Career and Development

Planning Metrics Pack

SuccessFactors NA

Workforce Analytics
Measure and Dimension Definitions
Career and Development Planning Metrics Pack | NA www.successfactors.com

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Table of Contents
1. Overview ____________________________________________________________________________ 4

2. Drill to Detail _________________________________________________________________________ 4

3. Data Graphic _________________________________________________________________________ 5

4. Base Input Measures __________________________________________________________________ 6

5. Reporting Structures __________________________________________________________________ 8

5.1 Time Dimensions ......................................................................................................................................... 9

5.2 Structural Dimensions ................................................................................................................................. 9
5.3 Employment Dimensions ............................................................................................................................. 9
5.4 Career and Development Planning Dimensions ....................................................................................... 10
6. Derived Input Measures _______________________________________________________________ 11
7. Result Measures _____________________________________________________________________ 12

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1. Overview
Organizations that are able to manage Career and Development Planning within their organization are able to
enhance their understanding of their own environment as well as plan for future expected workforce trends, such
as; the ageing workforce, tenure profiles that are at high risk of turning over, demographics/diversity of different
business units and the percent of disposable workforce across different business units. These organizations are
better equipped to navigate such transitions.

It is also critical for organizations to understand their workforce profile and how the external market may influence
future availability of critical capabilities.

2. Drill to Detail
Drill to Detail functionality is provided via the SuccessFactors website and allows users to build data queries that
return the details of the individual employees meeting the criteria of the query. Using these results and the
standard website Query Workspace, analytical users can see how the transactional data feeds they provide to
SuccessFactors are transformed into the metrics presented on their Human Capital website.

Drill to Detail enables power users to quickly isolate individual pieces of data and to verify which employee data
records are included within a particular measure. It is also a valuable tool for project teams who routinely conduct
verification tasks via the website or who are required to handle requests from casual website users for
transactional information.

The Drill to Detail functionality (if applicable) is represented within this document using the following symbol .

Note: If the employee has multiple distinct contributions towards a metric (e.g. two absences within the same
month) there are different ways in which this can be displayed within the drill to detail output. In these instances
the result may not match the counts that are being drill to detail.

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3. Data Graphic

The following diagram provides a summary view of the Career and Development Planning Metrics Pack. Denotes Drill to Detail functionality (if applicable).

Source Data Fields Base Input Measures Result Measures

Learning and Careers Number of Development Goals Average Workforce Tenure Development Goals
Data Number of Development Goals Created Derived Input Measures Promotion Ratio Future Development Goals
User ID Number of Development Goals Past Due Transfer Ratio Future Development Goals
Future Leader ID Number of Development Goals Competencies Number of Completed Development
Number of Development Goals per Employee
Impact of Loss ID Number of Learning Activities Goals
Development Goals Completion Rate
Risk of Loss ID Number of Learning Activities Past Due Number of Completed Learning Activities
Learning Activities Completion Rate
Learning Activity ID Number of Employees Development Goals Restricted Inputs
Development Goals Past Due Rate
Competency ID Number of Employees No Development Goals Average Salary Employees with
Learning Activities Past Due Rate
Privacy ID Promotions Future Development Goal Development Goals
On Time Completion Rate - Development Goals
Purpose ID Transfers Future Development Goal Average Salary Employees without
On Time Completion Rate - Learning Activities
Restricted Inputs Development Goals
Average Actual Time Open Development Goals
SuccessFactors Data Transformation

Configuration Data EOP Headcount Development Goals Average Actual Time Open - Learning Activities
Codes & Descriptions Total Expected Time Open - Development Goals Average Expected Time Open Development Goals
Reporting Structures Total Actual Time Open - Development Goals Average Expected Time Open - Learning Activities
Total Expected Time Open - Learning Activities Development Goal Participation Ratio
Total Actual Time Open - Learning Activities Development Goal Pay Differentials
Total Workforce Tenure Development Goals
Total Annual Salary - Employees with
Development Goals
Total Annual Salary - Employees without
Development Goals
Dimensions/Hierarchies
Time Period / Calendar
Time Period / Fiscal
Hierarchy 1 (e.g. Organizational Unit)
Hierarchy 2 (e.g. Location)
Learning Activity Type
Learning Activity Status
Development Goal Competencies
Development Goal Privacy Type
Development Goal Purpose
Development Goal Status
Future Leader / Impact of Loss / Risk of Loss

