PUBLIC

SAP Best Practices for SAP SuccessFactors Onboarding

Document Version: 2H 2024 – 2024-11-05

Manage Onboarding initiated from Recruiting:

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

THE BEST RUN

Content

1 Manage Onboarding initiated from Recruiting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

2 Prerequisites. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
2.1 System Access. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
2.2 Roles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
2.3 Master Data, Organizational Data, and Other Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
2.4 Business Conditions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
2.5 Preliminary Steps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Prerequisites. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6

3 Overview Table. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

4 Test Procedures. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
4.1 Initiate Onboarding. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
4.2 Perform First Rehire Verification (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
4.3 Review New Hire Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Send Pre-Day One Access Information Email. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Receive Pre-Day One Access Information Email. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21
4.4 Perform Onboarding Tasks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Receive Onboarding Tasks Notification. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Receive Onboarding Tasks Notifications. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30
4.5 Provide Personal Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
4.6 Perform Second Rehire Verification (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
Receive Notification to Provide Data for Onboarding Completion. . . . . . . . . . . . . . . . . . . . . . . . 37
4.7 Complete Compliance Forms (for Australia, Canada, New Zealand, Spain, United Kingdom, and
United States). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
4.8 E-Sign Compliance Documents (for Australia, Canada, New Zealand, Spain, United Kingdom, and
United States). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
4.9 Complete Section 1 of Form I-9 (for United States). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44
4.10 E-Sign Section 1 of Form I-9 (for United States). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
4.11 Complete Additional Onboarding Tasks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
Receive Documents Pending e-Signing Notification. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .49
4.12 View and e-Sign Generated Documents. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
4.13 Complete Onboarding Tasks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52
4.14 Restart Onboarding Manually (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53
4.15 Cancel Onboarding (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55
4.16 Hire Employee from Manage Pending Hires. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56
Convert New Hire to Employee at Job Start Date. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .58

Manage Onboarding initiated from Recruiting: Test Script

2 PUBLIC Content
 Receive Welcome Email. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58
4.17 Manage First Working Day. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59
4.18 Report Employee as No-Show (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60
Cancel Onboarding Process (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61
4.19 Verify Onboarding Process Cancellation (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62
4.20 Manage Post-Day 1 Onboarding (Sub-Process). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64
Bring Original Employment Eligibility Documents for Verification (for United States). . . . . . . . . . 64
Complete Section 2 of Form I-9 (for United States). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
E-Sign Section 2 of Form I-9 (for United States). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67
Complete Post-Day 1 Onboarding Tasks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68
Complete Section 3 of Form I-9 (Optional) (for United States). . . . . . . . . . . . . . . . . . . . . . . . . . 69
E-Sign Section 3 of Form I-9 (Optional) (for United States). . . . . . . . . . . . . . . . . . . . . . . . . . . . 70
Complete Onboarding Goal Plan (Optional). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72

Manage Onboarding initiated from Recruiting: Test Script

Content PUBLIC 3
1 Manage Onboarding initiated from
Recruiting

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

This scope item comprises configuration for an onboarding process for new external hires. By applying the
configuration provided, data gathered from candidates during recruiting will seamlessly pass through the
onboarding process and into their new employment.

This process starts with the recruiter who initiates onboarding in Recruiting Management. In Onboarding,
based on the set-up program, hiring managers can work on concrete tasks needed as preparation for the
new team member. The new hire will get (limited) system access prior to his or her first day at work and can
start with reviewing and adding further data as well as start working on first tasks. The data are transferred to
Employee Central where the hiring would be completed via Manage Pending Hires.

For hiring companies located in Australia, Canada, New Zealand, Spain, the United Kingdom, and the United
States, compliance forms are made available. Before signing and submitting documents as part of the
Onboarding process, new hires in these countries must fill out and sign these compliance forms in advance. In
case the new hire is with a company in the United States, Form I-9 must be completed and signed by both the
new hire and the employer within three business days of the date employment begins.

Manage Onboarding initiated from Recruiting: Test Script

4 PUBLIC Manage Onboarding initiated from Recruiting
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

Details

System SAP SuccessFactors Company Instance

2.2 Roles

Assign the following business roles to your individual test users.

 Note

The following roles are provided as example roles from SAP. You can use these as templates to create your
own roles.

Business Role Business Role ID as delivered by SAP Log On

Recruiter - Onboarding SFCC Recruiter

Hiring Manager (ONB) SFCC Manager on Team

HR Administrator SFCC Onboarding Administrator

Onboarding External User (New Hire) OnboardingExternalUser

Onboarding BPE Monitor user OnboardingBpeAdmin

Manage Onboarding initiated from Recruiting: Test Script

Prerequisites PUBLIC 5
2.3 Master Data, Organizational Data, and Other Data

The organizational structure and master data of your company have been created in your system during
implementation. The organizational structure reflects the structure of your company and includes the
company, cost center and location in the system. The master data reflects employee specific data.

2.4 Business Conditions

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

Scope Item ID Business Condition

Recruiting with Integration to The attract-to-hire process must have been executed up to the point in which the candi-
Position Management and On- date is in status Ready to Hire > Ready to Hire in the Talent Pipeline of the
boarding Recruiting Management module.

2.5 Preliminary Steps

2.5.1 Prerequisites

Following prerequisites must be fulfilled before you can execute the process as described in this document:

• SAP SuccessFactors Employee Central and SAP SuccessFactors Recruiting must be up and running.
• The Onboarding program must have been set up.
• Tasks must have been configured.
• The Print Forms Service account must have been maintained and the signature templates must have
been prepared.

 Caution

In case you did not maintain the Print Form Service details in provisioning before activating the
solution, no sample pdf templates have been deployed into your instance and the signature-related
process steps within this test script cannot be executed. Therefore, you need to configure this
manually, as described in the Best Practices Onboarding Setup:

• for maintaining the print services account, refer to section Preparation Implementation > sections
Generating Print Forms in Onboarding and Enabling Print Forms Service, and
• for setting up the signature templates, refer to section Post-Processing > section Setting Up
Onboarding Document Template.

Manage Onboarding initiated from Recruiting: Test Script

6 PUBLIC Prerequisites
 • For companies registered in Australia, Canada, New Zealand, Spain, the United Kingdom, and the United
States, the compliance forms must have been enabled.
• In case the Onboarding module has been integrated with the Goal Management module, a standard New
Hire Goal Management template for Onboarding must have been created.

Manage Onboarding initiated from Recruiting: Test Script

Prerequisites PUBLIC 7
3 Overview Table

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

Business Transac-
Process Step Role tion Expected Results

Initiate Onboarding [page 13] Recruiter Company The onboarding process for a new hire has been initiated.
Instance
URL

Perform First Rehire Verification HR Adminis- Company The candidate has been detected as a potential former em-
(Optional) [page 15] trator Instance ployee of the company. Decision has been taken to onboard
URL the candidate as rehire or as new hire.

