PUBLIC

SAP Best Practices for SAP SuccessFactors Employee Central

Document Version: 2H 2023 – 2024-01-25

Manage Concurrent Employment: Test Script

© 2024 SAP SE or an SAP affiliate company. All rights reserved.

THE BEST RUN

Content

1 Manage Concurrent Employment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

2 Prerequisites. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
2.1 System Access. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
2.2 Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
2.3 Business Conditions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
2.4 Preliminary Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Check Employee FTE Value. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6
Change Employee Job Information (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Delegate Workflows (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
2.5 Install Mobile App (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

3 Overview Table. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

4 Test Procedures. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
4.1 Create Concurrent Employment Record (Sub-Process). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15
Create Concurrent Employment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Approve Concurrent Employment Creation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
View Employee Concurrent Employment Position Details (if Position Management
implemented). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
View Employee Concurrent Employment Details. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
View my Employee File. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .40
4.2 Maintain Concurrent Employment (Optional Sub-Process). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
Maintain Concurrent Employment Details. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
Approve Concurrent Employment Maintenance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
4.3 Terminate Concurrent Employment (Optional Sub-Process). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
Terminate Secondary Employment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
Approve Secondary Employment Termination. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54
View Secondary Employment Position Details (if Position Management implemented). . . . . . . . . 58
View Terminated Secondary Employment Details. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60
Terminate Main Employment for Concurrent Employment (Optional). . . . . . . . . . . . . . . . . . . . . 62

5 Test Procedures on Mobile Device (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67

5.1 Approve Concurrent Employment Requests (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .67

6 Appendix. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69
6.1 Importing Concurrent Employments for Employees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69
6.2 Process Integration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .69

Manage Concurrent Employment: Test Script

2 PUBLIC Content
1 Manage Concurrent Employment

Purpose

The detailed procedure for testing the scope item Manage Concurrent Employment after solution activation is
described in the following. Each process step is covered in its own section.

This document describes how concurrent employments can be managed within the SAP SuccessFactors
Employee Central system.

A concurrent employment is a second employment for an employee in the same company. An employee can
have one primary employment and multiple secondary employments in the system.

If a concurrent employment is added to the employee, then the system automatically assigns another user
name and user ID to the employee. The person ID remains the same as for the first employment.

 Caution

A concurrent employment cannot be applied to the same employee at the same time with a global
assignment. This means that, if an employee has a concurrent employment, this employee cannot have
a global assignment at the same time, and vice-versa.

 Caution

In case replication of an employee’s concurrent employment data to the Payroll system should be
considered, this scope item is relevant for the United States and the United Kingdom, only.

In case replication of an employee’s concurrent employment data to the Payroll system is out of scope, this
scope item can be used for other countries/regions, too.

 Note

The Reimagined Home Page (Latest Home Page) will be pushed to all customer instances that are not
already migrated. For more details, check the Migration to Reimagined Home Page post in the SAP
SuccessFactors Community.

All home page activities described in this guide are based on the new UI experience.

Manage Concurrent Employment: Test Script

Manage Concurrent Employment PUBLIC 3
2 Prerequisites

This section summarizes all the prerequisites for conducting the test in terms of systems, users, master data,
organizational data, other test data, and business conditions.

2.1 System Access

The test should be conducted with the following system and users.

Type of
Data Name Details

System SAP SuccessFactors Employee Central <Provide details on how to access system, for ex-
ample, system client or URL>

Standard HR Administrator (from country/region in which em- <Provide Standard User Id and Password for test, if
User ployee's company is registered) applicable>

Standard Line Manager (of employee in concurrent employment <Provide Standard User Id and Password for test, if
User to be created) applicable>

Standard Employee <Provide Standard User Id and Password for test, if

User applicable>

2.2 Roles

For non-standard users, the following roles must be assigned in Employee Central to the system user(s) testing
this scenario.

Business Role Permission Role Sample data

HR Administrator (from country/re- SFCC Super Admin For testing purpose, you can log on as Super Ad-
gion in which employee's company is min and use the Proxy Now option to proxy as the
registered) user.

Line Manager (of employee in concur- Use the manager role created For testing purpose, you can log on as Super Ad-
rent employment to be created) in your instance. min and use the Proxy Now option to proxy as the
user.

Manage Concurrent Employment: Test Script

4 PUBLIC Prerequisites
 Business Role Permission Role Sample data

Employee Use the employee self-service For testing purpose, you can log on as Super Ad-
role created in your instance. min and use the Proxy Now option to proxy as the
user.

2.3 Business Conditions

Before you can test this scope item, the following business conditions must be met.

Business Condition Comment

One administrator user with the complete access to

all employee views and fields must exist.

Employees must have been hired (or rehired) and In case the Employee Central Core content has been deployed with
already exist in the system. The employee should the SAP Best Practices solution, you can refer to the appropriate
be a part-time employee to be able to apply for a process step of scope item Manage Hire/Rehire (FJ0).
concurrent employment.
 Note
In case Position Management has been implemented in the Em-
ployee Central instance at a point in time, when employees al-
ready exist in the instance, these employees can be assigned
to newly created positions as appropriate. In case the Position
Management content has been deployed with the SAP Best
Practices solution, you can refer for more details on this to
chapter Assign Employee to Position in test script of scope item
Manage Positions (FK1).

An HR Administrator dynamic permission group The permission group derives its members from category Country /
must have been defined for each country/region in Region and, for example, category Job Code. Maintenance can be
scope. This group must have at least one member. done in the Admin Center via Manage Permission Groups.

Email should be configured and the business email Maintenance can be done via Employee Files → Personal Information
address of all employees in the different roles must section → Contact Information block.
be maintained in the system.

2.4 Preliminary Steps

Manage Concurrent Employment: Test Script

Prerequisites PUBLIC 5
2.4.1 Check Employee FTE Value

Go back to Create Concurrent Employment [page 16]

Use

In order that an employee can apply for a concurrent employment within the same company, he or she needs
to be a part-time employee in his or her first employment. With other words, field FTE in the already existing
job information record needs to be less than 1. The HR Administrator checks the value of field FTE for that
employee.

Procedure

1. Log on to the Employee Central instance as HR Administrator.

2. Search for the employee, for whom you need to check the value of the FTE field.
3. On the Employee Files page of the employee, go to the Employment Information section and check in the
Job Information block of the Job Information subsection the value of field FTE.
4. Depending on the outcome of your check, proceed as follows:
• If FTE value is already 1, proceed with preliminary step Change Employee Job Information [page 6].
• If FTE value is less than 1, proceed with sub-process Create Concurrent Employment Record [page
15].

2.4.2 Change Employee Job Information (Optional)

Use

In case an employee, who wants to apply for a concurrent employment within the same company is already
a full-time employee of that company, the HR Administrator needs to perform changes in the employee’s job
information.

Procedure

1. Log on to the Employee Central instance as HR Administrator.

2. Search for the employee, whose job information you need to change.

Manage Concurrent Employment: Test Script

6 PUBLIC Prerequisites
3. In the top right corner of the employee's Employee Files dialog box, in the page, choose page, choose
Actions. From the value list, which is expanded, select Change Job and Compensation Info.
4. In the upcoming Change Job and Compensation Info dialog box, flag in the What would you like to change?
block, the Job Information check box.

 Note

Most likely the reduction of the job from full-time to part-time is accompanied by a compensation
change. Therefore, flag the Compensation Information check box, too, to obtain the compensation-
related fields to be maintained.

5. Enter in the When should these changes take effect? field the effective date of change.
6. In the upcoming fields, located in the Job Information block of the Change Job and Compensation Info
dialog box, make the following entries:
• Standard Weekly Hours: adapt as appropriate by reducing the existing value
• Working Days Per Week: adapt if appropriate
• FTE: automatically adapted based on the value entered for Standard Weekly Hours
7. In case the Time Off content has already been implemented in your Employee Central instance when
changing the job information, you will need to adapt the data existing in the Time Information block:
• Adapt the value of field Work Schedule to fit to the Standard Weekly Hours.
8. Most likely you will need to adapt the compensation information, too. For this, make changes in the
Compensation block of the Change Job and Compensation Info dialog box as appropriate.
• Adapt, for example, the value of the Amount field related to the appropriate salary pay component.

 Note

In case the Employee Central Core content in your instance has been deployed with the SAP Best
Practices solution, depending on the country/region of your company, different situations occur:
• In case of countries/regions ARE, AUS, CHN, DEU, ESP, FRA, GBR, JPN, KAZ, KWT, NGA, NZL,
OMN, QAT, SAU, ZAF, leave the salary-related pay component amount as is. If appropriate,
adapt the values of other available pay components; otherwise leave the entire compensation
information record unchanged. The salary-related pay component amount will be automatically
adapted upon saving due to a preconfigured business rule based on the adapted FTE value.
• In case of countries/regions AUT, BEL, BRA, CAN, CHE, COL, CZE, DNK, EGY, FIN, GRC, HKG,
HRV, HUN, IDN, IND, IRL, ISR, ITA, KOR, LUX, MEX, MYS, NLD, NOR, PER, PHL, POL, PRT,
ROU, RUS, SGP, SRB, SVK, SVN, SWE, THA, TUR, TWN, USA, VNM, adapt the salary-related
pay component amount in order to reflect that the employee works more/less hours per week. If
appropriate, adapt the values of other available pay components as well.

9. When done, choose Save.

Result

Depending on the data, which has been adapted, a workflow might be triggered, and the form is sent to the
next processor for approval. Once the request is approved, the change becomes effective in the system.

An email notification has been sent out to the employee's line manager informing him or her about the change
in the direct report's job and/or compensation information.

Manage Concurrent Employment: Test Script

Prerequisites PUBLIC 7
The employee can apply for a concurrent employment.

 Note

In case only the standard weekly hours have been changed, then in the job information history, you
will see that in the latest record, the Event Data Change with Event Reason Change in Standard
Hours(DATAHOURS) are displayed; these have been set automatically based on a preconfigured event
reason derivation rule.

2.4.3 Delegate Workflows (Optional)

Use

With delegation an option is enabled, that allows approvers to forward their workflow to another user in
the company that can approve or decline in lieu of the initial approver. There are two options of delegating
workflows:

• manual delegation of a particular workflow request right from the Workflow Details page, and
• with help of the Auto Delegation feature, a delegatee can be selected for all workflows. This feature is
especially helpful, in case the initial approver is absent for a longer period, for example due to annual leave.

 Note

When the auto delegation is enabled for a user, this will not change the system behavior when the
workflow is triggered. The request confirmation screen will still show the original approver.

Both options are described below. Note, that the approver can, but need not execute this step!

 Note

Delegation of workflows can be useful for roles that need to approve requests. For the list of roles refer to
the Overview Table.

Procedure

OPTION 1: MANUAL DELEGATION OF WORKFLOWS

1. Log on to the Employee Central instance with the appropriate role. The Home page is displayed.
2. In the Approvals section, choose the appropriate request card.

