in the user's language. To achieve this, you can translate language-specific data of foundation objects, such as the name and description of the department, business unit, or job classification. Depending on the type of the foundation object, the translation process is handled differently for: ● Job Classification foundation objects (technical name: jobCode) ● All other foundation objects (except jobCode) Translating data for foundation objects is a 3-step process that includes the following steps: 1. Export or list the translatable foundation data 2. Translate the foundation data 3. Import the translations

13.3.1

What do you have to do before you can translate foundation data?

Context For jobCode foundation objects: Set the role-based permissions:

Procedure 1. Go to Administration Tools. 2. In the Manage Employees portlet, select Employee Central Master Working with Data Imports

Set User Permissions

Manage Permission Roles .

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3. Click on the corresponding permission role. 4. Click the Permission... button. 5. In the Permission settings dialog box, scroll down to the Administrator Permissions and click Manage Foundation Objects, then select the Import Translations checkbox on the right. 6. Click Done, and save your changes.

Next Steps For all other foundation objects: If you have followed the implementation sequence described in this handbook, you probably already have... ● Selected the checkbox Enable Translation of Employee Central Foundation Objects in Provisioning ● Enabled generic objects in Provisioning You can find more information under ● Set up the Corporate Data Model ● Imported or created foundation objects You can find more information under Importing Foundation Data [page 317].

13.3.2 How do you translate foundation data? Note that the process differs depending on the type of foundation object. For jobCode foundation objects [page 320] For all other foundation objects except jobCode [page 322] After the import, the system decides in which language a foundation object is displayed in this sequence: 1. The system checks whether the foundation data is available in the logon language of the user. This is the language the user has selected under

Options

Change Language .

2. If there is no translation in the logon language, the system shows the default language that has been set in Provisioning under

Company Settings

Default Language .

3. If there is no translation in the default language, the system looks for a translated term in US English.

13.3.2.1

For jobCode foundation objects

Context

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Procedure 1. Get a list with the jobCode data that you want to translate. Please note that you can only translate data that is used in the following jobCode fields: ○ name ○ description ○ custom-string1-20 These are the HRIS-field IDs used in the Corporate Data Model for the jobCode HRIS element. Note that you can also import the data and the translations before you import or create the jobCode foundation objects that use this data.

Note To get a CSV file that includes all translatable foundation data of existing jobCode foundation objects, you can create an ad-hoc report. You can find more information on how this is done in the EC Reports Handbook. 2. Translate the data: 1. You can send the list with the jobCode texts to the translator(s) to have the texts translated. 2. Create a CSV file in the following format and enter the texts in the company's default language as well as the translations:

Here's how to read the file: ○ The first row contains the locale IDs of the languages you want to enter translations for. You can find the correct locale ID for each language in Provisioning under Company Settings (for example, en_US for US English, fr_FR for French, and so on). ○ Add one column per language. The sequence of columns (that means which language to put into the first column, which into the second column, and so on) does not matter, but you have to include the default language that has been set in Provisioning under Company Settings in this CSV file. Note that you can only import translations for the language packs activated in Provisioning. ○ The second row contains the names of the locales in English. This line is ignored when the data is imported. ○ The data in row 3 and below will be imported. Here you enter the texts that appear on the user interface, as well as their translations. Only texts in the following HRIS fields for jobCode are translatable: ○ name ○ description ○ custom-string1-20

Note ○ You can only import translations for the language packs activated in Provisioning under Company Settings to be able to import the file. ○ You do not have to enter translations for all activated language packs, nor do you have to enter translations for all texts you want to use in the translatable fields for jobCode. Employee Central Master Working with Data Imports

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○ The sequence of the translatable texts does not matter. ○ We recommend you use the character set UTF-8 for the CSV file. 3. Import the translations: 1. Go to Administration Tools. In the Company Processes & Cycles portlet, select

Employee Files

Import

Translations . 2. In the Choose File field, browse for the CSV file you have created before. 3. Click the Import button.

13.3.2.2 For all other foundation objects except jobCode

Context

Procedure 1. Export existing foundation data into a CSV file: 1. 1.Go to Administration Tools. In the Company Processes & Cycles portlet, select

Employee Files

Generic Objects Import/Export . 2. In the Download Data Import File Template field, select FoTranslation. 3. In the confirmation popup that asks if you want to fill the download template with existing data, select Yes. 4. Go to Administration Tools. In the Company Processes & Cycles portlet, select

Employee Files

Monitor Job . 5. Open the download template that starts with FoTranslation_MDFExport by clicking Download Status. This is a sample for what the downloaded CSV file looks like:

Note If the downloaded CSV file contains only the first two rows, the initialization of the FoTranslation object has probably not finished yet. This initialization process is started when you activate foundation object translation in Provisioning, and it can take up several hours, depending on the number of foundation objects existing in the system.

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The first two rows are the column titles. The columns define the following: ○ externalCode: This is a specific external code that the system assigns all instances of foundation objects that exist in the system. This is not the external code the Admin has created or imported, but it is the FoTranslation-specific external code that is created when you enable the foundation object translation in Provisioning. ○ foObjectID: This is a specific ID that the system assigns all instances of foundation objects that exist in the system. This ID is created when you enable the foundation object translation in Provisioning. ○ foType: This is the type of the foundation object, for example, businessUnit, jobFunction, company, and so on. ○ foField: This column contains the HRIS-field ID for all translatable fields (typically name and description). ○ value.*: The remaining columns that begin with value. and that are followed by the locale ID for the corresponding language (for example, value.en_US for US English, value.fr_FR for French) represent one language. The texts that the Admin has entered for the name and description of existing foundation objects are contained in the corresponding language column. All other language columns are determined by the language pack activated in Provisioning. You have to enter the translations into these columns. 2. Translate the foundation data: 1. You can now send the CSV file to the translator(s) who can edit the file offline. 2. Consolidate the translations for all required languages in one CSV file.

Note There is no incremental upload for foundation object translations supported. That means if you have already uploaded translations before, the latest CSV file upload will overwrite the previous one. Therefore it is important that the consolidated document contains all translations that are required, even if the translation is a shared process of different translators.

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This is an example for a translated file, the translations are highlighted:

3. Import the translations: 1. Upload the CSV file that contains the translations in Administration Tools. In the Company Processes & Cycles portlet, select

Employee Files

Generic Objects Import/Export .

2. In the Import portlet, in the Type field, select FoTranslation. 3. In the File field, browse for the translated CSV file. 4. In the File Encoding field, select the character set that is appropriate for the languages that you want to import to guarantee that all special characters of the languages are displayed correctly. 5. In the Purge Type field, select Full Purge. 6. Click Validate to make sure the file has no formatting errors. 7. If there are no validation errors, click Import.

Next Steps After the import, the system decides in which language a foundation object is displayed in this sequence: 1. The system checks whether the foundation data is available in the logon language of the user. This is the language the user has selected under

Options

Change Language .

2. 2.If there is no translation in the logon language, the system shows the default language that has been set in Provisioning under

Company Settings

Default Language .

3. If there is no translation in the default language, the system looks for a translated term in US English.

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13.3.3 Adding or changing translations for jobCode foundation objects

Procedure ● Follow the same steps as described before under How do you translate foundation objects? There is no option to add or change translations for jobCode directly on the user interface.

13.3.4 Adding or changing translations for all other foundation objects (except jobCode)

Context If you want to add or change translations after you have already imported translations for foundation objects (except jobCode), you have two choices:

Procedure 1. Export and import translations as described above under How do you translate foundation objects? There is no option to add or change translations for jobCode directly on the user interface. 2. Add or change translations on the user interface This is recommended if you want to add or change only a few terms, for example, when you want to correct single terms that have not been translated appropriately. To do this, you have to: 1. Go to Administration Tools. In the Company Processes & Cycles portlet, select

Employee Files

Manage Organization, Pay and Job Structures . 2. In the Search field, select the type of the foundation object (for example: Legal Entity), and the specific foundation object (for example: Company USA) for which you want to add or change a translation.

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3. Click the Translations icon next to the translatable field as shown in this example:

4. Enter or change the translation directly in the popup:

5. Click Done. 6. Click Save.

13.3.5 Limitations The translations of foundation objects are not shown in the Employee Profile. The Employee Profile reuses foundation object data for basic organizational information, such as division, department, and location.

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Within Employee Central, there are two areas where the Employee Profile is used and where the foundation object translations are not shown:

13.4 Importing Employee Data Context When importing employee data, the sequence of import counts. When you import data, you perform certain activities. The checklists below lists the different activities you need to perform, as well as the imports required to complete each activity. The order specified in the checklist is important and must be followed. Note that you can also upload several files at once using a zip file. You can find more information under How do you import Employee Data?

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Procedure 1. Create User Accounts Run this import

Notes

Basic Import

The first import that must be performed. When you run a Basic Import, user accounts are created for all users whose data is to be uploaded. This is a required import.

Extended Import

Additional information stored by the system related to user accounts. This is optional and can be done later.

Background Import Additional information stored by the system related to user accounts. This is optional and can be done later.

2. Create ‘Persons’ in the system Run this import

Notes

Biographical Information Im­ port

Once the user accounts are ready, each user account must be populated with bio­ graphical information. When this is done ‘persons’ are created in the system. This is a required import.

3. Upload Employment Information Run this import

Notes

Employment Details Im­ port

Run this import to upload employment information.

Work Eligibility

Run this import to upload information about employee work eligibility. This includes informa­ tion like the employee’s passport details and citizenship.

This is a required import.

This is optional and can be done later.

4. Upload Job Information Run this import

Notes

Job History Im­ port

The Job History template includes information about the current assignment as well, so this is a re­ quired import. This is a required import.

Job Relationships

This import uploads information about other managers that the employee works with. For example, Matrix Manager and HR Manager. Note that information about the employee's Direct Manager is not captured in this file. This is optional and can be done later.

5. Upload Compensation Information

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Run this import

Notes

Compensation Info Import

Run this import to upload information about the employee’s salary.

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Run this import

Notes Note that this must be done before any of the “Pay Component” imports are done. This is because the recurring import is dependent on the Compensation Info Import. While this import can be done later, it is recommended that this import be done to ensure employee information uploaded is complete.

Pay Component Recurring Import

An essential import to complete the information stored by the Compensation Info Import. Uploads information about the recurring part of the employee’s pay. This must be done. To complete the Compensation Info Import, this is a required import.

Pay Component Uploads information about the non-recurring part of the employee’s pay. Non Recurring Im­ This is optional and can be done later. port

6. Upload Personal Information Run this import

Notes

Personal Information Must be done. This upload adds basic personal information about the employee. Import This is a required import. Global Information Import

Run this import to upload country-specific information about the employees. Information up­ loaded through this import is displayed in the Personal Information portlet. This is optional and can be done later.

Phone Information Import

Run this import to upload information about the employee’s contact phone numbers.

Email Information Import

Run this import to upload information about the employee’s email IDs.

Social Accounts In­ formation

Run this import to upload information about the employee’s social accounts like Facebook and LinkedIn.

This is optional and can be done later.

This is optional and can be done later.

This is optional and can be done later. National Id Informa­ tion

Run this import to upload information about an employee's national identification number. Every country provides a unique identification number to its citizens. For example, in the US, the Social Security Number is used as a unique identification. In India, the PAN Card is used as a unique identification document and in China, it's the Resident Identity Card. This is optional and can be done later.

Direct Deposit

Run this import to upload information about the employee’s bank account to which the salary will be credited. This is optional and can be done later.

Addresses

Run this import to upload information about an employee’s addresses. This is optional and can be done later.

Emergency Contact

Run this import to upload information about an employee’s emergency contacts. This is optional and can be done later.

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Note If you’re looking just doing the bare minimum imports so you can begin testing, here’s a list of imports you must complete. You can always come back and complete the rest of the imports later. !!!!!!!!! Perform these imports in the order mentioned below. 1. Basic Import 2. Biographical Information Import 3. Employment Details Import 4. Job History Import 5. Compensation Info Import 6. Personal Information Import

How do you import Employee Data? Procedure 1. In the

Administration Tools

Manage Employees Portlet

, select

Update User Information

Import

Employee Data . This brings up the Import Employee Data page. 2. If you haven’t already downloaded the import template, download it by clicking the Download dropdown menu and clicking the name of the template to download.

Note We recommend downloading the template from the system, as every company’s template differs. The template is determined by the Succession Data Model. For more information on data models, refer to What are data models? [page 57]. 3. Save the template to a location of your choice and update. 4. To upload the file, specify the type of import you’d like to do.

Note If you need to upload several templates, we recommend you compress them and upload them as a zip file. To import the zip file, select the option Composite (Zip) Data Upload. For more information, see FAQs: Importing Data [page 331]. 5. Specify whether the upload should overwrite existing records or add to existing records. Choose between Full Purge and Incremental Load. To know about the difference between a Full Purge and an Incremental Load, see FAQs: Importing Data [page 331]. 6. In the Real-Time Threshold field, specify the maximum number of records to process in real time. When the number of records in this file exceed this value, the import process is invoked in the asynchronous mode (as a background process). 7. In the Choose File field, specify the path to the file.

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8. In the File Encoding dropdown, select the relevant encoding applicable. 9. Click Validate Import File Data to check the file for errors. If you encounter errors, fix the errors and then validate again. For a list of the different errors as well as what they mean, refer to . 10. Once the file passes the validation checks, upload the file by clicking Import.

13.5 FAQs: Importing Data

Can you import files although fields are missing? The CSV import file for employee data or foundation data can only contain fields that are part of the corresponding data model. If some of those fields are missing in the CSV import file, the system treats these as follows: ● Full Purge: Missing fields are added with blank values. ● Incremental Import: Fields supporting NO_OVERWRITE get the default value &&NO_OVERWRITE&&; fields not supporting NO_OVERWRITE are added with blank values.

Can you upload several employee files at once? For employee data, you can upload several templates in one go by compressing and importing them as a zip file. Here’s what happens during the import: ● The system takes care of the priority order in which the files have to be imported. ● The order is as follows: ○ Basic Import (basicUserInfoImport) ○ Biographical Information (personInfoImport) ○ Employment Details (employmentInfoImport) ○ Person Relationship (PersonRelationshipInfoImport) ○ Job History (JobInfoImport) Then the rest of the imports follows in any order. ● The zip upload respects this order if any of the priority imports are contained in the zip file. ● In the Job Monitor, you can see the status of each import template separately. The parent request ID of each template refers to the composite zip file the template is part of. An email is sent for each template individually when the import is completed. To import the zip file, select the option Composite (Zip) Data Upload. Please note the following for composite (zip) data upload: ● Can you modify the downloaded template file names? We recommend that you don’t change the downloaded template file names, as the system derives the type of import from it. If the customer insists on changing the names, however, please only change the part after the Employee Central Master Working with Data Imports

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first underscore sign; for example, you can change BasicUserInfoImportTemplate_.csv to BasicUserInfoImportTemplate_ChangedName.csv. ● Which files are mandatory in a zip file upload? For new users, the following 3 files are required to create a new user in the system: ○ Basic Import (basicUserInfoImport) ○ Biographical Information (personInfoImport) ○ Employment Details (employmentInfoImport) For an existing user, it does not matter which files are included in the zip file. If any of the priority imports are present, these get executed first adhering the priority order and then the other imports get executed. ● Why do you get an error when validating the zip file? Please note that for new users that do not exist yet in the system, you might get errors when validating the zip file (using the Validate button), for example: 'Person-ID-External' is invalid. You can ignore these kind of messages and proceed with the import of the zip file. ● Can you schedule a job for the zip file upload? To schedule an FTP job for the zip file upload, you have to create a new job with the job type Composite Employee Data Import in Provisioning, under Manage Scheduled Jobs. The settings are the same as the settings you use for a single file upload, just remember to use the file ending .zip for the file name.

How do you upload supporting documents along with Personal Document Information? The Personal Documents Information import now supports the upload of a supporting attachment for each personal document of an employee. The steps to upload the documents are described below: 1. Navigate to Admin Tools. 2. From the Manage Employees portlet, select

Update User Information > Import Employee Data .

3. Click the Download a blank template dropdown. 4. Select Personal Documents Information to download the import template (CSV). 5. Update the CSV with the relevant details. Specify the name of the scanned document (image) in the Attachments column. A sample CSV is shown below. Note that only one document can be uploaded for each record.

6. Assuming the name of the CSV file to be uploaded is personaldocumentsInfo.csv, create an import.properties file as follows. Note that the import expects the file name to be import.properties. Do not change this name.

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7. Create a zip file with the scanned documents referenced in the CSV file, the CSV file and the import.properties file. The zip file based on this example is shown below.

8. You can now run a Personal Documents Information import. You can track the import job using the Monitor Jobs option. On completion of the run, the Personal Documents Information portlet will include a link to the Personal Document uploaded. A sample is shown below.

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Note ● If a personal document already exists for the record, a fresh import will delete all previous personal documents and replace them with the ones provided in the zip file. ● Upload of personal documents using this approach works best for fresh records. This ensures no personal documents are lost in the process. If you intend to update any other information (other than the personal document attachment), it is recommended that you follow the conventional way of uploading CSV files (i.e. without attachments).

How do you track the status of an import? Historically, the status of Employee Imports, Foundation Object Imports and Metadata Framework imports could only be tracked using Quartz in Provisioning. You can now also track status of imports using the Administration Tools. To view the report, select the Company Processes & Cycles portlet, and select

Employee Files

Monitor

Jobs .

In what format does data need to be uploaded? In SuccessFactors, data is uploaded using a CSV (Comma Separated Values) file. CSV files stores records in text format, generally separated by a delimiter like a comma or tab. Files in this format can be opened by any spreadsheet or editor. For each type of import, a unique CSV template exists to help you with the different columns required in the file.

Does the uploaded CSV file need to follow a naming convention? No. SuccessFactors only uses the content within the file and not the file itself. So, the name does not matter.

Why does the basic import not include records for inactive employees? By default, records for inactive employees are not processed. To include records for inactive employees, make sure to select the Process Inactive Employees checkbox when specifying settings for the Basic Import.

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What’s the difference between an effective dated field and a non-effective dated field? Effective dated fields have a history associated with them while non-effective dated fields do not have a history. For example, compensation-specific fields are effective dated while fields like Name and National ID are not effective dated.

What's the difference between the synchronous and asynchronous mode of import? In the synchronous mode, the import process is triggered immediately and the results of the import process are displayed on the Import page soon after the import process completes. For the asynchronous mode, the import process is performed in the background and the results of the import process are sent through email.

How do you invoke the synchronous mode of import? You cannot specify the mode in which the import process will run. The type of mode invoked is determined by the number of records in the file. If the number of records exceeds the Real-Time Threshold specified, the asynchronous mode of import is triggered. The asynchronous mode of import is also invoked if any of the records in the file has the &&NO_OVERWRITE&& value.

Can the Real-Time Threshold value be changed? Yes, the Real-Time Threshold value can be changed to specify a lower threshold value. However, the threshold value specified cannot be changed to exceed the default value already displayed in the field. Depending on the element being imported, the maximum real time threshold is either 200 or 3000. The maximum real time threshold value for each field is automatically displayed when the element is selected.

Can all imports be performed in the synchronous mode? With the exception of the Basic, Extended and Background imports, all other imports run in the synchronous mode if the number of records in the file do not exceed the Real-Time Threshold value specified or if the records in the CSV file do not contain the &&NO_OVERWRITE&& value.

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What type of import is triggered when the Real-Time Threshold value is changed to a lower value but the number of records in the file does not exceed the Default Real-Time Threshold value? Once the default Real-Time Threshold value is changed to a lower value, the default Real-Time Threshold value is no longer honored. So, if the Real-Time Threshold value is changed to 100 from 200 and 105 records are uploaded, the asynchronous mode of import will be invoked instead of the synchronous mode of import.

Why do you see errors displayed on the Import page when the number of records in the import file exceeds the Real-Time Threshold value? To save you time, the system performs a sanity check on the first ten records before starting the asynchronous (background) import process. In case an error exists in the first ten records of the file, an error is displayed. Correct the errors and upload the file again. The asynchronous import process will start only when the first ten records do not have an error.

It has been more than 20 minutes but the results of the import are not being displayed non the import page even though the number of records in the import file does not exceed the threshold value specified? Typically, all synchronous imports should complete within 5 minutes. In case your import is taking longer, it is possible that the UI is not displaying updated results. In such a situation, capture the time stamp and create a JIRA.

What’s the difference between a Full Purge and Incremental Load? When a file is uploaded in the Full Purge mode, all existing records in the system are overwritten with the records in the file uploaded. When a file is uploaded using the Incremental Load option, the records in the file being uploaded are added to the records already in the system. The Incremental Load also supports a Partial Import, where only some fields of the record are updated.

What are business keys? In SuccessFactors, each record is identified by a unique identifier combination known as the business key. For example, for the Address import – the unique combination of person_id_external, effective_start_date and address_type make up the business key.

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Based on this business key, when the system encounters a partial import, it verifies the uniqueness of the record and then accordingly updates only those fields that do not have the &&NO_OVERWRITE&& value or are not part of the business key. For a list of business keys for the different types of imports, refer to https://confluence.successfactors.com/ display/ENG/EC+Entity+Business+Keys . Note: If even 1 record has the &&NO_OVERWRITE&& value, the import will be performed asynchronously.

What is a Partial import? A Partial Import is a type of Incremental Load update. In case of a Partial Import, only some part of the record is updated. This type of an import is useful when only one specific field needs to be updated for all employees. For example, uploading email addresses for all new employees. Email addresses are generally created once the new hire has been added to the system. With Partial Import, the rest of the record can be left intact while only the email address is updated. Note that an option for Partial Import does not exist on the UI. See How do you prepare a file for partial import for information on using the Partial Import feature.

How do you prepare a file for partial import? To indicate that a partial import is intended, the &&NO_OVERWRITE&& keyword is used in the different fields of the row. Consider the following example.

Notice that the value for most fields is set to &&NO_OVERWRITE&&, except for user-id, end-date, start-date and job-code. With the exception of business keys and fields marked with &&NO_OVERWRITE&&, all other values in the row will be overwritten with the new values.

Note In case any of the rows in the file has an error, none of the rows will be uploaded. Also note that imports for files including the &&NO_OVERWRITE&& value are always performed asynchronously.

How do you do a partial import? The steps for uploading the data remain the same. All you have to do is upload the file in the Incremental Load mode. Employee Central Master Working with Data Imports

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Note Unlike the other modes of import, if any of the records being uploaded is incorrect, the upload will fail. In case of Incremental Load or Full Purge, only the rows with errors are not written to the database.

How do you know if the import completed successfully? After the file uploads, you will receive an email notification. This email contains the results of your upload, including any errors that might have occurred. Errors will also be written to the CSV file as follows:

Correct the errors and upload the file again. We suggest that you validate the file for errors before uploading the file. This is a best practice that’ll save you time!

Where did the history disappear? When importing data, if an object has a history attached to it, it is important to keep all those rows in the file. When uploading a file in Full Purge mode, if only one row is uploaded, the rest of the records will get wiped out. SuccessFactors cannot retrieve this data. We recommend that you keep a backup copy of the file before uploading the new file.