Review New Hire Data [page 17] HR Adminis- Company Information, which is missing/wrong in the data set of the
trator Instance new hire, has been added/corrected.
URL

Send Pre-Day One Access Infor- Background Email An email has been sent out to the private email account
mation Email [page 21] of the new hire containing log in details to the company
instance.

Receive Pre-Day One Access In- New Hire Email The email with log in details to the company instance has
formation Email [page 21] been received by the new hire.

Perform Onboarding Tasks [page Hiring Man- Company Several tasks have been completed in preparation of the
22] ager Instance new member joining the team.
URL
In case integration of Goal Management with Onboarding
is used, an onboarding goal plan might have been added for
the new team member as well.

Receive Onboarding Tasks Notifi- Onboarding Email The participants in the new hires’ onboarding process have
cation [page 30] Process Par- received a notification for each task assigned to them.
ticipant

Receive Onboarding Tasks Notifi- New Hire Email The New Hire has received emails related to the tasks the
cations [page 30] hiring manager (or other onboarding process participant)
was working on.

Provide Personal Data [page 31] New Hire Company Details as entered by the Hiring Manager have been re-
Instance viewed and missing/wrong data has been added/corrected.
URL

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

Perform Second Rehire Verifica- HR Adminis- Company The second rehire verification has been executed for a can-
tion (Optional) [page 35] trator Instance didate whose potential match does not get identified in the
URL first rehire verification.

Receive Notification to Provide New Hire Email An email has been received by the new hire, in which they
Data for Onboarding Completion are asked to provide necessary data to complete onboard-
[page 37] ing.

Complete Compliance Forms (for New Hire Company The compliance forms have been filled out and submitted.
Australia, Canada, New Zealand, Instance
Spain, United Kingdom, and URL
United States) [page 38]

E-Sign Compliance Documents New Hire Company The compliance documents have been signed electroni-
(for Australia, Canada, New Zea- Instance cally.
land, Spain, United Kingdom, and URL
United States) [page 42]

Complete Section 1 of Form I-9 New Hire Company Section 1 of Form I-9 has been filled out and submitted.
(for United States) [page 44] Instance
URL

E-Sign Section 1 of Form I-9 (for New Hire Company Section 1 of Form I-9 has been signed electronically.
United States) [page 46] Instance
URL

Complete Additional Onboarding New Hire Company Details as required by the custom data collection config-
Tasks [page 47] Instance ured in the system have been entered.
URL

Receive Documents Pending e- New Hire Email The New Hire has received an email notifying him or her
Signing Notification [page 49] about documents pending for e-Signing.

View and e-Sign Generated Docu- New Hire Company Prior to the first day at the company, the New Hire has
ments [page 50] Instance provided his or her e-signature to documents, which have
URL been generated for him or her.

Complete Onboarding Tasks New Hire Company The New Hire has started working on his or her onboarding
[page 52] Instance tasks.
URL

Restart Onboarding Manually Hiring Man- Company The onboarding process for a candidate has been restarted
(Optional) [page 53] ager / HR Ad- Instance due to a change in new hire data.
ministrator URL

Cancel Onboarding (Optional) HR Adminis- Company The onboarding process for a new hire has been cancelled.
[page 55] trator Instance
URL

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Overview Table PUBLIC 9
 Business Transac-
Process Step Role tion Expected Results

Hire Employee from Manage HR Adminis- Company The New Hire has been hired into Employee Central.
Pending Hires [page 56] trator Instance
URL

Convert New Hire to Employee at Background scheduled The New Hire has been converted into an internal employee
Job Start Date [page 58] batch pro- at the hiring date and receives a permanent ID.
gram

Receive Welcome Email [page Employee Email The new Employee has received an email containing the
58] necessary information for fullblown access to the system.

Manage First Working Day [page Employee outside The new Employee has completed the first working day at
59] software the company.

Report Employee as No-Show HR Adminis- Company The new Employee has decided not to work for the com-
(Optional) [page 60] trator / Hiring Instance pany and has been thus reported in Employee Central as no
Manager URL show at the workplace.

Cancel Onboarding Process (Op- Background - The onboarding process has been cancelled in the Onboard-
tional) [page 61] ing module.

Verify Onboarding Process Can- HR Adminis- Company The proper cancellation of the onboarding process has been
cellation (Optional) [page 62] trator Instance verified.
URL

Manage Post-Day 1 Onboarding (Sub-Process) [page 64]

Bring Original Employment Eligi- Employee outside The documents showing the employment authorization of
bility Documents for Verification software the new employee have been verified by the hiring manager.
(for United States) [page 64]

Complete Section 2 of Form I-9 Hiring Man- Company Section 2 of Form I-9 has been filled out and submitted.
(for United States) [page 65] ager Instance
URL

E-Sign Section 2 of Form I-9 (for Hiring Man- Company Section 2 of Form I-9 has been signed electronically.
United States) [page 67] ager Instance
URL

Complete Post-Day 1 Onboarding Employee outside The Employee has finalized his or her post-hiring onboard-
Tasks [page 68] software ing tasks.

Complete Section 3 of Form I-9 Hiring Man- Company Section 3 of Form I-9 has been filled out and submitted.
(Optional) (for United States) ager Instance
[page 69] URL

E-Sign Section 3 of Form I-9 (Op- Hiring Man- Company Section 3 of Form I-9 has been signed electronically.
tional) (for United States) [page ager Instance
70] URL

Complete Onboarding Goal Plan Employee Company The Employee has completed his or her onboarding goal
(Optional) [page 72] Instance plan.
URL

Manage Onboarding initiated from Recruiting: Test Script

10 PUBLIC Overview Table
  Note

The Hiring Manager or HR Administrator can monitor the status of the process at any point in time. For this,
their user must have the role Onboarding BPE Monitor user assigned.

Manage Onboarding initiated from Recruiting: Test Script

Overview Table PUBLIC 11
4 Test Procedures

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

High-level the process is as follows:

• The Recruiter initiates the Onboarding process for the new hire. Once the Onboarding process gets kicked-
off, the data of the new hire is transferred to Employee Central.

 Note

The data that has been collected in Recruiting will be used for detecting if the candidate was already
employed in the past at the company. In this case, a rehire verification will be performed prior reviewing
the new hire data.

• The HR Administrator enhances the data of the new hire; the new hire gets limited access to the system
prior to his or her first day at work.
• The new hire provides data, which is needed to complete the hiring task. They will also sign some
documents, which are needed prior hiring him or her as employee in the system.

 Note

In case the new hire is for a company in Australia, Canada, New Zealand, Spain, the United Kingdom,
or the United States, then before signing documents, they must fill out and sign compliance forms as
well.