Manage Concurrent Employment: Test Script

8 PUBLIC Prerequisites
  Note

In case there are several requests of the same category for you to approve, the View All link will be
displayed on the appropriate request card. Choose that link; a dialog box containing the cards for each
request displays. Choose the appropriate request card.

The Workflow Details screen is displayed, containing the detailed request.

3. Choose Delegate. The Delegate Request dialog box is displayed.
4. Enter in the search field the name (or name parts) of the employee to whom you want to delegate this
particular request. The autocomplete functionality suggests a list of employees matching your search
criteria.
5. Select the appropriate employee from the result list and choose Send. A message displays in the dialog
box, in which you are informed, that the request is going to be delegated and the request initiator will be
notified.
6. To confirm your choice, choose Delegate.

Result

The request has been delegated. When the delegatee logs into the instance, the workflow request will display in
the Approvals section on their Home page. When choosing the link to the detailed request, the delegatee gets to
know that the initial approver has asked them to approve the request. The delegatee has the option of refusing
delegation; for this they need to choose Decline Delegation in the respective workflow request.

OPTION 2: AUTO-DELEGATION OF WORKFLOWS

1. Log on to the Employee Central instance with the appropriate role. The Home page is displayed.
2. In the Quick Actions section, choose the Delegate My Workflows card.
3. In the upcoming Delegate My Workflows dialog box, turn the Auto-Delegation on by moving the slider
button to the right. All fields in the dialog box become editable.
4. In the Delegatee search field, enter the name (or name parts) of the employee to whom you want to
delegate your workflows. The autocomplete functionality suggests a list of employees matching your
search criteria. Select the appropriate employee from the result list.

 Note

You can also specify the period in which the delegatee should process the workflows on your behalf. For
this, enter a Start Date and Time and an End Date and Time. Pay attention, that the Start Date and Time
cannot be in the past! If you leave these fields empty, the delegation becomes active immediately and
will stay active till you turn it off.

5. Choose Save.

Result

The delegation settings have been saved. When the delegatee logs into the instance, in the For You Today
section on the Home page, the Upcoming Delegation card is displayed. From this card, the delegatee gets to
know that a colleague is delegating workflows to them. Upon taking note of this, the delegatee can choose Mark
as Read, which makes the Upcoming Delegation card disappear from the screen. The delegatee has the option
of refusing delegation; for this they need to choose Decline Delegation in the respective workflow request.

Manage Concurrent Employment: Test Script

Prerequisites PUBLIC 9
  Note

Once you want to remove the auto-delegation of your workflow requests, move in the Delegate My
Workflows dialog box the Auto-Delegation slider button to the left and choose Save.

2.5 Install Mobile App (Optional)

Before mobile related process steps can be executed, you first need to install and activate the SAP
SuccessFactors Mobile App on your mobile device. Afterwards there are four ways to activate the SAP
SuccessFactors Mobile App on mobile devices. This document describes the Activation via QR Code only.
For the other ways and for more deployment information on how to set up the Mobile application, refer to the
Mobile Deployment Guide available on the SAP Help Portal for SAP SuccessFactors Mobile.

To install and activate the SAP SuccessFactors Mobile application using the QR code proceed as follows:

1. Load the Mobile App SuccessFactors from your App Store to your mobile device.

2. Open the App.

3. Tap Add in the upper left corner.

4. Tap Logon with QR Code.

5. Go to the instance logon screen on your desktop.

6. Click Activate Mobile App Using QR Code.

7. Scan the QR Code with your Mobile device.

8. Once the QR Code is validated, the User License screen appears on your mobile device. Read the End User
License Agreement (EULA) and make the appropriate selections on the mobile device to accept the User
License Agreement.

9. The user, who needs to execute the first process steps on the mobile, logs on to the Mobile App with userID
and password.

10. The SAP SuccessFactors mobile application is now activated. The corresponding user profile is added.

 Note

For testing purpose, you can use one mobile device for different business roles involved in this process. To
realize this, repeat steps 3-9 with different users to get all user profiles listed in your SuccessFactors App.

In this case you need to set the More Profiles settings for the first user:

1. Logon with the userID of the first role.

2. Go to More → Profile.

3. In the Header on the right tap on the Settings icon.

4. Enable More Profiles.

Manage Concurrent Employment: Test Script

10 PUBLIC Prerequisites
  Note

The description in this process is based on the use of the Mobile App on iPhone.

The SuccessFactors App also supports iPad usage. Additionally the Android platform is supported. Be
aware that the interfaces may slightly differ.

 Note

For more information refer to the Configuration Guide for Employee Central Core, chapter Enable Mobile
Features of SAP SuccessFactors App.

Manage Concurrent Employment: Test Script

Prerequisites PUBLIC 11
3 Overview Table

This scope item consists of several process steps provided in the table below:

Business Transac-
Process Step Role tion Expected Results

Create Concurrent Employment Record (Sub-Process) [page 15]

Create Concurrent Em- HR Admin- Company Data related to the concurrent employment of an employee have
ployment [page 15] istrator Instance been entered into the system. A workflow has been triggered and
URL sent for approval to the line manager of the employee in the secon-
dary employment to be created.

Approve Concurrent Em- Line Man- Company The concurrent employment creation has been approved. The con-
ployment Creation [page ager (in Instance current employment has become effective in the system. For each
30] concurrent URL or employment in addition to the first employment, the system auto-
employ- Mobile matically assigns another user name and user ID to the employee,
ment to be App which can be used for single-sign on.
created)

Send Email Notification Back- - An email has been sent out to the line manager of the employee in
about Concurrent Employ- ground the primary employment, notifying him or her about the approval of
ment Creation [page 33] the concurrent hire creation for a direct report.

Receive Email Notification Line Man- outside The line manager of the employee in the primary employment has
about Concurrent Employ- ager (in pri- software received an email notification about the concurrent employment
ment Creation [page 34] mary em- created for one of his or her direct reports.
ployment)

Update Employee Concur- Back- - The position, to which the employee is assigned to in his or her
rent Employment Position ground concurrent employment, is updated automatically upon approval of
(if Position Management the concurrent employment creation.
implemented) [page 35]

View Employee Concur- HR Admin- Company The details of the position, the employee is assigned to in his or her
rent Employment Position istrator Instance concurrent employment, have been viewed in the position org chart.
Details (if Position Man- URL
agement implemented)
[page 35]

View Employee Concur- HR Admin- Company The details of the concurrent (secondary) employment of the em-
rent Employment Details istrator Instance ployee have been viewed.
[page 37] URL

Manage Concurrent Employment: Test Script

12 PUBLIC Overview Table
 Business Transac-
Process Step Role tion Expected Results

View my Employee File Employee Company The employee has viewed his or her data as maintained by the HR
[page 40] Instance administrator.
URL

Maintain Concurrent Employment (Optional Sub-Process) [page 42]

Maintain Concurrent Em- HR Admin- Company Changes to the concurrent employment of an employee have been
ployment Details [page istrator Instance entered into the system. A workflow has been triggered and sent
42] URL for approval to the line manager of the employee in that concurrent
employment.

Approve Concurrent Em- Line Man- Company The change in the details of a concurrent employment has been
ployment Maintenance ager (in Instance approved. The changes become effective in the system.
[page 45] concurrent URL or
employ- Mobile
ment to be App
changed)

Terminate Concurrent Employment (Optional Sub-Process) [page 48]

Terminate Secondary Em- HR Admin- Company The termination-related data of the concurrent (secondary) em-
ployment [page 49] istrator Instance ployment of an employee has been entered into the system. A work-
URL flow has been triggered and sent for approval to the line manager of
the employee in that concurrent employment.

Approve Secondary Em- Line Man- Company The termination of the employee’s secondary employment has been
ployment Termination ager (in Instance approved. The employee has status Terminated for the secon-
[page 54] concurrent URL or dary employment starting the first day after the termination date.
employ- Mobile
ment to be App
termi-
nated)

Update Secondary Em- Back- - The position, to which the employee was assigned to in his or her
ployment Position (if Po- ground secondary employment, is updated automatically upon approval of
sition Management imple- the secondary employment termination.
mented) [page 58]

View Secondary Employ- HR Admin- Company The details of the position the employee was assigned to during his
ment Position Details (if istrator Instance or her secondary employment have been viewed.
Position Management im- URL
plemented) [page 58]

View Terminated Secon- HR Admin- Company The details of the terminated concurrent (secondary) employment
dary Employment Details istrator Instance of the employee have been viewed.
[page 60] URL

Manage Concurrent Employment: Test Script

Overview Table PUBLIC 13
 Business Transac-
Process Step Role tion Expected Results

Terminate Main Employ- HR Admin- Company The termination-related data of the main employment of an em-
ment for Concurrent Em- istrator Instance ployee has been entered into the system. The employee has status
ployment (Optional) [page URL Terminated for the main employment starting the first day after
62] the termination date.

Manage Concurrent Employment: Test Script

14 PUBLIC Overview Table
4 Test Procedures

This section describes the test procedures for each process step that belongs to this scope item.

In the following, we split this chapter into three main subchapters, each of which describing the procedure for
the appropriate sub-process:

• Create Concurrent Employment Record

• Maintain Concurrent Employment
• Terminate Concurrent Employment.

4.1 Create Concurrent Employment Record (Sub-Process)

A concurrent employment is a second employment for an employee in the same company. An employee can
have one main employment and multiple secondary employments in the system.

The HR Administrator creates a concurrent employment record for the employee. This request needs to
be approved by the Line Manager of the employee in this second employment. Once the request has been
approved, another user name and user ID is assigned to the employee. The employee can check in the system
the information related to his or her main and secondary employment.

 Note

You can make use of the Hire Date Correction feature to change the hiring date in the employee’s
concurrent employments. For details, refer to the SAP Knowledge Base Article 2636395 .

4.1.1 Create Concurrent Employment

Purpose

The employee has applied for a second employment in the company. The HR Administrator creates a
concurrent employment for the employee by entering appropriate data into the system.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 15
Prerequisites

An employee can apply to a concurrent employment in the company only in case he or she is not a fulltime
employee in the employment he or she already has. In case he or she is already a fulltime employee, the
existing employment record needs to be adapted accordingly. Details are given here [page 6].

 Caution

Pay attention that when adding a concurrent employment, the system does not automatically check the
value of field FTE in the employee’s existing employment. No error message will be issued during creation
of concurrent employment in case the sum of FTE values of all employments of the employee exceeds 1.
Hence, it is the responsibility of the HR Administrator to check the value of field FTE in the employee’s
existing employment before adding a concurrent employment for that employee. In case FTE is already 1,
the job information needs to be adapted.

Procedure

Tes
Pas
t Test
Ste Step User Entries: Field Name: User s/
p # Name Instruction Action and Value Expected Result Fail

1 Log on Log on to the Employee Central instance as The Home page is

HR Administrator. displayed.

2 Search In the Search for actions or people text box, The autocomplete
Em- located in the top right corner of the screen, functionality sug-
ployee enter the name or name parts of the em- gests a list of em-
ployee for whom you want to create a con- ployees matching
current employment. your search criteria.