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4. Base Input Measures
The Career and Development Planning Metrics Pack supports the generation of the following Base Input
Measures. Denotes Drill to Detail functionality (if applicable).
Measure
Base Input Measure
Category
Number of Development Goals
Number of Development Goals Created
Number of Development Goals - Past
Due
Number of Development Goal
Competencies
Number of Learning Activities
Number of Learning Activities - Past Due
Number of Employees Development
Goals
Number of Employees No
Development Goals
Career Promotions Future Development Goal
Guidance
Transfers Future Development Goal
EOP Headcount Development Goals
(Restricted Input)
Total Expected Time Open -
Development Goals (Restricted Input)
Total Actual Time Open - Development
Goals (Restricted Input)
Total Expected Time Open - Learning
Activities (Restricted Input)
Total Actual Time Open - Learning
Activities (Restricted Input)
Total Workforce Tenure Development
Goals (Restricted Input)
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Description
The number of learning and development goals at
the end of the reporting period.
The total number of goals created during the
reporting period.
The number of learning and development goals that
are past their due date at the end of the reporting
period.
The number of competencies for all development
goals at the end of the reporting period.
The number of learning and development activities
at the end of the reporting period.
The number of learning and development activities
past due at the end of the reporting period.
A distinct count of employees with development
goals at the end of the reporting period.
A distinct count of employees without development
goals at the end of the reporting period.
The number of promotions during the reporting
period where the Learning Objective Purposes was
recorded for a Future Role.
The number of transfers during the reporting period
where the Learning Objective Purposes was
recorded for a Future Role.
The number of employees with development goals
at the end of the reporting period.
The combined expected time open for all
development goals at the end of the reporting
period.
The combined actual time open for all development
goals at the end of the reporting period.
The combined expected time open for all learning
activities at the end of the reporting period.
The combined actual time open for all learning
activities at the end of the reporting period.
The combined workforce tenure for all employees
with development goals at the end of the reporting
period.
SuccessFactors
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Measure
Base Input Measure Description
Category
Total Annual Salary - Employees with The combined annual salary for all employees with
Development Goals (Restricted Input) development goals at the end of the reporting
Compensation period.
and Benefits Total Annual Salary - Employees without The combined annual salary for all employees
Development Goals (Restricted Input) without development goals at the end of the
reporting period.

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5. Reporting Structures
The Career and Development Planning Metrics Pack supports the generation of the following dimension
hierarchies.

Dimension
Dimension / Hierarchy Description
Category
Allows analysis of measures across calendar years with
Time Period / Calendar
breakdowns at quarter and month level.
Time
Allows analysis of measures across fiscal years with breakdowns
Time Period / Fiscal
at quarter and month level.
Hierarchy 1 (Organizational Allows analysis of measures across the organizations reporting
Unit) structure with breakdowns for each level in the structure tree.
Structure Allows analysis of measures across another of the organizations
Hierarchy 2
reporting structures with breakdowns for each level in the
(e.g. Location)
structure tree.
Allows analysis of measures by an employees future leader
Future Leader
status.
Allows analysis of measures by the impact employees make
Employment Impact of Loss
when they leave the organization.
Allows analysis of measures according to the employees risk of
Risk of Loss
loss.
Learning Activity Type Allows analysis of measures by the type of learning objective.
Development Goal Allows analysis of measures by the competencies learned from
Competencies achieving the goal.
Development Goal Privacy Allows analysis of measures by whether or not the development
Learning and Type goal can be publicly viewed.
Development Allows analysis of measures by whether the development goal is
Development Goal Purpose achieved for the employees current role, or the employees future
goal.
Learning Activity Status Allows analysis of measures by learning activity status.
Development Goal Status Allows analysis of measures by development status.

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5.1 Time Dimensions

Time dimensions provide for the breakdown of measure values across consecutive periods of time (years, quarters
and months).

Refer to the Core Workforce and Mobility Metrics Pack for further information and example views of the time period
dimension for a calendar and a fiscal reporting year.

5.2 Structural Dimensions

Structural dimensions provide for the breakdown of measure values across administrative and geographic
structures.

Refer to the Core Workforce and Mobility Metrics Pack for further information and example hierarchies.

5.3 Employment Dimensions

The standard framework provides a single tree for each of the following dimensions:

5.3.1 Future Leader

This dimension provides a single breakdown level.
The top of the tree is referred to as All Future
Leaders.
Future Leader Grouping
Yes, a future leader
No, not a future leader
Not Rated

5.3.2 Impact of Loss

This dimension provides a single breakdown level.
The top of the tree is referred to as All Impacts of
Loss.