Meanwhile, the Hiring Manager works on tasks, which are needed to prepare for the new team member.
Some tasks will be sent directly to the new hire, while other tasks will be sent for further processing to
other participants (for example, members of the IT department). The new hire can review these tasks
already before his or her first day at work; he or she might also start working on some of them.
• In case there are changes in the new hire data, for example a change in hiring manager or change in job
offer start date change, the onboarding process can be restarted for the candidate before the candidate
gets hired. Restarting the onboarding process can happen at any point in time unless the candidate is hired
in Employee Central.
• The HR Administrator hires the New Hire from Manage Pending Hire. A scheduled job will convert the new
hire to an employee on the job start date. The New Hire then becomes an Employee in Employee Central.
• The Employee works on the onboarding tasks he or she must complete within a given period of time.

 Note

In case the new Employee decides to not work for the company, a no-show will be reported in Employee
Central, which then triggers the cancellation of the onboarding process.

 Caution

For the business process to run as described in this document, Print Forms Service must have been
enabled and the Basic Authentication Credentials must have been maintained in Provisioning, and the
signature templates must have been prepared.

Manage Onboarding initiated from Recruiting: Test Script

12 PUBLIC Test Procedures
 In case you did not maintain the Print Form Service details in provisioning before activating the solution,
no sample pdf templates have been deployed into your instance and the signature-related process steps
within this test script cannot be executed. Therefore, you need to configure this manually, as described in
the Best Practices Onboarding Setup:

• for maintaining the print services account, refer to section Preparation Implementation > sections
Generating Print Forms in Onboarding and Enabling Print Forms Service, and
• for setting up the signature templates, refer to section Post-Processing > section Setting Up
Onboarding Document Template.

For ease of consumption, we consider in the process description, that first the HR Administrator and Hiring
Manager complete all their tasks, and the New Hire accesses only afterwards the instance and provides
missing personal data, and so on.

 Tip

We recommend checking in parallel the process flow sketched in the appropriate process diagram.

4.1 Initiate Onboarding

Purpose

The Recruiter initiates the onboarding process for the candidate who accepted the offer made by the company.
This is done from the Recruiting Management module.

Prerequisites

The candidate is in status Ready to Hire > Ready to Hire in the Talent Pipeline of the Recruiting
Management module.

The Type of Hire for the candidate in the Talent Pipeline is External – New Hire.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 13
Procedure

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

1. Log On Log on to your SAP SuccessFactors com- The Home page is displayed.
pany instance as a Recruiter.

2. Access Recruit- Choose Home Recruiting from the The Job Requisitions screen is dis-
ing Manage- menu in the top left corner. played.
ment module

3. Open Candidate On the Job Requisitions screen, search in The Job Title screen is displayed, con-
Workbench for the displayed list for the row with your taining the Talent Pipeline.
Job Requisition requisition.

Navigate to the Candidate’s Workbench

by choosing the number hyperlink in the
Candidates column.

4. Select Candi- Choose status group Ready to Hire in the The summary view of the selected can-
date Talent Pipeline. The candidates show up in didate is displayed.
the list.

Select the name of the candidate for whom

onboarding should be initiated (they will
have second status Ready to Hire).

5. Start Onboard- In the upper right corner of the candidate The Initiate Onboarding dialog box is
ing profile, choose the Take Action link. From displayed, informing you that you are
the menu that expands, choose Initiate about to initiate the onboarding process
Onboarding. for the candidate.

6. Confirm Start In the Initiate Onboarding dialog box, The OnBoarding Status dialog box is
of Onboarding choose Confirm in order to continue the on- displayed, informing you that the on-
boarding initiation of the candidate. boarding process for the candidate has
been initiated.

7. Return to Can- In the OnBoarding Status dialog box, choose You return to the summary view of the
didate Profile OK. candidate in the Talent Pipeline. The
candidate is still in status Ready to
Hire.

Result

The data that has been collected in Recruiting can be used for detecting if the candidate was already employed
in the past at the company.

Manage Onboarding initiated from Recruiting: Test Script

14 PUBLIC Test Procedures
 • If during initiation of the Onboarding process the candidate is identified as a Rehire (meaning former
employee of the company), an appropriate tile is displayed on the Home page of the HR Administrator.
In this case, continue with process step Perform First Rehire Verification (Optional) [page 15] and
subsequent.
• Otherwise, continue with process step Review New Hire Data [page 17] and subsequent.

4.2 Perform First Rehire Verification (Optional)

Purpose

This process step is relevant in case the system detects a new hire, whose onboarding process has been
initiated, as a (possible) former employee of the company. In this case, the HR Administrator checks if
the candidate profile matches with profiles of former employees. The HR Administrator then decides if the
candidate should be onboarded as a rehire or, if none of the profiles match with the candidate’s profile, as new
hire.

Procedure

Tes
t
Ste Test Step Pass /
p# Name Instruction Expected Result Fail

1. Log On Log on to your SAP SuccessFactors company in- The Home page is displayed.
stance as an HR Administrator.

2. Start Re- On the Home page, in the For You Today sec- The Profile Match Verification for <New
hire Verifi- tion, choose in the Data Review / Pre-Onboarding Hire Name> screen is displayed. The pro-
cation Rehire Verification / <New Hire Name> card. files of former employees that match,
based on rehire check parameters, with
 Note the candidate’s profile are displayed. For

In case there are several new hires identi- each former employee the previous hiring

fied as potential rehires, the View All link manager is displayed.

will be displayed in the Data Review card.

Choose that link; in the upcoming dialog
box, choose the appropriate Pre-Onboarding
Rehire Verification card.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 15
Tes
t
Ste Test Step Pass /
p# Name Instruction Expected Result Fail

3. Decide On- Depending, if the data displayed in the profiles of

boarding the matching former employee is enough for a
Type of proper decision or not, you have two options as
Candidate detailed below:

Option 1: Choose Former Employee The Accept as Rehire dialog box is dis-
played, asking you to confirm the on-
Check the radio button on the left of the former
boarding of the candidate as a rehire with
employee's name, whose profile matches with the
old/new employment.
candidate’s profile, and choose either Rehire with
Old Employment or Rehire with New Employment.

Option 2: Onboard as New Hire The Accept as New Hire dialog box is
displayed, asking you to confirm the on-
In case the details displayed for the matching for-
boarding of the candidate as a new hire.
mer employees profiles are not enough at this
point in time to decide whether the candidate
 Note
should be onboarded as a rehire, or none of the
profiles match with that of the candidate, consider After the candidate provides the per-
onboarding the candidate as a new hire. In this sonal data, a second rehire verifica-
case, choose Proceed as New Hire. tion can be executed.

4. Confirm Depending, which option you have chosen, pro- A Success dialog box is displayed.
Onboarding ceed as follows:
Type
For Option 1, choose in the Accept as Rehire dialog
box, Accept as Rehire.

For Option 2, choose in the Accept as New Hire

dialog box, Accept as New Hire.