3 Select Select the appropriate employee from the re- You are directed to
Em- sult list. the Employee Files
ployee page, in which the
profile of the em-
ployee is displayed.

4 Select In the top right corner of the screen, choose The Add Concurrent
Action Actions. From the dropdown menu that ex- Employment for
to be pands, select Add: Concurrent Employment. <employee name>
Per- screen is displayed.
formed

Manage Concurrent Employment: Test Script

16 PUBLIC Test Procedures
 Tes
Pas
t Test
Ste Step User Entries: Field Name: User s/
p # Name Instruction Action and Value Expected Result Fail

5 Enter In the Concurrent Employment Details block, Hire Date: select an appropriate
Con- make the following entries: date from the calendar help
current
Em-  Note
ploy- In order to view the con-
ment current employment imme-
Details diately in the org chart, we
recommend using as hire
date today's date or an ear-
lier date.

New Concurrent Employment:

select from the dropdown list
the same company as the one
of the employee's other em-
ployment

Event Reason: select

Concurrent Hire
(CONHIRE) from the drop-
down list

Is Contingent Worker: select

No from the dropdown list

 Note
This field is visible only
if Contingent Workforce
Management has been im-
plemented in your instance.

6 Con- Choose Continue. Several sections in

tinue the Add Concurrent
Employment for
<employee name>
screen are ex-
panded.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 17
Tes
Pas
t Test
Ste Step User Entries: Field Name: User s/
p # Name Instruction Action and Value Expected Result Fail

7 Enter In the Secondary Employments for all Set as secondary employment

Secon- SuccessFactors Processes block, located in for all SuccessFactors
dary the Secondary Employment Information sec- processes?: select from the
Em- tion, make the following entry: dropdown list, for example
ploy- Yes if the new employment is
ment a secondary employment
Infor-
mation  Note
Select No if the new em-
ployment should become
the main employment. The
existing main employment
becomes then automati-
cally a secondary employ-
ment.

8 Con- • In case Position Management has been

tinue implemented in your instance, continue
with Option 1 [page 18].
• In case Position Management has not
been implemented in your instance,
continue with Option 2 [page 22].

OPTION 1: Position Management is implemented

Tes
t
Pass
St Test
ep Step User Entries: Field Name: User Ac- /
# Name Instruction tion and Value Expected Result Fail

9 Enter In the Position Position: select from the dropdown list Several fields related to organizational
Position Information block information and job information will be
Infor- of the Job  Note auto populated from the position based
mation Information sec- After having selected the posi- on the propagation rule configured in
of Con- tion, make the fol- tion, you can choose the View Org the instance.
current lowing entries: Chart icon next to this field to
Employ- view details on the position in the
ment org chart.

Position Entry Date: read-only field Upon submitting the record, the value
will be automatically filled with the hire
date in the concurrent employment.

Manage Concurrent Employment: Test Script

18 PUBLIC Test Procedures
 Tes
t
Pass
St Test
ep Step User Entries: Field Name: User Ac- /
# Name Instruction tion and Value Expected Result Fail

10 Enter In the Company: value selected for field New

Organi- Organizational Concurrent Employment is defaulted;
zational Information block leave as is
Infor- of the Job
mation Information sec- Business Unit: defaulted based on the
of Con- tion, make the fol- selected Position; read-only field
current lowing entries:
Division: defaulted based on the se-
Employ-
lected Position; read-only field
ment

Department: defaulted based on the

selected Position; read-only field

Location: defaulted based on the se-

lected Position; leave as is

 Note
This information is needed for
some countries/regions, because
based on the geo zone defined
for the location, the range pen-
etration in the Compensation
Information block will be deter-
mined.

Timezone: defaulted based on value in

field Location; leave as is

Cost Center: defaulted based on the

selected Position; leave as is

11 Enter In the Job Supervisor: defaulted based on the In case the higher-level position has no
Job In- Information block selected Position (via the higher-level incumbent yet, the system determines
forma- of the Job position); leave as is the next available supervisor from the
tion of Information sec- position hierarchy and the employee
Concur- tion, make the fol- will report in the concurrent employ-
rent lowing entries: ment to this supervisor (line manager).
Employ-
ment  Note Job Classification: defaulted based on
the selected Position; read-only field
To obtain the
complete list of
Global Job Title: defaulted based on
fields within
value entered in field Position; read-
only field

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 19
Tes
t
Pass
St Test
ep Step User Entries: Field Name: User Ac- /
# Name Instruction tion and Value Expected Result Fail

the block, you Position Title: defaulted based on the

selected Position; read-only field
need to choose
at the bottom Pay Grade: defaulted based on the se-
of the block lected Position; leave as is
Show <#>
more fields. Standard Weekly Hours: defaulted
based on the selected Position; adapt
 Note if appropriate

In case Contin-  Note

gent Work-
force Manage- You need to ensure that the sum

ment has been of standard weekly hours of all

implemented employments of the employee

in the instance, does not exceed the maximum

avoid using the allowed value in your country/re-

employee class gion.

and employ-
ment type as Working Days Per Week: enter as ap-
defined in the propriate
selected coun-
try/region for FTE: defaulted based on the selected
contingent Position; read-only field
workers.
 Note
In case you have adapted the
value of field Standard Weekly
Hours, the FTE value will also be
automatically adapted.

In case the Standard Weekly

Hours lead accidentally to a FTE
value greater than 1, the error
message "Error: You are
not allowed to have
FTE greater than 1" is is-
sued. You need to correct this,
otherwise the concurrent employ-
ment record cannot be submit-
ted.

Employee Class: defaulted based on

the selected Position; leave as is

Manage Concurrent Employment: Test Script

20 PUBLIC Test Procedures
 Tes
t
Pass
St Test
ep Step User Entries: Field Name: User Ac- /
# Name Instruction tion and Value Expected Result Fail

Employment Type: defaulted based on

the selected Position; leave as is

Enter other data as required in the

country/region where the company
of the employee’s concurrent employ-
ment is registered.

 Note
In case the Employee Central
Core content has been deployed
with the SAP Best Practices solu-
tion, you can refer to process step
Enter Hiring Data of scope item
Manage Hire/Rehire (FJ0).

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 21
Tes
t
Pass
St Test
ep Step User Entries: Field Name: User Ac- /
# Name Instruction tion and Value Expected Result Fail

12 Enter In case the Time Enter data as appropriate.

Time Off Off content has al-
Infor- ready been imple-
mation mented in the in-
of Con- stance, the Time
current Information block
Employ- will be available
ment for maintenance,
(Op- too, containing
tional) fields Time Profile,
Holiday Calendar,
and Work Schedule.

In case also the

Time Sheet con-
tent has already
been implemented
in the instance,
in addition to the
above-mentioned
fields, following
fields are displayed
for maintenance:
Time Recording
Profile, Time
Recording Variant,
Time Recording
Admissibility, and
Default Overtime
Compensation
Variant.

13 Enter Enter data in other In case the Employee Central Core Continue with test step # 14 [page
Other blocks if applicable. content has been deployed with the 28].
Data SAP Best Practices solution, you can
refer to process step Enter Hiring Data
of scope item Manage Hire/Rehire
(FJ0).

OPTION 2: Position Management is not implemented

Manage Concurrent Employment: Test Script

22 PUBLIC Test Procedures
 Pass
Test
Step Test Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

9 Enter Organi- In the Company: value selected

zational Infor- Organizational for field New Concurrent
mation of Information Employment is defaulted; leave
Concurrent block of the Job as is
Employment Information sec-
tion, make the Business Unit: select from the
following entries: dropdown list

Division: select from the drop-

down list

Department: select from the

dropdown list

Location: select from the drop-

down list

 Note
For some countries/re-
gions, you need to fill this
field, because based on the
geo zone defined for the
location, the range penetra-
tion in the Compensation
Information block will be de-
termined.

Timezone: defaulted based on

value entered in field Location;
read-only field

Cost Center: select from the

dropdown list

10 Enter Job In- In the Job Supervisor: start typing the

formation of Information name of the line manager in
Concurrent block of the Job concurrent employment into the
Employment Information sec- field and select the appropriate
tion, make the person from the list suggested
following entries: by the autocomplete functional-
ity
 Note
Job Classification: select from Several fields in the Job Information
To obtain
the dropdown list block will be auto populated based on
the com-
the propagation rule configured in the
plete list of
instance.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 23
 Pass
Test
Step Test Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

fields within Global Job Title: defaulted

the block, based on the selected Job
you need to Classification; read-only field
choose at
the bottom Local Job Title: for some
of the block countries/regions defaulted
Show <#> based on the selected Job
more fields. Classification

Pay Grade: defaulted based on

the selected Job Classification;
leave as is

Standard Weekly Hours: de-

faulted as follows:

• if standard weekly hours

are maintained for the se-
lected Location, then this
value is defaulted here;
adapt if required
• if no standard weekly hours
are maintained for the se-
lected Location, then the
value as maintained for the
selected Company (legal
entity) is defaulted here;
adapt if required.

 Note
You need to ensure
that the sum of stand-
ard weekly hours of
all employments of the
employee does not ex-
ceed the maximum al-
lowed value in your
country/region.

Working Days Per Week: enter as

appropriate

Manage Concurrent Employment: Test Script

24 PUBLIC Test Procedures
 Pass
Test
Step Test Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

FTE: read-only field and de-

faulted as follows:

• if standard weekly hours

are maintained for the se-
lected Location, then FTE is
defaulted from the location
• if no standard weekly hours
are maintained for the se-
lected Location, then FTE
is defaulted from the com-
pany (legal entity)

 Note
In case you have
adapted the value of
field Standard Weekly
Hours, the FTE value
will also be automati-
cally adapted.

In case the Standard

Weekly Hours lead ac-
cidentally to a FTE
value greater than
1, the error mes-
sage "Error: You
are not allowed
to have FTE
greater than 1"
is issued. You need
to correct this, other-
wise the concurrent
employment record
cannot be submitted.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 25
 Pass
Test
Step Test Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

Employee Class: select from the

dropdown list

 Note
In case Contingent Work-
force Management has
been implemented in the in-
stance, avoid using the em-
ployee class as defined in
the selected country/region
for contingent workers.

Employment Type: select the

from dropdown list

 Note
In case Contingent Work-
force Management has
been implemented in the in-
stance, avoid using the em-
ployee class and employ-
ment type as defined in the
selected country/region for
contingent workers.

Enter other data as required

in the country/region where
the company of the employee’s
concurrent employment is reg-
istered.

 Note
In case the Employee Cen-
tral Core content has been
deployed with the SAP Best
Practices solution, you can
refer to process step Enter
Hiring Data of scope item
Manage Hire/Rehire (FJ0).

Manage Concurrent Employment: Test Script

26 PUBLIC Test Procedures
 Pass
Test
Step Test Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

11 Enter Time In case the Time Enter data as appropriate.

Off Informa- Off content has
tion of Con- already been im-
current Em- plemented in the
ployment instance, the
(Optional) Time Information
block will be
available for
maintenance,
too, containing
fields Time
Profile, Holiday
Calendar, and
Work Schedule.

