Please see the SyWay Analytics Approach document, section 'Documentation' for more information about the context of this document.

High-Level Specification

Report label:

Calibration Report

Type of report: 

Story report

Purpose of the Report

The Calibration Story Report is required to analyze calibration sessions and support governance of performance calibration activities across the organization.

This report will help ensure:

1.  Ensure fairness, consistency, and credibility in performance outcomes across teams and entities
2. Ensure group calibration guidelines are applied

Business Requirements Addressed

• Ensure fairness, consistency, and credibility in performance outcomes
• Ensure group calibration guidelines are properly applied
• Provide transparency into calibration execution and coverage

Business Questions Answered

• How many calibration sessions have been executed?
• How are calibration sessions distributed by GBU, Function, and Group?
• What are the average calibration ratings across organizational dimensions?
• Which managers and populations are covered by calibration sessions?

Business Importance

This report enables HR and Talent stakeholders to monitor and validate calibration practices, identify gaps or inconsistencies, and ensure alignment with group‑wide calibration standards.

Note

There is no report in the current catalog that meets these needs so a new report needs to be created. 

This report only requires Successfactors (SF) data, so SF reporting tools are the best approach. 

SAP standard templates were considered but none meets the requirements, the request is too complex for the existing templates. So a custom report will be created.

Scope

In Scope

• Consolidation of Report Catalog requests 8 and 74
• Analysis of calibration session execution
• Calibration ratings and averages
• Organizational breakdown by GBU, Function, Entity, Department, etc.
• Manager hierarchy analysis (direct and indirect reports)

Out of Scope

• Non‑active employees
• Non‑cadre employees
• Calibration logic definition at data‑model level

Intended Users & Access 

• HR
• Managers and their scope

Solution Overview

Content ownership: PRAZERES-ext, ines 
Input from: Aurélien Vermeillet

Scope of Merge

• Calibration Reports — includes reports such as “Calibration Report [Date]” providing detailed outcomes of calibration sessions.
• Calibration Execution Status — summarizes the distribution of calibration sessions by GBU and Function, as well as the overall distribution for the Group.

Deliverables

• A consolidated report that provides:
• Detailed calibration session data by GBU, Function, and Group.
• Execution status overview, including session counts and distribution metrics.
• Filtering capabilities for dimensions such as GBU, Function, and other relevant organizational attributes to enable targeted analysis.

Notes

This merged report is intended to replace the two separate catalog requests and deliver a consistent, comprehensive view of calibration activities.

Data Source Filters 

Only Active users. 

Excluded Non-Cadre  (i.e., only Cadre should be included)   (to exclude the non cadres we can use Workforce Category field or Pay grade)

Dashboards / Charts 

1.Summary KPIs: Headcount, Total Nr of Calibration sessions, Nr of Managers, Nr of Direct reports

• Type of chart (bar, line, pie, etc.): Numerical
• Fields to be used: Headcount, Total Nr of Calibration sessions, Nr of Managers, Nr of Direct reports
• Any calculations required (provide details): Headcount, Total Nr of Calibration sessions, Nr of Managers, Nr of Direct reports

2.Nr of Calibration Sessions per several dimensions

• Type of chart (bar, line, pie, etc.): bar chart.  Add input control with several dimensions, allows users to select how they want to see the data, e.g., Nr calibration sessions per Division or Nr calibration sessions per Entity, etc.. 
• Fields to be used : Nr of calibration sessions,  location, gender, Talent flags, regions, job function, country, site, department
• Any calculations required (provide details): Nr of calibration sessions

3.Average Rating per several dimensions

• Type of chart (bar, line, pie, etc.): bar chart.  Add input control with several dimensions, allows users to select how they want to see the data, e.g., Average Rating per Division or Average Rating per Entity, etc.. 
• Fields to be used : Average Rating,  location, gender, Talent flags, grades, regions, job function, country, site, department
• Any calculations required (provide details): Average Rating

Tables / Lists

Calibration Session ID,Session Name,  Employee User ID, Employee first and last name, Employee Email, Manager user ID, Manager  first and last name, Manager Email,   location, gender, Talent flags, Entity, grades, regions, job function, country, site, department, calibration session start date,  Calibration session end date, Calibration Rating

Page Filters 

location, gender, Talent flags, grades, regions, job function, country, site, department, calibration session start date,  Calibration session end date, Calibration Session ID, Calibration Session template, Manager, Entity LT N-1 (Allow to select the indirect reports → HR want to be able to see the direct reports and indirect reports of Managers)

Details on the way we can filter to have data on the direct and indirect Reports: 

1.On the data source we need to have the Manager and Manager +1 selected. Manager+1 is the Manager of the Manager. 