5. Close Dia- In the Success dialog box, choose OK. You return to your Home page.
log Box
The Pre-Onboarding Rehire Verification
task for the new hire in the Data Review
card does not show up anymore.

Result

• In case Rehire with Old Employment has been chosen, the rehire coordinator will be redirected to the Data
Review for Rehire screen, in which the biographical information, personal information, and employment
information are taken from Employee Central and previous employment record. Continue in the process
execution with test step 3 in process step Review New Hire Data [page 17] and subsequent. The rehire will
then receive a welcome email with his/her old username to log on to the system.

Manage Onboarding initiated from Recruiting: Test Script

16 PUBLIC Test Procedures
  Note

SAP Best Practices provides the future manager role to allow managers to review rehire's data and
complete certain onboarding tasks such as Schedule Meetings, Recommend People, Recommend
Links among others before the rehire's start date.

• In case Rehire with New Employment has been chosen, the rehire coordinator will be redirected to the
Home screen. Continue in the process execution with process step Review New Hire Data [page 17] and
subsequent. The biographical information, personal information, and employment information pre-filled in
the data review screen are taken from Employee Central. The rehire will then receive a welcome email, with
his/her personal email account as new username to log on to the system.
• In case Proceed as New Hire has been chosen, the rehire coordinator will be redirected to the Home
screen. Continue with the process step Receive Notification to Provide Data for Onboarding Completion
[page 37].

4.3 Review New Hire Data

Purpose

The HR Administrator receives an email notification informing that the new hire's data can be reviewed. He or
she then reviews the data of the new hire as already available in the system. This data has been collected from
the Recruiting module as per the Recruit-to-Hire Data Mapping.

The HR Administrator corrects wrong information and adds missing information.

 Note

The newly added and updated data will be made available during hiring completion via Manage Pending
Hires.

 Note

In case the candidate is onboarded as a rehire, he or she will be rehired with new or old employment. In
this case, biographical information, personal information, and employment information are taken from
Employee Central. Once the candidate is rehired with new employment in the system, the system
automatically assigns another username and user ID to the employee, while the person ID (external)
remains unchanged. If the candidate is rehired with old employment, the username and user ID remain
unchanged.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 17
Procedure

 Note

In the instructions below, the use case of onboarding a candidate as rehire is not considered. For such
candidates, the HR Administrator needs to maintain less data, as several details are taken over from the
existing record in Employee Central.

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

1. Log On Log on to your SAP SuccessFactors com- The Home page is displayed.
pany instance as an HR Administrator.

2. Access On the Home page, in the For You Today sec- The Provide Personal Data screen is dis-
Provide Per- tion, choose the Data Review / Review New played. Several data have been pulled di-
sonal Data Hire Data / <New Hire Name> card. rectly from the candidate profile.
card
 Note
In case there are several new hires for
review, the View All link will be displayed
in the Onboarding Data Review card.
Choose that link; in the upcoming dialog
box, choose the appropriate Onboarding
Data Review card.

Manage Onboarding initiated from Recruiting: Test Script

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

3. Maintain In the Identity section, make following entry:

Personal
Event Reason: select New Hire
Informa-
(HIRNEW) from the dropdown list
tion
In the Personal Information section, main-
tain the mandatory fields in the Personal
Information subsection.

 Note
Due to the Recruit-to-Hire Data Mapping,
field Native Preferred Language is auto-
matically filled with the language main-
tained in the Recruiting Management
field ONB Preferred Locale when prepar-
ing the offer for the candidate.

 Note
In case the Recruiting Management
content in your instance has been
deployed with the SAP Best Practi-
ces solution, you can refer for more
details to process step Prepare Offer
Details and Trigger Offer Approval in
test script of scope item Recruiting
with Integration to Position Manage-
ment and Onboarding (3EK).

In the Email Information subsection, the

Personal email address of the new hire
has been pulled from his or her candidate
profile. Set Is Primary to Yes.

In the Phone Information subsection, the

Phone Type as provided by the new hire dur-
ing application to the job has been pulled
from his or her candidate profile. Set Is
Primary to Yes.

4. Continue Choose Continue. The Job Information section on the screen

is expanded. Several data have been taken
over from the job requisition to which the
candidate has applied.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 19
Test
Step Test Step Pass /
# Name Instruction Expected Result Fail

5. Maintain Maintain the mandatory fields, like for exam- The Compensation Information section on
Job Infor- ple Contract Type. the Provide Personal Data screen is ex-
mation panded.
 Note
These fields depend on the succession
data model uploaded in your instance.

 Note
Depending on how Person Type
Onboardee has been configured
in Manage Business Configuration,
some fields may be shown as man-
datory.

Then choose Continue.

6. Maintain Select in the Compensation Information sub-

Compensa- section an appropriate value for Pay Group.
tion Infor-
mation

7. Submit Re- Choose Submit. The Paperwork has been updated dialog
cord box is displayed, in which you are informed,
that the new hire will be notified about the
changes you have made.

8. Confirm In the Paperwork has been updated dialog You return to your Home page.
New Hire box, choose Continue.
The Review New Hire Data task for the new
Data Re-
hire in the Onboarding Data Review card
view
does not show up anymore.

Result

For each onboarding task the Hiring Manager needs to perform for the new hire an email is sent out to him or
her.

Manage Onboarding initiated from Recruiting: Test Script

20 PUBLIC Test Procedures
4.3.1 Send Pre-Day One Access Information Email

Purpose

Once the HR Administrator has submitted the record with updated new hire data, an email is sent out to the
personal email account of the new hire containing log in data to the company instance.

Prerequisite

The new hire has maintained his or her email address in the candidate profile when applying for the job.

Procedure

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

4.3.2 Receive Pre-Day One Access Information Email

Purpose

The new hire receives an email notification containing temporary log in data to the company instance, more
precisely to the Onboarding Application within the company. The language of the email is as per the Native
Preferred Language maintained in process step Review New Hire Data [page 17].

The new hire needs this information in order to be able to complete tasks related to onboarding.

Attached to this email, a check list document in pdf format is provided, which is intended to help the new hire
to prepare for their first day at the company.

Procedure

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

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 21
Result

The new hire needs to reset the password first to be able to log on to the Onboarding Home page to complete
the tasks related to Onboarding.

As New Hire, continue in the process execution with process step Provide Personal Data [page 31].

4.4 Perform Onboarding Tasks

Purpose

The Hiring Manager completes tasks, which are intended to ensure a smooth and good onboarding experience
for the new hire. The Hiring Manager needs to write welcome message, provide relevant recommended links,
assign buddy, recommend people, checklist, schedule Onboarding meetings, set goals for New Hires, prepare
for New Hire’s Day 1,ensure that employee gets adequate equipment and access to IT systems, and request
access card for the new hire. When the new hire logs into the instance for the first time, they will see all
information which was provided by the manager.