In case also the

Time Sheet con-
tent has already
been imple-
mented in the in-
stance, in addi-
tion to the
above-men-
tioned fields, fol-
lowing fields are
displayed for
maintenance:
Time Recording
Profile, Time
Recording
Variant, Time
Recording
Admissibility,
and Default
Overtime
Compensation
Variant.

12 Enter Other Enter data in In case the Employee Cen- Continue with test step # 14 [page 28].
Data other blocks if tral Core content has been de-
applicable. ployed with the SAP Best Prac-
tices solution, you can refer to
process step Enter Hiring Data
of scope item Manage Hire/Re-
hire (FJ0).

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 27
After having entered the job information of the employee in the concurrent employment, you can enter other
details, as follows:

Test
Step Test Step User Entries: Field Name: Pass
# Name Instruction User Action and Value Expected Result / Fail

14 Enter Job Re- In the Job Relationships block Relationship Type: select HR
lationships of the Job Relationships sec- Manager from the drop-
tion, choose + Add. The edita- down list
ble fields show up and you can
enter following information: Name: start typing the name
of the HR business partner
 Note into the field and select the
appropriate person from the
Select, if possible, an HR
list suggested by the auto-
manager from the same
complete functionality
location as the employee.

 Caution
In case Position Manage-
ment has been deployed
in your instance, and the
HR Manager position has
been maintained already
at position level, you must
not enter data in the Job
Relationships block.

15 Enter Com- In the Compensation Pay Group: select from the

pensation In- Information block of the dropdown list
formation Compensation Information
section, make the following Is Eligible For Car: select
entries: from the dropdown list

In the Compensation block of Pay Component: select from

the Compensation Information the dropdown list a value
section, choose + Add. The that fits to the Pay Group
editable fields show up and
you can enter following infor- Amount: enter as appropri-
mation: ate

Currency: currency of the

country/region, where the
company is registered, is de-
faulted; leave as is

Frequency: defaulted based

on chosen Pay Component;
leave as is

Manage Concurrent Employment: Test Script

28 PUBLIC Test Procedures
 Test
Step Test Step User Entries: Field Name: Pass
# Name Instruction User Action and Value Expected Result / Fail

If appropriate, add a Pay

Component related to re-
curring payments. For this,
choose in the Compensation
block + Add, select an appro-
priate Pay Component, and
enter data as appropriate.

 Note
You can also define
end dates for these
payments. For this,
choose the Define End
Dates link located next
to the title of the
block (Compensation).
In the upcoming Pay
Component End Dates
dialog box, select for the
appropriate pay compo-
nent an End Date from
the calendar help.

16 Submit Data Choose Submit. The Confirm Request dialog

box displays on the screen.

17 Enter Com- In the dialog box, enter an ap-

ment to Re- propriate comment to your re-
quest quest.

18 Check Ap- In the dialog box, choose the The employee’s line man-
prover(s) Show Workflow Participants ager in the secondary em-
link to verify the approver(s) of ployment, which is to be cre-
the request. ated with this request, is
shown as approver. The em-
ployee’s line manager in the
primary employment will re-
ceive an email notification
once the request has been
approved.

19 Submit Choose Submit. The Your changes were

Workflow successfully saved dialog
box displays on the screen.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 29
Test
Step Test Step User Entries: Field Name: Pass
# Name Instruction User Action and Value Expected Result / Fail

20 Return to Choose OK. You return to the employ-

Employee ee’s profile. The message
Profile Concurrent Hire pending
approval (mm/dd/yy) is dis-
played in several subsec-
tions, in which data for the
concurrent employment has
been maintained (for exam-
ple, in the Job Information,
Organizational Information,
and Compensation
Information subsections).

The workflow has been sent

to the next processor.

 Note
In case the email ad-
dress of the employ-
ee’s line manager in
the secondary employ-
ment is maintained in
the system, he or she
receives an automatic
email about the work-
flow item needing his or
her attention.

4.1.2 Approve Concurrent Employment Creation

Purpose

The Line Manager of the employee in the new employment approves the concurrent employment added for
that employee. The approval is needed in order for the concurrent employment to take effect in the system.

Manage Concurrent Employment: Test Script

30 PUBLIC Test Procedures
Procedure

Pass
Test
Step Test Step /
# Name Instruction Expected Result Fail

1 Log on Log on to the Employee Central instance as The Home page is displayed.
Line Manager of the employee in the new con-
In the Approvals section, the Concurrent Hire
current employment to be created.
> <employee name> card is displayed. Details,
like validity start date of the concurrent employ-
ment, as well as the date and person who sub-
mitted the request, are shown in this card.

 Note
If there are several requests of the same
category (Employee Change Requests, in
this case) to be approved, the View All link
displays on the card as well. The card of
the request, which was submitted latest, is
displayed.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 31
 Pass
Test
Step Test Step /
# Name Instruction Expected Result Fail

2 Select In the Approvals section, choose the The Employee Files > Workflow Details page
Request Concurrent Hire > <employee name> card. opens in a new window. It is divided in several
sections:
 Note
• The Do you approve this request? section
In case there are several requests re- contains a short overview of the request, its
lated to changes in employee data that initiator, and the workflow participants.
you need to approve, the View All
• The Employment Details section contains
link displays in the <event reason> >
details to the start date and company of
<employee name> card. Choose that link;
the concurrent employment. Below this
the Employee Change Requests (#) di-
section, several sections are collapsed to-
alog box displays, containing cards for
gether, where data has been entered dur-
each request. Choose the appropriate
ing process step Create Concurrent Em-
Concurrent Hire > <employee name>
ployment. These sections are, for exam-
card.
ple, Secondary Employment Information,
Job Information, Job Relationships,
 Note Compensation Information, and so on.

In case there is a higher number of • In the Comment section, you can post your

cards in the dialog box, you can filter remarks to the request.

for the appropriate request as follows: • On the right part of the screen a short pro-
in the Employee Change Requests (#) di- file of the employee, for whom a concurrent
alog box, choose the View complete list employment should be created is given,
of tasks icon. The My Workflow Requests as well as administrative details to the re-
(#) page opens in a new screen. If ap- quest initiation. By choosing the <employee
propriate, choose More, to have the com- name> link, you can directly open the em-
plete list of requests. Choose the Filter ployee file. Choose the browser Back to go
(cone) icon to search for the request you back to the Workflow Details screen.
need to approve. In the upcoming filter
criteria fields, make entries as appropri-
ate. For example, for Request Type enter
Add Employment Details and in
Requested For enter the name of the em-
ployee for whom the concurrent employ-
ment is to be created. Then choose Apply.
In the result list, choose the appropriate
Concurrent Hire for <employee name>
link.

3 Review Review the details in the other section(s), The data related to the concurrent employment
Request where data has been maintained. For this, you has been reviewed and is ready for approval.
can either expand the appropriate sections
one by one, or choose the Show details for
all... link, to expand all sections at once.

Manage Concurrent Employment: Test Script

32 PUBLIC Test Procedures
 Pass
Test
Step Test Step /
# Name Instruction Expected Result Fail

4 Approve If everything is fine, choose Approve to ap- The system generates a message about the suc-
Request prove the concurrent employment for the em- cessful saving of the changes. The request card
ployee. disappeared from the Approvals section.

 Note
If appropriate, you can process other re-
quests as per your requirement. Once there
is no request left for you to approve, the
Approvals section will no longer be visible
on your Home page.

The concurrent employment becomes effective

the date as entered in the system and can be
viewed by the HR Administrator.

The system automatically assigns another user

name and user ID to the employee. The person
ID (external) remains unchanged.

 Note

If required, you can also send the request back to the HR Administrator for further details. In this case, it is
recommended to add a comment explaining your decision. The HR Administrator can then either adapt the
request and resubmit it for approval or cancel it.

 Note

In case the Employee Central Core content in your instance has been deployed with the SAP Best
Practices solution: on the first day of the concurrent employment, the employee's Line Manager in this
employment needs to specify in the system, if the employee did show up as expected. Depending on the
attendance/non-attendance, different subsequent processes are triggered. You can refer for details to test
script of scope item Manage Hire/Rehire (FJ0), chapter Manage Hire.

4.1.2.1 Send Email Notification about Concurrent

Employment Creation

Purpose

After the concurrent employment creation induced by the HR Administrator for an employee has been
approved, an email notification with subject "The Add Employment Details action for <employee

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 33
name> has completed.” is sent out to the Line Manager of the employee in his or her the primary
employment.

Prerequisites

The email address of the line manager of the employee’s primary employment needs to be maintained in the
employee file in the Contact Information block (located in the Contact Information subsection).

Procedure

This is an automated step, and no manual execution is required.

4.1.2.2 Receive Email Notification about Concurrent

Employment Creation

Purpose

The Line Manager of the employee in his or her primary employment has received an email notification
informing him or her, that the concurrent hire action has been completed for a direct report.

Procedure

This is an automated step, and no manual execution is required.

Result

Continue in the process execution as follows:

• In case Position Management is implemented in your instance, continue in the process execution with
process step Update Employee Concurrent Employment Position (if Position Management implemented)
[page 35] and subsequent.
• Otherwise, continue in the process execution with process step View Employee Concurrent Employment
Details [page 37] and subsequent.

Manage Concurrent Employment: Test Script

34 PUBLIC Test Procedures
4.1.2.3 Update Employee Concurrent Employment Position
(if Position Management implemented)

Purpose

 Caution

This process step is relevant only if Position Management has been implemented in your Employee Central
instance.

After the concurrent employment creation induced by the HR administrator for an employee has been
approved, the position he or she is assigned to in the concurrent employment, is updated automatically with
high-level information of the incumbent. This is visible in the position org chart.

Prerequisites

Position Management is implemented in the Employee Central instance.

Procedure

This is an automated step, and no manual execution is required.

4.1.3 View Employee Concurrent Employment Position

Details (if Position Management implemented)

Purpose

 Caution

This process step is relevant only if Position Management has been implemented in your Employee Central
instance.

The HR Administrator views if the position, to which the employee has been assigned in his or her concurrent
employment, has been updated as expected.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 35
Prerequisites

Position Management is implemented in the Employee Central instance.

Procedure

Test Test
Step Step Pass
# Name Instruction Expected Result / Fail

1 Log on Log on to the Employee Central instance as HR Ad- The Home page is displayed.
ministrator.

2 Go to From the Home dropdown, select Company Info. The Company Info screen is displayed
Com- containing by default the Org Chart
pany Info based on the logged-in user.

3 Search Choose the Position Org Chart tab. The position hierarchy starting from the
Em- selected position and containing one
In the Search By field, select value Positions from
ployee level below, if existing, is displayed.
the dropdown list. In the Search field, select from the
Position
dropdown list the position on which the employee has
been hired as concurrent employment.

 Note
If the concurrent employment of the employee
is already active in the system on the day you
execute this process step, you can search for the
position also as follows:

In the Search By field, select value People from

the dropdown list. In the Search field, enter name
or name parts of the employee. Select the appro-
priate employee from the list of suggested per-
sons.