Impact of Loss Grouping

High
Medium
Low
Not Rated

5.3.3 Risk of Loss

This dimension provides a single breakdown level.
The top of the tree is referred to as All Risks of
Loss.

Risk of Loss Grouping

High
Medium
Low
Not Rated

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5.4 Career and Development Planning Dimensions

The standard framework provides a single tree for each of the following dimensions:

5.4.1 Learning Objective Type 5.4.4 Learning Objective Purpose

The top of this dimension is referred to as All The top of this dimension is referred to as All
Learning Objective Types. Learning Objective Purposes.

Learning Objective Types Learning Objective Purposes

Coaching Goals Current Role
Development Goals Future Role
General Skillset
5.4.2 Learning Objective Competencies
The top of this dimension is referred to as All 5.4.5 Learning Activity Status
Learning Objective Competencies. The top of this dimension is referred to as All
Learning Activity Statuses.
Learning Objective Competencies
Member Specific eg: Learning Activity
Budgets Cost Control Planned
Hiring People Development On track
Integrity Ethics Enrolled
Job Knowledge Completed
Job Knowledge Communication
Leadership 5.4.6 Development Goal Status
Listening Skills The top of this dimension is referred to as All
Negotiation Skills Development Goal Statuses.
People Development
Project Management Development Goal
Purchasing Skills On Track
Communication At Risk
Sense of Urgency Behind
Teamwork Completed

5.4.3 Learning Objective Privacy Type

The top of this dimension is referred to as All
Learning Objective Privacy Types.

Learning Objective Privacy Types

Public
Private

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6. Derived Input Measures

Through the filtering of base input measure by dimension categories, a rich set of derived input measures can be calculated.

Category Base Measure Derived Measure Filter / Calculation

Average Salary Employees with Average Salary for employees with one or more
Compensation Total Annual Average Salary Development Goals (Restricted Input) development goal/s
and Benefits (Core Workforce) Average Salary Employees without Average Salary for employees without one or more
Development Goals (Restricted Input) development goal/s

Learning and Number of Development Goals Number of Completed Development Goals Development Goal Status: Completed
Development Number of Learning Activities Number of Completed Learning Activities Learning Activity Status: Completed
# Denotes restricted input

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7. Result Measures
Base Input Measures and Derived Input Measures are combined in formulas to calculate result measures. Through the specification of formulas combining
both base and derived input measures a rich set of result measures can be calculated.

Sub-
Category Measure Calculation
Category
Workforce Average Workforce Tenure Development Goals #
Total Workforce Tenure Development Goals / EOP Headcount
Tenure #
Profile Development Goals

Workforce Promotion Ratio Future Development Goals
Movements
Mobility Transfer Ratio Future Development Goals
Number of Development Goals per Employee
Learning Activities Completion Rate
Development Goals Completion Rate
Development Goals Past Due Rate
Learning Activities Past Due Rate
Learning and
Development
Development
On Time Completion Rate - Development Goals
On Time Completion Rate - Learning Activities
Average Actual Time Open Development Goals
Average Actual Time Open - Learning Activities
Average Expected Time Open Development Goals
Promotions Future Development Goal / Promotions
Transfers Future Development Goal / Transfers
[Number of Development Goals / Number of Employees
Development Goals] * 100
[Number of Completed Learning Activities / Number of Learning
Activities] * 100
[Number of Completed Development Goals / Number of Development
Goals] * 100
[Number of Development Goals - Past Due / Number of Development
Goals] * 100
[Number of Learning Activities - Past Due / Number of Learning
Activities] * 100
(Number of Development Goals - Development Goals - Past
Due)/Number of Development Goals
(Number of Learning Activities-Number of Learning Activities - Past
Due)/Number of Learning Activities
Total Actual Time Open - Development Goals/Number Development
Goals
Total Actual Time Open - Learning Activities/Number Learning
Activities
Total Expected Time Open - Development Goals/Number
Development Goals

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Sub-
Category Measure Calculation
Category
Total Expected Time Open - Learning Activities/Number Learning
Average Expected Time Open - Learning Activities
Activities
Number of Employees Development Goals / Number of Employees
Development Goal Participation Ratio
No Development Goals
Average Salary Employees with Development Goals / Average
Development Goal Pay Differentials
Salary Employees without Development Goals
# Denotes restricted input

Denotes Drill to Detail functionality (if applicable).

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