Within this SAP Best Practices solution:

• the tasks Request Laptop, Request Phone, and Assign a Buddy are assigned for processing to other
participants, who have been defined during set up of the onboarding program;
• the tasks Write Welcome Message, Recommend People, Prepare for Day One, Schedule Onboarding
Meetings, Prepare for New Hire’s Day 1, Checklist and Where to Go are intended for the new hire to review.

 Note

Only one buddy can be assigned for the new hire.

 Tip

The members of the IT department will be responsible, for example, for providing the necessary
equipment to the new hire.

In case your company has integrated the Goal Management module with the Onboarding module, the Hiring
Manager can also add goals for the new hire using the Set Goals activity in Onboarding.

Prerequisites

• The tasks have been set up during configuration as part of the onboarding program.

Manage Onboarding initiated from Recruiting: Test Script

22 PUBLIC Test Procedures
 • In case your company has integrated Goal Management with Onboarding, a standard New Hire Goal
Management template for Onboarding must have been created. The Set Goals for New Hires task must
have been added to the Onboarding Program.
• For every onboarding task the hiring manager has received an email notifying them to complete the task.

Procedure

 Note

During set-up, several tasks have been configured; nevertheless, we detail in the description only some of
the possible tasks the Hiring Manager can complete!

 Note

The use case of having Goal Management integrated with Onboarding is considered at the end of the
section, in a separate procedure table.

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

1. Log on Log on to your SAP SuccessFactors The Home page is displayed.

company instance as a Hiring Man-
ager.

2. Access Man- On the Home page, choose in the For The Manager Activities (#) dialog box is dis-
ager Activities You Today section the View All link in played, containing all tasks you need to com-
screen the Manager Activities card. plete for each new hire in different cards.

In each card, you can see the task name, new

hire’s name and the due date of each task.

Depending on the configuration within your in-

stance, the mandatory tasks may refer to writ-
ing a welcome mail to the new team member,
requesting equipment for the new hire, and as-
signing a buddy, while the optional tasks may
refer to giving suggestions for their first day at
the workplace.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 23
Test
Step Test Step Pass /
# Name Instruction Expected Result Fail

3. Start Write On the Home page, choose in the For The Task Details / Write Welcome Message
Welcome Mes- You Today section the View All link in screen is displayed.
sage Task the Administrative Tasks card.

In the upcoming Administrative

Tasks (#) dialog box, choose the
Administrative Tasks card for the new
hire that has the task name Write
Welcome Message.

4. Enter Mes- Write in the Your Message You return to the Home page. The task you just
sage Details performed does not show up in the Manager
Then choose Submit.
Activities card anymore.
In the Success dialog box, choose OK.
The message will be visible for the new hire
when accessing the company’s onboarding
 Note
page for the first time.
Within this SAP Best Practices
solution, a default mail is deliv-
ered, which can be overwritten by
the user.

5. Start Assign a On the Home page, choose in the For The employees, who have been nominated as
Buddy to New You Today section the View All link in potential buddies for new hires, are listed.
Hire Task the Administrative Tasks card.

In the upcoming Administrative

Tasks (#) dialog box, choose the
Administrative Tasks card for the new
hire that has the task name Assign a
Buddy to New Hires.

6. Select Buddy You can either search for a particular You return to the Home page. The task you
for New Hire employee, which is not listed, or select just performed does not show up in the
an employee from the suggested list Administrative Tasks card anymore.
by choosing on the appropriate em-
The new hire receives an email notification that
ployee.
his or her buddy assignment has been updated.
You can add a personal note to that
The buddy receives a notification as well.
employee.

Then choose Submit.

In the upcoming Success dialog box,

choose OK.

Manage Onboarding initiated from Recruiting: Test Script

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

7. Start Access On the Home page, choose in the For The Access Management screen is displayed.
Management
You Today section the View All link in
Task
the Manager Activities card.

In the upcoming Manager Activities

(#) dialog box, choose the
Administrative Activities card for the
new hire that has the task name
Access Management.

8. Provide Ac- You can choose 1 Yes or 2 No from You return to the Home page. The task you
cess Card De- just performed does not show up in the
the Is access card required for this new
tails Administrative Tasks card anymore.
hire? dropdown list and enter details
in the If yes, please provide building or
floor details box.

Then choose Submit.

In the upcoming Success dialog box,

choose OK.

Tasks which are sent to particular groups for further processing

9. Start Request Choose the Administrative Tasks card The Task Details / Request Laptop screen is dis-
Equipment for for the new hire that has the task played. It contains the name of the person (new
New Hire Task name Request Equipment for New hire) for whom the laptop will be requested as
Hire. well as the person to whom the request is as-
signed to (most likely a person from the IT de-
partment of the company).

10. Enter Details Select whether the equipment is The Success dialog box is displayed, inform-
needed by checking the Needed radio ing you that the equipment request has been
button. saved.

From the dropdown list, select the

type of laptop to be ordered for the
new hire and add a description in the
Add details about this equipment text
box.

Then choose Submit.

11. Complete In the Success dialog box, choose OK. You return to the Home page. The task you
Task just performed does not show up in the
Administrative Tasks card anymore.

The person assigned to the task receives an

email notification.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 25
Test
Step Test Step Pass /
# Name Instruction Expected Result Fail

12. Complete Proceed in the same way as described

Other Tasks in test steps #9 to #11 with the other
equipment-related tasks.

Tasks which are sent to the new hire for review

13. Complete Pre- On the Home page, choose in the For The Success dialog box is displayed, informing
pare for New You Today section the View All link in you that the information will be shared with the
Hire’s Day 1 the Administrative Tasks card. new hire.
Tasks
In the upcoming Administrative By choosing OK, you return to the Home page.
Tasks (#) dialog box, choose the
Administrative Tasks card for the new
hire that has the task name Prepare
for New Hire’s Day 1.

On the upcoming Task Details /

Prepare for New Hire’s Day 1 screen,
enter a note regarding the things you
recommend the new hire to take into
account on his or her first day at the
company.

Then choose Submit.

14. Complete Proceed with the optional tasks

Other Tasks Recommend People for New Hires and
Update New Hire’s Day 1 Locations in
the Onboarding Dashboard.

Go to Home page, choose Onboarding

in the global navigation menu drop-
down. On the Onboarding Dashboard
screen, choose the blue arrow icon at
the right side of the new hire. On the
New Hire Details screen, choose the
Start link of the optional tasks you
want to perform under the New Hire
Tasks block.

Manage Onboarding initiated from Recruiting: Test Script

26 PUBLIC Test Procedures
In case your company has integrated Goal Management with Onboarding, you can add goals for the new
hire, which he or she needs to complete within a given time frame after being hired in the system. Proceed as
follows:

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

15. Start On the Home page, choose in the For The Task Details / Set Goals for New Hires screen
Task You Today section the View All link in is displayed, where you can add short-term goals
the Manager Activities card. for the new hire. Depending on the configuration,
these goals are divided in 30-Day, 60-Day, and
In the upcoming Manager Activities (#)
90-Day goals.
dialog box, choose the Administrative
Tasks card for the new hire that has the
task name Set Goals for New Hires.