In the As Of field, select from the calendar help the

hire date of the employee on the concurrent employ-
ment (or any other date after that date).

4 View Em- Verify that the number of current incumbents (visible

ployee in <current #>/<target #>FTE) has increased accord-
Position ingly, for example by 0.5, and the employee’s name
High- is visible in the position rectangle. In addition, in case
Level the number of target FTEs has been reached, the To
Data be hired icon should not be visible anymore.

Manage Concurrent Employment: Test Script

36 PUBLIC Test Procedures
 Test Test
Step Step Pass
# Name Instruction Expected Result / Fail

5 View Em- To view data of the position, click in the position org The Position: dialog box displays, con-
ployee chart on the position. In the upcoming side panel, taining the position details. If the FTE
Position next to as of <selected date>, choose Show Details. value has been reached by hiring the
Data employee, the field To Be Hired has
turned automatically to No. The date
of change (visible in field Start Date)
coincides with the hiring date of the em-
ployee in the concurrent employment.

6 Close When done, choose X (Cancel).

Window

7 View To view the current holder of the position, click in the The menu is expanded, and high-level
Current position org chart on that position and in the upcom- details of the incumbent are shown.
Incum- ing side panel next to it choose Incumbent Details.
bent

8 Close When done, choose X (Close).

Side
Panel

9 View Em- Choose the Org Chart tab. The employee is shown in a graphical
ployee mode.
Org
Chart If needed, you can go several levels up in the hierarchy
to see the employee’s line manager and peers.

The existence of a matrix manager of the employee is The matrix manager’s name is shown in
marked by a Gamma + 1 Matrix Manager sign. Click on an upcoming callout.
this sign.

In this callout, choose the View Org Chart link. You are directed to the organizational
chart of this person. The matrix relation-
ship between the matrix manager and
the employee is represented by a dotted
line.

4.1.4 View Employee Concurrent Employment Details

Purpose

The HR Administrator views the details of the newly created concurrent employment of the employee.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 37
Procedure

Pass
Test
Step Test Step /
# Name Instruction Expected Result Fail

1 Log on Log on to the Employee Central instance as HR The Home page is displayed.
Administrator.

2 Search Em- In the Search for actions or people text box, The autocomplete functionality suggests a list
ployee located in the top right corner of the screen, of employees matching your search criteria.
enter the name or name parts of the employee
whose concurrent employment data you want
to view.

3 Select Em- Select the appropriate employee from the re- You are directed to the Employee Files page,
ployee sult list. in which the primary (main) employment is
displayed per default.

In the Header, below the employee’s name, a

radio button for each employment of the em-
ployee is displayed, which allows you to switch
between the details of the primary and the
secondary employments. The primary (main)
employment is marked with a star.

4 View Con- In the Header, below the employee’s name, The new user name assigned to the employee
current Em- check the radio button next to the secondary for the selected concurrent employment is
ployment (concurrent) employment, for which you want visible next to the employee’s name in the
Details to view the details. Header. The employee profile appropriate for
the concurrent employment selected is dis-
 Note played.

In case the employee has several concur-

rent employments at the same time, not
all might be visible as radio buttons. In
this case, you might need to choose the
More link below the last radio-button. The
Select Assignment For Viewing dialog box
is displayed, containing a radio button for
each employment of the employee. To
view a particular assignment of the em-
ployee, check the appropriate radio but-
ton and choose OK.

Manage Concurrent Employment: Test Script

38 PUBLIC Test Procedures
 Pass
Test
Step Test Step /
# Name Instruction Expected Result Fail

Check that the data visible in the Employment Data matches to what was maintained when
Information section and possibly Time adding the new concurrent employment.
Management section match to what was main-
tained when adding the new concurrent em-  Note
ployment. If Position Management has been im-
plemented in your instance: the value
in field Time In Position (located in
the Position Information block of the
Organizational Information subsection)
has been auto-calculated by the system.

In the Employment Information section, scroll

to the Employment Details subsection. Verify
that in the Primary or Secondary Employment
Information block, field Is Primary Employment
for all SuccessFactors processes? has value
No.

 Note
For the main employment, this field has
value Yes.

5 Jump to To view the the employee in the Org Chart You are directed to the Org Chart tab located
Org Chart of his or her concurrent employment, choose in the Company Info screen. The employee
Actions → Jump To section → Org Chart. is shown in graphical mode in the organiza-
tional chart of the concurrent employment.
 Note The number of concurrent employments, in

The Actions button is located in the top addition to the one shown in the org chart, is

right corner of the screen. shown on the bottom of the employee card.

 Note
Depending on the frequency, the sync job
is scheduled with, it might take some mi-
nutes till the employee is visible in the
Org Chart with the second employment.
In this case the system message Could
not retrieve data for this
user is displayed. If the error persists,
refer to the SAP Knowledge Base Article
2227861 to overcome the error.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 39
 Pass
Test
Step Test Step /
# Name Instruction Expected Result Fail

6 Verify Org To view the hierarchy, in which the employee is The line manager and peers of the employee
Chart embedded, choose Up One Level. in his or her concurrent (secondary) employ-
ment are displayed in the organizational chart.

7 View De- In case the employee has multiple secondary

tails of employments, you can opt to view the details
other Con- of these as well. In the Header, check the ra-
current Em- dio-button next to the concurrent (secondary)
ployment employment and proceed as described in test
(Optional) steps # 4 to # 6.

 Note

If the employee has submitted his or her payment information for the concurrent employment, you can
enter them into the system. For this, choose in the Payment Information block of the Employee Files
page the Pencil (Edit Payment Information) icon. In the upcoming fields, select Pay Type Main Payment
Method and make entries as appropriate. If appropriate, you can add additional payment information
records, by choosing Add.

 Note

For the concurrent (secondary) employment, same actions can be performed like for the main
employment.

In case the Time Off content has been implemented in the SAP SuccessFactors Employee Central instance,
the employee can request time off.

In case, in addition to the Time Off content, the Time Sheet content has also been implemented in the SAP
SuccessFactors Employee Central instance, the employee can record working time.

4.1.5 View my Employee File

Purpose

Based on the permissions granted to the employee, the Employee can view some of the data related to
his or her concurrent employment. As the data in the Personal Information section is the same for all the
employments, the Employee needs to mainly check the data in the Employment Information section, as it
differs from employment to employment.

Manage Concurrent Employment: Test Script

40 PUBLIC Test Procedures
  Note

The person ID (external) remains unchanged.

Procedure

Test
Step Test Step Pass
# Name Instruction Expected Result / Fail

1 Log on Log on to the Employee Central instance as Em- The Home page appropriate for the user
ployee, for example with the login credentials re- name you have used, is displayed.
lated to your first employment.
 Note
 Note In the top-right corner, next to your
name, the Current Employments icon
For each employment in addition to the first
is displayed. You can hover the mouse
employment, the system automatically as-
over it to see with which employment
signs another user name and user ID to the you are logged into the instance. In
employee. You can use them for single-sign case your first employment is the
on as well. main employment, the information
displayed will be As: <Job Code>,
<Location>, (Main Employment).

2 Access From the Home dropdown, select My Employee Your profile is displayed.
your Em- File.
ployee File

3 View your View the data available as per your permissions,

Employee for example Personal Information, Employment
File Information, and so on.

4 Go to Con- Switch to the Home page related to another (con- The Home page appropriate for the
current Em- current) employment. For this, choose the Current selected concurrent employment is dis-
ployment Employments icon. In the upcoming dropdown played.
record menu, your existing employments are listed; the
main employment being marked with a star. Se-
lect the <Job Code>, <Location> of your concur-
rent employment.

5 View Con- From the Home dropdown, select My Employee Your profile is displayed.
current Em- File.
ployment
Details

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 41
Test
Step Test Step Pass
# Name Instruction Expected Result / Fail

Go to the Employment Information section and Your data is as expected.

check that the Job Information, Organizational
Information, and Job Relationships subsections re-  Note
flect the data related to your concurrent employ- If Position Management has been
ment, like for example, organizational units, line implemented in your instance, check
manager, and HR business partner. also the position you are assigned to
in your concurrent employment.

 Note

You can add payment information for your concurrent employment as follows:

• Choose in the Payment Information block the Pencil (Edit Payment Information) icon.
• In the upcoming fields, select Pay Type Main Payment Method and make entries as appropriate.
• If appropriate, you can add additional payment information records, by choosing Add.

4.2 Maintain Concurrent Employment (Optional Sub-

Process)

When an employee has multiple employments, the employments are classified as being either the main
employment or a secondary employment. Once the employee is available in the system with multiple person
ids, the first person id by default is set as the main employment. This can be changed as per requirements.

4.2.1 Maintain Concurrent Employment Details

Purpose

The HR Administrator changes the classification of a concurrent employment, for example from secondary to
primary.

Manage Concurrent Employment: Test Script

42 PUBLIC Test Procedures
Prerequisites

To change the classification of a concurrent employment from primary to secondary, or vice versa, both
employments must exist in the system.

Procedure

Test
Step Test Step Pass
# Name Instruction Expected Result / Fail

1 Log on Log on to the Employee Central instance as HR The Home page is displayed.
Administrator.

2 Search Em- In the Search for actions or people text box, The autocomplete functionality suggests a
ployee located in the top right corner of the screen, list of employees matching your search crite-
enter the name or name parts of the employee ria.
whose data you want to maintain.

3 Select Em- Select the appropriate employee from the re- You are directed to the Employee Files page
ployee sult list. in which the profile related to the employee’s
main (primary) employment is displayed.

4 Select Sec- In the Header, below the employee’s name, The details of the chosen secondary employ-
ondary Em- check the radio button next to the secondary ment are displayed. The user name assigned
ployment to employment you want to update. to the employee for the selected concurrent
be adapted employment is visible next to the employee’s
 Note name in the Header.
In case the employee has several concur-
rent employments at the same time, not
all might be visible as radio buttons. In this
case, you might need to choose the More
link below the last radio-button. The Select
Assignment For Viewing dialog box is dis-
played, containing a radio button for each
employment of the employee. Check the
appropriate radio button next to the sec-
ondary employment you want to update
and choose OK.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 43
Test
Step Test Step Pass
# Name Instruction Expected Result / Fail

5 Select Ac- In the top right corner of the screen, choose The Employment Details dialog box is dis-
tion to be Actions. From the dropdown menu that ex- played.
Performed pands, select Employment Details.

 Note
Alternatively, you can go to the
Employment Information section, scroll
there to the Employment Details subsec-
tion, and choose in the Employment
Details block the Pencil (Edit) icon.

6 Enter Em- In the Primary or Secondary Employment

ployment Information block, make the following entries:
Details
Is Primary Employment for all SuccessFactors
processes?: select Yes from the dropdown
list

When should these changes take effect?: select

an appropriate date from the calendar help

7 Save When done, choose Save. The Confirm Request dialog box displays on
Changes the screen.

8 Enter Com- In the dialog box, enter an appropriate com-

ment to Re- ment to your request.
quest

9 Check Ap- In the dialog box, choose the Show Workflow The line manager of the employee’s secon-
prover(s) Participants link to verify the approver(s) of the dary employment, which is to be changed, is
request. shown as approver.