What are the different file encoding types supported? To view a list of supported encoding types, on the Import page, click the File Encoding dropdown menu. This will display a list of supported encoding types.

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Which object information cannot be uploaded using the Partial Import (&&NO_OVERWRITE&&)? The following objects cannot be updated using Partial Import. ● ADDRESS : The default Address Entity does not support NO_OVERWRITE ○ Because the Location FoundationObject and the EmergencyContact also refer to this address, these two columns will not support Partial Import. ● WORK_PERMIT_INFO ● PAY_CALENDAR ● JOB_RELATIONSHIPS ● JOB_FAMILY ● DYNAMIC_ROLE Foundation Object ● WF_CONFIG Foundation Object ● WF_CONFIG_CONTRIBUTOR Foundation Object ● WF_CONFIG_CC Foundation Object

How do you use NO_MANAGER and NO_HR as values? If the manager or HR Admin is defined as a required field in the data model, but you do not want to provide any value for this field in the import, you can do so by entering the value NO_MANAGER or NO_HR in the import file: ● In Basic Import, you can use NO_MANAGER and NO_HR. ● In Job History import, you can use NO_MANAGER. It is stored as NO_MANAGER in the database and on the user interface, this value will be localized and displayed accordingly (as No Manager in the corresponding language).

What is the DELIMIT value? You can delimit data records to do the following: ● Delete a data record not completely, but only as of a certain effective date ● Delete partial information for non-effective data entities To do this, you enter the DELIMIT value in the operation column of the import file. Note the following: ● This feature is only supported for incremental loads. ● You can delimit data records only for the following data imports: ○ Addresses ○ Phone Information ○ Email Information ○ Social Accounts Information ○ National ID Information Employee Central Master Working with Data Imports

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○ Emergency Contact ○ Job Relationships ○ Pay Component Recurring ○ Pay Component Non Recurring ○ Direct Deposit Here’s an example: You have imported the following Job Relationship data records in your system:

You want to insert a new data record on January 15, 2013 which removes the relationship types HR Manager and Second Manager for the time frame 1/15/2013-2/2/2013. You can achieve this by importing the following file using Incremental Load, with the DELIMIT value in the operation column:

In the resulting data record, you can see that the data that is not deleted is inserted again as valid data records as of January 15. The delimited data records are only valid until January 14:

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In the History of the Job Relationships, you can see that the data change has taken place for January 15, and the delimited data records have been deleted:

How can you speed up imports? To enhance the system performance during imports: ● Use full purge instead of incremental load if possible (usually for initial load only). ● Use a batch size of 500 for imports. You can change the batch size in Administration Tools: 1. In the Company Processes & Cycles portlet, select

Company Settings

Company System and Logo

Settings . 2. Scroll down to the bottom of the page, to the entry Batch size for Employee Central and Foundation data imports. 3. Enter 500. 4. Save your changes. ● Disable rule processing during imports. You can disable rule processing in Administration Tools: 1. In the Company Processes & Cycles portlet, select

Company Settings

Company System and Logo

Settings . 2. Under Company System Setting, deselect the checkbox Enable rules execution during Job Information import. 3. Save your changes.

13.6 Purging inactive users It can happen that the Admin creates users for recently hired employees that do not show up at work in the end (also known as ‘no-shows’). To clean the system from such superfluous data, you want to be able to delete the user and all related records in all modules completely and irrevocably from the database (‘purge’). Purging inactive users consists of two steps, as two roles are involved in this process: 1. The initiator of the purge defines which user(s) should be purged, and defines who should approve it. 2. The approver approves or declines the purge request. Employee Central Master Working with Data Imports

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Note The purge of EC data deletes also the following associated data: ● EC data ● Time Off data ● Workflow data ● Global assignments data ● Dependents data ● Alternative Cost Center Assignment data ● Advances data ● IT Declarations data ● Deductions data If EC data has been replicated to other systems, the replicated data will not be purged in those other systems, but only in the EC system.

13.6.1

What you have to do first before you can purge inactive users

Context

Procedure 1. In Provisioning, make sure that you have selected the Enable Data Retention Management checkbox as defined in Initial Configuration Tasks [page 11]. 2. Enable role-based permissions: a. Go to Administration Tools. b. In the Manage Employees portlet, select

Set User Permissions

Manage Permission Roles .

c. On the Permission Role List page, under Permission Role, click the permission role for which you want to manage the permissions. The Permission Role Detail page opens. d. In the Permission settings section, click the Permission... button to specify the permission you want to assign to the role. The Permission Settings window opens. e. Under Administrator Permissions, click Manage Data Purge. f. Select the corresponding permission for the role:

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○ Create Data Purge Request for the role that initiates the purge ○ Approve Data Purge Request for the role that approves the purge request

Next Steps Note To ensure a proper approval process, make sure that the same user doesn’t have both permissions: Create and approve. Only if you separate both permission and assign it to different users, you ensure a clear separation of duties. A user who has both permissions can easily bypass the approval process (by assigning him- or herself as approver).

13.6.2 To purge inactive users

Context

Procedure 1. Go to Administration Tools. 2. In the Company Processes & Cycles portlet, select

Company Settings

Data Management .

3. On the Data Management page, click the Create New Purge Rule button. 4. Select the action Purge Inactive User.

Note This option ensures that the purge run deletes the user and all related records in all modules completely and irrevocably from the database. This is contrast to the option Purge Inactive Employee (EC Data) which only deletes the EC-related tables. Purge Inactive Employee (EC Data) results in the user being inactive (after a successful purge), in a user that can no longer be used in EC BUT the user account is still available. To delete EC data, set the user to be purged to the status Purged, and delete the user account, you use Purge Inactive User. 5. Under Add purge user criteria, there are two sections: ○ Set purge inactive user rules: Here you define which user or users you want to delete completely from the system. ○ Exclude users that meet the following criteria: You have to uncheck the checkbox There is data for this user in Employee Central (EC). Employee Central Master Working with Data Imports

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This option is checked by default to prevent users from being deleted as long as employee data is stored for them. 6. Under Select person who will review and approve the request, enter the approver or approvers that have to approve the purge request. 7. Now you have two options: ○ To schedule a job that executes your changes at a specific point in time, click Schedule… ○ To run the purge job immediately, click Launch Now… The approver has to approve this purge request before the system executes it.

13.6.3 To approve the purge of inactive users

Context

Procedure 1. Go to Administration Tools. 2. In the Company Processes & Cycles portlet, select

Company Settings

Maintenance Monitor .

On the Maintenance Monitor page, you can find the open approval requests on the tab Requests Awaiting Approval. 3. If applicable, approve the purge request by clicking Approve.

Next Steps Note To see if all the selected users have been purged, check the completion report available in the Maintenance Monitor. In the Maintenance Monitor, on the tab Approved Requests, you'll see the status for the purge. Completed means that the purge has taken place but to see which users have indeed been purged, and those that haven't, you'll need to click the link View History and then Download Complete Report (zip).

Caution The user IDs of purged users cannot be reused.

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14 Working with Picklists

14.1 Introduction to Picklists Picklists allow you to restrict the values that can be specified for a field. In Employee Central, you could be using one of the following three picklists: ● ECV2 Picklists (also referred to as Legacy Picklists) ● MDF Picklists ● Cascading Picklists The subsequent sections describe these picklists and what you can do with them.

14.2 Working with ECV2 (Legacy) Picklists Picklists determine the information that gets displayed when a dropdown menu is clicked for an object defined in the data model. A single picklist is used across all SuccessFactors modules, so we suggest you exercise caution when making changes. A master picklist is available at: https://ps.successfactors.com/productcentral/Pages/display/prodinfo/data +models+and+picklists/default.aspx . Download this file to get started. Note that a lot of research has gone into creating this picklist – it is very comprehensive. Only company-specific values need to be added to the file. Review the picklist and upload.

Note The master picklist is in XLS format. Save this file in CSV format before you upload it to SuccessFactors. You can do this using any Spreadsheet editor. For picklists, the Import engine expects the picklist label to be specified with the exception of the following where the external code defined in the data model needs to be specified: ● AddressType (in Address) ● Event in EventReason Foundation object Import ● JobRelationships. For information on how the different data models are set up and where you can find the picklist label and external code, refer to Setting Up Data Models.

Note You cannot create and modify picklists at the same time. Each import file must contain either new picklists or modified picklists, not both. Ideally you should export the existing picklists to verify whether or not a picklist exists already before uploading or modifying a picklist.

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14.2.1

Creating ECV2 Picklists

Context To add new picklists that did not exist previously...

Procedure 1. Verify that the picklists do not exist yet in the system: a. Go to Administration Tools. b. In the Company Processes & Cycles portlet, select

Company Settings

Picklists Management .

This brings up the Picklists page. c. Select Export all picklist(s). d. Click Submit. e. Save and open the exported picklist file. Verify that the picklists you want to add do not exist yet in the system. If it does already exist in the system, follow the description for How do you modify picklists? 2. Create the new picklists import file by either: ○ Using a template by selecting Export data format from the Picklists page. ○ Using the standard picklists as a basis that you can download here: A master picklist is available at: https://ps.successfactors.com/productcentral/Pages/display/ prodinfo/data+models+and+picklists/default.aspx For more information about what the different columns of the picklist file mean, see About the picklist import file. 3. Import the picklist file: a. Select Import picklist(s). b. Browse for the picklist file you want to upload. c. For the question Are all the picklists new?, select Yes. d. Select the relevant character encoding from the Character Encoding dropdown menu. e. Click Submit .

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14.2.2 Modifying ECV2 Picklists

Context To modify existing picklists, you have to export the existing picklist, modify them in the CSV file, and then upload the changes.

Procedure 1. Export the existing picklist: a. Go to Administration Tools. b. In the Company Processes & Cycles portlet, select

Company Settings

Picklists Management .

This brings up the Picklists page. c. Select Export all picklist(s). d. Click Submit. e. Save the exported picklist file. 2. Modify the picklist entries: a. Open the exported picklist file. b. Modify the picklist entries: ○ Remove any picklists which are correct and which you do not want to modify. ○ Make changes to existing picklists as required. Leave the option IDs as they are for the existing options, but leave it blank for new options.

Note The option ID must be retained for any existing picklist values. This ID is an internal reference. Any new picklist values being added must have an empty option ID (so the system recognizes them as new). The order picklist values render in is determined by the order they are imported in, not by the option ID value. For more information about what the different columns of the picklist file mean, see About the picklist import file. c. Save your changes to the picklist file. 3. Import the picklist file: a. Select Import picklist(s). b. Browse for the picklist file you want to upload. c. For the question Are all the picklists new?, select No. This means that the uploaded file modifies existing picklists, and does not include new picklists. d. Select the relevant character encoding from the Character Encoding dropdown menu. e. Click Submit . Employee Central Master Working with Picklists

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14.2.3 Deleting ECV2 Picklists

Context You cannot remove or purge picklist items physically from the system; you can only change their status to DELETED or OBSOLETED.

Note If you have duplicate records and you want to set one of these records to status OBSOLETED, make sure you set the oldest record (that is, the record with the smallest option ID) to OBSOLETED, and leave the most recent record as ACTIVE. If you don't do this, it can happen that the Employee Profile displays the ID value of the obsoleted record as it is the most recent, instead of displaying the label.

Procedure ● To set the status of a picklist entry to DELETED or OBSOLETED, see Modifying ECV2 Picklists. ● In the column status, change the relevant picklist entry from ACTIVE to DELETED or OBSOLETED.

Related Information Modifying ECV2 Picklists [page 347]

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14.2.4 About the Picklist Import File Picklists are set up using a CSV file that contains these columns: Table 41: Column

Header

Required?

Description

A

^picklistId

Yes

The picklist value (or 'key') is used to map picklists to the Live Profile and the Succes­ sion Organisation Chart. This picklist ID has to be the same as the picklist ID used in the data models.

B

OptionId

Assigned by system

The option ID value (or 'pri­ mary key') is used by the sys­ tem to map edits to a previ­ ously established picklist value. This value is assigned by the system. Do not enter (for new picklists) or edit (for existing picklists) the option ID. Note: For each system, the option IDs are different, so you always have to export the existing picklists to know the option ID of a picklist entry.

C

minValue

Yes

D

maxValue

Yes

These columns are used to support ranges for future use. Set the minValue and the maxValue to the same value. Do not overlap minValue/ maxValue with other minValue/maxValue in the same picklist. If you add new entries, you can enter 0 or -1 as minValue/maxValue.

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Column

Header

Required?

Description

E

value

No

This field is a placeholder for future use. (May be used in the future to find ranges of in­ cremental values.) For fields that use values like rating scales (risk of loss, impact of loss, etc.) use the same value here as minValue and maxValue.

F

status

Yes

Must be one of the following: ●

ACTIVE: The picklist

●

DELETED: Disables the

value is available for use. picklist value from the system (it is not dis­ played on the UI any­ more). ●

OBSOLETED: Disables the picklist value from being selected in new user records. Retain its selection for the Query Tool.

G

external_code

No

For standard picklist entries, use the external codes pro­ vided in the master picklist. The external code becomes relevant when you integrate with other systems, for exam­ ple.

Note Best Practice Tip: If you add customer-specific picklists, we recommend to add external codes even though it is not mandatory.

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Column

Header

Required?

Description

H

parentOptionId

No

This field specifies the parent value for the child in a cascad­ ing picklist. This allows you to create links between values the user selects first (for ex­ ample, "North America") and those that appear in the next picklisted field (for example, "USA"). If you do not use cas­ cading picklists, leave this field blank. For more information, see Setting up country-specific picklists [page 117].

I

en_US

Yes

J

[locale code]

No

The en_US encoding for US English is the default and therefore required. Other lo­ cales (for example, fr_FR for French, and so on) are op­ tional; each locale has to be in its own column.

14.2.5 FAQs: Picklists

What can you change in the picklist? You can add your own picklists, as well as modify the value of existing picklists with the exception of Employee Status, where you can change the label but not include additional status types.

Where can you find the master picklist? A master picklist is available at: https://ps.successfactors.com/productcentral/Pages/display/prodinfo/data +models+and+picklists/default.aspx . A lot of research has gone into creating this picklist – it is quite complete. As a single picklist is used across all modules, we suggest you exercise caution when modifying the file. Also note that the master picklist available on confluence is in XLS format. Save this file in CSV format before you upload it to SuccessFactors. You can do this using any Spreadsheet editor. Employee Central Master Working with Picklists

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14.3 Working with MDF Picklists This document describes how you can keep MDF and ECV2 Picklists in sync. For information on MDF picklists, see Create Custom Picklists in the Metadata Framework Implementation Guide.

Related Information Keeping ECV2 and MDF Picklists in Sync [page 356]

14.4 Working with Cascading Picklists Cascading picklists allow you to restrict the value of a field based on a previous selection. Consider an example of three picklists with cascading relationships: Country, State, and City. Assuming State can be derived from Country, Country will acts as the parent of State. Likewise, assuming City can be derived from State, State is the parent of City. The following screenshot shows Country as the parent picklist that has different countries as options:

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In the State picklist, Country is shown as the parent picklist value:

Likewise, the City picklist shows State as the parent picklist value:

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Now, assuming these picklists are used in one of the Generic Objects - say, Division (Division):

You will need to add the relevant field criteria for State and City to achieve the cascading property. This is shown below.

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Note The first criteria (parent.effectiveStartDate) as shown in the above figure will be added automatically . However, you must add the second field criteria manually to achieve the cascading property. Otherwise, it will behave as an independent picklist. Now on the Manage Data page for Division (Division), select the required country from the Country dropdown. Then select the required state from the State dropdown. Only the states that are derived from the specified country will be displayed in the State dropdown. Similarly, only the cities that are derived from the specified state will be displayed in the City dropdown:

With the Q2 2015 release cascading picklists on the MDF Foundation Objects Legal Entity, Business Unit, Division, and Department have been migrated to MDF. They will automatically be synchronized to the V2 picklists together with the ‘cascading relationship’. If you had a cascading picklist migrated to an MDF picklist for CostCenter in the November 2014 Release, the parent relationship would have not been replicated as MDF picklists did not support cascading behavior. With the Q2 2015 release, cascading picklists are now supported. You can, however, now manually establish the parent-child relationship between picklists as shown in the example above.

14.5 Keeping ECV2 and MDF Picklists in Sync Prior to the November 2014 release, it was not possible to keep a V2 picklist and a MDF picklist in sync. With the November 2014 release, you can now do this for the migrated Foundation Objects and for all other V2 picklists that you want to use as MDF picklists. For the migrated foundation objects this is done automatically during migration. For all other picklists, you would need to perform the steps below manually.

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Broadly the steps for keeping your ECV2 and MDF picklists in sync are as follows: 1. Prepare your ECV2 Picklist. 2. Create the MDF Picklist. 3. Define the mapping between the ECV2 and the MDF picklist. 4. Trigerring the Sync. The subsequent sections describe these steps.

14.5.1

Step 1: Preparing the ECV2 Picklist

As a first step, it is recommended that you assign a unique and meaningful external code to all your picklists listed in the ECV2 picklist file. As the external code was not mandatory with ECV2 picklists, it is possible that your picklist might not have external codes defined. If you do not perform this step, the system will automatically create unique external codes for each picklistId at the time of mapping. However, the names would not be meningful. System generated names are typically in the format _, where n is incremented with each additional entry associated with the picklistId.

Note For Foundation Objects that have been automatically migrated to MDF, unique external codes are automatically created for its associated picklists. For all others, you will have to manually assign a unique external code. This is a required to keep your ECV2 and MDF picklists in sync. To start, download the ECV2 picklist. For more information, see Modifying ECV2 Picklists.

Related Information Modifying ECV2 Picklists [page 347]

14.5.2 Step 2: Creating the MDF Picklist There are two ways to create an MDF picklist: 1. Using the UI 2. Using the MDF Import Recommendation: When you have cascading picklists, always create the parent picklist before creating the child picklist with a mapping to the parent picklist.

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Related Information Creating MDF Picklists Using the UI [page 358] Creating MDF Picklists Using MDF Import [page 359]

14.5.2.1

Creating MDF Picklists Using the UI

The steps to create an MDF picklist are described below. 1. Navigate to the Admin Tools. 2. From the Company Processes and Cycles portlet, select

Company Settings

Configure Object

Definitions . 3. From the Create New dropdown, select Picklist.

The Configure Object Definitions page for the picklists is displayed.

4. In the Code field, specify the picklistID from the ECV2 picklist file. 5. In the Name field, specify the name for the picklist. This name is displayed on the UI. 6. From the Status dropdown, select Active. 7. In the Effective Start Date field, specify the date as start of time i.e., January 1, 1900. This is important to ensure picklist synchronization works. This is because MDF picklists are effective dated while ECV2 picklists are not effective-dated. 8. In the Values section, specify the different values that the picklist can take. 9. Save the values.

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You can read more about MDF picklists in the Create Custom Picklists section of the Metadata Framework Implementation Guide.

14.5.2.2 Creating MDF Picklists Using MDF Import There is no automated process to convert your ECV2 picklist to an MDF picklist. You will need to create the MDF picklist from scratch. The steps to create the picklist using the Import/Export framework are as follows: 1. Start by exporting the existing MDF picklist. Navigate to the Admin Tools. 2. In the Company Processes and Cycles portlet, select Import and Export Data page is displayed.

Employee Files

Import and Export Data . The

3. From the Select the action to perform dropdown, select Export Data.

4. Fill out the form as shown below. These setting will allow you to download the picklist file with all existing records.

5. Click Export. This will begin a download of the picklist. 6. Use the Monitor Jobs option to track the status of the job. In the Tool Search field, type Monitor Job and press Enter.

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This will bring up the Monitor Jobs page.

7. Click Download Status against the job to download the zip file containing the picklist CSV. Update the picklist using the ECV2 picklist file as a reference. When you finish updating the CSV file, upload it using the Import option. You are now ready to trigger the sync between the picklists.

14.5.3 Step 3: Mapping the ECV2 Picklist to the MDF Picklist Once you have mapped the ECV2 picklist to the MDF picklist, the MDF picklist will become the leading picklist. It will no longer be possible to make changes to the ECV2 picklist. Changes will only be allowed to the MDF picklist. The steps to map the ECV2 picklist to the MDF picklist are as follows: 1. Navigate to the Admin tools. 2. In the Company Processes and Cycles portlet, select page is displayed.

Employee Files

Manage Data . The Manage Data

3. From the Create New dropdown, select MDF Picklist to Legacy Picklist Map.

4. From the MDF Picklist dropdown, select the MDF picklist you just created. 5. In the Legacy Picklist ID field, specify the picklist ID for the ECV2 picklist to be mapped.

6. Save the information.

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14.5.4 Step 4: Trigger the Sync As a last step, make an empty change to the MDF picklist. This will trigger the sync. Also note that once the mapping has been defined, any future changes to the MDF picklist will trigger a sync.

Note This step is not mandatory. If you are sure that the MDF picklist you created is iidentical to the existing V2 picklist, you can skip this step. However, making a save to the MDF picklist after defining the mapping just guarantees that the V2 and MDF picklist are identical.

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15

Managing HRIS Sync

15.1

Human Resource Information System (HRIS) Synchronization

Human Resource Information System (HRIS) synchronization is the exchange of data between Employee Central (EC) and other SuccessFactors modules. It is a background quartz job that periodically looks for data that has been changed in EC and updates the legacy user tables with data from EC. The job itself can be configured to run on a schedule. For data updating using UI, the synchronization process is automatically triggered at the end of the update for current and past dated records.

When HRIS sync is triggered? There are the following ways to trigger HRIS sync: ● Real-time sync integration by UI operation Most EC UI operations have integrated with HRIS sync such as new hire, MSS job change, personal info change, and so on to real-time sync the specific HRIS data from the UI to user directory tables.

Note Future-dated records are also synced, but the status will be inactive. The status becomes active as soon as the future date becomes current. ● HRIS Sync Job You can schedule a regular, for example, daily, HRIS sync job in Manage Scheduled Jobs in provision and then the HRIS sync job will run as scheduled. ● EC data import When HRIS Element (Employee Central data) is imported, it will also trigger HRIS sync job run if there is at least one HRIS Sync Job configuration in Manage Scheduled Jobs and the status is Submitted. Only one HRIS sync job can run at a time. It means if there is one in-progress HRIS sync job, another HRIS sync job won't be triggered before the running HRIS sync completes.

How does an UI operation trigger HRIS sync? The sync job just looks into the data and compares the data whether there are changes since the last run. Most EC UI operations have integrated with HRIS sync such as new hire, MSS job change, personal info change, etc. to real-time sync the specific HRIS data from the UI to user directory tables. This means, when an operation is done on the UI and there is some change, the change will be instantly synced back to legacy tables as soon as the UI change is committed.

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Note Future-dated records are also synced, but the status will be inactive. The status becomes active as soon as the future date becomes current.

How do you trigger HRIS sync by means of HRIS sync job? You, as HRIS Sync Job User, can schedule a regular (i.e. daily) HRIS sync job in ‘Manage Scheduled Jobs’ in provision and then the HRIS sync job will run as scheduled. HRIS sync job is scheduled from provisioning under Company Settings  “Manage Scheduled jobs“. This is done by the provisioning user. The job can be set up to run on a certain schedule, for example nightly, weekly.

