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Whitaker-Taylor Insights

SuccessFactors: Career Development Planning Features

Nov 15, 2018 2:18:50 PM / by Whitaker-Taylor

As part of the ever-evolving professional growth cycle, we monitor how our organizations and teams develop and in what ways this development happens. From a professional stance, there are many vague and general ways to encapsulate this development, but none directly impact other areas of professional growth. SuccessFactors Career Development Planning (CDP) creates more dynamic measures which impact internal and external business growth, compensation, and even learning management.

Development Plan Overview

The provides aid in tracking individual/group goals, which in turn helps managers and other leadership personnel identify employees who are performing below, at, or above standards. These goals can be configured to impact performance scores, much like standard objective plans. Firstly, there is no standard required time plan for a development plan objective. Secondly, development plan objectives can be mapped to different competency sources, such as by roles, libraries, and even per form.


Fig 1: CDP Goals and Objectives

Unlike standard objective plans, development plans are used in succession modeling. Whether it’s role-based or institutional, turnover is inevitable. SuccessFactors development plans help map out employees who are capable and able to achieve positional growth and sustain high performance. Also, these plans can be used by an individual who wishes to attain self-growth, without the direct involvement of the leadership personnel.


Module Integrations                                                                                            

Career Development Planning can act as a stand-alone function, but it is best utilized when integrated with other modules to maximize the development plan’s impact. CDP can integrate with performance management via a performance review form. This aids the managers in conducting a more balanced review session with the inclusion of competencies and development suggestions.


Fig. 2: CDP Performance Review Integration

CDP can also integrate with the Learning Management System. One can map development goals with learning activities to ensure employee growth and close competency gaps. This is monitored directly on a development plan.


Fig 3: Learning Management Integration


Key Differences from Standard Goal Plan

While there are many similarities to a standard goal plan, there are some notable differences as well. The first key difference is the template IDs found in the xml layout; this will help identify the development plan from other templates. Secondly, the cascading feature, which allows employees to share goals with one another directly on the goal plan, is not available for the development plan. This includes all cascading features (push, align, pull, unalign). Another difference in the development plan is the overall use of the development plan, as opposed to the goal plan. A leading practice in the development plan is to have one active plan which spans years, to account for organizational changes, as well as to account for career-oriented updates/releases from SuccessFactors.


Career Development Planning is a vital and integral tool for the cloud-based SuccessFactors software. The development plan is a feature that improves overall processes throughout the SuccessFactors modules, including performance management and goal management. As the V11 template phases out, there will continue to be updates made to improve the efficiency and effectiveness of the new V12 development plan.


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Topics: SuccessFactors, SAP, Performance and Goals

Written by: Whitaker-Taylor