Manage Concurrent Employment: Test Script

44 PUBLIC Test Procedures
 Test
Step Test Step Pass
# Name Instruction Expected Result / Fail

10 Submit Choose Submit. The message Your changes were

Workflow successfully saved is displayed
and you return to the employee’s profile.
The message Employment Details change
pending approval (mm/dd/yy) is displayed in
the Employment Details subsection.

The workflow has been sent to the next pro-

cessor.

 Note
In case the email address of the line
manager in the employee’s secondary
employment is maintained in the sys-
tem, he or she receives an automatic
email about the workflow item needing
his or her attention.

4.2.2 Approve Concurrent Employment Maintenance

Purpose

The Line Manager of the employee in the secondary employment approves the changes performed to that
employment. The approval for changing the secondary employment into a primary employment is needed in
order for the change to take effect in the system.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 45
Procedure

Test Test
Step Step Pass
# Name Instruction Expected Result / Fail

1 Log on Log on to the Employee Central instance as Line The Home page is displayed.
Manager of the employee in the concurrent em-
In the Approvals section, the Employment
ployment to be changed.
Details change > <employee name> card is
displayed. Details, like validity start date of
the concurrent employment update, as well
as the date and person who submitted the
request, are shown in this card.

 Note
If there are several requests of the same
category (Employee Change Requests, in
this case) to be approved, the View All
link displays on the card as well. The card
of the request, which was submitted lat-
est, is displayed.

Manage Concurrent Employment: Test Script

46 PUBLIC Test Procedures
 Test Test
Step Step Pass
# Name Instruction Expected Result / Fail

2 Select In the Approvals section, choose the Employment The Employee Files > Workflow Details page
Request Details change > <employee name> card. opens in a new window. It is divided in several
sections:
 Note
• The Do you approve this request? sec-
In case there are several requests related tion contains a short overview of the re-
to changes in employee data that you need quest, its initiator, and the workflow par-
to approve, the View All link displays in ticipants.
the <event reason> > <employee name>
• The Primary or Secondary Employment
card. Choose that link; the Employee Change
Information section contains details to
Requests (#) dialog box displays, containing
the start date of the employment change
cards for each request. Choose the appropri-
from secondary to primary.
ate Employment Details change > <employee
name> card.
• In the Comment section, you can post
your remarks to the request.
• On the right part of the screen a
 Note short profile of the employee, for whom
In case there is a higher number of cards the secondary employment should be
in the dialog box, you can filter for the appro- changed into a primary employment is
priate request as follows: in the Employee given, as well as administrative details
Change Requests (#) dialog box, choose to the request initiation. By choosing
the View complete list of tasks icon. The the <employee name> link, you can di-
My Workflow Requests (#) page opens in a rectly open the employee file. Choose
new screen. If appropriate, choose More, to the browser Back to go back to the
have the complete list of requests. Choose Workflow Details screen.
the Filter (cone) icon to search for the re-
quest you need to approve. In the upcom-
ing filter criteria fields, make entries as ap-
propriate. For example, for Request Type en-
ter Change Employee Details and
in Requested For enter the name of the
employee for whom the concurrent employ-
ment is to be maintained. Then choose
Apply. In the result list, choose the ap-
propriate Employment Details change for
<employee name> link.

3 Review Review the details in the Primary or Secondary The data related to the change in employ-
Request Employment Information section. ment details has been reviewed and is ready
for approval.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 47
Test Test
Step Step Pass
# Name Instruction Expected Result / Fail

4 Approve If everything is fine, choose Approve to approve The system generates a message about the
Request the change of the secondary employment into a successful saving of the changes. The re-
primary employment. quest card disappeared from the Approvals
section.

 Note
If appropriate, you can process other re-
quests as per your requirement. Once
there is no request left for you to ap-
prove, the Approvals section will no lon-
ger be visible on your Home page.

As of the effective date, the previous primary

employment becomes the secondary em-
ployment, and the previous secondary em-
ployment automatically becomes the main
employment. The change in the concurrent
employment details can be viewed by the HR
Administrator.

 Note

If required, you can also send the request back to the HR administrator for further details. In this case, it is
recommended to add a comment explaining your decision. The HR administrator can then either adapt the
request and resubmit it for approval, or cancel it.

4.3 Terminate Concurrent Employment (Optional Sub-

Process)

In case a concurrent employment of an employee should be terminated, the HR Administrator will maintain
appropriate data in the system. The termination needs to be approved by the Line Manager of the employee in
this second employment. Once the request has been approved, the data can be checked in the system.

Manage Concurrent Employment: Test Script

48 PUBLIC Test Procedures
4.3.1 Terminate Secondary Employment

Purpose

The HR Administrator enters data of an employee regarding termination of their concurrent (secondary)
employment.

Procedure

Pass
Test Test
Step Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

1 Log on Log on to the Employee Central The Home page is displayed.

instance as HR Administrator.

2 Search In the Search for actions or The autocomplete functional-

Em- people text box, located in the ity suggests a list of employ-
ployee top right corner of the screen, ees matching your search cri-
enter the name or name parts of teria.
the employee whose secondary
employment you want to termi-
nate.

3 Select Select the appropriate em- You are directed to the

Em- ployee from the result list. Employee Files page in which
ployee the profile related to the em-
ployee’s main (primary) em-
ployment is displayed.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 49
 Pass
Test Test
Step Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

4 Select In the Header, below the em- The details of the chosen em-
Secon- ployee’s name, check the radio ployment are displayed. The
dary Em- button next to the secondary user name assigned to the
ployment employment you want to termi- employee for the selected
to be ter- nate. concurrent employment is
minated visible next to the employee’s
 Note name in the Header.

In case the employee has

several concurrent employ-
ments at the same time,
not all might be visible as
radio buttons. In this case,
you might need to choose
the More link below the last
radio-button. The Select
Assignment For Viewing di-
alog box is displayed, con-
taining a radio button for
each employment of the
employee. Check the appro-
priate radio button next to
the employment you want
to terminate and choose
OK.

5 Select In the top right corner of the The Terminate dialog box is
Action to screen, choose Actions. From displayed, where you can
be Per- the dropdown menu that ex- choose which assignment
formed pands, select Terminate. should be terminated. The
radio-button next to the em-
ployment you selected in test
step # 4 is checked by de-
fault.

Manage Concurrent Employment: Test Script

50 PUBLIC Test Procedures
 Pass
Test Test
Step Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

6 Select In the Terminate dialog box, you To terminate only the se- The Terminate dialog box
Employ- can choose to terminate all as- lected assignment, check the is displayed, containing the
ment to signments or only the selected Terminate selected assignment fields to be filled.
be termi- assignment. “<job title>” radio button.
nated Choose Continue.

 Note
To terminate all assign-
ments, check the Terminate
all assignments radio but-
ton.

7 Enter Ter- In the Terminate block of the di- Termination Date: select the last The other date fields on the
mination alog box, make the following en- active day of the employment screen are filled automatically
Data of tries: from the calendar help with the termination date.
Secon-
dary Em- Termination Reason: select
ployment from the dropdown list

OK to Rehire: defaulted to Yes

based on a preconfigured busi-
ness rule; leave as is in case
the possibility of rehiring this
employee in the future should
be kept open

 Note
In case you select No,
the employee cannot be re-
hired anymore!

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 51
 Pass
Test Test
Step Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

In case Position Management

has been implemented in your
Employee Central instance: if
the position, to which the em-
ployee is assigned in the sec-
ondary employment to be ter-
minated, has no other incum-
bent and has no lower level-po-
sitions, you can choose to deac-
tivate this position. For this, se-
lect for field Deactivate Position
value Yes.

 Note
To leave the position active,
leave value No for the
Deactivate Position field.

 Note
In case the position has
still incumbent(s) or has
lower-level positions, the
Deactivate Position field is
read-only.

In case the Time Off content Ideally, the employee has

has already been implemented taken all time off and the bal-
in the instance, check in the ance is zero. If this is not
Time Account Balance as of the case, you need to reduce
Termination Date for <job title, the time accounts manually
location> block the remaining to zero.
balances of time types that have
an accrual rule assigned.

In case the employee has direct Situation 1: if Position Man- The direct reports will be
agement is implemented reassigned automatically to
reports in the secondary em-
using the SAP Best Prac- the upper-level manager. The
ployment, which is terminated,
tices solution, then in change will be visible in the
then depending, if Position the Transfer Direct Reports Job Information block of the
Management has already been block, information message affected direct reports.
implemented in your instance or The direct reports
not, following situations arise: will be reassigned
based on the position
hierarchy displays.

Manage Concurrent Employment: Test Script

52 PUBLIC Test Procedures
 Pass
Test Test
Step Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

Situation 2: if Position Man- Depending on the value

agement is not implemented, chosen, additional fields to be
select in the Transfer Direct filled might show up; fill them
Reports block to whom these as appropriate. The change
direct reports should report af- will be visible in the Job
ter the termination: Information block of the af-
fected direct reports.
Who should the <#>
direct report(s) of <employee
name> report to after the
termination?: select, for ex-
ample, Everyone to
upper manager <upper
manager name> from the
dropdown list

If in the secondary employ- Transfer to: select an appropri-

ment, which is terminated, ate employee from the drop-
the employee has job relation- down list
ships, for example of type
Transfer Date: defaults to the
HR Manager, to other em-
first day after the termination
ployees, you need to select in
date of the secondary employ-
the Transfer Job Relationships
ment of the employee; leave as
block to whom these employees
is
should be transferred after the
termination:
Terminate Relationship: defaults
to No; leave as is, or, in case
the job relationship to this other
employee should be terminated
anyway, select Yes.

8 Save Choose Save. The Confirm Request dialog

Data box displays on the screen.

9 Enter In the dialog box, enter an ap-

Com- propriate comment to your re-
ment to quest.
Request

10 Check In the dialog box, choose the The employee’s line manager
Ap- Show Workflow Participants link in the secondary employment
prover(s) to verify the approver(s) of the to be terminated is shown as
request. approver.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 53
 Pass
Test Test
Step Step User Entries: Field Name: User /
# Name Instruction Action and Value Expected Result Fail

11 Submit Choose Submit. The system generates a mes-

Workflow sage about the successful
saving of the changes. You re-
turn to the employee’s profile.
The message <Termination
Reason> pending approval
(mm/dd/yy) is displayed
in the Job Information,
Organizational Information,
and Employment Details sub-
sections. The workflow has
been sent to the next pro-
cessor.

 Note
In case the email ad-
dress of the line manager
in the employee’s secon-
dary employment to be
terminated is maintained
in the system, he or she
receives an automatic
email about the workflow
item needing his or her
attention.

4.3.2 Approve Secondary Employment Termination

Purpose

The Line Manager of the employee in the secondary employment approves the termination of that
employment. The approval for the secondary employment termination is needed in order for the termination to
take effect in the system.