How does an EC data import trigger HRIS sync? When HRIS Element (Employee Central data) is imported, it will also trigger HRIS sync job run if there is at least one HRIS Sync Job configuration in ‘Manage Scheduled Jobs’ and the status is 'Submitted'. Only one HRIS sync job can run at a time. It means if there is one in-progress HRIS sync job, another HRIS sync job won't be triggered before the running HRIS sync completes.

Incremental Sync in HRIS Sync Job In Employee Central (EC), there are two types of EC data, one type is non-effectively dated EC data such as phone, email, national ID card, social account, employment info. The other type is effective-dated data such as personal info, address, job info, and comp info. All EC data no matter it's effective-dated data or non-effective dated data are incremental sync when running HRIS sync job. It means when the system runs HRIS sync job, only the records which have changed since last successfully running HRIS sync job and the future records which become current will be synced to user directory tables.

Note ● You can specify to run HRIS sync from a specific date to achieve full sync for special needs. ● Full sync with 80K users completes in around 1 hour and 54 minutes.

HRIS Element and Fields Sync Logic The system supports hard-coded HRIS Sync. It means that the system will sync some HRIS elements and HRIS fields into user directory tables without any configuration based on hard-coded rules such as syncing HRIS field: job-code in HRIS element: jobInfo to standard element: jobCode. Employee Central Master Managing HRIS Sync

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But you have also a flexible configurable framework to sync HRIS fields back to User Directory tables where you can specify HRIS fields to map to standard elements by configuring Succession Data Model. Table 42: HRIS Entity

HRIS Element

Comments

Supported Sync

Included Hard-

Full sync/ Incre­

Mapping Configu­

coded Sync Logic

mental sync

Yes

Partly

Full

ration in DM? email

emailInfo

Business email has hard-coded sync logic; other type of email hasn't hardcoded sync logic.

phone

phoneInfo

Yes

Yes

Full

address

homeAddress

Yes

No

Incremental

corporate address

corporateAddress

Yes

incremental

Yes

Yes

incremental

Yes

Yes

incremental

Yes

Yes

incremental

used in location ad­ Yes dress (HRIS ele­ ment: corpora­ teAddress itself is in corporate data model.) 1) when employee changes location, the corporateAd­ dress will be synched together with other jobInfo change; 2) when location info is changed, the corporateAddress will be synched when HRIS sync job runs.

personal

personalInfo

Name related field will be synched from personalInfo.

person

personInfo

job

jobInfo

Direct manager change is synched when the job re­ cords are synched.

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HRIS Entity

HRIS Element

Comments

Supported Sync

Included Hard-

Full sync/ Incre­

Mapping Configu­

coded Sync Logic

mental sync

No

Yes

incremental

No

Yes

incremental

Yes

Yes

incremental

ration in DM? job relationships

jobRelationsInfo

Only be available for ECT v2.0 (sup­ ported in 1107)

employee status

jobInfo

employee status only be available for ect v2.0 (sup­ ported in 1107)

comp

compInfo

hard-coded com­ pInfo sync for ECT v2.0 is outdated now since the sal­ ary info is no longer stored in tables in ECT v2

employment

employmentInfo

Yes

No

full

social account

imInfo

Yes

No

full

national Id Card

nationalIdCard

Yes

No

full

leave of Absence

leaveOfAbsence

Yes

No

incremental

work eligibility

workEligibilityInfo

Yes

No

full

direct deposit

directDeposit

Yes

No

full

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HRIS Entity

HRIS Element

Comments

Supported Sync

Included Hard-

Full sync/ Incre­

Mapping Configu­

coded Sync Logic

mental sync

ration in DM? entities which sup­

more entities

Below entities the­

ports sync with

oretically support

limitations

sync in a generic

Yes

No

No

No

way, but may the generic way is not suitable and need some special han­ dling to suit the real needs for sync in future if needed: globalInfo; pay­ ùÜ˚Æ0*6¿¿èŠk†ä¿òü*5—R:V[ó{=r”ı ring; payCompo­ nentNonRecurring; EmpDocumentIn­ foEO (workPermi­ tInfo; visaInfo; citi­ zenshipInfo ) entities which don't entities which don't the below entity support sync

support sync

does not support sync: EmpEmergency­ ContactInfoEO

Clients don’t need to configure all these fields in Succession Data Model. The system will automatically sync the related HRIS data into user directory tables based on the above mapping.

Configurable sync mapping The Succession Data Model includes HRIS sync mappings configuration in the end of data model, that is after view-template configuration. Sample data is as below:

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user-company

Validation rules: 1. Only HRIS fields with visibility other than ”none” will be synced. HRIS fields with visibility=”none” won’t be synced to user directory tables. The rule is applied to both hard-coded sync logic and configurable sync mapping. 2. must be put after definition in the Succession Data Model (SDM). 3. 0 or 1 can be defined in a Succession Data Model. 4. Under , you can define one or more . 5. Under , users can define one or more . 6. For each , you must define only one and one or one . Use if the destination field of the sync mapping is a standard-element. Use to provide arbitrary key names that are stored as key-value-pair in the user directory.

Note The is used by other modules that need additional information for integration and that get accessed through an application programming interface (API). The that is stored in the user directory is accessible only through API; the key values are not displayed on any user interface. You can enter any arbitrary string value for the in the Succession Data Model, so it is not a refid. Whatever value you use here will be used as key in the user directory. 7. Entity-type attribute will be used for address, email, phone, and globalInfo to specify the type. For HRIS mapping configuration of address, email, phone, and globalInfo, entity-type is a mandatory attribute. 8. You can use the XML attribute date-format to sync dates from Employee Central to the Employee Profile. The date-format allows you to also sync only parts of the date. This is relevant when customers want to show only parts of the birthday information without showing the age information, for example. To achieve this, you only sync the day and month fields, but not the year. Note the following: ○ You can only use the following date formats which are case-sensitive: ○ Year in 4 digits: yyyy ○ Month and year: MMM-yyyy ○ Month: MMM ○ Date and month: dd/MMM ○ You can only sync from an HRIS field with the data type DATE to a standard-element with the data type STRING.

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○ The existing hard-coded syncing of an employee's date of birth from Employee Central (HRIS field dateof-birth) to the Employee Profile (standard-element dateOfBirth) is not affected by the date-format syncing. It will still sync the complete date. 9. You can sync data from Employee Central to userinfo-elements in Employee Profile following this syntax: For the userinfo-element: Nature of Contract For the sync-mapping:

Note You have to enable Edit permission in role-based permissions (RBP) for the userinfo-elements that you have configured in hris-sync-mapping. The sync process does not copy values into userinfoelements without Edit permission. You choose this type of syncing when your customer uses more customer-specific fields than the 15 standard-element fields can cover, and wants these to be synced with Employee Central. 10. HRIS-element-ref, HRIS-field-ref, standard-element-ref must have valid refid 11. If HRIS element isn't defined in DM, but used in HRIS-sync-mappings, should fail. 12. If standard element isn't defined in DM, but used in HRIS-sync-mappings, it will fail. 13. Duplicated HRIS-element-ref refid definition will fail. 14. If fields fail to data type validation (such as mapping string to date), the Succession Data Model (SDM) can't be imported successfully (mapping anything to string is acceptable) 15. If corporateAddress has not been defined in corporate data model, but is used in , the Succession Data Model fails to validation. 16. Below validation rule has been implemented for when the Succession Data Model is imported. ○ For a sync-mapping configuration in Succession Data Model, if the standard element field is a pick list and the EC HRIS field is also a pick list, these two pick lists must be the same. Configure the same pick list ID in Succession Data Model, the system will verify it when importing the Succession Data Model. ○ For a sync-mapping configuration in the Succession Data Model, if the standard element field is a pick list, the EC HRIS field should be a pick list or a foundation object or a territory (country) object. Otherwise the data model can’t be imported due to validation failure.

Rewrite hard-coded sync mapping But if you would like to re-write the hard-coded sync mapping, you can define it in the Succession Data Model.

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For example, in the hard-coded sync mapping, EC data: jobInfo department to standard element: division. You can configure as follows to achieve this: >

Pick list configuration for employee status and job relationship type There are two pick lists that are very important for sync: ● Job Relationship types: For the HRIS element: jobRelationsInfo, the HRIS field: relationship-type must be defined as a pick list in data model. In order to sync the known relationship types correctly into users legacy tables, the below dedicated external code for widely known relationship types are defined. The sync logic will regard the external code for each known relationship type as fixed value. The system will run the different sync logic (HR manager/matrix manager /custom managers/second manager) based on the external code. The following is the definition of external code for each known relationship type. It is fixed values in our system. So if the client needs to support some or all of the known relationship type, they need to define the above external code for the pick list option. ● Relationship types: Table 43: External Code

Employment Status in EC

users_sys_valid flag in Legacy Table

HR Manager Second Manager Matrix Manager Additional Manager Custom Manager

● Employment status: Employment status needs to be defined as a pick list. Default pick list ID is employeestatus if clients didn't define it explicitly in corporate data model. You can define the pick list ID for HRIS field “emplStatus” in HRIS element “eventReason” in corporate data model. The external code of employment status is important to decide the employment status. Below is some mapping between external code and employment status: Table 44: External Code

Employment Status in EC

users_sys_valid flag in Legacy Table

A

Active

t

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External Code

Employment Status in EC

users_sys_valid flag in Legacy Table

U

Unpaid Leave

t

P

Paid Leave

t

S

Suspended

t

F

Furlough

f

R

Retired

f

T

Terminated

f

Others than above will be regarded as inactive in legacy tables.

Special handling for fields syncing ● Logic about entity-type isPrimary The below validation rule is used when importing Succession Data Model: For HRIS-mapping configuration of address, email or phone, entity-type is a mandatory attribute. If there are records with isPrimary=true for the specific entity type of email or phone for a specific person, the system will just sync the record; for example, for business email of user01, record 123: business email is primary, then just record 123 business email not other business email records for user01 will be synced. If no records exist with isPrimary=true for the specific entity type of email or phone for a specific person, the system will sync all the records of the entity type, the last record will win; for example, for 3 business email records of user01, if none of the three business emails is primary, then the three business email records for user01 will be synched. isPrimary field is valid for email, phone, and nationalIdCard. If there is EmpNationalIdCardEO record with isPrimary=true for a specific person, the system just sync the record with isPrimary=true. If there is NO EmpNationalIdCardEO record with isPrimary=true for a specific person, the system just sync all the records. The last record will win. ● Country If HRIS field is country field, sync country name to user directory tables. ● Phone number If users configure phone-number in phoneInfo for , 4 fields countryCode, areaCode, phoneNumber, extension will be merged into one value: (countryCode) areaCode phoneNumber’x’extension and sync to the mapped standard element, for example, (086) 021 21345501x0619. ● Pick list If the EC HRIS field is a pick list but the standard element field isn’t a pick list, the pick list label will be synced to user directory tables. If the EC HRIS fields is a pick list and the standard element field is also a pick list, the option ID will be synced to standard element field. (option ID > option ID) If standard element is a picklist and HRIS field is not a picklist, then synchronization is not supported. ● Foundation objects If foundation objects are enabled in provision, the FOs will be converted into FOName (FOExternalCode) and synced to user directory tables, for example, engineer dept (eng).

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● Others ○ If standard element is gender and HRIS field is null, sync ‘ ’ into standard element: gender. ○ If HRIS field is Gender, convert gender into its legacy value. ○ If HRIS field is MaritalStatus, convert marital status into its legacy value. ○ Otherwise if HRIS field is null, null value will be synced back to user directory tables.

Note A kind reminder: Please don't use basic import to directly update data in legacy tables to avoid inconsistent data between EC tables and legacy tables in future.

HRIS Full Sync Prerequisites Before running HRIS full sync, please make sure: ● You really want to use EC data to replace data in legacy tables if any inconsistent data exists. ● The current configuration in data model is correct and the current sync behavior based on the configuration is as desired.

Context HRIS full sync can help you to use Employee Central (EC) data to sync to legacy tables which is desired when: ● You updated sync configuration or data model and want the new configuration is applied to all the data including the old data. ● You once used basic import to update data in legacy tables which causes inconsistent data between EC tables and legacy tables and you want to fix the inconsistent data by using EC data to replace the data in legacy tables. ● Other reason caused inconsistent data between EC tables and legacy tables and you want to fix the inconsistent data by using EC data to replace the data in legacy tables. Steps for HRIS full sync to fix data

Procedure 1. Please go to

Provisioning

Manage Scheduled Jobs .

2. Select “Create new job” and fill in below info in the “Create New Job” UI Select "HRIS sync" as Job type, for modified date since, please select "Specify a date" and then input a date which is before the system wentalive date such as '1/1/1991', select "Once" as occurrence and click "Create Job" but DON'T submit the job. It will navigate you back to the Manage Scheduled Jobs list page Employee Central Master Managing HRIS Sync

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3. Make sure there is no in-progress HRIS sync job running in the system by checking

Provisioning

Monitor

Jobs . 4. Go to Provisioning Manage Scheduled Jobs , and select the Run it Now from the drop down list of the defined HRIS sync job to trigger a full sync. 5. Please make sure the HRIS sync job is now running by checking the status in

Provisioning

Monitor Jobs .

6. After the HRIS sync job runs to complete (it takes time to run to complete depending on the current customer base), please check the data again to see whether any inconsistent data still exists. If yes, please fire JIRA for further investigation.

15.2 Data Integration for the Performance Management Suite Introduction Data integration between SuccessFactors Performance Management Suite and your Human Resource Information System (HRIS) or payroll system allows single source updates of your employee data. With this simple data transfer process, the updates you enter into your HRIS will be passed to PM, eliminating duplicate entry. This integration requires the export of the defined data fields (see below) into a flat file, which is uploaded through the Admin Tools user interface. The update process can be automated using a Secure File Transport Protocol (SFTP) process executed at your schedule to maintain synchronized data.

Business Rules for Data Transfer To import data from an HRIS (or other data source) into Performance Manager, certain business rules MUST be followed. 1. The file must be in Comma Separated Values (.csv) format. The file can be a plain text file (.txt) too but the values must be separated by commas. For values with commas, we suggest enclosing them in quotes so they load properly. 2. Take care when using data fields with leading zeroes. Spreadsheet applications such as Microsoft Excel strip leading zeroes from data fields and could corrupt the data. If there are leading zeroes in the data file, verify that the leading zeroes are present in the file before uploading. 3. The file must contain two rows of predefined column IDs and labels. A template for these column IDs and labels can be exported from the system using the Export Template option. 4. All fields are case sensitive and will reflect what is loaded in the data load.

Note If the user name is created in mixed case, the logon process will require that the user name be specified in mixed case. 5. JOBCODE is case sensitive and must match exactly the job codes designated for roles. To see a list of families and roles, go to the Administration tools. In the Company Processes & Cycles portlet, select , Company Settings — Manage Job Roles.

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6. JOBCODE is used to determine competency mapping which allows competencies to be populated on forms and worksheets based on the value in the JOBCODE field. If the company is using job profiles, the value entered in this column will determine what set of competencies will be displayed on the appraisal form for that employee. This value may be the actual job code from the HRIS or a derived code: Many customers will choose to combine job codes into broad employee groups to simplify administration of competency sets that may be common across many roles in the same group. This decision should be made by the implementation team based on the process. Table 45: Example JOB CODE

EMPLOYEE GROUP

EXEC

Officers and Executives

SMGR

Seniors managers or employees who manage multiple functions

MGR

Single function managers

SUP

First Line Supervisors

PROF

Professionals or managerial level knowledge workers who do not supervise others

IC

Individual Contributors

7. STATUS must be the first field and USERID must be the second field and the upper case header must be repeated for the second row. Remaining fields need not be in the order presented here. If a field will not be populated, do not include that field in the import file. If that field in the file is blank, it will wipe out what is already in the database. 8. USERID is the system unique value for each user and must be unique. This value is visible in a variety of places to all end users. Accordingly, USERID should not contain data that is considered confidential, such as social security number. This value must be passed with each employee data record during each upload.

Note Take care in selecting this value as it this is a permanent decision. This value cannot be changed once set. 9. USERNAME is a unique name for each user and is used as the logon ID value. This value is visible in a variety of places to all end users. Accordingly, USERNAME should not contain data that is considered confidential, such as social security number. Unlike USERID, this value can be updated if needed, (e.g. name change) but must be unique. Most customers choose to use the same USERNAME that they use for their local network or e-mail application. 10. The definition of which fields are required is the minimum requirements and must be populated. The additional recommended fields are used in the system for reporting and/or are important for grouping data. Additional fields can be marked as required during initial implementation based on business need. The order of field display on the Personal Information screen can be modified if required. 11. The ability for the employee to edit/not edit the data loaded into the employee record (on the Personal Information screen) is an option defined during initial setup.

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Note We strongly recommend that these edit rights be turned off to maintain sync of data with the HRIS. Take care to understand impact of ability of the user to update certain variables directly (e.g. manager). Values updated via the user interface will be overwritten by the next data load from the HRIS. 12. The individual fields in the employee record can also be hidden during the initial setup so they will not display in the Personal Information screen. This allows for the storage of data associated with each individual, passed from the HRIS to be used by one or more process, but does not display this data on the Personal Information screen (accessed by the employee). 13. If the DEPARTMENT, DIVISION and/or LOCATION fields are not used, do not include them in the import file. The system will automatically assign "N/A" values in these fields. Report security is tied to these values and entering a common value (e.g. NA) will allow for the broadest reporting access to the data - leaving it blank will limit reporting access. 14. Data placed in the Department, Division, and Location fields - may be a code or a text name. The value entered will appear in drop-down menus. 15. Data labels are limited to 100 characters. 16. Most String values are limited to 255 characters. Exceptions are USERID (100), USERNAME (100), FIRSTNAME (128), LASTNAME (128), MI (128), GENDER (2), EMAIL (100), DEPARTMENT (128), DIVISION (128), LOCATION (128), MANAGER (100), HR (100), JOBCODE (128), TIMEZONE (32). 17. Date format must be mm/dd/yyyy. 18. HIREDATE is used in Performance Manager to display the defined date AND/OR can be the date used to initiate an automatic form creation for this user. The value in the HIREDATE field does not have to be the actual hire date and may be a derived date from the HRIS system (e.g. hire date + 90 days, last review date 60 days, etc.) upon a new document will be created for this employee. The system can be set to automatically generate a new form for this employee based on the month/day combination of this field value (i.e. if Jim's hire date is 03/02/2002, the system can be set to automatically create a new appraisal form for Jim each March 2nd). 19. Custom fields can be defined to import additional information (e.g. FLSA code, etc.). However, this data does not show up anywhere in the system, other than the Employee Profile or custom fields in a form. They can also be used in the Employee Scorecard and Organization Chart. 20.Performance Manager uses the MANAGER field to create the organizational hierarchy within the system. Each employee must have a valid manager. Upon data load, Performance Manager will validate that each employee has a valid manager listed in their data record. This validation check is executed against the employees held within the exiting Performance Manager database. Therefore, the MANAGER field in each employee record must hold a valid USERID of someone in the existing database. If a user who does not have a valid manager attempts to login the attempt will fail and the user will receive this error message:

21. The individual at the top of the organizational hierarchy (e.g. CEO) must have NO_MANAGER (in all caps) listed in the MANAGER data field, so that the system knows how to treat this individual in the routing chain. This value must be exactly NO_MANAGER. Other values, such NO_MGR will fail. 22. Since the data load validation process validates the MANAGER and HR data against the existing database, it is strongly recommended that the new employees be added to the beginning of the data load file. This will allow the new employee to be loaded first in case the new employee is a manager or HR rep referenced later in the data file and will improve processing speed, especially for large files.

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23. COUNTRY can be used to determine which of several possible Privacy Consent Statements will be presented to a new user. If the Privacy Consent feature is enabled, when users log in to the system the very next time, they will go directly to the data consent page - which can differ depending on their COUNTRY. Users can then choose to accept or decline the terms presented. Use the country names specified in the Country List at the end of this document. 24.MATRIX_MANAGER, CUSTOM_MANAGER, and SECOND_MANAGER fields are not required in the data file unless those relationships are required for permissions or document routing. MATRIX_MANAGER and CUSTOM_MANAGER can include multiple managers. The syntax would be to separate the manager IDs with pipe (|) characters.

Example "gsmith624|sholmes423|smaddox666" 25. DEFAULT_LOCALE field is not required in data file. If present, the values in the field will determine the languages experienced by the users (one language per user). If the field is left blank for a user, the user's existing value will not be changed. Example: Bo had previously selected "it_IT" (Italian) and the data file now includes the DEFAULT_LOCALE field with a blank value for Bo; his value for default locale remains "it_IT" - his previous selection rather than the company-wide default language. See the list of supported locales at the end of this document. 26.PROXY field does not need to be included in data file. If present, the value in the field defines which person can act as proxy on behalf of the user. If left blank, no proxy holder will be assigned and existing proxy holders will be removed. The field can include multiple proxy holders. The syntax would be to separate the proxy holder IDs with pipe (|) characters.

Example "admin|sholmes423|smaddox666" 27. TIMEZONE is required in the system for internal time/date stamps in the time of the user. If a TIMEZONE value is not loaded the field will be automatically populated with a default of Eastern Standard Time. Records may be set to one value (e.g. time zone of corporation) rather than different zones for each employee. To have the system automatically adjust for daylight savings time use the time zone ID from the Supported Time Zones section at the end of this document rather than the short three-letter abbreviation.

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Characters Country List Locales Time Zones

15.3 HRIS Sync configuration workbook Integration with Employee Profile – HRIS synchronization process mapping To guarantee seamless integration between Employee Central and other SuccessFactors modules, Employee Profile is updated with information stored in Employee Central. Some Employee Profile attributes are updated online when changes are recorded in Employee Central data. Other attributes are only updated when HRIS synchronization process is run. Employee Central changes that are entered at a future date are reflected in Employee Profile as soon as the HRIS synchronization process is run after the future date has been reached.

Decision point Complete the following chart with the mapping between employee central attributes and employee profile attributes: Table 46: Employee Central portlet

Attribute

Employee Profile attribute

Personal Information

First Name

First Name

Personal Information

Last Name

Last Name

Personal Information

Middle Name

Middle Name

Personal Information

Gender

Gender

Job Information

Division (Area)

Division (Area)

Job Information

Department

Department

Job Information

Job Code

Job Code

Job Information

Location

Location

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Employee Central portlet

Attribute

Employee Profile attribute

Job Information

Job Title

Title

Job Information

Manager (Direct Line Manager)

Manager (Direct Line Manager)

Job Relationships

HR Manager

HR Manager

Job Relationships

Matrix Manager (Dotted Line Manager)

Matrix Manager (Dotted Line Manager)

Job Relationships

Custom Manager

Custom Manager

Job Relationships

Second Manager

Second Manager

Address Information

Address 1

Address 1

Address Information

Address 2

Address 2

Address Information

City

City

Address Information

State

State

Address Information

Zip

Zip

Address Information

Country

Country

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16

Employee Central and your Mobile Device

16.1 Using Employee Central on your mobile device

Context Business Background People are on the move a lot these days. They don't always have time to get to a desktop computer to work or perform certain admin tasks. With this mind, some Employee Central (EC) features are now available as mobile apps. The table below shows which features and where you can use them. Use the links to access more information on the app you're interested in. Table 47: Which feature is available?