16. Select In the top right corner above the #-Day The Add a new goal for the following category:
Goal Goals card for the new hire that has the #-Day Goals dialog box is displayed.
Cate- appropriate task name, table, choose +
gory Add Goals.

17. Enter Enter in the text box details to the goal The newly added goal displays on the Set Goals
Goal De- and choose Add Goal. screen in the appropriate category table.
tails

18. Add Repeat test steps #16 and #17 for each
Other goal category. You can also add several
Goals goals for the same goal category.

19. Submit When all goals have been added, You return to the Home page. The task you just
Goals choose Submit. In the Success dialog performed does not show up in the Manager
box, choose OK. Activities card anymore.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 27
As a hiring manager, you can delegate your new hire tasks to another person (delegatee). This helps in
workload balancing and ensures coverage in the event of unplanned absences. If you want to perform
delegation, proceed as follows:

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

20. Access On the Home page, choose Onboarding The Delegate Task dialog box is displayed.
Delegate in the Global Navigation menu drop-
Task down. On the Onboarding Dashboard
Screen screen, choose the blue arrow icon
at the right side of the New Hire to
open the New Hire Details screen. On
the top right corner of the New Hire
Details screen, choose Actions. From
the dropdown menu that expands, se-
lect Delegate My Tasks.

21. Perform In the Select Tasks section of the An email is triggered to the delegatee, for notify-
Delega- ing about the delegated tasks. The delegatee can
Delegate Task dialog box, you have the
tion then log on to the system and perform the dele-
option to delegate all your tasks or only
gated new hire tasks, as described from test step
some of them: #1 to # 19.
• to delegate all your tasks, check
the All My Tasks radio button.
 Note
• to delegate specific tasks only, Delegation doesn’t transfer any permissions
choose the Specific Tasks radio that the delegatee may require to perform
button. Once you choose this radio the hiring tasks. You must ensure in advance
button, flag the checkbox against that the delegatee has all required permis-
specific new hire tasks from the sions to perform and complete the delegated
dropdown that you wish to dele-
tasks.
gate.

In the Delegate To section, type or se-

lect the person you want to delegate
the new hire task to.

In the Add a Note section, write your

message.

Choose Done.

Manage Onboarding initiated from Recruiting: Test Script

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

22. Perform You can select multiple new hires and You delegated multiple new hires’ onboarding
Mass tasks to another person.
perform a mass delegation action for
Delega-
them.
tion (Op-
tional) To do this, choose Onboarding in the
Global Navigation menu dropdown on
the Home page.

On the Onboarding Dashboard screen,

flag the check boxes ahead of the new
hires for whom you want to delegate
the tasks to another person. Choose
Delegate My Onboarding Tasks in the
top right corner of the New Hires table.

In the Delegate Task dialog box, con-

tinue with test step #21 to perform the
delegation.

23. Revoke You can revert delegated tasks back to The new hire task is revoked back to the hiring
Dele- yourself, if required. manager.
gated
To do this, choose Onboarding in the
Task  Note
(Op- Global Navigation menu dropdown on
tional) the Home page. If the Onboarding workflow is cancelled or
restarted, delegated tasks are automatically
On the Onboarding Dashboard screen,
reverted to the primary responsible user.
choose the blue arrow icon at the right
side of the new hire to open the New
Hire Details screen. Choose the New
Hire Tasks tab, and in the Actions col-
umn of the delegated task, choose the
Revoke link.

In the Revoke Task dialog box, choose

OK.

Result

Tasks for the new hire and other onboarding process participants have been assigned for processing.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 29
4.4.1 Receive Onboarding Tasks Notification

Purpose

The participants in the new hire’s onboarding process, like members of the IT department or the new hire’s
assigned buddy, receive a notification for each task assigned to them.

Procedure

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

Result

The participants in the onboarding process will on their turn complete the tasks assigned to them.

4.4.2 Receive Onboarding Tasks Notifications

Purpose

The New Hire receives emails related to the tasks the Hiring Manager has assigned to him or her. These emails
are sent out in the moment in which the status of the task in the manager’s to-do list turns to Completed.

Procedure

These are automated steps, and no manual execution is required.

Manage Onboarding initiated from Recruiting: Test Script

30 PUBLIC Test Procedures
Result

The new hire has received emails related to:

• the buddy assignment update;

• welcome message update;
• list of things to bring and prepare for day 1 in the company.

Each email has a link which the new hire can access to arrive at the appropriate page in the company instance.

The tasks assigned to the new hire will be visible on his or her company instance Home page as well; he or she
has access to these upfront to the first working day at the company.

 Note

The completion of these tasks is detailed in process step Complete Onboarding Tasks [page 52].

4.5 Provide Personal Data

Purpose

The New Hire uses the temporary ID to access the system prior to his or her first day at work. There, he or
she reviews his or her details already entered by the HR Administrator and, if required, corrects this data or
provides missing information.

 Note

The personal data, which the new hire provides, are transferred to Employee Central and will be made
available during hiring completion via Manage Pending Hires.

Prerequisites

The new hire has received an email notification with login details to the company instance.

 Note

Refer to process step Receive Pre-Day One Access Information Email [page 21] for more details.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 31
Procedure

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

1. Reset your Search for the email containing the hyper- The Reset Successful! screen is displayed,
Password link for resetting your password. Choose and you will receive an appropriate email no-
that hyperlink. tification about update of the password.

On the upcoming Reset your Password

screen, follow the instructions: type your
new password, confirm the new password
by typing it again, and choose Submit.

 Note
The screen displays in the language
selected by the external candidate
when creating/logging into the candi-
date account via the external career
site of the company.

 Note
In case the Recruiting Manage-
ment content in your instance
has been deployed with the SAP
Best Practices solution, you can
refer for more details to test script
of scope item Recruiting with In-
tegration to Position Management
and Onboarding (3EK); there refer
to External Candidates (Sub-Proc-
ess) → process step Create Ac-
count and Agree to Data Privacy.

2. Go Back to On the Reset Successful! screen, choose The SAP SuccessFactors login screen is dis-
Log in Back to Log in. played.
Screen

Manage Onboarding initiated from Recruiting: Test Script

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

3. Log On Log on to your SAP SuccessFactors com- The Home page is displayed, containing
pany instance as a New Hire. As username the Help Us Learn About You and Your
type your personal email address and as Onboarding Checklist cards.
password type the password you have just
The Welcome Aboard! card is displayed, con-
reset.
taining the welcome message of your hiring
manager.

 Note
This message has been written in test
steps # 3 and # 4 of process step Per-
form Onboarding Tasks [page 22].