Manage Concurrent Employment: Test Script

54 PUBLIC Test Procedures
Procedure

Pass
Test
Step Test Step /
# Name Instruction Expected Result Fail

1 Log on Log on to the Employee Central instance as Line The Home page is displayed.
Manager of the employee in the secondary con-
In the Approvals section, the <Termination
current employment to be terminated.
Reason> > <employee name> card is dis-
played. Details, like end date of the con-
current employment, as well as the date
and person who submitted the request, are
shown in this card.

 Note
If there are several requests of the
same category (Employee Change
Requests, in this case) to be approved,
the View All link displays on the card as
well. The card of the request, which was
submitted latest, is displayed.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 55
 Pass
Test
Step Test Step /
# Name Instruction Expected Result Fail

2 Select Re- In the Approvals section, choose the <Termination The Employee Files > Workflow Details page
quest Reason> > <employee name> card. opens in a new window. It is divided in sev-
eral sections:
 Note
• The Do you approve this request? sec-
In case there are several requests related tion contains a short overview of the
to changes in employee data that you need request, its initiator, and the workflow
to approve, the View All link displays in participants.
the <event reason> > <employee name>
• The Terminate section contains details
card. Choose that link; the Employee Change
to the termination of the secondary
Requests (#) dialog box displays, containing
employment. In case the employee has
cards for each request. Choose the appro-
in the secondary employment direct
priate <Termination Reason> > <employee
reports or job relationships to other
name> card.
employees, the transfer of direct re-
ports and/or job relationships is also
 Note detailed in the Terminate section.

In case there is a higher number of cards in • In the Comment section, you can post
the dialog box, you can filter for the appro- your remarks to the request.
priate request as follows: in the Employee
• On the right part of the screen a short
Change Requests (#) dialog box, choose
profile of the employee, for whom the
the View complete list of tasks icon. The
My Workflow Requests (#) page opens in a secondary employment should be ter-
new screen. If appropriate, choose More, to minated is given, as well as administra-
have the complete list of requests. Choose tive details to the request initiation. By
the Filter (cone) icon to search for the re- choosing the <employee name> link,
quest you need to approve. In the upcom- you can directly open the employee
ing filter criteria fields, make entries as ap-
file. Choose the browser Back to go
propriate. For example, for Request Type en-
back to the Workflow Details screen.
ter Terminate and in Requested For enter
the name of the employee for whom the
secondary employment is to be terminated.
Then choose Apply. In the result list, choose
the appropriate <Termination Reason> for
<employee name> link.

3 Review Review the details in the Terminate section. The data related to the termination of a sec-
Request ondary employment has been reviewed and
is ready for approval.

Manage Concurrent Employment: Test Script

56 PUBLIC Test Procedures
 Pass
Test
Step Test Step /
# Name Instruction Expected Result Fail

4 Approve If everything is fine, choose Approve to approve The system generates a message about the
Request the termination of the secondary employment. successful saving of the changes. The re-
quest card disappeared from the Approvals
section.

 Note
If appropriate, you can process other
requests as per your requirement. Once
there is no request left for you to ap-
prove, the Approvals section will no lon-
ger be visible on your Home page.

 Note

If required, you can also send the request back to the HR administrator for further details. In this case, it is
recommended to add a comment explaining your decision. The HR administrator can then either adapt the
request and resubmit it for approval, or cancel it.

Result

Continue in the process execution as follows:

• In case Position Management is implemented in your instance, continue in the process execution with
process step Update Secondary Employment Position (if Position Management implemented) [page 58]
and subsequent.
• Otherwise, continue in the process execution with process step View Terminated Secondary Employment
Details [page 60] and subsequent.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 57
4.3.2.1 Update Secondary Employment Position (if Position
Management implemented)

Purpose

 Caution

This process step is relevant only if Position Management has been implemented in your Employee Central
instance.

After the termination of the secondary concurrent employment has been approved, the position the employee
has been assigned to, remains automatically without incumbent starting the first day after the termination
date.

Prerequisites

Position Management is implemented in the Employee Central instance.

Procedure

This is an automated step, and no manual execution is required.

4.3.3 View Secondary Employment Position Details (if

Position Management implemented)

Purpose

 Caution

This process step is relevant only if Position Management has been implemented in your Employee Central
instance.

The HR Administrator views if the position the employee was assigned to in his or her secondary employment,
has been updated as expected after the termination of this employment.

Manage Concurrent Employment: Test Script

58 PUBLIC Test Procedures
Prerequisites

Position Management is implemented in the Employee Central instance.

Procedure

Test
Step Test Step Pass
# Name Instruction Expected Result / Fail

1 Log on Log on to the Employee Central instance as HR Ad- The Home page is displayed.
ministrator.

2 Go to Com- From the Home dropdown, select Company Info. The Company Info screen is displayed
pany Info containing by default the Org Chart
based on the logged-in user.

3 Search Choose the Position Org Chart tab. The position hierarchy starting from the
Employee selected position and containing one
In the Search By field, select value Positions
Position in level below, if existing, is displayed.
from the dropdown list.
Former
Secondary In the Search field, select from the dropdown list the
Employ- position the employee used to be assigned to in his
ment or her secondary employment.

In the As Of field, select from the calendar help

a date before or after the date the secondary em-
ployment is terminated (depending, if the position
remains active or inactive after the termination).

4 View Posi- Click in the position org chart on that position. In the The menu is expanded, and administra-
tion His- upcoming side panel, next to the position, choose tive details are shown, like effective date
tory Position History. of creation, last change (if existing), and
next change (which should take place
the first day after the employee’s termi-
nation date).

5 View Posi- Choose the Show Position icon located next to The Position: dialog box displays, con-
tion Details Position next change or Position last change (de- taining the position details.
pending, if the position remains active or inactive
after the termination).

Verify the displayed data, for example, fields Status,

To Be Hired, as well as Start Date, which reflects the
effective date of change in the position attributes.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 59
4.3.4 View Terminated Secondary Employment Details

Purpose

The HR Administrator views the details of the terminated secondary (concurrent) employment of the
employee.

Procedure

Test
Step Test Step Pass
# Name Instruction Expected Result / Fail

1 Log on Log on to the Employee Central instance as HR Admin- The Home page is displayed.
istrator.

2 Search In the Search for actions or people text box, located in The autocomplete functionality sug-
Employee the top right corner of the screen, enter the name or gests a list of employees matching
name parts of the employee whose terminated concur- your search criteria.
rent employment details you want to view.

3 Select Em- Select the appropriate employee from the result list. You are directed to the Employee Files
ployee page, in which the profile related to
the employee’s primary (main) em-
ployment is displayed.

In the Header, below the employee’s

name, a radio button for each employ-
ment of the employee is displayed,
which allows you to switch between
the details of the primary and the sec-
ondary employments.

The primary (main) employment is

marked with a star.

Terminated secondary employments

are marked with (past).

Manage Concurrent Employment: Test Script

60 PUBLIC Test Procedures
 Test
Step Test Step Pass
# Name Instruction Expected Result / Fail

4 View Con- In the Header, below the employee’s name, check The user name assigned to the em-
current the radio button next to the <terminated secondary ployee for the selected concurrent
Employ- employment> (past), for which you want to view the employment is visible next to the em-
ment De- details. ployee’s name in the Header. The em-
tails ployee profile appropriate for the con-
 Note current employment selected is dis-

In case the employee has several concurrent em- played.

ployments (active or already terminated), not all

might be visible as radio buttons. In this case, you
might need to choose the More link below the last
radio-button. The Select Assignment For Viewing
dialog box is displayed, containing a radio button
for each employment of the employee. To view a
particular assignment of the employee, check the
appropriate radio button and choose OK.

In the Job Information block of the Job Information The secondary employment has been
subsection, verify that Employee Status has value terminated and is no longer active in
Terminated one day after the date entered into the the system starting one day after the
Termination Date field during process step Terminate termination date. The employee can
Secondary Employment. no longer log on to the system with
the user assigned to this employment.
 Note
In case the termination date is in the future, you
are advertised in the Job Information block that fu-
ture change in job information is pending. Choose
this link and check that the Employee Status value
Terminated becomes effective one day after
the termination date entered.

In the Employment Information section, scroll to The data displayed coincides with
the Employment Details subsection. Choose in the the data you have maintained in the
Employment Details block the Show more link. Verify Terminate block during process step
the data visible in the Termination block. Terminate Secondary Employment.

5 Jump to To check that the employee is no longer visible in You are directed to the Org Chart tab
Org Chart the Org Chart of his or her concurrent employment, located in the Company Info screen. A
choose Actions → Jump To section → Org Chart. system message is displayed, stating
that no data could be retrieved for this
 Note user.

The Actions button is located in the top right cor-

ner of the screen.

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 61
4.3.5 Terminate Main Employment for Concurrent
Employment (Optional)

Purpose

In cases where an employee has one or more concurrent employments, the situation might occur in which
the main employment needs to be terminated and one of the concurrent employments is set as the new main
employment. If the first employment is terminated (even if it isn't the primary employment), the employee
can no longer log on to the system until this first employment is rehired, no matter if there are still active
employments.

The HR Administrator enters the appropriate termination data into the system.

Procedure

Test
Step Test Step User Entries: Field Name: User Pass
# Name Instruction Action and Value Expected Result / Fail

1 Log on Log on to the Employee Cen- The Home page is displayed.

tral instance as HR Adminis-
trator.

2 Search In the Search for actions or The autocomplete functional-

Employee people text box, located in the ity suggests a list of employ-
top right corner of the screen, ees matching your search cri-
enter the name or name parts teria.
of the employee whose main
employment you want to ter-
minate.

3 Select Em- Select the appropriate em- You are directed to the
ployee ployee from the result list. Employee Files page in which
the profile related to the em-
ployee’s main (primary) em-
ployment is displayed.

Manage Concurrent Employment: Test Script

62 PUBLIC Test Procedures
 Test
Step Test Step User Entries: Field Name: User Pass
# Name Instruction Action and Value Expected Result / Fail

4 Select Ac- In the top right corner of the The Terminate dialog box di-
tion to be screen, choose Actions. From alog box is displayed, where
Performed the dropdown menu that ex- you can choose which assign-
pands, select Terminate. ment should be terminated.
The radio-button next to the
main employment is checked
by default.

5 Select Em- In the Terminate dialog box, To terminate only the se- The Terminate dialog box
ployment you can choose to terminate lected assignment, check the is displayed, containing the
to be ter- all assignments or only the se- Terminate selected assignment fields to be filled.
minated lected assignment. “<job title>” radio button.
Choose Continue.

 Note
To terminate all as-
signments, check the
Terminate all assignments
radio button.

6 Enter Ter- In the Terminate block of the Termination Date: select the All other date fields on the
mination dialog box, make the following last active day of the employ- screen are filled automatically
Data of entries: ment from the calendar help with the termination date.
Main Em-
ployment Termination Reason: select
from the dropdown list

OK to Rehire: defaulted to Yes

based on a preconfigured busi-
ness rule; leave as is in case
the possibility of rehiring this
employee in the future should
be kept open

 Note
In case you select No,
the employee cannot be re-
hired anymore!