Which devices can I use it on?

Mobile To-Dos in Employee Central [page 382]

iPhone, iPad, Android, Blackberry

Mobile Time Off [page 380]

iPhone, iPad

Before you can use any mobile SuccessFactors feature, you must register your mobile device with your SuccessFactors account. Here's how:

Procedure 1. Download the native mobile app to your mobile device. You can find the latest versions of the applications for iPad, iPhone, Android, and Blackberry on http://www.successfactors.com/mobile/downloads/ . 2. Launch the application

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Figure 1: Activation Welcome Screen

3. Click Next to display the list of devices already activated.

Figure 2: Activating A Device

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4. Add the details of your device, including your activation code, then choose Save. 5. You get the success message, meaning that your device is now registered and activated for SuccessFactors.

Figure 3: Activation Success

6. Click Done and proceed to install and go on to use the mobile SuccessFactors features you need.

16.2 Mobile Time Off Context Note The mobile Time Off solution is only available for iOS (iPhone) and NOT for Android. Please ensure that you have the latest version of the BizX mobile app. Some of the functions of the Time Off feature are available in a mobile version. You can: ● Submit a request for some time off, whether it is sick leave, vacation, paid time off (PTO) or something else.

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● Look at your team's calendar to see who else is absent when you want to be. ● Cancel any time off requests you submitted that haven't been approved yet. ● Handle other things you need to do as part of taking time off, such as canceling meetings planned for the relevant period and telling colleagues you are going to be away. To use the mobile Time Off app, follow the steps described below.

Procedure 1. Remember to register and activate your mobile device as described in Using Employee Central on your mobile device. 2. Before you can use Mobile Time Off, you need to activate and set up the Time Off feature. For full information on how to do this, take a look at the Time Off handbook. 3. Once you have done this, Mobile Time Off is ready for use. However, the mobile feature includes a function enabling you to send emails to people, telling them you are going to be absent. Before you can use this, the relevant field, shown below, needs to be in your Succession Data Model. Make sure it is there and, if it is not, insert it. _ _ nbsp;  Email_ _ nbsp;  :lang=”en-US”>E-mail _  _ 4. Finally, create the permissions users will require so that they can use the new email function. You do this by going to Admin Tools, then choosing Manage Permission Roles . Enter the Create New function and proceed as follows:. a. Create a permission role as shown below, containing the permission Employee Data — Email, Email Info, View.

b. Grant the role to those you want to be able to view the email. This can be a group, individuals, or everyone in the company. Employee Central Master Employee Central and your Mobile Device

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c. Log off and log on again. The created permission is now effective and you're ready to go with all aspects of the mobile Time Off app.

16.3 Mobile To-Dos in Employee Central

Overview To-Dos are a way of notifying Employee Central (EC) users that there is a task they have to perform. For example, if you are a manager, your “to-dos” might include approving a job change or one-time bonus for one of your direct reports. This feature is available as a moblle EC app.

Prerequisites ● Remember to register and activate your mobile device as described in Using Employee Central on your mobile device [page 378] ● In addition to the configuration steps described in Configuration Setup for EC To-Dos, you have to activate the feature for mobile use. To do this, log in to your provisioning system and check the relevant box, as shown in the figure below.

Features Once you have performed all the registration, activation, and configuration steps, any EC ToDos requiring your attention appear in the ToDo screen on your mobile device, as shown below.

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17

Data Objects: Quick Reference Tables

17.1

Foundation Object Tables

The tables in the list below give you the technical information about the foundation objects we deliver. Most of the foundation objects include customer-specific fields, listed in the last four rows of each table. These are fields you can customize to use any way you want, if the foundation objects as delivered do not have all the fields needed to satisfy your requirements even if, for example, you edit the field labels. You do not have to use the customer-specific fields, but they are there if you need them. For information on how foundation objects are processed in the Corporate Data Model, including how to create your own foundation objects, see the Setting up the Corporate Data Model section of the Employee Central Master Implementation Guide. For an explanation of what foundation objects are, and some links to more information about them, see the What are Foundation Objects? section of the Employee Central Master Implementation Guide. For information on MDF Foundation objects, refer to the Working with MDF Foundation Objects section of the Employee Central Master Implementation Guide.

Table Columns Each of the tables has the following columns: ● Standard If the field appears as part of the standard delivery for the relevant foundation object, “Yes” appears in this column. “No” appears in the column if the field is not part of the standard delivery. ● Field ID Each foundation object consists of one or more fields. This column lists the technical IDs of the fields. You cannot change this ID. ● Field Label This is the text that appears in the user interface (UI). You can change this to suit your own requirements. ● Data Type Fields can handle data of various types. The options are: ○ BIGDECIMAL and DECIMAL Fields with these data types can handle mathematical operations. ○ BOOLEAN Fields like this can handle two options. On the UI, the most common options for such fields are “Yes” and “No”. ○ DATE You can enter dates in fields of this type. ○ DOUBLE Fields with this data type can handle decimal numbers.

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Employee Central Master Data Objects: Quick Reference Tables

○ LONG Fields with this data type can only contain integers. ○ STRING You can enter a string of characters in fields with this data type. Where there is a limit on the number of characters in fields like this, the maximum number of characters allowed is shown in the Max.Length column. ● Max.Length Some fields with data type “String” have a limit on the number of characters you can enter in the string. Where this is the case, this column shows the relevant maximum. ● Default Visibility This determines whether the foundation object is visible on the UI and what you can do in it if it is visible. You can change the default setting to suit your own requirements, choosing from the following options: ○ BOTH: This means the field is visible on the UI for both display and editing purposes. ○ VIEW: This means the field is displayed on the UI, but it cannot be edited there. ○ NONE: The field does not appear on the UI. ● Is Required? The answer “Yes” in this column indicates that the field is required. The answer “No” indicates that it is optional. ● How To Use This Field Here's some help on how to use the fields. For example, if a field needs additional configuration, you can find the information here.

Organization Objects A-Z Table 48: BusinessUnit (hris-element id: businessUnit) To refresh your memory on what the column headers mean, take another look at the explanation above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different business units from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the busi­ ness unit here.

Employee Central Master Data Objects: Quick Reference Tables

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385

To refresh your memory on what the column headers mean, take another look at the explanation above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

description

Description

STRING

128

Both

How To Use This Field

No

If you need a more detailed description of the business unit than the Name field can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the business unit becomes active.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the business unit stops be­ ing active.

Yes

headOfUnit

HeadOfUnit

STRING

—

Both

No

You can enter the identifier of the person heading the business unit.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

386

custom-dou­

Custom Deci­

ble1–20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Table 49: CorporateAddress (hris-element id: corporateAddress) To refresh your memory on what the column headers mean, take another look at the explanation above. For the country-specific setup of corporateAddress, please refer to the Employee Central Country-Specific Imple­ mentation Guide. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

start-date

Start Date

DATE

—

Both

How To Use This Field

Yes

Enter the date when the cor­ porate ad­ dress be­ comes effec­ tive.

No

end-date

End Date

DATE

—

None

No

This is the end date the previous cor­ porate ad­ dress stops being effec­ tive. The sys­ tem calcu­ lates the end date auto­ matically de­ pending on the start date entered.

Yes

address1

Address 1

STRING

256

None

No

You can enter the first line of address here.

Yes

address2

Address 2

STRING

256

None

No

You can enter the second line of ad­ dress here.

Yes

address3

Address 3

STRING

256

None

No

You can enter the third line of address here.

Yes

city

City

STRING

30

Both

No

This is where you enter the city or town the company is located in.

Employee Central Master Data Objects: Quick Reference Tables

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387

To refresh your memory on what the column headers mean, take another look at the explanation above. For the country-specific setup of corporateAddress, please refer to the Employee Central Country-Specific Imple­ mentation Guide. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

county

District

STRING

256

None

How To Use This Field

No

This is where you enter the county the company is located in.

Yes

state

State

STRING

256

None

No

This is where you enter the state the company is located in.

Yes

province

Province

STRING

256

None

No

This is where you enter the province the company is located in.

Yes

zip-code

Zip Code

STRING

256

None

No

This is where you enter the ZIP code of the place the company is located in.

Yes

country

Country

STRING

256

Both

Yes

This is where you enter the country the company is located in.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

388

custom-dou­

Custom Deci­

ble1–20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Table 50: CostCenter (generic object id: CostCenter) To refresh your memory on what the column headers mean, take another look at the explanation above. Note: CostCenter is now a Generic Object. Use the Configure Object Definition page to maintain this object. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility

How To Use This Field

Yes

effectiveS­ tartDate

Start Date

Date

255

Editable

Yes

Specify the date on which the cost cen­ ter becomes active.

Yes

effectiveEnd­ Date

End Date

Date

255

Not Editable

No

Specify the date on which the cost cen­ ter stops be­ ing active.

Yes

externalCode

Code

String

32

Editable

Yes

Specify a unique code by which the system can distinguish the different cost centers from each other.

Yes

Name

Name

Translatable

90

Editable

No

Specify a short name for the cost center unit here. This field is trans­ lated to Eng­ lish (US) and the compa­ ny's default language.

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389

To refresh your memory on what the column headers mean, take another look at the explanation above. Note: CostCenter is now a Generic Object. Use the Configure Object Definition page to maintain this object. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

description

Description

Translatable

128

Editable

How To Use This Field

No

Specify a de­ scription here if you need a more detailed description of the cost cen­ ter than the one the Name field provides. This field is translated to English (US) and the com­ pany's default language.

Yes

effectiveSta­

Status

Enum

255

Editable

Yes

tus

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

glStatement­

GLState­

Code

mentCode

String

32

Not Visible

No

This code is assigned to account groups, such as customer receivables or vendor paya­ bles to record transactions, depending on financial ac­ counts in­ volved in such transactions. It ensures that total ac­ count data in­ cludes all sub-account transactions.

390

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Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanation above. Note: CostCenter is now a Generic Object. Use the Configure Object Definition page to maintain this object. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

parentCost­

Parent

Center

Generic Ob­

255

Editable

How To Use This Field

No

ject

Cost centers can be hier­ archical. If this is the case in your business, use this field to specify a higher-level cost center.

Yes

costCenter­ Manager

Costcenter­

User

255

Editable

No

Manager

Specify the cost center manager's identifier here.

Yes

costCenter­ External Ob­ êù⁄
¦~+Fܺ9-³˜Ù«ÝÂ�ãURUg ject ID tId

String

40

Editable

No

This field con­ tains the cost center ID in external for­ mat. If you have multiple financial sys­ tems from which you up­ load cost cen­ ters into EC, make sure that the cost center IDs are unique. Usu­ ally, down­ stream sys­ tems like pay­ roll do not un­ derstand this unique ID and you have to provide the cost center ID in its external format.

Employee Central Master Data Objects: Quick Reference Tables

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391

Table 51: Department (hris-element id: department) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different departments from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the de­ partment.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the depart­ ment than the Name field can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the depart­ ment be­ comes active.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the depart­ ment stops being active.

392

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Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

headOfUnit

Head of De­

STRING

—

Both

How To Use This Field

No

partment

You can enter the depart­ ment head's identifier here.

Yes

parent

Department

STRING

—

Both

No

You can enter the depart­ ment that is on the next level up in the cost center hierarchy.

Yes

costCenter

Cost Center

STRING

—

Both

No

You can as­ sign the de­ partment to a cost center by entering the cost cen­ ter details here.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

Employee Central Master Data Objects: Quick Reference Tables

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393

Table 52: Division (hris-element id: division) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different divisions from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the divi­ sion here.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the division than the Name field can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the division becomes ac­ tive.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the division stops being active.

394

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Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

headOfUnit

Head of Divi­

STRING

—

Both

How To Use This Field

No

sion

You can enter the division head's identi­ fier here.

Yes

parent

Division

STRING

—

Both

No

You can enter the division that is on the next level up in the division hierarchy.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

Table 53: Geozone (hris-element id: geozone) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different geozones from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the geo­ zone here.

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395

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

description

Description

STRING

128

Both

How To Use This Field

No

If you need a more detailed description of the geozone than the Name field can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the geozone becomes ac­ tive.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the geozone stops being active.

Yes

adjustment­

Adjustment

Percentage

Percentage

STRING

—

Both

No

If the pay range for this geozone is to differ by a certain per­ centage from that for an­ other geo­ zone, you can specify the percentage here.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

STRING

256

None

No

You can use these fields for data not

No

396

DATE

INTERNAL © 2015 SAP SE or an SAP affiliate company. All rights reserved.

—

None

No

covered by

Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

No

Customer

long1–20

Numbers 1–

plied as

20

standard.

Custom Deci­

ble1–20

mals 1–20

DOUBLE

—

None

This Field

custom-

custom-dou­

LONG

How To Use

—

None

No

the fields sup­

No

Table 54: LegalEntity (hris-element id: company) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Legal Entity

STRING

32

Both

How To Use This Field

Yes

ID

Define a unique code by which the system can distinguish the different legal entities from each other.

Yes

name

Legal Entity

STRING

90

Both

No

Name

You can enter a short name for the legal entity here.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the legal en­ tity than the Name field can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Employee Central Master Data Objects: Quick Reference Tables

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397

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

start-date

Start Date

DATE

—

Both

How To Use This Field

Yes

Enter the date the legal en­ tity becomes active.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date when the le­ gal entity stops being active.

Yes

default­

Default Pay

PayGroup

Group

STRING

—

Both

No

You can enter a pay group that applies to all employ­ ees in this le­ gal entity.

Yes

defaultLoca­

Default Loca­

tion

tion

STRING

—

Both

No

You can enter a location that applies to all employ­ ees in this le­ gal entity.

Yes

country

Country

COUNTRY

—

Both

Yes

Enter the country that makes up this geozone.

Yes

standard­

Standard

Hours

Weekly Hours

DOUBLE

—

Both

No

In this field, you can enter the number of hours em­ ployees are expected to work in this geozone.

Yes

currency

Currency

STRING

—

Both

Yes

Enter the cur­ rency that is used for this legal entity.

398

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Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

officialLan­

Official Lan­

guage

guage

STRING

—

Both

How To Use This Field

No

If there is an official lan­ guage for a le­ gal entity, you can enter the ISO code for that language here.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

Table 55: LegalEntityLocal (hris-element id: legalEntityLocal) To refresh your memory on what the column headers mean, take another look at the explanations above. The fields of this element are defined in the country-specific Corporate Data Model. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different local legal en­ tities from each other.

No

name

Name

STRING

90

Both

No

You can enter a short name for the local legal entity here.

Employee Central Master Data Objects: Quick Reference Tables

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399

To refresh your memory on what the column headers mean, take another look at the explanations above. The fields of this element are defined in the country-specific Corporate Data Model. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

description

Description

STRING

128

Both

How To Use This Field

No

If you need a more detailed description of the local legal entity than the Name field can pro­ vide, enter it here.

No

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

No

start-date

Start Date

DATE

—

Both

Yes

Enter the date the local en­ tity becomes active.

No

end-date

End Date

DATE

—

None

No

You can also enter the date the local legal entity stops being active.

No

country

Country

COUNTRY

—

Both

No

You can enter a country for this local legal entity here.

Yes

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

Yes

Yes

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

plied as standard.

20

400

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Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. The fields of this element are defined in the country-specific Corporate Data Model. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

custom-dou­

Custom Deci­

ble1–20

mals 1–20

DOUBLE

—

None

How To Use This Field

No

Table 56: Location (hris-element id: location) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different locations from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the loca­ tion.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the location than the Name field can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Employee Central Master Data Objects: Quick Reference Tables

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401

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

start-date

Start Date

DATE

—

Both

How To Use This Field

Yes

Enter the date when the lo­ cation be­ comes active.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the location stops being active.

Yes

loca­

Location

tionGroup

Group

STRING

—

Both

No

If you want to assign this lo­ cation to a group, enter the identifier for the rele­ vant group here.

Yes

timezone

Timezone

STRING

—

Both

No

You can enter the timezone for the loca­ tion.

Yes

standard­

Standard

Hours

Weekly Hours

DOUBLE

—

Both

No

You can enter the standard weekly hours for a location.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

402

custom-dou­

Custom Deci­

ble1–20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Table 57: LocationGroup (hris-element id: locationGroup) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different location groups from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the loca­ tion group here.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the location group than the short Name can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the location group be­ comes active.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the location group stops being active.

Employee Central Master Data Objects: Quick Reference Tables

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403

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

How To Use This Field

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

Job-Related Objects A-Z Table 58: JobClassification (hris-element id: jobCode) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Job Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different job classifica­ tions from each other.

Yes

name

Job title

STRING

90

Both

No

You can enter a short name for the job classification here.

404

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

description

Description

STRING

4000

Both

How To Use This Field

No

If you need a more detailed description of the job classi­ fication than the short name can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the job classi­ fication be­ comes active.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the job classi­ fication stops being active.

Yes

Yes

workerComp­ Workers' Code

Comp Code

parentJob­

Parent Job

Code

Classification

STRING

32

Both

No

STRING

—

Both

No

You can enter the job code that is on the next level up in the job code hierar­ chy.

Yes

jobLevel

Employee Central Master Data Objects: Quick Reference Tables

Job Level

STRING

32

Both

No

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405

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

standard­

Standard

Hours

Weekly Hours

DOUBLE

—

Both

How To Use This Field

No

You can enter the standard weekly hours for the job classification.

Yes

isRegular

Regular/

STRING

32

Both

No

STRING

32

Both

No

BOOLEAN

—

Both

No

Temporary Yes

Yes

employee­

Employee

Class

Class

isFulltimeEm­ Is Full Time ployee

Employee

Enter “Yes” to indicate that employees with this clas­ sification work full time or “No” to in­ dicate that they work part time. No picklist re­ quired.

Yes

Yes

supervisorLe­ Supervisor vel

Level

grade

Pay Grade

STRING

—

Both

No

STRING

—

Both

No

You can enter the pay grade for this job classification.

Yes

jobFunction

Job Function

STRING

Both

No

You can enter the job func­ tion relating to this job classification.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

STRING

256

None

No

You can use these fields for data not

No

406

DATE

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—

None

No

covered by the fields sup­

Employee Central Master Data Objects: Quick Reference Tables

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

custom-

Customer

long1–20

Numbers 1–

LONG

—

None

How To Use This Field

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

DOUBLE

—

None

No

Table 59: JobClassLocal (hris-element id: jobClassLocal) To refresh your memory on what the column headers mean, take another look at the explanations above. The fields of this element are defined in the country-specific Corporate Data Model. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different local job clas­ sifications from each other.

No

name

Name

STRING

90

Both

No

You can enter a name for the JobClas­ sLocal here.

No

description

Description

STRING

128

Both

No

If you need a more detailed description of the JobClas­ sLocal than the short name can provide, enter it here.

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

status

Status

STRING

—

Both

How To Use This Field

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

No

start-date

Start Date

DATE

—

Both

Yes

Enter the date the JobClas­ sLocal be­ comes active here.

No

end-date

End Date

DATE

—

None

No

You can also enter the date the JobClas­ sLocal stops being active here.

No

country

Country

COUNTRY

—

Both

Yes

Enter the country to which the JobClassLo­ cal applies here.

Yes

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

Yes

Yes

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 Yes

408

custom-dou­

Custom Deci­

ble1–20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Table 60: JobFunction (hris-element id: jobFunction) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Job Function

STRING

32

Both

How To Use This Field

Yes

ID

Define a unique code by which the system can distinguish the different job functions from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a name for the job func­ tion here.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the job func­ tion than the short name can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the job func­ tion becomes active.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the job func­ tion stops be­ ing active.

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409

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

parentFunc­

Parent Func­

tionCode

tion Job

STRING

—

Both

How To Use This Field

No

You can enter the function code that is on the next level up in the function code hierarchy.

Yes

type

Job Function

STRING

32

Both

No

STRING

256

None

No

Type No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

Pay-Related Objects A-Z Table 61: Frequency (hris-element id: frequency) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Frequency ID

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different frequencies from each other.

410

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

name

Name

STRING

90

Both

How To Use This Field

No

You can enter a name for the frequency here.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the frequency than the short name can provide, enter it here.

Yes

annualization­ Annualization Factor

LONG

—

Both

Yes

Factor

Use this field to record the number of times in a year an em­ ployee would be paid at this frequency to achieve an annual salary. Example: En­ ter “12” if the employee is paid monthly.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

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Table 62: PayCalendar (hris-element id: payCalendar) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

payPeriodBe­

Pay Period

ginDate

Begin Date

DATE

—

Both

How To Use This Field

Yes

Enter the date a given pay period starts. Example: First of the month.

Yes

payPerio­

Pay Period

dEndDate

End Date

DATE

—

Both

Yes

Enter the date a given pay period ends. Example: 16th of the month.

Yes

payCheckIs­

Pay Check Is­

sueDate

sue Date

DATE

—

Both

Yes

Enter the date a pay check is issued for a pay period. Example: 18th of the month.

Yes

payPeriod­

Pay Periods

sPerYear

Per Year

LONG

—

Both

No

You can enter the number of pay periods in a year.

Yes

offCycle

Offcycle

BOOLEAN

—

Both

No

Yes

processing­

Processing

STRING

256

Both

No

RunId

Run ID

You can enter an identifier for pay proc­ essing runs here.

Yes

runType

Run Type

STRING

256

Both

No

The list of val­ ues comes from the pick­ list

RUNTYPE.

412

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

payGroup­

Pay Group

STRING

—

How To Use This Field

Both

Yes

Enter the

Code

code for the pay group to which this pay period ap­ plies.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

Table 63: PayComponent (hris-element id: payComponent) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Yes

Field ID

externalCode

Field Label

Pay Component

Data Type Max.

STRING

Default

Is Re­

Length

Visibility

quired?

32

Both

Yes

ID

How To Use This Field

Define a unique code by which the system can distinguish the dif­ ferent pay components from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a name for the pay component.

Yes

description

Description

STRING

128

Both

No

If you need a longer de­ scription of the pay component than the short name can pro­ vide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible values are Ac­ tive and Inactive. Do not configure this as a picklist.

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Yes

Field ID

start-date

Field Label

Start Date

Data Type Max.

DATE

Default

Is Re­

Length

Visibility

quired?

How To Use This Field

—

Both

Yes

Enter the date the pay component becomes active.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the pay compo­ nent stops being active.

Yes

payComponent­

Pay Component

Type

Type

STRING

—

Both

Yes

Possible values are Amount and Percent­ age. Do not configure this as a picklist.

Yes

is-earning

Is Earning

BOOLEAN

—

Both

No

You can specify whether the pay com­ ponent is an earning or a deduction.

Yes

currency

Currency

CUR­

—

Both

No

RENCY

You can specify the currency in which the pay component is paid.