4. Access Pro- Choose in the For You Today section the The Provide Personal Data dialog box is dis-
vide Per- Your Onboarding Checklist card. played, asking you to provide personal data
sonal Data such that the paperwork can be prepared for
you to sign.

5. Start Provi- In the Provide Personal Data dialog box, The Provide Personal Data screen is dis-
sion of Data choose Get Started. played. The data as available has been pulled
directly from the candidate profile, as well as
maintained by the hiring manager.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 33
Test
Step Test Step Pass /
# Name Instruction Expected Result Fail

6. Provide Per- Review the data, correct it where appro-

sonal Data priate, and add missing data, for example
add your birth date, National ID
Information, and Home address. En-
ter in the Payment Information block your
bank details.

 Caution
In case of countries Australia, Can-
ada, New Zealand, Spain, United
Kingdom, and United States, you
must sign compliance documents be-
fore getting hired in the system. In
these forms, the mandatory data like
birth date, National ID Information, and
Home Address is read-only and col-
lected from the personal data as main-
tained by you in this current process
step. Therefore, if you do not maintain
this data here, you will not be able
to complete the compliance tasks suc-
cessfully!

 Note
The data related to Primary
Emergency Contact or Dependents (if
enabled in the company instance)
can be left empty and filled later
on, when you have been hired as
employee in the system and the em-
ployee self-service permissions have
been granted to your user.

7. Submit Up- When done, choose Submit.

dated Per-
sonal Data

8. Confirm In the Success dialog box, choose OK. You return to your Home page.
Submission

Manage Onboarding initiated from Recruiting: Test Script

34 PUBLIC Test Procedures
Result

The candidate appears in the list of pending hires in the administration tool. More precisely, the candidate is
listed in Manage Pending Hires > Onboarding (#) in the Admin Center of the Employee Central module.

4.6 Perform Second Rehire Verification (Optional)

Purpose

The second rehire verification is executed if a potential match does not get identified in the first rehire
verification because of not maintained data yet. Later on in the process, additional data may be collected
and a new rehire verification can be executed.

This process step is relevant in case the system detects a new hire, whose onboarding process has been
initiated, as a (potential) former employee of the company. In this case, the HR Administrator checks if
the candidate profile matches with profiles of former employees. The HR Administrator then decides if the
candidate should be onboarded as a rehire or, if none of the profiles match with the candidate’s profile, as new
hire.

Procedure

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

1. Log On Log on to your SAP SuccessFactors company in- The Home page is displayed.
stance as an HR Administrator.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 35
Test
Step Test Step Pass /
# Name Instruction Expected Result Fail

2. Start Re- On the Home page, in the For You Today section, The Profile Match Verification for <New
hire Verifi- choose in the Data Review / Onboarding Rehire Hire Name> screen is displayed. The
cation Verification / <New Hire Name> card. profiles of former employees that
match, based on rehire check param-
 Note eters, with the candidate’s profile are

In case there are several new hires identified displayed. For each former employee

as potential rehires, the View All link will be the previous hiring manager is dis-

displayed in the Data Review card. Choose played.

that link; in the upcoming dialog box, choose

the appropriate Onboarding Rehire Verification
card.

3. Decide On- Depending, if the data displayed in the profiles of

boarding the matching former employee is enough for a
Type of proper decision or not, you have two options as
Candidate detailed below:

Option 1: Choose Former Employee The Accept as Rehire dialog box is dis-
played, asking you to confirm the on-
Check the radio button on the left of the former
boarding of the candidate as a rehire
employee's name, whose profile matches with the
with old/new employment.
candidate’s profile, and choose either Rehire with
Old Employment or Rehire with New Employment.

Option 2: Onboard as New Hire The Accept as New Hire dialog box is
displayed, asking you to confirm the
In case none of the profiles match with that of the
onboarding of the candidate as a new
candidate, consider onboarding the candidate as a
hire.
new hire. In this case, choose Proceed as New Hire.

4. Confirm Depending, which option you have chosen, pro- A Success dialog box is displayed.
Onboard- ceed as follows:
ing Type
For Option 1, choose in the Accept as Rehire dialog
box, Accept as Rehire.

For Option 2, choose in the Accept as New Hire

dialog box, Accept as New Hire.

5. Close Dia- In the Success dialog box, choose OK. You return to your Home page.
log Box
The Complete Rehire Verification task
for the new hire in the Data Review
card does not show up anymore.

Manage Onboarding initiated from Recruiting: Test Script

36 PUBLIC Test Procedures
Result

• In case Rehire with Old / New Employment has been chosen, the existing onboarding process gets
cancelled, the workflow gets restarted, and a new user is created in the system.
• In case of Rehire with New Employment when the new hire is identified as a rehire after the second
rehire check, then a new onboarding process is started; the data of the new hire needs to be reviewed
again and personal data is again collected. Continue in the process execution with process step Review
New Hire Data [page 17] and subsequent.
• In case of Rehire with Old Employment when the new hire is identified as a rehire after the second
rehire check, then there is no end-user onboarding process restart of the New Hire Data, thus the
Review New Hire Data and Provide Personal Data steps aren’t repeated.

 Note

SAP Best Practices provides the future manager role to allow managers to review rehire's
data and complete certain onboarding tasks such as Schedule Meetings, Recommend People,
Recommend Links among others before the rehire's start date.

• In case Proceed as New Hire has been chosen, continue with process step Receive Notification to Provide
Data for Onboarding Completion [page 37].

4.6.1 Receive Notification to Provide Data for Onboarding

Completion

Purpose

The New Hire receives an email in which they are asked to provide necessary data to complete onboarding.

Procedure

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

Result

The Complete Additional Onboarding Tasks tile is available in the To-Do section of the new hire Home page.

• In case the new hire is for a company in Australia, Canada, New Zealand or the United Kingdom, then, in
addition, the Complete Compliance Tasks tile is available in the To-Do section of the Home page. The new
hire can opt to complete first the additional onboarding tasks and then complete the compliance tasks, or
vice versa, as these processes run in parallel, without blocking each other.

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Test Procedures PUBLIC 37
  Note

Depending on the country legislation, the compliance documents can be signed also after the hire start
date.

• In case the new hire is for a company in the United States, then, in addition, the Complete Compliance
Tasks and Complete and Sign Form I-9 tiles are available in the To-Do section of the Home page. Completing
additional onboarding tasks, completing compliance tasks, and completing Form I-9 are parallel processes,
which do not block each other, so it is the new hire’s choice in which sequence they want to execute them.
• A new hire who is onboarded in a company in any other country/region will complete directly the additional
onboarding tasks.

 Tip

In the subsequent process description, we consider following sequence:

• In case the new hire is for a company in Australia, Canada, New Zealand, United Kingdom, or
United States, continue in the process execution with process step Complete Compliance Forms
(for Australia, Canada, New Zealand, Spain, United Kingdom, and United States) [page 38] and
subsequent.
• In case the new hire is for a company in any other country/region, continue in the process execution
with process step Complete Additional Onboarding Tasks [page 47] and subsequent.