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 63
Test
Step Test Step User Entries: Field Name: User Pass
# Name Instruction Action and Value Expected Result / Fail

In case Position Management

has been implemented in your
Employee Central instance: if
the position, to which the em-
ployee is assigned in the main
employment to be terminated,
has no other incumbent and
has no lower level-positions,
you can choose to deactivate
this position. For this, select for
field Deactivate Position value
Yes.

 Note
To leave the position active,
leave value No for the
Deactivate Position field.

 Note
In case the position has
still incumbent(s) or has
lower-level positions, the
Deactivate Position field is
read-only.

New Main Employment: se-

lect from the dropdown list
an available concurrent em-
ployment <job title,
supervisor> of the em-
ployee, which should become
the new main employment

 Note
This field is visible only in
case there are two or more
active employments left.
Otherwise, the only possi-
ble active employment will
be defaulted (not visible).

Manage Concurrent Employment: Test Script

64 PUBLIC Test Procedures
 Test
Step Test Step User Entries: Field Name: User Pass
# Name Instruction Action and Value Expected Result / Fail

In case the Time Off con- Ideally, the employee has

tent has already been im- taken all time off and the bal-
plemented in the instance, ance is zero. If this is not
check in the Time Account the case, you need to reduce
Balance as of Termination Date the time accounts manually
for <job title, location> block to zero.
the remaining balances of
time types that have an ac-
crual rule assigned.

In case the employee has Situation 1: if Position Man- The direct reports will be re-
direct reports in the main agement is implemented assigned automatically to the
employment, which is termi- using the SAP Best Prac- upper-level manager upon
nated, then depending, if Posi- tices solution, then in saving the record. The change
tion Management has already the Transfer Direct Reports will be visible in the Job
been implemented in your in- block, information message Information block of the af-
stance or not, following situa- The direct reports fected direct reports.
tions arise: will be reassigned
based on the position
hierarchy displays.

Situation 2: if Position Man- Depending on the value

agement is not implemented, chosen, additional fields to be
select in the Transfer Direct filled might show up; fill them
Reports block to whom these as appropriate. The change
direct reports should report af- will be visible in the Job
ter the termination: Information block of the af-
fected direct reports.
Who should the <#>
direct report(s) of <employee
name> report to after the
termination?: select, for ex-
ample, Everyone to
upper manager <upper
manager name> from the
dropdown list

If in the main employment, Transfer to: select an appropri-

which is terminated, the em- ate employee from the drop-
ployee has job relationships, down list
for example of type HR
Transfer Date: defaults to the
Manager, to other employ-
first day after the termination
ees, you need to select in
date of the main employment
the Transfer Job Relationships
of the employee; leave as is
block to whom these employ-
ees should be transferred af-
ter the termination:

Manage Concurrent Employment: Test Script

Test Procedures PUBLIC 65
Test
Step Test Step User Entries: Field Name: User Pass
# Name Instruction Action and Value Expected Result / Fail

Terminate Relationship: de-

faults to No; leave as is, or, in
case the job relationship to this
other employee should be ter-
minated anyway, select Yes.

7 Save Data Choose Save. A system message is gener-

ated informing about the suc-
cessful saving of the termina-
tion. The main employment
has been terminated and
the remaining/selected con-
current employment is set as
the new main employment.

 Note

If the first employment is terminated (even if it isn't the primary employment), the employee can no longer
log on to the system until this first employment is rehired, no matter if there are still active employments.

 Note

In case an inactive employee, for whom all employments are in the past, should be rehired, you can
decide which of the employments should be activated again. This employment will then become the main
(primary) employment.

In case the Employee Central Core content has been deployed with the SAP Best Practices solution,
you can refer to test script of the scope item Manage Hire/Rehire (FJ0), chapter Manage Rehire, for details
related to rehiring an employee.

Manage Concurrent Employment: Test Script

66 PUBLIC Test Procedures
5 Test Procedures on Mobile Device
(Optional)

Some steps described in the test procedures can be executed with the SAP SuccessFactors App, too. Following
the next steps you will learn how to execute the test procedures on your Mobile Device.

Make sure to install and activate the App on the mobile devices of the people who execute these steps. More
information can be found in chapter Install Mobile App (Optional) [page 10].

5.1 Approve Concurrent Employment Requests (Optional)

Use

The Line Manager of the employee in his or her concurrent employment receives the requests also on his or her
mobile devices. Instead of processing the requests on the company instance website, he or she can do so on
the mobile devices.

Role

For this process, the following user should be prepared before you perform the process steps:

• Line Manager

Procedure

1. Open the SuccessFactors App and log on by tapping the corresponding user name.
2. Tap on To-Do and under Approve Requests select the appropriate request you need to process (for
example, concurrent employment creation or maintenance, or secondary employment termination).
3. On the Details screen, review the request.
4. If satisfied, tap Approve.
5. If not satisfied, send the request back for further details. In this case, it is recommended to add a comment
explaining your decision. Then tap Send Back. The request initiator can then either adapt the request and
resubmit it for approval or cancel it.

Manage Concurrent Employment: Test Script

Test Procedures on Mobile Device (Optional) PUBLIC 67
6. If appropriate, you can also delegate the request. In this case tap Delegate and select the person to whom
you want to delegate it to.

Manage Concurrent Employment: Test Script

68 PUBLIC Test Procedures on Mobile Device (Optional)
6 Appendix

6.1 Importing Concurrent Employments for Employees

Purpose

To upload several concurrent employments for employees, the Import Employee Data tool can be used.

Prerequisites

When using the Import Employee Data tool, make sure the employee is available in the system with at least
following information:

• Biographical Info
• Employment Details
• Job Info
• Personal Info.

Procedure

Download from the Admin Center the Employment Details CSV template, fill it in as appropriate and upload it to
the instance.

 Note

For details, how to use the import tool and upload concurrent employments for employees, refer to
the latest production handbook for setting up Concurrent Employment on the SAP Help Portal →
Implement Implementing and Managing the Employment Lifecycle (from Hiring to Termination)
Managing Concurrent Employment , chapter Importing Concurrent Employments for Employees.

6.2 Process Integration

The process to be tested in this test script is part of a chain of integrated processes.

Manage Concurrent Employment: Test Script

Appendix PUBLIC 69
Preceding Processes

In the assumption that the Employee Central related content in your instance has been deployed with the
SAP Best Practices solution, the following processes and conditions can proceed this process.

Process Business Condition

In case the Core content has been deployed: Manage Hire/ Employees must have been hired (or rehired) and already
Rehire (FJ0) exist in the system.

Succeeding Processes

In the assumption that the Employee Central related content in your instance has been deployed with the
SAP Best Practices solution, after completing the activities in this test script, you can continue testing the
following business processes:

Process Business Condition

In case the Core content has been deployed: The employee can experience in his or her
concurrent (secondary) employment several
Manage Job and Compensation Information (FJ1) (Optional)
changes in his or her job and/or compensation
Manage Promotion/Demotion (FJ2) (Optional) information.

Optionally, one of the below scope items: The employee can go on a leave.

• In case the Time Off content has been deployed: Manage Time-Off
(FJ7)

 Note
This scope item is not relevant for Austria, Brazil, Czech Repub-
lic, Egypt, Finland, Greece, Hong Kong, Ireland, Israel, Kazakh-
stan, Luxembourg, New Zealand, Nigeria, Norway, Peru, Poland,
Portugal, Qatar, Romania, Russian Federation, Serbia, Slovakia,
and Taiwan.

• In case the Time Off for Leave of Absence Only content has been
deployed: Manage Leave of Absence (10B)

 Note
This scope item is not relevant for Austria, Belgium, Brazil,
Czech Republic, Egypt, Finland, Greece, Hong Kong, Ireland,
Israel, Italy, Kazakhstan, Luxembourg, New Zealand, Nigeria,
Norway, Peru, Poland, Portugal, Qatar, Romania, Russian Fed-
eration, Serbia, Singapore, Slovakia, Sweden, Taiwan, and Tür-
kiye.

Manage Concurrent Employment: Test Script

70 PUBLIC Appendix
 Process Business Condition

In case the Time Sheet content has been deployed: Record Working The employee can record for his or her secon-
Time (15S) (Optional) dary employment the working time in a time
sheet.

In case Company Structure Overview content has been deployed: The main employment assignment of the
employee in the company structure can be
Manage Company Structure (2OY) (Optional)
searched for. To achieve this, carry out the op-
tional process step View Employee Assignment in
Company Structure described in test script Man-
age Company Structure (2OY).

Manage Concurrent Employment: Test Script

Appendix PUBLIC 71
Important Disclaimers and Legal Information

Hyperlinks
Some links are classified by an icon and/or a mouseover text. These links provide additional information.
About the icons:

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

• The content of the linked-to site is not SAP documentation. You may not infer any product claims against SAP based on this information.

• SAP does not agree or disagree with the content on the linked-to site, nor does SAP warrant the availability and correctness. SAP shall not be liable for any
damages caused by the use of such content unless damages have been caused by SAP's gross negligence or willful misconduct.

• Links with the icon : You are leaving the documentation for that particular SAP product or service and are entering an SAP-hosted Web site. By using
such links, you agree that (unless expressly stated otherwise in your agreements with SAP) you may not infer any product claims against SAP based on this
information.

Videos Hosted on External Platforms

Some videos may point to third-party video hosting platforms. SAP cannot guarantee the future availability of videos stored on these platforms. Furthermore, any
advertisements or other content hosted on these platforms (for example, suggested videos or by navigating to other videos hosted on the same site), are not within
the control or responsibility of SAP.

Beta and Other Experimental Features

Experimental features are not part of the officially delivered scope that SAP guarantees for future releases. This means that experimental features may be changed by
SAP at any time for any reason without notice. Experimental features are not for productive use. You may not demonstrate, test, examine, evaluate or otherwise use
the experimental features in a live operating environment or with data that has not been sufficiently backed up.
The purpose of experimental features is to get feedback early on, allowing customers and partners to influence the future product accordingly. By providing your
feedback (e.g. in the SAP Community), you accept that intellectual property rights of the contributions or derivative works shall remain the exclusive property of SAP.

Example Code
Any software coding and/or code snippets are examples. They are not for productive use. The example code is only intended to better explain and visualize the syntax
and phrasing rules. SAP does not warrant the correctness and completeness of the example code. SAP shall not be liable for errors or damages caused by the use of
example code unless damages have been caused by SAP's gross negligence or willful misconduct.

Bias-Free Language
SAP supports a culture of diversity and inclusion. Whenever possible, we use unbiased language in our documentation to refer to people of all cultures, ethnicities,
genders, and abilities.

Manage Concurrent Employment: Test Script

72 PUBLIC Important Disclaimers and Legal Information
Manage Concurrent Employment: Test Script
Important Disclaimers and Legal Information PUBLIC 73
www.sap.com/contactsap

© 2024 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 https://www.sap.com/about/legal/trademark.html for

additional trademark information and notices.

THE BEST RUN