Yes

payComponent­

Pay Component

Value

Value

DOUBLE

—

Both

No

You can specify a value for the pay component here.

Yes

frequencyCode

Frequency

STRING

—

Both

Yes

Specify how often a pay component is paid. Ex­ ample: annually.

Yes

recurring

Recurring

BOOLEAN

—

Both

No

You can indicate whether the pay com­ ponent is paid regularly or is just a one-time payment.

Yes

basePayCompo­

Base Pay Com­

nentGroup

ponent Group

STRING

—

Both

No

If the payment compo­ nent is part of a group of such components, you can enter the group identifier here.

414

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Yes

Field ID

taxTreatment

Field Label

Tax Treatment

Data Type Max.

STRING

Default

Is Re­

Length

Visibility

quired?

—

Both

No

How To Use This Field

You can indicate whether the pay com­ ponent is taxed or not. The list of values comes from the picklist

TAXTREATMENT. Yes

canOverride

Can Override

BOOLEAN

—

Both

No

You can enter “Yes” if it will be possible to over­ ride this pay compo­ nent for individual em­ ployees to whom it would otherwise apply, or “No” if it will not be possible.

Yes

selfServiceDe­

Self Service De­

scription

scription

STRING

—

Both

No

If the field is to be dis­ played in manger selfservice, you can enter a description for the dis­ play here.

Yes

displayOnSelf­

Display on Self

Service

Service

BOOLEAN

—

Both

No

Controls whether this pay component will be displayed in manager self-service

Yes

usedForComp­

Used for Comp

Planning

Planning

STRING

—

Both

No

Controls whether this pay component will be used by the comp mod­ ule. Possible values are None, Comp, Varpay and Both. Do not con­ figure this as a picklist.

Yes

target

Target

BOOLEAN

—

Both

No

You can enter “Yes” in this field if the pay component is a target figure or percentage, or enter “No” if it is not.

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Yes

Field ID

Field Label

IsRelevantForAd­ Relevant for Ad­ vancePayment

Data Type Max.

BOOLEAN

Default

Is Re­

Length

Visibility

quired?

—

None

No

vance

How To Use This Field

Here you can specify if this pay component is used in the advance payments process. Possible values are Yes and No.

Yes

maxFractionDi­

Maximum Deci­

gits

mal Places

LONG

—

None

No

In this field you can de­ fine for each pay com­ ponent how many deci­ mals are maximally shown in the amount field. You can choose a num­ ber from 0 to 5. If you do not enter any value, the system uses the following value: 1.

The value defined for the

maximumFract ionDigits XML attribute that has been defined for

payComponent Recurring or payComponent NonRecurring in the Succession Data Model 2. If the aforemen­ tioned XML attrib­ ute has not been defined, the de­ fault value is 3. No

custom-string1–

Custom Strings

20

1–20

STRING

custom-date1–

Custom Dates 1– DATE

10

10

256

None

No

You can use these fields for data not cov­ ered by the fields sup­

No

416

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—

None

No

plied as standard.

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No

No

Field ID

Field Label

Data Type Max.

custom-long1–

Customer Num­

20

bers 1–20

custom-dou­

Custom Deci­

ble1–20

mals 1–20

Default

Is Re­

Length

Visibility

quired?

How To Use This Field

LONG

—

None

No

DOUBLE

—

None

No

Table 64: PayComponentGroup (hris-element id: payComponentGroup) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Pay Compo­

STRING

32

Both

How To Use This Field

Yes

nent Group ID

Define a unique code by which the system can distinguish the different pay compo­ nent groups from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the pay component group.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the pay com­ ponent group than the short name can provide, enter it here.

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

status

Status

STRING

—

Both

How To Use This Field

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the pay com­ ponent group becomes ac­ tive.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the pay com­ ponent group stops being active.

Yes

currency

Currency

CURRENCY

—

Both

No

You can spec­ ify the cur­ rency in which the pay components in this group are paid.

Yes

showOnCom­

Display on

pUI

Comp UI

BOOLEAN

—

Both

No

You can choose whether to have the pay component group dis­ played on the

418

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

BOOLEAN

—

Both

How To Use This Field

useForCom­

Use for Com­

paratioCalc

paratio Calcu­

No

You can choose

lation

whether the pay compo­ nent group should be used as part of the comp ratio calcula­ tion.

Yes

useForRange­ Use for Range BOOLEAN Penetration

—

Both

No

Penetration

You can enter “Yes” if this pay compo­ nent group can be used to determine how far into a given pay range an em­ ployee has progressed or “No” if it is not used for that.

Yes

systemDe­

System De­

fined

fined

BOOLEAN

—

None

No

You can enter “Yes” in this field if the system gen­ erates pay component groups for you, based on other data, or “No” if they are created manually.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

STRING

256

None

No

You can use these fields for data not

No

Employee Central Master Data Objects: Quick Reference Tables

DATE

—

None

No

covered by the fields sup­

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419

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

custom-

Customer

long1–20

Numbers 1–

LONG

—

None

How To Use This Field

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

DOUBLE

—

None

No

Table 65: PayGrade (hris-element id: payGrade) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Pay Grade ID

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different pay grades from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the pay grade.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the pay grade than the short name can provide, enter it here.

Yes

status

Satus

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

420

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

start-date

Start Date

DATE

—

Both

How To Use This Field

Yes

Enter the date the pay grade becomes ac­ tive.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the pay grade stops being active.

Yes

paygradeLe­

Pay Grade

vel

Level

LONG

—

Both

No

You can use this field to enter the level of the rele­ vant pay grade. For ex­ ample, level 1 for a new starter.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

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Table 66: PayGroup (hris-element id: payGroup) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Pay Group ID

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different pay groups from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the pay group.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the pay group than the short name can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the pay group becomes ac­ tive.

Yes

end-date

End Date

DATE

—

None

No

You can also enter a date the pay group stops being active.

422

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility

How To Use This Field

Yes

earli­ Earliest est_change_d Change Date ate (for Payroll)

DATE

—

Both

No

Define the earliest date for which pay­ roll relevant changes can be made for an employee assigned to this pay group.

Yes

payFre­

PayFre­

STRING

32

Both

No

Specify how

quency

quency

often a pay group is paid.

Yes

payrollVen­

PayrollVen­

dorId

dorID

STRING

32

Both

No

If your com­ pany uses an external con­ tractor to process its payroll, enter the contrac­ tor's ID here.

Yes

primaryCon­

PrimaryCon­

tactID

tactID

STRING

256

Both

No

You can enter the identifier of the main contact for this group.

Yes

primaryCon­

PrimaryCon­

tactEmail

tactEmail

STRING

256

Both

No

You can enter an e-mail ad­ dress for the group's main contact.

Yes

primaryCon­

PrimaryCon­

tactName

tactName

STRING

256

Both

No

You can enter the name of the group's main contact.

Yes

secondary­

Secondary­

ContactID

ContactID

STRING

256

Both

No

Enter the identifier of the secon­ dary contact for this group.

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423

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

secondary­

Secondary­

ContactEmail

ContactEmail

STRING

256

Both

How To Use This Field

No

You can enter an e-mail ad­ dress for the group's sec­ ondary con­ tact.

Yes

secondary­

Secondary­

STRING

256

Both

No

ContactName ContactName

You can enter the name of the group's secondary contact.

Yes

weeksInPay­

WeeksInPay­

Period

Period

LONG

—

Both

No

You can spec­ ify how many weeks a pay period for this group should last.

Yes

dataDelimiter

DataDelimiter STRING

32

Both

No

Some lan­ guages use a period (.) to separate thousands (example: 100.000) when others use a comma (example: 100,000). You can use this field to determine which you want to use.

424

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Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

decimalPoint

DecimalPoint

STRING

32

Both

How To Use This Field

No

Some lan­ guages use a period (.) for the decimal point, others use a comma (,). You can use this field to determine which you want to use.

Yes

lag

Lag

LONG

—

Both

No

Indicates the number of pay periods that the em­ ployee is paid in arrears. If the employee is paid cur­ rent, set the lag to 0. This information is stored in Em­ ployee Cen­ tral to be transmitted to payroll.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

No

No

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

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425

Table 67: PayRange (hris-element id: payRange) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Pay Range ID

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different pay ranges from each other.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the pay range becomes ef­ fective.

Yes

end-date

End Date

DATE

—

None

No

This is the end date the previous pay range stops being effec­ tive. The sys­ tem calcu­ lates the end date auto­ matically de­ pending on the start date entered.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the pay range.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the pay range than the short name can provide, enter it here.

426

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To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

status

Status

STRING

—

Both

How To Use This Field

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

currency

Currency

CURRENCY

256

Both

No

You can spec­ ify the cur­ rency in which the pay range is indi­ cated.

Yes

frequency­

Frequency

STRING

—

Both

Yes

Code

Define how often a pay component is paid — for ex­ ample, annu­ ally. The list of val­ ues comes from the fre­ quency foun­ dation object.

Yes

minimumPay

Minimum Pay

DOUBLE

—

Both

No

Enter the minimum pay for this pay range, for ex­ ample: 70,000.

Yes

maximumPay Maximum Pay

DOUBLE

—

Both

No

Enter the maximum pay for this pay range, for example: 80,000.

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427

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

midPoint

Mid Point

DOUBLE

—

Both

How To Use This Field

No

Enter the mid point for this pay range that lies be­ tween the minimum and the maximum pay, for ex­ ample: 75,000.

Yes

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

Yes

Yes

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 Yes

428

custom-dou­

Custom Deci­

ble1–20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Other Objects A-Z Table 68: Dynamic Role Assignment (hris-element id: dynamicRoleAssignment) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

jobCode

Job Classifi­

STRING

—

Both

How To Use This Field

No

cation

The list of val­ ues comes from the job classification foundation objects that are available in the system. If you don't need this field, you can set the visibil­ ity to

“none”. Yes

department

Department

STRING

—

Both

No

The list of val­ ues comes from the de­ partment foundation objects that are available in the system. If you don't need this field, you can set the visibil­ ity to

“none”.

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429

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

location

Location

STRING

—

Both

How To Use This Field

No

The list of val­ ues comes from the loca­ tion founda­ tion objects that are avail­ able in the system. If you don't need this field, you can set the visibil­ ity to

“none”. Yes

company

Legal Entity

STRING

—

Both

No

The list of val­ ues comes from the legal entity founda­ tion objects that are avail­ able in the system. If you don't need this field, you can set the visibil­ ity to

“none”. Yes

businessUnit

Business Unit

STRING

—

Both

No

The list of val­ ues comes from the busi­ ness unit foundation objects that are available in the system.

430

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To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

costCenter

Cost Center

STRING

—

Both

How To Use This Field

No

The list of val­ ues comes from the cost center foun­ dation objects that are avail­ able in the system. If you don't need this field, you can set the visibil­ ity to

“none”. Yes

payGrade

Pay Grade

STRING

—

Both

No

The list of val­ ues comes from the pay grade founda­ tion objects that are avail­ able in the system. If you don't need this field, you can set the visibil­ ity to

“none”.

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431

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

payGroup

Pay Group

STRING

—

Both

How To Use This Field

No

The list of val­ ues comes from the pay group foun­ dation objects that are avail­ able in the system. If you don't need this field, you can set the visibil­ ity to

“none”. Yes

resolverType

Approver

STRING

Type

—

Both

Yes

In this field, you define who should approve the workflow re­ quest. The possible val­ ues are: ●

Person

●

Dynamic Group

●

Position (if Posi­ tion Man­ agement is ena­ bled)

This field is al­ ways manda­ tory and visi­ ble; you can only change the label.

432

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Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

person

Approver

STRING

—

Both

How To Use This Field

No

Depending on what you have selected in the

resolverT ype field, you can either se­ lect a dy­ namic group here, a posi­ tion, or a spe­ cific person as workflow approver. For the person, the list of val­ ues comes from the users that have been created in the system. Table 69: EventReason (hris-element id: eventReason) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different event reasons from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the pay grade.

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433

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

description

Description

STRING

128

Both

How To Use This Field

No

If you need a more detailed description of the pay grade than the short name can provide, enter it here.

Yes

status

Status

STRING

—

Both

Yes

Possible val­ ues are Active and Inactive. Do not config­ ure this as a picklist.

Yes

start-date

Start Date

DATE

—

Both

Yes

Enter the date the event rea­ son becomes active.

Yes

end-date

End Date

DATE

—

None

No

You can also enter the date the event rea­ son stops be­ ing active.

Yes

event

Event

STRING

45

Both

Yes

Use this field to describe the event cov­ ered by this event reason.

434

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

emplStatus

EmplStatus

STRING

45

None

How To Use This Field

No

You can use this field to enter the change in sta­ tus that is causing the relevant event. Exam­ ple: “Termi­ nation” if the relevant em­ ployee has left the com­ pany.

Yes

implicit-posi­

Follow-Up Ac­ STRING

tion-action

tivity in Posi­

32

None

No

You can use this field to

tion

specify which event reasons trigger a fol­ low-up activ­ ity on the as­ signed posi­ tion, such as reclassifica­ tion or trans­ fer. This field is relevant when you have acti­ vated Posi­ tion Manage­ ment. The list of values comes from the prede­ fined picklist

positionA ctionType.

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435

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

payroll-event

Payroll Event

STRING

4

Both

How To Use This Field

No

This field is required for payroll inte­ gration with SAP ERP. It is used to store additional events to those deliv­ ered by Suc­ cessFactors. Leave the maximum length to 4. For more in­ formation, see the Suc­ cessFactors Employee Central Pay­ roll Imple­ mentation Guide.

Yes

inside-work-

Display in In­

STRING

256

Both

No

You can de­

experience

ternal Job

fine which

History port­

event reason

let

should be dis­ played in the Internal Job History port­ let in the Em­ ployee Pro­ file. This port­ let is a cus­ tom back­ ground port­ let on the Em­ ployee Files page.

No

custom-

Custom

string1–20

Strings 1–20

STRING

256

None

No

You can use these fields for data not

436

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To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

DATE

—

None

How To Use This Field

No

covered by the fields sup­ plied as

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

20 No

custom-dou­

Custom Deci­

ble1–20

mals 1–20

Table 70: h3DynamicRole (hris-element id: DynamicRole) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different dynamic roles from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for the dy­ namic role.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the dynamic role than the short name can provide, enter it here.

No

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

STRING

256

None

No

You can use these fields for data not

No

Employee Central Master Data Objects: Quick Reference Tables

DATE

—

None

No

covered by

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437

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

No

Customer

long1–20

Numbers 1–

plied as

20

standard.

Custom Deci­

ble1–20

mals 1–20

DOUBLE

—

—

None

This Field

custom-

custom-dou­

LONG

How To Use

None

No

the fields sup­

No

Table 71: WfConfig (hris-element id: wfConfig) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different workflow con­ figurations from each other.

Yes

name

Name

STRING

90

Both

No

You can enter a short name for this WfConfig.

Yes

description

Description

STRING

128

Both

No

If you need a more detailed description of the WFConfig than the short name can provide, enter it here.

Yes

438

remind-in­

Remind in

days

Days

LONG

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—

Both

No

See note for remind-in­ days after ta­ ble.

Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

Yes

is-delegate-

Is Delegate

supported

Supported

future-dated-

Alternate

alternate-

Workflow

This Field

BOOLEAN

—

Both

No

See note for is-delegatesupported af­ ter table.

STRING

—

Both

No

See note for future-datedalternateworkflow af­ ter table.

BOOLEAN

—

Both

No

See note for

workflow

Yes

How To Use

is-cc-link-to-

Redirect CC

approval-

Users to

is-cc-link-to-

page

Workflow Ap­

approval-

proval Page

page below table.

Yes

custom-

Custom

string1–20

Strings 1–20

custom-

Custom

date1–10

Dates 1–10

custom-

Customer

long1–20

Numbers 1–

STRING

256

None

No

You can use these fields for data not

Yes

Yes

DATE

—

None

No

covered by the fields sup­

LONG

—

None

No

DOUBLE

—

None

No

plied as standard.

20 Yes

custom-dou­

Custom Deci­

ble1–20

mals 1–20

Note for: remind-indays This field is relevant when you set up reminder notifications with individual time spans for different workflow foundation objects. Enter the number of days after which the workflow approver is reminded to take action on a pending workflow. Note that if you set up the time span for reminder notifications at quartz job level, you do not need to set up this field in the Corporate Data Model as the system will ignore any entries made in this field. Note for: is-delegate-supported Select Yes to enable manual delegation or auto delegation of workflows. For auto delegation, all incoming workflow requests are automatically redirected to the delegate the user has selected in the My Info tile. For manual delegation, the approver can delegate the current workflow request for the current workflow step to any system user. The approver can revoke this delegation later. If the delegate declines the delegation, the workflow request is assigned back to the approver. Note: This field is only supported when the workflow step approver type is Role and approver is configured with Employee, Employee Manager, Employee Manager Manager, or Employee HR. It is not applicable when the Employee Central Master Data Objects: Quick Reference Tables

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439

workflow step is configured with multiple approver roles, such as dynamic role, dynamic group or job relationship type roles (matrix manager, custom manager, second manager and additional manager). Note for: future-dated-alternate-workflow You can configure an alternate workflow that is used for future-dated records; if there are no future-dated records, or if this field has an invalid value, the main workflow is used. The list of values contains the workflow foundation objects defined in the system. Note for: is-cc-link-to-approval-page When a workflow is completed, CC users are informed by e-mail or notification that contain a link. This field defines to which page this link leads to. If you select Yes, the link leads the CC users to the workflow approval page. If you select No, the link leads the CC users to the Employment Information page. Table 72: wfConfigContributor (hris-element id: wfConfigContributor) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different config con­ tributors from each other.

No

name

Name

STRING

90

Both

No

You can enter a short name for this config contributor.

No

description

Description

STRING

128

Both

No

If you need a more detailed description of the WFConfig Contributor than the short name can provide, enter it here.

440

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Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

actorType

Contributor

STRING

32

Both

How To Use This Field

Yes

Type

Select one of the following contributor types: ●

Role

●

Dynamic Role

●

Dynamic Group

Yes

actorRole

Contributor

STRING

—

Both

Yes

●

Person

●

Position

Select one of the following contributors: ●

Em­ ployee

●

Em­ ployee Manager

●

Em­ ployee Manager Manager

●

Em­ ployee HR

●

Matrix Manager

●

Custom Manager

●

Second Manager

●

Addi­ tional Manager

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441

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

context

Context

STRING

32

Both

How To Use This Field

No

When the transaction that requires an approval implies a manager change, the context al­ lows you to determine which man­ ager has to approve: ●

Source (the ini­ tial man­ ager)

●

Target (the new man­ ager)

Table 73: wfConfigCC (hris-element id: wfConfigCC) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

externalCode

Code

STRING

32

Both

How To Use This Field

Yes

Define a unique code by which the system can distinguish the different CC Roles from each other.

No

name

Name

STRING

90

Both

No

You can enter a short name for this CC Role.

442

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

description

Description

STRING

128

Both

How To Use This Field

No

If you need a more detailed description of the CC Role than the short name can provide, enter it here.

Yes

actorType

CC Role Type

STRING

32

Both

Yes

Select one of the following CC role types: ●

Role

●

Dynamic Role

●

Dynamic Group

●

Person

●

External Email

●

Employee Central Master Data Objects: Quick Reference Tables

Position

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443

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

actorRole

CC Role

STRING

—

Both

How To Use This Field

Yes

Select one of the following CC roles: ●

Em­ ployee

●

Em­ ployee Manager

●

Em­ ployee Manager Manager

●

Em­ ployee HR

●

Matrix Manager

●

Custom Manager

●

Second Manager

●

Addi­ tional Manager

444

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Employee Central Master Data Objects: Quick Reference Tables

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Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility No

context

Context

STRING

32

Both

How To Use This Field

No

When the transaction that requires an approval implies a manager change, the context al­ lows you to determine which man­ ager has to approve: ●

Source (the ini­ tial man­ ager)

●

Target (the new man­ ager)

Table 74: wfStepApprover (hris-element id: wfStepApprover) To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

approverType Approver Type

STRING

32

Both

How To Use This Field

No

Select one of the following approver types: ●

Role

●

Dynamic Role

●

Dynamic Group

●

Employee Central Master Data Objects: Quick Reference Tables

Position

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445

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

approverRole

Approver

STRING

Role

—

Both

How To Use This Field

Yes

Select one of the following approver roles: ●

Em­ ployee

●

Em­ ployee Manager

●

Em­ ployee Manager Manager

●

Em­ ployee HR

●

Matrix Manager

●

Custom Manager

●

Second Manager

●

Addi­ tional Manager

446

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Employee Central Master Data Objects: Quick Reference Tables

To refresh your memory on what the column headers mean, take another look at the explanations above. Standard

Field ID

Field Label

Data Type

Max. Length

Default Visi­

Is Required?

bility Yes

context

Context

STRING

32

Both

How To Use This Field

No

When the transaction that requires an approval implies a manager change, the context al­ lows you to determine which man­ ager has to approve: ●

Source (the ini­ tial man­ ager)

●

Target (the new man­ ager)

Yes

actionType

Edit Transac­

STRING

256

None

No

See note for actionType below.

String

32

Both

No

See note for SkipType be­ low.

tion Yes

skipType

No Approver Behavior

Note for actionType When you create a new workflow, you have to define if the workflow step approver can edit the submitted workflow. The options are: ● No Edit: The approver cannot edit an already submitted workflow. This is the standard option for an approver. ● Edit with Route Change: The approver can edit an already submitted workflow. The edited workflow will then go through the approval process again from the beginning. ● Edit without Route Change: The approver can edit an already submitted workflow. The edited workflow will then continue with the next step approver. Note for skipType: Define how the system should react when there is an empty position or dynamic group: ● Stop the Workflow Workflow step is considered as mandatory step. ● Skip this Step Workflow step is skipped. This is the default system behavior

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447

Both options are applied when: 1. Workflow step approver is not assigned in case of Role, and Dynamic Role with person resolver type. 2. Workflow step position has no incumbents in case of Position. 3. Workflow step dynamic group has no members in case of Dynamic Group. 4. Workflow step dynamic role is assigned to an empty position or an empty dynamic group.

Related Information MDF Foundation Objects [page 142] Setting Up the Corporate Data Model [page 77] Introduction to Foundation Objects [page 128]

17.2 Person Object Tables The tables in the list below give you the technical information about the person objects and their fields that are relevant for Employee Central 2.0. You can define these in the Succession Data Model and the country-specific Succession Data Model. You can find more information on these data models in the Setting Up the Succession Data Model and Setting up Country-specific Data Models sections of the Employee Central Master Implementation Guide. When you refer to the following tables, consider the following: ● The standard XML file for the data models contains only a subset of these fields, but you can use all the fields listed in these tables, for example, to override default attributes. ● Those fields listed in the tables, but not in the Succession Data Model, still appear on the UI if their default visibility is set to “both”. If you want to hide those fields, add them to the corresponding data model and set the visibility to “none”. ● For start-date, end-date, event-reason and event-reason-code, you cannot change the default visibility. That means even if you change the visibility in the XML file for the Succession Data Model, the system ignores this and the default visibility as listed in these tables is considered. ● Fields listed in the standard XML files, but not in these tables, are not relevant for Employee Central 2.0. You should leave their visibility to “none”. Exceptions to this rule are customer-specific fields that you can use as needed.

