Create SMP Template - Competency Results Sub-Step

The Competency sub-step displays the employee's competency scores if you have previously deployed a competency assessment task within the system. This displays the individual competency scores received from the most recently completed assessment, competencies associated with the user's job profile based on their current position, or scores received from a specific competency model. In order to properly use these options in an SMP template, your organization must be using the Competency Management functionality and have already identified competencies for specific positions in job profiles in the Position OU.

Note: You many only include either a Competency Results sub-step or a Competency Task sub-step, but not both. If either sub-step is selected, the other sub-step type becomes unavailable.

To create an SMP Template, go to Admin > Tools > Succession Management > Templates. Then, click the Add Template link.

Enter the following information:

Title - Name of the step, which is displayed to the assessor to indicate the current step. This field is required and the character limit is 50. If multiple languages are enabled for your portal, select the Translate icon to translate the field into other available languages.
Directions - Explain or direct the user. This field has standard formatting options and accepts HTML. The character limit is 3000. If multiple languages are enabled for your portal, select the Translate icon to translate the field into other available languages.

Photograph - Select this option to display the employee's photograph in the sub-step.
Historical Data - Select this option to display information from the past SMP tasks included on this sub-step in which the employee was included. In the field, enter the number of past tasks to include.

Fields

Select which user field data is displayed for each person included in the step. These fields should present a complete profile of the employee based on their current role in the organization. Some fields simply display information about the employee, while others require input from the assessor. The available types of fields are:

User Fields - All standard and custom user fields are available.

Resume Fields - This includes all sections configured for the resume in Career Center. Selecting these fields displays the value of that section of the employee's resume. Note: In order for the selected field to display a value, it is important that the employee complete their resume before the SMP task is deployed. Otherwise, no information is displayed for that employee when viewed by the assessor.

Competency Fields - This displays a user's overall competency assessment score from the selected competency task. In order to be able to select a competency task and display a score, you must be using the Performance module and have previously deployed a competency assessment task.

Performance Review Fields - This displays a user's overall average performance review score. In order to be able to select a performance review task and display a score, you must be using the Performance module and have previously deployed a performance review task.

SMP Metric Fields - All standard and custom metric fields are available. This collection of rating scales and supplemental questions make up the various ratings profiling the employee within the SMP task.

Manage Fields

Add fields - Click the plus icon to the right of the Fields heading. The added fields appear in the Fields section.
Reorder fields - Drag and drop them into the desired order.
Move a field - Click the title and drag it to the desired location.
Modify display name - Enter a new name.
Remove field - Click the Remove icon for that field.
Translate fields - If multiple languages are enabled, click the globe icon to translate the field into other available languages.

In some cases, you have the option to determine whether the response is Read-Only, Response Optional, or Response Required. A response may be required if a piece of information is missing from a user's record or resume. Also, SMP custom fields and metrics are designed to allow the assessor to provide feedback about the employee. For SMP custom fields, you will generally select Response Required or Response Optional since input is needed from the assessor in order for the template to calculate the employee's impact on the organization based on the collective totals of all metrics in the assessment. Read-Only should only be selected if the same custom field is used in an earlier section of the template, in which case the assessor's previous response is displayed. It is important to be aware of where an how SMP metrics are included in the template, since a missing value can affect an employee's calculation in the SMP process, and thus affect the outcome of the succession plan.

Career Preferences

Include any Career Preference questions from the Career Center to include in the template.

To add career preference questions, click the plus icon to the right of the Career Preferences heading. A pop-up appears displaying all questions that have previously been configured in career preferences from the Career Center. Note: In order for the selected question to display a value, it is important that the employee complete their career preferences before the SMP task is deployed. Otherwise, no information is displayed for that employee when viewed by the assessor. The added questions appear in the Career Preferences section.

You can reorder, move, and remove questions.

Competencies

Select which competencies to include in the sub-step. You can include competencies from the most recently completed assessment, competencies from the user's Job Profile, or based on a Competency Model. If you select the Competency Model option, you must then select one of the available competency models that have previously been created.

Last completed assessment - the competencies and competency model will pull in based on the most recent completed assessment task. The ratings and targets from that assessment task will populate in the competency table.
Competency Model - A specific competency model is selected for the sub-step. The competencies, targets, and competency model will pull in based on the competency model. For each competency, the most recent rating from the most recent completed assessment of the employee task will pull in. Each rating will be matched against the target and rating scale for each competency in the competency model. The employee's assessment task rating for the competency will be normalized to the rating scale of the competency model. If a competency is contained in the model that the user does not have a rating for, then it will appear as N/A.
Job Profile - the competencies and competency model will pull in based on the competency model attached to the employee's job profile defined for their OU. The targets will pull in based on the competency model attached to the job OU. The employee's competencies will be matched against the competency model as described above.

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