2.Then there are 2 options to have as filter: 

a) Add Manager and Manager of the Manager as filters: 

→ If we have these filters, they will act as an AND relationship, meaning we cannot apply both at the same time, otherwise we will get no data. 

What we must do is to either apply the Manager filter (and see the direct reports of these manager), or apply the Manager of the Manager (and see the Indirect Reports of the Manager). 

→ what we will not be able to see, is see simultaneously the direct and indirect reports of a Manager. 

b) Add an Advanced filter with and OR condition as follows: 

This will allow us to see the direct and indirect reports of a Manager simultaneously. 

→ However, there is no possibility of selecting all users (i.e, not selecting any particular manager), which means that if we apply this filter the HRs will have to know to come to this filter and select a Manager otherwise they will not see any data displaying. 

Layout & Distribution

Report Layout 

1. Report should be in this format: 

   1. Page filters pinned at the top of the page
   2. Syensqo Logo top left corner
   3. Summary KPIs
   4. Charts 
   5. Table
    

Report Sharing & Access 

• 30-Talent Manager/Talent Management Business Partner
• 40-GBS People Services Specialist

Additional Notes / Attachments

→  In order to allow HRs to see all data and also to see the Direct Reports and Indirect Reports of Managers, we propose the following: 

• Have 1 tab for HRs to see all employees, and here we can add the filter Manager and Manager of the Manager:
• Here HRs will be able to see all data (all employees), but also see direct and indirect reports of managers separately. AND, managers can also use the Manager and Manager of  the Manager to see their own Direct reports and Indirect reports
• Have a another tab for HRs to see data of the direct and indirect reports of a Manager simultaneously 
• To note that when the HR first opens the tab they will not see any data, and will only see data after they apply the filter. We can have this filter as a page filter and a note that highlights that the filter needs to be applied. 

Story Definition

Story Page 1 – Calibration Overview

Page Objective

Provide a high‑level overview of calibration execution and outcomes across the organization.

Page Filters

Page‑Level Input Controls

• Dimension selector to analyze calibration sessions by organizational attributes
• Advanced filter enabling Manager OR Manager+1 logic to support direct and indirect report analysis

Calculations

• Headcount
• Total Number of Calibration Sessions
• Number of Managers
• Number of Direct Reports
• Average Calibration Rating

Layout

• Page filters pinned at the top
• Syensqo logo in top‑left corner
• Summary KPI tiles
• Charts
• Detailed table below charts

Widgets and Data Models

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Story Page 2 – Calibration Detail

Page Objective

Provide detailed, employee‑level and session‑level calibration data for audit and analysis.

Tables

Calibration Detail Table – Expected Columns

• Calibration Session ID
• Session Name
• Employee User ID
• Employee Name
• Employee Email
• Manager User ID
• Manager Name
• Manager Email
• Location
• Gender
• Talent Flags
• Entity
• Grades
• Region
• Job Function
• Country
• Site
• Department
• Calibration Session Start Date
• Calibration Session End Date
• Calibration Rating

Story Filters 

Business Roles

• 30-Talent Manager/Talent Management Business Partner
• 40-GBS People Services Specialist

Design Rationale

Content ownership: PRAZERES-ext, ines 
Input from: Aurélien Vermeillet

A custom story report is required as no existing standard or catalog report meets the complexity of calibration analysis needs. The design consolidates two catalog requests into a single, consistent reporting solution.

Assumptions

• Calibration data is fully available in SuccessFactors PMGM
• Manager and Manager+1 relationships are correctly maintained
• Only cadre employees are included

Dependencies

• Availability of calibration session data in SF
• Creation of two data sources as required by technical design
• Alignment with HR on hierarchy filtering behavior

Special Requirements

• Advanced filter logic (OR condition) for direct and indirect report visibility
• Role‑based access enforcement
• Exclusion of non‑cadre employees

Frequency of Analysis/Report Run

• Ad-hoc / On-demand

Testing Considerations / Dependencies

N.B. Unless this is a planning story, the testing should cover layout and user experience NOT data values for metrics created in the data model. Data model values will be tested in conjunction with the data model specification.

How to test

The developer will need to test repeatedly, so where appropriate provide instructions to reverse the actions performed so the test may be run again, or explain how to create new input data to the test. In particular, the developer will need logons for test users representing the various roles within the approval process.

• Validate KPI calculations
• Verify hierarchy filtering behavior
• Confirm exclusion of non‑cadre and inactive employees
• Validate layout and usability

Test Conditions and Expected Results

Testing Considerations / Dependencies

Other Requirements

See also

Change log