448

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Employee Central Master Data Objects: Quick Reference Tables

Person Objects A-Z Table 75: Biographical Information (hris-element-id: personInfo) Standard

Yes

Field ID

date-of-birth

Field Label

Date Of Birth

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

Both

No

How To Use This Field

You can enter the em­ ployee's date of birth here.

Yes

country-of-birth

Country Of

COUNTRY

100

Both

No

Birth

You can enter the em­ ployee's country of birth here. The list of values comes from the predefined pick­ list country.

Yes

region-of-birth

Region Of

STRING

100

Both

No

Birth Yes

place-of-birth

Place Of Birth

Enter the region where the employee was born.

STRING

100

Both

No

You can enter the town the employee was born, for example: Chicago. This field is required if you use payroll integra­ tion with SAP ERP.

Yes

birth-name

Birth Name

STRING

128

Both

No

You can enter the em­ ployee’s birth name here, for example: Smith. This field is required if you use payroll integra­ tion with SAP ERP. Note: If you have speci­ fied a formal name for­ mat (using a birth-name) for your legal entity and want to replicate to SAP ERP, leave this field in hris-element-id: person­ lInfo empty and specify the birth-name in the hris-element-id: person­ alInfo instead.

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449

Standard

Yes

Field ID

date-of-death

Field Label

Date Of Death

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

How To Use This Field

You can enter the em­ ployee's date of death here.

Yes

person-id-external

Person Id

STRING

32

Both

No

This field contains the employee ID. You can manually assign em­ ployee IDs or have sys­ tem-generated IDs. When you use system-gener­ ated IDs, set the visibility to “view” and add the attribute allow-

import=”true” to this HRIS field in the data model. No

custom-string1–20

Custom

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

450

custom-double1–

Custom Deci­

20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Table 76: Dependents (hris-element-id: personRelationshipInfo) To use the Dependents portlet, you have to turn on Dependents Management in Provisioning. Standard

Yes

Field ID

relationship-type

Field Label

Relationship

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

50

Both

Yes

How To Use This Field

You have to define the re­ lationship of the depend­ ent to the employee. The list of values comes from the picklist

personRelationshi pType. Possible values are: ●

Child

●

Stepchild

●

Child of Domestic Partner

Yes

is-accompanying-

Accompany­

dependent

ing

STRING

—

Both

No

●

Spouse

●

Registered Partner

●

Divorced Spouse

●

Father

●

Mother

●

Brother

●

Sister

●

Related Persons

●

Domestic Partner

When you add a global assignment, you can se­ lect this field in the Dependents portlet to de­ termine if a dependent joins the employee on the global assignment. Possible values are Yes and No. You must have activated Global Assignment Man­ agement.

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To use the Dependents portlet, you have to turn on Dependents Management in Provisioning. Standard

Yes

Field ID

Field Label

Data Type

BOOLEAN

Max.

Default

Is Re­

Length

Visibility

quired?

3

Both

No

How To Use This Field

is-address-same-

Copy Address

as-person

from Em­

If the address of an em­ ployee’s dependent is the

ployee

same as the employee’s address, you can select Yes to copy the address information for the de­ pendent. If the em­ ployee’s address subse­ quently changes, this change is not reflected in the dependent's address information unless you select Yes again.

Yes

is-beneficiary

Is Beneficiary

BOOLEAN

—

Both

No

When you add pension payouts, you can select this field to determine whether a dependent is the beneficiary of an em­ ployee’s pension payout in the event of that em­ ployee's death. Possible values are Yes and No. You must have activated Pension Payouts.

No

custom-string1–20

Custom

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

452

custom-double1–

Custom Deci­

20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Table 77: Direct Deposit (hris-element-id: directDeposit) Direct Deposit (hris-element-id: directDeposit) is now replaced by the Payment Information and Payment Information Detail Generic Objects. See Setting up MDF-based Payment Information section or the Configuring Payment Information admin guide for details. Standard

-

Field ID

-

Field Label

-

Data Type

Max.

Default

Is Re­

Length

Visibility

quired?

How To Use This Field

-

-

-

-

-

Data Type

Max.

Default

Is Re­

How To Use This Field

Length

Visibility

quired?

32

Both

Yes

Table 78: Email (hris-element-id: emailInfo) Standard

Yes

Field ID

email-type

Field Label

Email Type

STRING

Enter the type of email address. The list of val­ ues comes from the pre­ defined picklist

ecMailType and uses the following values:

Yes

email-address

Email Address STRING

100

Both

Yes

●

Personal

●

Business

Enter an email address here.

Yes

isPrimary

Is Primary

BOOLEAN

1

Both

No

Indicate if the email ad­ dress is the primary one. Possible values are Yes and No.

No

custom-string1–20

Custom

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

custom-double1–

Custom Deci­

20

mals 1–20

Employee Central Master Data Objects: Quick Reference Tables

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453

Table 79: Emergency Contact (hris-element-id: emergencyContactPrimary) Standard

Yes

Field ID

name

Field Label

Name

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

—

Both

No

How To Use This Field

You can enter the full name of the contact per­ son or dependent here.

Yes

phone

Phone

STRING

256

Both

No

Enter the phone number of the contact person or dependent here.

Yes

second-phone

Second Phone STRING

256

Both

No

If the contact person or dependent has a second phone number, you can add it here.

Yes

relationship

Relationship

STRING

50

Both

No

You can define the rela­ tionship of the contact person or dependent with the employee. The rela­ tionship can be child, spouse, and so on. The list of values comes from the predefined picklist

relation. No

primary_flag

Primary

STRING

1

Both

No

One of the contacts you enter in this portlet must be the primary emer­ gency contact. Possible values are Yes and No.

Yes

isDependent

Dependent

BOOLEAN

—

None

No

Define whether the per­ son is a dependent of the employee. Possible values are Yes and No.

Yes

isEmergencyCon­

Emergency

tact

Contact

BOOLEAN

—

None

No

Define whether the per­ son is an emergency con­ tact of the employee. Possible values are Yes and No.

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Employee Central Master Data Objects: Quick Reference Tables

Standard

Yes

Field ID

gender

Field Label

Gender

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

2

None

No

How To Use This Field

You can define the gen­ der of the dependent here. This field is only available when the per­ son identified in the Primary Emergency Contact portlet is a de­ pendent. The list of val­ ues comes from a prede­ fined picklist; you can choose from the follow­ ing: .

Yes

isDisabled

Disabled

BOOLEAN

—

None

No

●

Male

●

Female

●

Unknown

●

Undeclared

You can indicate if the dependent is disabled or not. This field is only available for dependents. Possible values are Yes and No.

Yes

isStudent

Student

BOOLEAN

—

None

No

You can indicate whether the dependent is a stu­ dent. This field is only available for dependents. Possible values are Yes and No.

Yes

isAddSameAsEm­

Copy Address

BOOLEAN

—

None

No

You can indicate whether

ployee

from Em­

the dependent has the

ployee

same address as the em­ ployee. This field is only available for dependents. Possible values are Yes and No.

Yes

ecNameAlt1

Name in Alter­ STRING

256

None

No

You can enter the name

nate Charac­

of the dependent in alter­

ter 1

nate characters. This field is only available for dependents.

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Standard

Yes

Field ID

ecNameAlt2

Field Label

Data Type

Name in Alter­ STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

None

No

How To Use This Field

You can enter the name

nate Charac­

of the dependent in alter­

ter 2

nate characters. This field is only available for dependents.

Yes

dateOfBirth

Date of Birth

DATE

—

None

No

You can enter the date of birth of the dependent here. This field is only available for dependents.

Yes

email

eMail

STRING

100

None

No

You can enter the email address of the contact person or dependent here.

Yes

address

Address

STRING

1000

Both

No

You can enter the ad­ dress of the dependent here. This field is only available for dependents.

Yes

custom-string1

Emergency

STRING

256

None

No

You can use these fields

Contact Cus­

for data not covered by

tom String 1

the fields supplied as standard.

No

custom-string2–20

Custom

STRING

256

None

No

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

Strings 2–20 No

custom-date1–10

Custom Dates 1–10

No

custom-long1–20

Custom Num­ bers 1–20

No

456

custom-double1–

Custom Deci­

20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Table 80: Global Information (hris-element-id: globalInfo) The fields of this element are defined in the country-specific Succession Data Model. Standard

No

Field ID

end-date

Field Label

End Date

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

How To Use This Field

This is the end date the previous global informa­ tion stops being effective. The system calculates the end date automati­ cally depending on the start date entered.

No

country

Country

COUNTRY

—

Both

Yes

The country-specific fields shown as global in­ formation depend on the country you select here.

No

genericString1–20

Generic String STRING

256

None

No

No

genericDate1–10

Generic Date

DATE

—

None

No

No

genericNumber1–

Generic Num­

LONG

—

None

No

40

ber

The data covered by these fields is countryspecific. You can find the fields defined for the cor­ responding country in the country-specific Succes­ sion Data Model. These fields are defined by Suc­ cessFactors; you cannot add your own generic fields.

No

custom-string1–20

Custom

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

custom-double1–

Custom Deci­

20

mals 1–20

Employee Central Master Data Objects: Quick Reference Tables

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457

Table 81: Home Address (hris-element-id: homeAddress) The fields of this element are defined in the country-specific Succession Data Model. Standard

No

Field ID

end-date

Field Label

End Date

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

How To Use This Field

This is the end date the previous home address stops being effective. The system calculates the end date automatically depending on the start date entered.

No

address-type

Address Type

STRING

30

None

No

Do not configure this field in the data model as some other data type. The list of values comes from the picklist

addressType. The pre-configured list of val­ ues contains the follow­ ing: ●

Home

●

Mailing

●

Benefits

●

Payroll

You can add more values to the picklist

addressType by ex­ porting and importing the picklist using the Admin Tools. Yes

address1

Address1

STRING

256

Both

No

You can enter the first line of address here.

Yes

address2

Address2

STRING

256

Both

No

You can enter the second line of address here.

Yes

address3

Address3

STRING

256

Both

No

You can enter the third line of address here.

Yes

city

City

STRING

256

Both

No

This is where you enter the city or town the em­ ployee lives in.

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Employee Central Master Data Objects: Quick Reference Tables

The fields of this element are defined in the country-specific Succession Data Model. Standard

Yes

Field ID

county

Field Label

County

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

Both

No

How To Use This Field

This is where you enter the county the employee lives in.

Yes

state

State

STRING

256

Both

No

This is where you enter the state the employee lives in.

No

province

Province

STRING

256

Both

No

This is where you enter the province the em­ ployee lives in.

Yes

zip-code

Zip Code

STRING

256

Both

No

This is where you enter the ZIP code of the place the employee lives in.

Yes

country

Country

STRING

256

Both

Yes

The list of values comes from the predefined pick­ list country. If you want to define country-specific ad­ dresses, configure the fields for the correspond­ ing country in the

homeAddress HRIS-el­ ement in the countryspecific Succession Data Model. No

address1–alt1

Alt1 address1

STRING

256

Both

No

You can enter the first line of address in alter­ nate characters here. Address information can be displayed in up to two alternate character fields. A link to the alternate character fields is dis­ played in “Edit” mode, and the non-alternate character fields are al­ ready filled with the home address information that has been entered before.

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459

The fields of this element are defined in the country-specific Succession Data Model. Standard

No

Field ID

address2–alt1

Field Label

Alt1 address2

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

Both

No

How To Use This Field

You can enter the second line of address in alter­ nate character 1 here.

No

address3–alt1

Alt1 address3

STRING

256

Both

No

You can enter the third line of address in alter­ nate character 1 here.

No

city-alt1

Alt1 city

STRING

256

Both

No

You can enter the city or town in alternate charac­ ter 1 here.

No

state-alt1

Alt1 state

STRING

256

Both

No

You can enter the state in alternate character 1 here.

No

zip-code-alt1

Alt1 Zip Code

STRING

256

Both

No

You can enter the zip code in alternate charac­ ter 1 here.

No

country-alt1

Alt1 country

STRING

256

Both

No

You can enter the coun­ try in alternate character 1 here.

No

address1–alt2

Alt2 address1

STRING

256

Both

No

You can enter the first line of address in alter­ nate character 2 here.

No

address2–alt2

Alt2 address2

STRING

256

Both

No

You can enter the second line of address in alter­ nate character 2 here.

No

address3–alt2

Alt2 address3

STRING

256

Both

No

You can enter the third line of address in alter­ nate character 2 here.

No

city-alt2

Alt2 city

STRING

256

Both

No

You can enter the city in alternate character 2 here.

No

state-alt2

Alt2 state

STRING

256

Both

No

You can enter the state in alternate character 2 here.

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Employee Central Master Data Objects: Quick Reference Tables

The fields of this element are defined in the country-specific Succession Data Model. Standard

No

Field ID

zip-code-alt2

Field Label

Alt2 Zip Code

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

Both

No

How To Use This Field

You can enter the zip code in alternate charac­ ter 2 here.

No

country-alt2

Alt2 country

STRING

256

Both

No

You can enter the coun­ try in alternate character 2 here.

No

custom-string1–20

Custom

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

Max.

Default

Is Re­

Length

Visibility

quired?

20

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

custom-double1–

Custom Deci­

20

mals 1–20

Table 82: Payment Information (hris-element-id: paymentInfo) The fields of this element are defined in the Succession Data Model. Standard

Yes

Field ID

payment-method

Field Label

Payment Method

Data Type

STRING

How To Use This Field

This field is required if you have activated pay­ roll integration. It indi­ cates how an employee gets paid, for example: ●

By bank transfer

●

By cheque

●

Cash

For more information about how to set up pay­ roll integration, see the SuccessFactors Em­ ployee Central Payroll Handbook.

Employee Central Master Data Objects: Quick Reference Tables

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461

Table 83: Personal Information (hris-element-id: personalInfo) Standard

No

Field ID

end-date

Field Label

End Date

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

How To Use This Field

This is the end date the previous personal infor­ mation stops being effec­ tive. The system calcu­ lates the end date auto­ matically depending on the start date entered.

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Employee Central Master Data Objects: Quick Reference Tables

Standard

Yes

Field ID

gender

Field Label

Gender

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

2

Both

No

How To Use This Field

The list of values is sys­ tem-defined and can only be be enabled by the Ad­ min using the Upgrade Center. Do not configure this as a picklist. Possible values are: ●

Male

●

Female

●

Unknown

●

Undeclared

●

Others To enable this list from the Upgrade Center: 1.

Log onto Provi­ sioning and se­ lect the Admin 2.0 and Enable Compensation Admin 2.0 checkboxes.

2. Save your changes. 3. Navigate to the Upgrade Cen­ ter. 4. Under Optional Upgrades, se­ lect Enhance­ ment to Gender Values . Note: The changes applied by the upgrade can be reversed within 10 days. To reverse changes, in the Upgrade Cen­ ter, select View Recently Com­

Employee Central Master Data Objects: Quick Reference Tables

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463

Standard

Field ID

Field Label

Data Type

Max.

Default

Is Re­

Length

Visibility

quired?

How To Use This Field

pleted Up­ grades. On the Completed Up­ grades page, select Undo against En­ hancement to Gender Values. Yes

marital-status

Marital Status

STRING

—

Both

No

The list of values comes from the predefined pick­ list ecMaritalStatus and contains the follow­ ing values: ●

Married

●

Single

●

Divorced

●

Widow

●

Unknown

●

Cohabitation

●

Separated

●

Head of Household

●

Partnership

●

Cohabitation with Contract (Nether­ lands)

●

Cohabitation without Contract (Nether­ lands)

● Yes

since

Marital Status

DATE

Since

128

Both

No

PACS (France)

You can enter the date since when the marital status you indicated in the field marital-

status is valid.

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Employee Central Master Data Objects: Quick Reference Tables

Standard

Yes

Field ID

nationality

Field Label

Nationality

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

128

Both

No

How To Use This Field

You can enter the em­ ployee’s nationality here, for example: ●

Germany

●

USA

This field is required if you use payroll integra­ tion with SAP ERP. Yes

second-nationality

Second Na­

STRING

128

Both

No

tionality

If the employee has a second nationality, you can enter it in this field.

Yes

third-nationality

Third Nation­

STRING

128

Both

No

ality

If the employee has a third nationality, you can enter it in this field.

Yes

native-preferred-

Native Prefer­

lang

red Lang

STRING

256

Both

No

You can enter the prefer­ red native language of the employee. The list of values comes from the predefined pick­ list Language. The ex­ ternal code is the ISO 639 code for each lan­ guage. Stick to the ISO codes if you consider in­ tegration with SAP ERP.

Yes

custom-string1

Preferred

STRING

256

Both

No

Name

You can enter the em­ ployee's preferred name here.

No

custom-string2–20

Custom

STRING

256

None

No

Strings 2–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

custom-double1–

Custom Deci­

20

mals 1–20

Employee Central Master Data Objects: Quick Reference Tables

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Standard

Yes

Field ID

first-name

Field Label

First Name

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

128

Both

Yes

How To Use This Field

Enter the employee's first name here.

Yes

last-name

Last Name

STRING

128

Both

Yes

Enter the employee's last name here.

Yes

middle-name

Middle Name

STRING

128

Both

No

You can enter the em­ ployee's middle name here, if existing.

Yes

first-name-alt1

Alt1 First

STRING

128

Both

No

Name

You can enter the em­ ployee's name in alter­ nate characters used by the employee's native language. You can enter the first name in alternate charac­ ter 1 here.

Yes

last-name-alt1

Alt1 Last

STRING

128

Both

No

Name

You can enter the last name in alternate charac­ ter 1 here.

Yes

middle-name-alt1

Alt1 Middle

STRING

128

Both

No

Name

You can enter the middle name in alternate charac­ ter 1 here.

Yes

first-name-alt2

Alt2 First

STRING

128

Both

No

Name

You can enter the first name in alternate charac­ ter 2 here.

Yes

last-name-alt2

Alt2 Last

STRING

128

Both

No

Name

You can enter the last name in alternate charac­ ter 2 here.

Yes

middle-name-alt2

Alt2 Middle

STRING

Name

128

Both

No

You can enter the middle name in alternate charac­ ter 2 here.

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Standard

Yes

Field ID

salutation

Field Label

Salutation

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

128

None

No

How To Use This Field

The list of values comes from the predefined pick­ list salutation and contains the following standard fields:

Yes

suffix

Suffix

STRING

128

None

No

●

Mr

●

Mrs

●

Ms

You can enter a name suffix, such as Jr, Sr, PhD, and so on. The list of values comes from the predefined pick­ list namesuffix.

No

note

Note

STRING

4000

Both

No

bytes

This is a text field where the user can enter addi­ tional information if re­ quired.

Yes

certificate-start-

Certificate

date

Start Date

DATE

—

Both

No

Here you can enter the start date of the certifi­ cate which confirms that the employee is chal­ lenged.

Yes

certificate-end-date Certificate

DATE

—

Both

No

End Date

Here you can enter the end date of the certificate which confirms that the employee is challenged.

Yes

challenge-status

Challenge Sta­ STRING

1

Both

No

tus

Here you can select if the employee is challenged. Possible values are Yes and No.

Yes

display-name

Display Name

STRING

128

Both

No

Here you can enter the display name of the em­ ployee. For example, if an employee with the official Chinese name Shengjie prefers to be called Ja­ son, you can enter Jason as the display name.

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Standard

Yes

Field ID

formal-name

Field Label

Formal Name

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

128

Both

No

How To Use This Field

Here you can enter the employee’s formal name.

Yes

title

title

STRING

128

Both

No

Here you can enter an employee's title, for ex­ ample: Dr. for Dr. John Smith. The list of values comes from the predefined pick­ list title.

Yes

birth-name

Birth Name

STRING

128

Both

No

Here you can enter the employee’s birth name. This field is required if you use payroll integra­ tion with SAP ERP. Note: If you have speci­ fied a formal name for­ mat (using a birth-name) for your legal entity and want to replicate to SAP ERP, specify the birthname in the hris-ele­ ment-id: personalInfo and leave birth-name field in hris-element-id: personlInfo empty.

Yes

preferred-name

Preferred

STRING

128

Both

No

Name

You can enter the em­ ployee's preferred name or nickname.

Yes

initials

Initials

STRING

128

Both

No

Here you can enter an employee's initials, for example: J.D.

Yes

second-title

Second title

STRING

128

Both

No

Here you can enter the second title, for example:

Phil. as the second ti­ tle of Dr. Phil. John Smith. The list of values comes from the predefined pick­ list secondtitle.

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Standard

Yes

Field ID

display-name-alt1

Field Label

Display Name

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

128

Both

No

Alt1

How To Use This Field

Here you can enter an employee’s display name in an a second language.

Yes

display-name-alt2

Display Name

STRING

128

Both

No

Alt2

Here you can enter an employee’s display name in a third language.

Yes

formal-name-alt1

Formal Name

STRING

128

Both

No

Alt1

Here you can enter an employee’s formal name in a second language.

Yes

formal-name-alt2

Formal Name

STRING

128

Both

No

Alt2

Here you can enter an employee’s formal name in a third language.

Yes

name-format

Name Format

STRING

128

Both

No

Here you can specify the format of the employee’s name.

Yes

is-overridden

Customize

STRING

128

Both

No

Name Format

Here you can customize the employee’s name for­ mat, by selecting the country whose name for­ mat you wish to use. You can do this by clicking on Options.

Yes

partner-name

Partner Name

STRING

128

Both

No

Here you can enter the name of your partner.

Yes

partner-name-pre­

Partner Name

fix

Prefix

PICKLIST

128

Both

No

Here you can select an honorary title before the employee’s partner’s name if applicable, for ex­ ample van or van der etc. The list of values come from a predefined picklist nameprefix.

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Standard

Yes

Field ID

name-format-code

Field Label

Name Format

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

128

Both

No

Code

How To Use This Field

Users can select the name format code from a list of values at employee level. The list shown in this field is linked to the name format configura­ tion MDF of EC. Each for­ mat that is defined in this MDF will be shown in the field and the user can de­ cide (on employee level) which format is to be ap­ plied to their name.

Yes

name-prefix

Prefix

PICKLIST

128

Both

No

Here you can select an honorary title before the employee’s name if appli­ cable, for example van or van der etc. The list of values come from a pre­ defined picklist namepre­ fix. This field is getting converted from a free text to a picklist field. To get more details on how to do the conversion please refer to the an­ nouncement “New Pick­ list for Name Prefix Field” under Optional Upgrades in Upgrade Center.

Yes

script

Language

Both

No

Both

No

Both

No

Script Yes

script-alt1

Language Script

Yes

script-alt2

Language Script

Yes

third-name

Third Name

256

Both

No

Yes

third-name-alt1

Third Name

256

Both

No

Yes

third-name-alt2

Third Name

256

Both

No

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Table 84: Phone Information (hris-element-id: phoneInfo) Standard

Yes

Field ID

phone-type

Field Label

Phone Type

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

100

Both

Yes

How To Use This Field

The list of values comes from the picklist

ecPhoneType and con­ tains the following values:

Yes

country-code

Country Code

STRING

32

Both

No

●

Home

●

Business

●

Business1

●

Cell

●

Cell1

●

Fax

You can enter the coun­ try code here, for exam­ ple, 0049 for Germany.

Yes

area-code

Area Code

STRING

32

Both

No

You can enter the code for the region or state here.

Yes

phone-number

Phone Num­

STRING

100

Both

Yes

ber Yes

extension

Extension

You can enter the phone number here.

STRING

32

Both

No

You can enter the exten­ sion of the phone number here.

Yes

isPrimary

Is Primary

BOOLEAN

1

Both

No

You can indicate which phone number is the pri­ mary one.

No

custom-string1–20

Custom

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

custom-double1–

Custom Deci­

20

mals 1–20

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Table 85: Social Accounts (hris-element-id: imInfo) Standard

Yes

Field ID

domain

Field Label

Domain

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

100

Both

No

How To Use This Field

You can select the in­ stant messaging domain for your social account, for example, Yahoo Mes­ senger, AOL Instant Mes­ senger, and so on. You can add more do­ mains to the predefined picklist imdomain.

Yes

url

URL

STRING

256

Both

No

You can enter the corre­ sponding URL to the in­ stant messaging domain here.

Yes

im-id

Instant Mes­

STRING

100

Both

Yes

saging ID

You can enter the ID that identifies the user in the instant messaging appli­ cation.

No

custom-string1–20

Custom

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

custom-double1–

Custom Deci­

20

mals 1–20

17.3 Employment Object Tables The tables in the list below give you the technical information about the employment objects and their fields that are relevant for Employee Central 2.0. You can define these in the Succession Data Model and the countryspecific Succession Data Model. You can find more information on these data models in the Setting Up the Succession Data Model and Setting up Country-specific Data Models sections of the Employee Central Master Implementation Guide. When you refer to the following tables, consider the following: ● The standard XML file for the data models contains only a subset of these fields, but you can use all the fields listed in these tables, for example, to override default attributes.

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● Those fields listed in the tables, but not in the Succession Data Model, still appear on the UI if their default visibility is set to “both”. If you want to hide those fields, add them to the corresponding data model and set the visibility to “none”. ● For start-date, end-date, event-reason and event-reason-code, you cannot change the default visibility. That means even if you change the visibility in the XML file for the Succession Data Model, the system ignores this and the default visibility as listed in these tables is considered. ● Fields listed in the standard XML files, but not in these tables, are not relevant for Employee Central 2.0. You should leave their visibility to “none”. Exceptions to this rule are customer-specific fields that you can use as needed.

Employment Objects A-Z Table 86: Compensation Information (hris-element-id: compInfo) Standard

Yes

Field ID

flsa-status

Field Label

US FLSA Sta­

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

Both

No

tus

How To Use This Field

This field is moving to the country-specific data model as it is US-specific.

Yes

job-level

Job Level

STRING

256

Both

No

This field is synced to the standard-element 'jobLe­ vel'.

Yes

pay-type

Pay Type

STRING

256

Both

No

The list of values for the pay type are predefined by picklist PayType. Possible values are salar­ ied, commissioned, and so on.

Yes

compa-ratio

Compa-ratio

DOUBLE

—

View

No

This field is calculated by the system; leave the vis­ ibility on “view”.

Yes

range-penetration

Range Pene­

DOUBLE

—

View

No

tration

This field is calculated by the system; leave the vis­ ibility on “view”.

Yes

seq-number

Sequence

LONG

—

Both

No

Number

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Standard

Yes

Field ID

pay-group

Field Label

Pay Group

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

How To Use This Field

You can define the pay group of the employee here. If you have defined pay group foundation ob­ jects, this field contains the external code of those pay groups.

Yes

is-eligible-for-car

Is Eligible For

BOOLEAN

—

None

No

Car

You can indicate if the employee is eligible for a company car. Possible values are Yes and No.

Yes

is-eligible-for-bene­

Is Eligible For

fits

Benefits

BOOLEAN

—

None

No

You can indicate if the employee is eligible for benefits. Possible values are Yes and No.

Yes

benefits-rate

Benefits Rate

DOUBLE

—

None

No

No

event-reason-icode

Event-reason-

UNDE­

—

Both

No

icode

FINED

If you have defined event reason foundation ob­ jects, this field contains the external code of those event reasons.

Yes

notes

Note

STRING

4000

Both

No

This is a text field where the user can enter addi­ tional information if re­ quired.

Yes

is-highly-compen­

Is Highly Com­ BOOLEAN

sated-employee

pensated Em­

—

None

No

Here you indicate if an employee is highly com­

ployee

pensated. Possible val­ ues are Yes and No.

Yes

payroll-system-id

Payroll Sys­

STRING

32

None

No

tem Id

Here you can enter the ID of the payroll system used for compensating the employee.

Yes

payroll-id

Payroll Id

STRING

64

None

No

Here you can enter the ID of the payroll that is used to compensate the em­ ployee.

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Employee Central Master Data Objects: Quick Reference Tables

Standard

Yes

Field ID

is-insider

Field Label

Insider As De­

Data Type

BOOLEAN

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

How To Use This Field

This field helps you to

fined By Stat­

track insider trading on

ute

the stock market. You can define if an employee has access to insider in­ formation and is thus considered an insider ac­ cording to the local in­ sider law, for example, the Securities Exchange Act in the USA. Possible values are Yes and No.

Yes

salary

Salary

SALARY

—

Both

No

This field is not in use for Employee Central 2.0 and must be configured with visibility “none”. In Employee Central 1.0, this field was a combina­ tion of

salaryRateType, salaryRateUnits and

salaryCurrencyCod e. This field has been re­ placed with Recurring Pay Components in Em­ ployee Central 2.0. Yes

salaryRateType

Salary Rate

STRING

50

Both

No

Type

This field is not in use for Employee Central 2.0 and must be configured with visibility “none”.

Yes

salaryRateUnits

Salary Rate

LONG

—

Both

No

Units

This field is not in use for Employee Central 2.0 and must be configured with visibility “none”.

Yes

salaryCurrency­ Code

Currency

STRING

20

Both

No

This field is not in use for Employee Central 2.0 and must be configured with visibility “none”.

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Standard

Yes

Field ID

pensionable-salary

Field Label

Pensionable

Data Type

DOUBLE

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

Salary

How To Use This Field

You can enter an amount that defines the employ­ ee's pensionable salary.

No

custom-string1–

Custom

100

Strings 1–20

custom-date1–30

Custom Dates

STRING

256

None

No

You can use these fields for data not covered by the fields supplied as

No

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

Max.

Default

Is Re­

Length

Visibility

quired?

32

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

custom-double1–

Custom Deci­

20

mals 1–20

Table 87: Employee Information (hris-element-id: userAccountInfo) Standard

Yes

Field ID

user-number

Field Label

User Number

Data Type

STRING

How To Use This Field

You can enter a unique user name for new em­ ployees during the hire process. This value is also displayed on the Username field on the Talent Profile page. If this field has visibil­ ity=”both”, but no value is entered during the new hire process, the system copies over the value from the Person Id field. This is also the standard behavior if

userAccountInfo is not contained in the Suc­ cession Data Model.

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Employee Central Master Data Objects: Quick Reference Tables

Table 88: Employment Information (hris-element-id: employmentInfo) See also Termination Information table further below Standard

Yes

Field ID

start-date

Field Label

Hire Date

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

Both

Yes

How To Use This Field

Enter the date of the cur­ rent hire for an employ­ ment.

Yes

jobNumber

Employment

STRING

—

View

No

Id

This field has significance when we implement mul­ tiple jobs concept, until then it is defaulted to 1.

Yes

originalStartDate

Original Start

DATE

—

Both

No

Date

If the employee has been working for the company before, enter the date of the first hire in the organ­ ization in this field.

Yes

seniorityDate

Seniority Start DATE

—

Both

No

Date

This is the date from which seniority should be calculated.

Yes

benefits-eligibility-

Benefits Eligi­

start-date

bility Start

DATE

—

Both

No

from which the employee

Date

is eligible for benefits.

Yes

serviceDate

Service Date

DATE

—

Both

No

Yes

professionalServi­

Professional

DATE

—

Both

No

ceDate

Service Date

eligibleForStock

Eligible for

BOOLEAN

—

Both

No

Yes

Stock

This is the start date

You can indicate if the employee is eligible for stock. Possible values are Yes and No.

Yes

prevEmployeeId

Previous Em­ ployment ID

STRING

—

Both

No

This field shows the pre­ vious employee ID if the employee has been at the company before. The new ID differs from the old ID, because the em­ ployee is considered as a new hire, even if the em­ ployee has worked for the same company before.

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See also Termination Information table further below Standard

Yes

Field ID

initialStockGrant

Field Label

Initial Stock

Data Type

LONG

Max.

Default

Is Re­

Length

Visibility

quired?

—

Both

No

Grant

How To Use This Field

This is the initial number of stock granted to the employee.

Yes

initialOptionGrant

Initial Option

LONG

—

Both

No

Grant

This is the initial number of options granted to the employee.

Yes

jobCredit

Job Credit

STRING

—

Both

No

The job credit corre­ sponds to the seniority an employee can acquire before joining the com­ pany.

Yes

company

New Assign­ ment Com­ pany

STRING

256

Both

Yes

This field is required when you have set up Concurrent Employ­ ments in Provisioning. Here you define the com­ pany where the concur­ rent employment takes place; it can be the same company as specified for the existing employment.

Yes

isPrimary

Is Primary

BOOLEAN

—

Both

No

Yes

firstDateWorked

First Date

STRING

256

Both

No

Worked

You can enter the em­ ployee’s first date at the company here. If you use payroll integra­ tion with SAP ERP, this field is required for legal reporting in the USA.

No

custom-string1–15

—

STRING

256

None

No

You can use these fields

and custom-

for data not covered by

string21–80

the fields supplied as standard.

No

custom-date1–5,

—

DATE

—

None

No

—

LONG

—

None

No

custom-date21–30, custom-date41-65 No

478

custom-long1–10

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Employee Central Master Data Objects: Quick Reference Tables

See also Termination Information table further below Standard

Field ID

Field Label

Data Type

Max.

Default

Is Re­

Length

Visibility

quired?

No

custom-double1–10 —

DOUBLE

—

None

No

No

notes

STRING

4000

Both

No

Note

bytes

How To Use This Field

This is a text field where the user can enter addi­ tional information if re­ quired.

Table 89: Global Assignment Details (hris-element-id: globalAssignmentInfo) To use the Global Assignment Details portlet, you have to turn on Global Assignment Management in Provisioning. Standard

Yes

Field ID

assignment-type

Field Label

Assignment

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

128

Both

Yes

Type

How To Use This Field

Select the type of the global assignment. The list of values comes from the picklist

global_assignment _type. Yes

planned-end-date

Planned End

DATE

—

Both

Yes

Date

Enter the date when the global assignment is sup­ posed to end.

Yes

company

Company

STRING

256

Both

Yes

Enter the company the employee goes to for the global assignment. You can choose from the companies that are avail­ able in the system.

Yes

end-date

Actual End

DATE

—

Both

Yes

Date

When you end a global assignment, you need to specify the actual end date.

No

payroll-end-date

Payroll End

DATE

—

Both

No

Date

The date of the last pay­ roll for the global assign­ ment.

No

custom-string101–

—

STRING

256

None

No

You can use these fields

115 and custom-

for data not covered by

string116–120

the fields supplied as standard.

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479

To use the Global Assignment Details portlet, you have to turn on Global Assignment Management in Provisioning. Standard

No

Field ID

custom-date31–35

Field Label

—

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

How To Use This Field

The first 5 customer—

and custom-

specific field numbers are

date36–40

used to add a global as­ signment, the last 5 cus­

No

custom-long21–25

No

—

LONG

—

None

No

tom field numbers are

and custom-

used to end a global as­

long26–30

signment.

custom-double21–

—

DOUBLE

—

None

No

Data Type

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

25 and customdouble26–30 Table 90: Job Information (hris-element-id: jobInfo) Standard

Yes

Field ID

position

Field Label

Position

LONG

How To Use This Field

This field is only shown when you have activated Position Management.

Yes

positionEntryDate

Position Entry

DATE

—

None

No

Date

This field shows when the incumbent has taken on a position. You can change this field manually. This field is only shown when you have activated Position Management.

Yes

timeInPosition

Time In Posi­

STRING

tion

128

None

No

This field shows how long the incumbent has been in a position. This time is calculated by the system and shows the time dif­ ference between the cur­ rent date (or the end date for history records) and the Position Entry Date. You cannot change this value. This field is only shown when you have activated Position Management.

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Standard

Yes

Field ID

eeo-class

Field Label

EEO Class

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

Both

No

How To Use This Field

You can define the class for equal employment opportunities. The list of values comes from the predefined pick­ list eeo-class.

Yes

job-title

Job Title

STRING

256

Both

No

This field is automatically filled with the job title de­ fined in the job classifica­ tion foundation object. This field is synced to the standard element 'title' of the Employee Profile.

Yes

job-code

Job Classifica­ STRING

128

Both

Yes

tion

This is the job classifica­ tion of the employee. If you have defined job classification foundation objects, this field con­ tains the external code of those job classifications. This field is synced to the standard element 'job­ Code' of the Employee Profile.

Yes

employee-type

Employee

STRING

100

Both

No

Type

You can define whether the employee type is hourly, salaried, excep­ tion hourly, not applica­ ble, and so on. The list of values comes from the predefined pick­ list employee-type.

Yes

department

Department

STRING

128

Both

No

If you have defined de­ partment foundation ob­ jects, this field contains the external code of those departments.

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481

Standard

Yes

Field ID

division

Field Label

Division

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

128

Both

No

How To Use This Field

If you have defined divi­ sion foundation objects, this field contains the ex­ ternal code of those divi­ sions. This field is synced to the standard element 'divi­ sion' in the Employee Profile.

Yes

location

Location

STRING

128

Both

No

If you have defined loca­ tion foundation objects, this field contains the ex­ ternal code of those loca­ tions.

Yes

manager-id

Supervisor

HRIS_FIN­

384

Both

No

DUSER

You can choose from the list of existing users in the system to identify the employee's manager. This information is then used to build the Org Chart. This field is synced to the standard element 'mana­ gerId' of the Employee Profile.

Yes

radford-jobcode

Radford Job­

STRING

128

Both

No

STRING

—

None

Yes

Code Yes

company

Company

This is the company or le­ gal entity where the em­ ployee is hired. The country of the legal entity determines the country-specific attrib­ utes displayed in the Job Information portlet. If you have defined legal entity foundation objects, this field contains the ex­ ternal code of those legal entities.

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Standard

Yes

Field ID

business-unit

Field Label

Business Unit

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

Yes

How To Use This Field

If you have defined busi­ ness unit foundation ob­ jects, this field contains the external code of those business units.

Yes

cost-center

Cost Center

STRING

—

None

No

If you have defined cost center foundation ob­ jects, this field contains the external code of those cost centers.

Yes

is-primary

Is Primary

BOOLEAN

—

None

No

Yes

track-id

Track Id

STRING

32

None

No

Yes

employee-class

Employee

STRING

256

None

No

Class

This field indicates if the worker is an employee, a contractor, an intern, and so on. The list of values comes from the predefined pick­ list EMPLOYEECLASS.

Yes

employment-type

Employment

STRING

32

None

No

DOUBLE

—

None

No

Type Yes

fte

FTE

This is a calculated field that cannot be updated manually. FTE stands for “full-time equivalent” and indicates an employee's working hours or a legal entity's standard working hours.

Yes

regular-temp

Regular/ Temporary

STRING

32

None

No

This field indicates whether the employee is regular or temporary. The list of values comes from the predefined pick­ list regular-temp.

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Standard

Yes

Field ID

standard-hours

Field Label

Standard

Data Type

DOUBLE

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

Weekly Hours

How To Use This Field

You can define the stand­ ard weekly hours the em­ ployee is supposed to work. This should be the same amount as defined in the employee's con­ tract.

Yes

workingDaysPer­

Working Days

Week

Per Week

STRING

256

Both

No

You can enter the num­ ber of working days per week. It is not a working schedule. The number must be smaller than or equal 7. For example: ●

5

●

3.5

This field is required if you use payroll integra­ tion with SAP ERP. Yes

work-period

Work Period

STRING

100

None

No

Yes

local-job-title

Local Job Title STRING

256

None

No

Here you can enter the local job title if it differs from the company-wide used job title.

Yes

is-fulltime-em­

Is Fulltime

ployee

Employee

BOOLEAN

—

None

No

You can indicate if the employee is a full-time employee. Possible values are Yes and No.

Yes

pay-grade

Pay Grade

STRING

256

None

No

If you have defined pay grade foundation objects, this field contains the ex­ ternal code of those pay grades.

Yes

is-eligible-for-car

Is Eligible For

BOOLEAN

—

None

No

BOOLEAN

—

None

No

Car Yes

484

is-eligible-for-bene­

Is Eligible For

fit

Benefit

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Standard

Yes

Field ID

is-shift-employee

Field Label

Is Shift Em­

Data Type

BOOLEAN

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

ployee

How To Use This Field

This is where you indicate if the employee works in shift.

Yes

shift-code

Shift Code

STRING

256

None

No

The shift code indicates in which shift the em­ ployee works in.

Yes

pay-group

Pay Group

STRING

256

None

No

This field is not to be used. Leave the visibility to “none” to prevent this field from showing up in the role-based permis­ sion setup.

Yes

Yes

international-org-

International

code

Org Code

manager-category

Manager Cat­

STRING

256

None

No

STRING

256

None

No

BOOLEAN

—

None

No

DOUBLE

—

None

No

384

None

No

egory Yes

Yes

No

Yes

is-eligible-for-finan­

Is Eligible For

cial-plan

Financial Plan

amount-of-finan­

Amount Of Fi­

cial-plan

nancial Plan

additional-manager

Additional-

HRIS_FIN­

manager

DUSER

Employee Re­

LONG

—

None

No

STRING

256

None

No

BOOLEAN

—

None

No

ern-number

cord Number Yes

supervisor-level

Supervisor Level

Yes

is-cross-border-

Is Cross Bor­

worker

der Worker

You can indicate if the employee is a cross-bor­ der worker. Possible values are Yes and No.

Yes

shift-rate

Shift Rate

DOUBLE

—

None

No

Yes

shift-factor

Shift Percent

DOUBLE

—

None

No

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485

Standard

Yes

Field ID

seq-number

Field Label

Sequence

Data Type

Max.

Default

Is Re­

Length

Visibility

quired?

LONG

—

Both

Yes

STRING

—

Both

No

How To Use This Field

Number No

event

Event

This field indicates the event that has led to the change of the job infor­ mation. The list of values comes from the predefined pick­ list event. You can change the labels for the events in this picklist, but you cannot add addi­ tional events.

No

event-reason

Event-reason-

LONG

—

Both

No

code

This is the reason for the change of the job infor­ mation. If you have defined event reason foundation ob­ jects, this field contains the external code of those event reasons.

No

emplStatus

EmplStatus

STRING

—

None

No

No

expected-return-

Expected-re­

DATE

—

None

No

date

turn-date

is-home-worker

Is-home-

BOOLEAN

—

None

No

No

worker No

hire-source

Hire-source

STRING

—

None

No

No

acquired-from-

Acquired-

STRING

—

None

No

company

from-com­

company the employee

pany

used to work in before

You can enter the former

joining the current com­ pany. No

job-request-num­

Job-request-

ber

number

No

address

Address

No

attachment-id

486

LONG

—

None

No

LONG

—

None

No

Attachment-id LONG

—

None

No

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Employee Central Master Data Objects: Quick Reference Tables

Standard

No

Field ID

hire-source-details

Field Label

Hire-source-

Data Type

Max.

Default

Is Re­

Length

Visibility

quired?

STRING

—

None

No

STRING

—

None

No

None

No

How To Use This Field

details Yes

Yes

company-leaving-

Company

for

Leaving For

manager

Manager

STRING

This field does not ap­ pear on the UI. Leave the visibility to “none” to prevent this field from showing up in the rolebased permissions setup.

Yes

hr-manager

HR Manager

STRING

None

No

This field does not ap­ pear on the UI. Leave the visibility to “none” to prevent this field from showing up in the rolebased permissions setup.

No

is-volunteer

Is-volunteer

BOOLEAN

—

None

No

No

govt-grant-amount

Govt-grant-

DOUBLE

4000

None

No

—

None

No

amount Yes

holiday-calendar-

Holiday Calen­ STRING

code

dar

This field is relevant for Time Off management. A holiday calendar shows the public holidays for a given period and country. If you have defined holi­ day calendar generic ob­ jects, this field contains the external code and name of those holiday calendars.

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487

Standard

Yes

Field ID

workschedule-code

Field Label

Work Sched­

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

ule

How To Use This Field

This field is relevant for Time Off management. It defines how an em­ ployee’s total work time is divided. For example, an employee might be scheduled to work 40 hours a week, comprising 5 days of 8 hours each. If you have defined work schedule generic objects, this field contains the ex­ ternal code and name of those work schedules.

Yes

time-type-profile-

Time Profile

STRING

code

—

None

No

This field is relevant for Time Off management. Different time types, such as work, vacation, and paid time off (PTO) can be assigned to a sin­ gle structure, called the time profile. This time profile is then assigned to employees so that they know, for example, how much time off they can take and what kind. If you have defined time profile generic objects, this field contains the ex­ ternal code and name of those time profiles.

488

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Employee Central Master Data Objects: Quick Reference Tables

Standard

Yes

Field ID

Field Label

time-recording-pro­ Time Record­ file-code

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

ing Profile

How To Use This Field

This field is relevant for Time Sheet. The Time Recording Pro­ file contains employee specific settings for the Time Sheet. It sets the time recording method and the time val­ uation rules which are used for this employee. If you have defined time re­ cording profile generic objects, this field con­ tains the external code and name of those time recording profiles. Note: If time Sheet is en­ abled in provisioning, the Time Recording Profile can only be entered and saved together with the other three Time Infor­ mation fields in job infor­ mation.

Yes

is-competition-

Competition

clause-active

Clause

BOOLEAN

—

None

No

Set this field to indicate whether a competition clause has been defined for the employee. A com­ petition clause is an agreement restricting an employee who leaves the enterprise from acquiring employment with a com­ petitor within a specific industry, or period of time. Possible values are Yes and No.

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489

Standard

Yes

Field ID

Field Label

is-side-line-job-al­

Sideline Job

lowed

Allowed

Data Type

BOOLEAN

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

How To Use This Field

This field indicates if the employee is allowed to take up a sideline job supplementary to the employee's main occupa­ tion. Possible values are Yes and No.

Yes

Yes

probation-period-

Probationary

end-date

Period End

date of the employee's

Date

probationary period.

country-of-com­

Country

DATE

STRING

pany

—

256

None

View

No

No

Here you enter the end

This field contains the country the company is located in. The values are derived from the country (territory ID) of the legal entity, showing the val­ ues from the picklist

ISOCountryList. The field cannot be edited. Fields in the section Job

Information can use the picklist

ISOCountryList as parent picklist, for exam­ ple for the hris-field

notice-period. In this case it is mandatory that the field country-

of-company is visible in the same portlet as the field using this picklist as parent picklist.

490

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Employee Central Master Data Objects: Quick Reference Tables

Standard

Yes

Field ID

Field Label

sick-pay-supple­

Sick Pay Sup­

ment

plement

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

Both

No

How To Use This Field

This field indicates if the employee gets an addi­ tional payment when on sick leave. Continued pay is affected when an em­ ployee is unable to work. The list of values comes from the predefined pick­ list SICKPAYSUPP. As you can use this field country dependent, you can create country de­ pendent values by using the picklist

ISOCountryList as parent picklist. Yes

jobEntryDate

Job Entry

DATE

—

None

No

Date

This field shows when an employee started in a job. You can change this field manually.

Yes

timeInJob

Time In Job

STRING

256

None

No

This field shows how long an employee has been in a job. This time is calcu­ lated by the system and shows the time differ­ ence between the current date (or the end date for history records) and the Job Entry Date. For ex­ ample, the time an em­ ployee spends on mater­ nity leave is added to the Time In Job. You cannot change this value.

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491

Standard

No

Field ID

notice-period

Field Label

Notice Period

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

Both

No

How To Use This Field

In this field you define the amount of time that must be given, by either an em­ ployer or an employee, before the date on which the work agreement is terminated. The list of values comes from the predefined picklist

NOTICEPERI. As you can use this field country dependent, you can create country de­ pendent values by using the picklist

ISOCountryList as parent picklist. Yes

custom-string1

Custom String STRING

256

None

No

1

Do not use the type at­ tribute for this custom string (neither

type=“foundation object” nor type=”generic object” nor type=”worker”). No

custom-string2–

Custom

100

Strings 2–100

custom-date1–30

Custom Dates

STRING

256

None

No

You can use these fields for data not covered by the fields supplied as

No

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

STRING

4000

Both

No

standard.

1–30 No

custom-long1–20

Custom Num­ bers 1–20

No

Yes

custom-double1–

Custom Deci­

20

mals 1–20

notes

Note

This is a text field where the user can enter addi­ tional information if re­ quired.

Yes

companyEntryDate

Company En­

DATE

—

View

No

See [Note #1] below.

try Date

492

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Employee Central Master Data Objects: Quick Reference Tables

Standard

Yes

Field ID

timeInCompany

Field Label

Time In Com­

Data Type

Max.

Default

Is Re­

Length

Visibility

quired?

256

View

No

—

View

No

STRING

256

View

No

DATE

—

View

No

STRING

256

View

No

DATE

—

STRING

256

STRING

How To Use This Field

pany Yes

locationEntryDate

Location Entry DATE Date

Yes

timeInLocation

Time In Loca­ tion

Yes

Yes

departmentEntry­

Department

Date

Entry Date

timeInDepartment

Time In De­ partment

Yes

payScaleLevelEn­

Pay Scale

tryDate

Level Entry

No

Date Yes

timeInPayScaleLe­

Time In Pay

vel

Scale Level

View

No

Yes

hireDate

Hire Date

DATE

—

No

Yes

terminationDate

Termination

DATE

—

No

DATE

—

No

DATE

—

No

See [Note #2] below.

Date Yes

leaveOfAbsenceS­

Leave Of Ab­

tartDate

sence Start Date

Yes

leaveOfAbsenceRe­ turnDate

Leave of Ab­ sence Return Date

[Note #1] The following fields are set in case company, location, department or pay scale level changes: ● Company Entry Date ● Location Entry Date ● Department Entry Date ● Pay Scale Level Entry Date The following transient fields are calculated and displayed in the History UI, Employment Info page and MSS: ● Time in Company ● Time in Location ● Time In Department ● Time In Pay Scale Level Employee Central Master Data Objects: Quick Reference Tables

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493

In case of a change in company, location, department, or pay scale level, the company/location/department/pay scale level entry date is calculated, propagated to future job records and made persistent. The entry dates for company, location, department, pay scale level are saved to the DB only if fields are configured in SDM or countryspecific SDM. To use at least one of the new entry date fields in existing job info records, run the Initialize additional entry date fields in job info job. You can find this in Provisioning under "Manage Scheduled Jobs”. Initialization of entry date fields in existing job info records have the following impact: 1. If the value of the field has already been set through the UI, this value will be overwritten. 2. If the customers first use a subset of the new fields and run the job and later they want to use an additional field of the new entry date fields, they have to run the job again. However, do note that the value of all date fields will be overwritten. If customers do not change any of the entry dates in UI, this will not have any effect, since the calculation in UI and in the job is the same. But if customers have overwritten some fields, these values will be overwritten after running the job. 3. Only fields configured in SDM or CSFSDM will be written by the job. [Note # 2] The Hire Date, Termination Date, Leave of Absence Start Date, and Leave of Absence Return Date fields are automatically filled with the effective start date in case a job info record is created/changed/deleted based on its trigerring event: Hire, Rehire, Termination, Leave of Absence and Return to Work. In case the Job Info’s effective start date is changed in a record with one of the above-mentioned events, the hire date/termination date /leave of absence start date/leave of absence return date is newly set according to the new effective start date. In Job Info History, the date fields are propagated to future records until a new record with a suitable event (Hire, Rehire, Termination, Leave of Absence, Return to Work) is created. In case a job info record is deleted, the date fields are propagated from the “closest underlying” job info records. During new hire, no event-based date fields are set. The hire/rehire date is set automatically in employment details and job info history. For these date fields, there is no TimeIn calculation.

Note [1] The date fields are only saved to the DB if they are configured in SDM or country-specific SDM. [2] For now, the setting of Leave of Absence Start Date and Leave of Absence Return date fields only works with the "old" LOA/RLOA application, and not with TimeOff/LOA. Some points about initialization of new entry date fields for existing job info records: ○ If customers want to use at least one of the new entry date fields, they have to run a job, which initializes the fields for existing records in database. ○ The job writes the entry date fields in the same way as the UI logic. ○ If the fields already have a value (for example, a value set in UI), this value will be overwritten. ○ If the customers first use a subset of the new fields and run the job and later they want to use an additional field of the new entry date fields, they have to run the job again. But the values of all entry date fields will be overwritten. If customers didn’t change any entry date in UI, this will not have any effect, since the calculation in UI and in the job is the same. But if customers have overwritten some fields, these values will be overwritten after running the job. ○ Only fields configured in SDM or CSFSDM will be written by the job. ○ To use at least one of these date fields in existing job info records, run the Initialize additional entry date fields in job info job. You can find this in Provisioning under "Manage Scheduled Jobs”.

494

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Employee Central Master Data Objects: Quick Reference Tables

Table 91: Job Relationships (hris-element-id: jobRelationsInfo) Standard

Yes

Field ID

relationship-type

Field Label

Relationship

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

100

Both

Yes

Type

How To Use This Field

Here you choose the type of relationship. The list of values comes from the predefined picklist

jobRelType. Possible values are: ●

HR manager

●

Matrix manager

●

Custom manager

●

Second manager

●

Additional manager

You can also add more types of manager by en­ hancing the picklist CSV file. Yes

rel-user-id

Name

STRING

384

Both

Yes

You can select the man­ ager's name from the list of existing users in the system.

No

custom-string1–20

Custom string

STRING

256

None

No

1 to 20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

Max.

Default

Is Re­

Length

Visibility

quired?

100

Both

Yes

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

custom-double1–

Custom Deci­

20

mals 1–20

Table 92: National ID Info (hris-element-id: nationalIdCard) Standard

Yes

Field ID

country

Field Label

Country

Data Type

STRING

How To Use This Field

Select the country in which the national ID has been assigned from the list of countries.

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495

Standard

Yes

Field ID

card-type

Field Label

National Id

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

Both

Yes

Card Type

How To Use This Field

Depending on the coun­ try selected, the corre­ sponding national ID card type is displayed in this field, for example: ●

Social Security

●

Social Insurance

Number (for USA) Number (for Can­ ada) Yes

national-id

National Id

STRING

256

Both

Yes

Enter the number of the national ID in the corre­ sponding format, for ex­ ample: 999–999–999 You set up the countryspecific format in the country-specific Succes­ sion Data Model, where you also define if the user input is validated against a specific format.

Yes

isPrimary

Is Primary

BOOLEAN

1

Both

No

Indicate which national ID is the primary one.

No

custom-string1–20

Custom

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

496

custom-double1–

Custom Deci­

20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Table 93: PayComponentNonRecurring (hris-element-id: payComponentNonRecurring) Standard

Yes

Field ID

pay-component-

Field Label

Type

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

—

Both

Yes

code

How To Use This Field

If you have defined pay component foundation objects, this field con­ tains the external code of those pay components.

Yes

value

Value

DOUBLE

—

Both

Yes

Yes

pay-date

Issue Date

DATE

—

Both

Yes

Yes

currency-code

Currency

STRING

20

Both

Yes

Code

Select the currency the pay component is issued in from the list of curren­ cies provided in this field.

Yes

tax-treatment

Tax Treat­

STRING

32

None

No

DATE

—

None

No

STRING

—

None

No

ment Yes

sent-to-payroll

Sent To Pay­ roll

Yes

base-pay-compo­

Base Pay

nent

Component

If you have defined pay component group foun­ dation objects, this field contains the external code of those pay com­ ponent groups.

No

Yes

pay-component-

Pay-compo­

type

nent-type

alternative-cost-

Alternative

center

Cost Center

STRING

38

None

No

STRING

256

Both

No

You can assign an alter­ native cost center to the non-recurring payment by entering the cost cen­ ter here. This field is relevant for payroll integration. For more information, see the SuccessFactors Em­ ployee Central Payroll Handbook.

No

custom-string1–20

Custom Strings 1–20

Employee Central Master Data Objects: Quick Reference Tables

STRING

256

None

No

You can use these fields for data not covered by

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497

Standard

No

Field ID

custom-date1–10

Field Label

Custom Dates

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

1–10 No

custom-long1–20

Custom Num­

How To Use This Field

the fields supplied as standard.

LONG

—

None

No

DOUBLE

—

None

No

LONG

—

None

No

bers 1–20 No

No

custom-double1–

Custom Deci­

50

mals 1–50

item-id

Item-id

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

allow-delete

Specifies if de­ BOOLEAN

—

None

No

This field is used for in­

lete is allowed

ternal purposes. Do not

for a record

use it in the data model. Even if it is used, it won't be visible on the UI.

No

action-id

Action-id

LONG

—

None

No

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

action-enum

Action-enum

—

None

No

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

created-on

Created-on

DATE

—

None

No

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

created-by

Created-by

STRING

100

None

No

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

498

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Employee Central Master Data Objects: Quick Reference Tables

Standard

No

Field ID

last-modified-by

Field Label

Data Type

Last-modified- STRING

Max.

Default

Is Re­

Length

Visibility

quired?

100

None

No

by

How To Use This Field

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

last-modified-on

Last-modified- DATE

—

None

No

on

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

Table 94: PayComponentRecurring (hris-element-id: payComponentRecurring) Standard

Yes

Field ID

pay-component

Field Label

Pay Compo­

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

—

Both

Yes

nent

How To Use This Field

Enter the pay component that makes up the em­ ployee's total compensa­ tion, like base salary. If you have defined pay component foundation objects, this field con­ tains the external code of those pay components.

Yes

base-paycompo­

Base Pay

nent

Component

STRING

—

None

No

If you have defined base pay component founda­ tion objects, this field contains the external code of that base pay components.

No

is-earning

Is-earning

BOOLEAN

1

None

No

This field is used for in­ ternal purposes. Do not configure the visibility.

Yes

currency-code

Currency

STRING

32

Both

Yes

Here you select the cur­ rency of the pay compo­ nent. The values come from the list of curren­ cies.

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499

Standard

Yes

Field ID

frequency

Field Label

Frequency

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

30

Both

Yes

How To Use This Field

This is the frequency in which the pay compo­ nent is paid, for example, monthly, annual, biweekly, and so on. If you have defined fre­ quency foundation ob­ jects, this field contains the external code of those frequencies.

Yes

paycompvalue

Amount

DOUBLE

—

Both

Yes

Here you define the amount of the compo­ nent in numbers.

Yes

deferralpercentage

Deferral Per­

DOUBLE

—

None

No

centage

This field is used for in­ ternal purposes. Do not configure the visibility.

Yes

is-target

Is Target

BOOLEAN

1

None

No

Yes

tax-treatment

Tax Treat­

STRING

—

None

No

ment

This field is used for in­ ternal purposes. Do not configure the visibility.

Yes

sent-to-payroll

Sent To Pay­

DATE

—

None

No

roll Date

This field is used for in­ ternal purposes. Do not configure the visibility.

Yes

No

pay-component-

Pay Compo­

type

nent Type

custom-string1–20

Custom

STRING

38

None

No

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

500

custom-double1–

Custom Deci­

20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

Standard

No

Field ID

compensation-id

Field Label

Compensatin-

Data Type

LONG

Max.

Default

Is Re­

Length

Visibility

quired?

—

None

No

id

How To Use This Field

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

end-date

End Date

DATE

—

None

No

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

seq-number

Seq-number

LONG

—

None

No

This field is used for in­ ternal purposes. Do not configure the visibility.

No

item-id

Item-id

LONG

—

None

No

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

allow-delete

Specifies if de­ BOOLEAN

—

None

No

This field is used for in­

lete is allowed

ternal purposes. Do not

for a record

use it in the data model. Even if it is used, it won't be visible on the UI.

No

action-id

Action-id

LONG

—

None

No

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

action-enum

Action-enum

—

None

No

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

NO

created-on

Created-on

DATE

—

None

No

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

Employee Central Master Data Objects: Quick Reference Tables

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501

Standard

No

Field ID

created-by

Field Label

Created-by

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

100

None

No

How To Use This Field

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

last-modified-by

Last-modified- STRING

100

None

No

by

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

No

last-modified-on

Last-modified- DATE

—

None

No

on

This field is used for in­ ternal purposes. Do not use it in the data model. Even if it is used, it won't be visible on the UI.

Table 95: Pension Payout Details (hris-element-id: pensionPayoutsInfo) Standard

Yes

Field ID

start-date

Field Label

Start Date

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

Both

Yes

How To Use This Field

Enter the start date of the pension payout.

Yes

planned-end-date

End Date

DATE

—

Both

No

Enter the end date when the pension payout is supposed to end. This does not end the pension payout automatically.

Yes

company

Pension Pro­

STRING

256

Both

Yes

vider

Enter the pension pro­ vider that pays the pen­ sion payout. You can se­ lect from the pension providers you have cre­ ated as company foun­ dation object in the sys­ tem.

Yes

end-date

Actual End

DATE

Date

—

Both

Yes

When you end a pension payout, you have to enter the actual end date of the pension payout.

502

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Employee Central Master Data Objects: Quick Reference Tables

Standard

Yes

Field ID

payroll-end-date

Field Label

Payroll End

Data Type

DATE

Max.

Default

Is Re­

Length

Visibility

quired?

—

Both

Yes

Date

How To Use This Field

Enter the payroll end date. This might differ from the end date of the pension payout.

No

custom-string101–

—

STRING

256

None

No

You can use these fields

115 and custom-

for data not covered by

string116–120

the fields supplied as standard.

No

custom-date31–35

—

DATE

—

None

No

and custom-

numbers are used to add

date36–40 No

No

custom-long21–25

The first 5 custom field a pension payout, the last

—

LONG

—

None

No

5 custom field numbers

and custom-

are used to end a pension

long26–30

payout.

custom-double21–

—

DOUBLE

—

None

No

Max.

Default

Is Re­

Length

Visibility

quired?

—

View

Yes

25 and customdouble26–30 Table 96: Termination Information (part of hris-element-id: employmentInfo) Standard

Yes

Field ID

end-date

Field Label

Termination

Data Type

DATE

Date

How To Use This Field

Enter the end date of the employee's working con­ tract with the company.

Yes

payrollEndDate

Payroll End

DATE

—

Both

No

Date

The last payroll for this employee. By default, this is the same date as the termination date, un­ less you change it here.

Yes

lastDateWorked

Last Date Worked

DATE

—

Both

No

The last day the em­ ployee worked for the company. By default, this is the same date as the termination date, unless you change it here.

Employee Central Master Data Objects: Quick Reference Tables

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503

Standard

No

Field ID

Field Label

Data Type

bonusPayExpira­

Bonus Pay Ex­ DATE

tionDate

piration Date

Max.

Default

Is Re­

Length

Visibility

quired?

—

Both

No

How To Use This Field

Bonus pays are being paid until this date. By default, this is the same date as the termination date, unless you change it here.

Yes

StockEndDate

Stock End

DATE

—

Both

No

Date

Stocks are granted until this date. By default, this is the same date as the termination date, unless you change it here.

Yes

benefitsEndDate

Benefits End

DATE

—

Both

No

Date

Benefits are granted until this date. By default, this is the same date as the termination date, unless you change it here.

Yes

salary-end-date

Salary End

DATE

—

Both

No

Date

Salary is paid until this date. By default, this is the same date as the ter­ mination date, unless you change it here.

Yes

okToRehire

Ok to Rehire

BOOLEAN

—

Both

No

If the employee can be rehired, set this field to Yes.

Yes

regretTermination

Regret Termi­

BOOLEAN

—

Both

No

nation

If this termination is a loss for the organization, set this field to Yes.

Yes

eligibleforSalCon­

Eligible for

tinuation

Salary Contin­

BOOLEAN

—

Both

No

This field indicates that the employee is eligible

uation

for salary continuation. Possible values are Yes and No.

No

custom-string16 to

Custom

custom-string20

Strings 16–20

and customstring81–100

STRING

Custom Strings 81–

256

None

No

You can use these fields for data not covered by the fields supplied as standard.

100

504

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Employee Central Master Data Objects: Quick Reference Tables

Standard

No

Field ID

Field Label

custom-date6 to

Custom Dates

custom-date20

6–20

Data Type

Max.

Default

Is Re­

Length

Visibility

quired?

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

Max.

Default

Is Re­

Length

Visibility

quired?

How To Use This Field

Custom Dates 66–90 No

No

custom-long11 to

Custom Num­

custom-long20

bers 11–20

custom-double11 to

Custom Deci­

custom-double20

mals 11–20

Table 97: Work Permit Info (hris-element-id: workPermitInfo) Standard

Field ID

Field Label

Data Type

No

entity-type

Entity-type

STRING

32

None

No

Yes

country

Country

STRING

256

Both

No

How To Use This Field

This field is used to cap­ ture the country for which the document is valid. The list of values comes from the predefined pick­ list ISOCountryList.

Yes

document-type

Document

STRING

256

Both

No

Type

The type of the docu­ ment for which the ID needs to be captured is given in this field. The list of values comes from the predefined cas­ cading picklist

permitdoctype, which is filtered based on the country selected in the country field. Yes

document-title

Document Ti­

STRING

256

Both

No

tle Yes

document-number

Document Number

Employee Central Master Data Objects: Quick Reference Tables

You can enter the title of the document.

STRING

256

Both

No

You can enter the num­ ber of the document.

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505

Standard

Yes

Field ID

issuing-authority

Field Label

Issuing Au­

Data Type

STRING

Max.

Default

Is Re­

Length

Visibility

quired?

256

Both

No

thority

How To Use This Field

You can enter the author­ ity that issued the docu­ ment.

Yes

issue-place

Issue Place

STRING

256

Both

No

You can enter the place where the document was issued.

Yes

issue-date

Issue Date

DATE

—

Both

Yes

Enter the date when the document was issued.

Yes

expiration-date

Expiration

DATE

—

Both

No

Date

The work permit docu­ ment is valid until this date.

Yes

is-validated

Validated

BOOLEAN

—

Both

No

You can indicate if the document has been vali­ dated by somebody. Pos­ sible values are Yes and No.

No

attachment-id

Attachments

ATTACH­

—

Both

No

MENT

You can upload a copy of the work permit docu­ ment in different formats, for exam­ ple, .doc, .ppt, .png, and so on.

No

custom-string1–20

Custom

STRING

256

None

No

Strings 1–20

You can use these fields for data not covered by the fields supplied as

No

custom-date1–10

Custom Dates

DATE

—

None

No

LONG

—

None

No

DOUBLE

—

None

No

standard.

1–10 No

custom-long1–20

Custom Num­ bers 1–20

No

506

custom-double1–

Custom Deci­

20

mals 1–20

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Employee Central Master Data Objects: Quick Reference Tables

18

Document History

Date

Change

June 8, 2015

Initial version of document for Q2 2015 Release.

Employee Central Master Document History

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507

Important Disclaimers and Legal Information

Coding Samples Any software coding and/or code lines / strings ("Code") included in this documentation are only examples and are not intended to be used in a productive system environment. The Code is only intended to better explain and visualize the syntax and phrasing rules of certain coding. SAP does not warrant the correctness and completeness of the Code given herein, and SAP shall not be liable for errors or damages caused by the usage of the Code, unless damages were caused by SAP intentionally or by SAP's gross negligence.

Accessibility The information contained in the SAP documentation represents SAP's current view of accessibility criteria as of the date of publication; it is in no way intended to be a binding guideline on how to ensure accessibility of software products. SAP in particular disclaims any liability in relation to this document. This disclaimer, however, does not apply in cases of wilful misconduct or gross negligence of SAP. Furthermore, this document does not result in any direct or indirect contractual obligations of SAP.

Gender-Neutral Language As far as possible, SAP documentation is gender neutral. Depending on the context, the reader is addressed directly with "you", or a gender-neutral noun (such as "sales person" or "working days") is used. If when referring to members of both sexes, however, the third-person singular cannot be avoided or a gender-neutral noun does not exist, SAP reserves the right to use the masculine form of the noun and pronoun. This is to ensure that the documentation remains comprehensible.

Internet Hyperlinks The SAP documentation may contain hyperlinks to the Internet. These hyperlinks are intended to serve as a hint about where to find related information. SAP does not warrant the availability and correctness of this related information or the ability of this information to serve a particular purpose. SAP shall not be liable for any damages caused by the use of related information unless damages have been caused by SAP's gross negligence or willful misconduct. All links are categorized for transparency (see: http://help.sap.com/disclaimer).

508

INTERNAL © 2015 SAP SE or an SAP affiliate company. All rights reserved.

Employee Central Master Important Disclaimers and Legal Information

Employee Central Master Important Disclaimers and Legal Information

INTERNAL © 2015 SAP SE or an SAP affiliate company. All rights reserved.

509

www.sap.com/contactsap

© 2015 SAP SE or an SAP affiliate company. All rights reserved. No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company. The information contained herein may be changed without prior notice. Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors. National product specifications may vary. These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP or its affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP or SAP affiliate company products and services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as constituting an additional warranty. SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate company) in Germany and other countries. All other product and service names mentioned are the trademarks of their respective companies. Please see http://www.sap.com/corporate-en/legal/copyright/ index.epx for additional trademark information and notices.