4.7 Complete Compliance Forms (for Australia, Canada,

New Zealand, Spain, United Kingdom, and United
States)

Purpose

 Caution

This process step is relevant only if the new hire is for a company in Australia, Canada, New Zealand,
Spain, the United Kingdom or the United States!

These tasks show up on the new hire Home page in parallel to the Additional Onboarding Tasks.

Compliance forms are a critical part of the Onboarding process. The compliance forms help collect the required
data and adhere to government regulations during the onboarding process for new hires.

 Note

The compliance forms are assigned to the new hire based on the country and state of the work location.
If work location is not available, the country of the legal entity location is considered. If neither of these
locations are available, no forms will appear.

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38 PUBLIC Test Procedures
Within the SAP Best Practices solution, compliance forms are delivered for users getting onboarded in
companies in Australia, Canada, New Zealand, Spain, the United Kingdom, and the United States.

Following compliance forms are supported:

• Australia:
• Superannuation Standard Choice: This form consists of two sections: Superannuation Fund Details and
Tax File Number and Employment Details. In the Superannuation Fund Details section, the fund type to
which all contributions made by the employer will be paid to is selected; dependent on the fund type
selected, the appropriate fields you need to fill are displayed.
• Tax File Number Declaration: This form is auto populated with the data as provided in process step
Provide Personal Data [page 31]. Personal Information like name, date of birth, address, are prefilled in
the form and read-only. You need to enter data in the Tax File Number and Employment Details section.
• Canada:
• TD1 Personal Tax Credits Return: Candidates with Canada as their work location must submit Federal
TD1 personal tax credit return forms, based on which the employer determines the amount of tax to
be deducted. The form is auto populated with the data as provided in process step Provide Personal
Data [page 31]. Personal Information like name, date of birth, address, are prefilled in the form and
read-only. You need to enter data in the Various Personal Tax Credit Amounts and Filling out Form TD1
sections.
• New Zealand:
• Tax Code or Tax Rate Declaration
• KS2 KiwiSaver Deduction Form: to be eligible for joining KiwiSaver, you need to fulfill some eligibility
criteria. Based on your eligibility, the details to be filled in display.
• Spain
• Impuesto sobre la Renta de las Personas Físicas: This form can have two pages. Using page one of this
form, you can add details of upto two ascendents and four descendents. If there are more than two
ascendents (upto four) or four descendents (upto eight), page two of the form is generated.
• United Kingdom
• Starter Checklist: In the top section of this form you can choose to either upload form P45 or to fill the
starter checklist. In case you choose to fill the starter checklist, the data as provided in process step
Provide Personal Data [page 31] displays in the form. Personal Information like name, date of birth,
address, are prefilled in the form and read-only. You need to enter data in the Employee Statement,
Student Loan, and Postgraduate Loan sections.
• United States
• W4: this form is an Internal Revenue Service Tax form completed by employees in the United States
to indicate their tax situation to the employer. The Employee’s Personal Data section is auto populated
with the data as provided in process step Provide Personal Data [page 31]. Personal Information like
name, address, and social security number are prefilled in the form and read-only. You need to enter
data in the Filing status, Step 2, Step 3, and Step 4 sections.
• State Withholding Forms: A state W4 Form is a tax form that serves as a guide for employers to
withhold a specific amount on each paycheck to go towards state taxes. The Employee’s Personal
Data section is auto populated with the data as provided in process step Provide Personal Data [page
31]. Personal Information like name, address, and social security number are prefilled in the form and
read-only. You need to enter data in the Filing status, Step 2, Step 3, and Step 4 sections.
• USCIS Form I-9
Form I-9, officially the Employment Eligibility Verification, is a United States Citizenship and
Immigration Services form. It is used to verify the identity and legal authorization to work of all paid

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Test Procedures PUBLIC 39
 employees in the United States. All U.S. employers must ensure proper completion of Form I-9 for each
individual they hire for employment in the United States.
• Voluntary Self-Identification of Disability
Purpose of this form is to self-Identify New hire as an individual with a disability; the self-identification
is voluntary.
• E-Verify
Employers have to verify the identity and employment eligibility of the new hires. The verification is
done by electronically matching information provided by the new hires on the Form I-9 against the
information available to the Social Security Administration (SSA) and the Department of Homeland
Security (DHS).

Prerequisites

Print Forms Service account must have been maintained and the signature template must have been prepared.

The compliance forms have been enabled during configuration.

The new hire is for a company in Australia, Canada, New Zealand, Spain the United Kingdom, or the United
States.

Procedure

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

1. Log On Log on to SAP SuccessFactors com- The Home page is displayed.

pany instance as a New Hire.

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

2. Access Your On- Choose in the For You Today section Under the Compliance Tasks section in the left
panel of the screen, the forms you need to fill
boarding Checklist the Your Onboarding Checklist card.
out are listed:
tile
• for Australia:
• Superannuation Standard Choice
• Tax File Number Declaration
• for Canada:
• TD1 Personal Tax Credits Return
• for New Zealand:
• Tax Code or Tax Rate Declaration
• KS2 KiwiSaver Deduction Form
• for Spain:
• Impuesto sobre la Renta de las Per-
sonas Físicas
• for United Kingdom:
• Starter Checklist
• for United States:
• United States Federal Form W-4
• Form W-4 for <state name> Withhold-
ing, where <state> is the state as
maintained in the new hire’s address.

3. Start Filling Out Choose the form to be filled under the The <form name> screen is displayed, contain-
Compliance Tasks section of the left
Form ing the appropriate form to be filled.
panel.

4. Fill Out Form Read all the instructions mentioned

in the form and, if applicable, in the
reference link.

Fill in the form as appropriate.

5. Validate and Save Choose Validate and Save to validate Once there are no errors in the form, the
Provided Data your entries and correct possible er- Success dialog box is displayed, informing you
rors. about successful saving of the form. Choose
OK.
After correcting the errors, choose
again Validate and Save.

6. Submit Form On the <form name> screen, choose

Submit.

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

7. Fill Out Other In case of country Australia, New

Form (for Aus- Zealand, or United States, repeat
tralia / New Zea- test steps # 2 to # 6 for the remain-
land / United ing form.
States only)

4.8 E-Sign Compliance Documents (for Australia, Canada,

New Zealand, Spain, United Kingdom, and United
States)

Purpose

 Caution

This process step is relevant only if the new hire is for a company in Australia, Canada, New Zealand,
Spain, the United Kingdom, or the United States!

The compliance documents to e-sign show up on the new hire Home page in parallel to the Additional
Onboarding Tasks.

The New Hire signs the compliance documents electronically.

Prerequisites

Print Forms Service account must have been maintained and the signature template must have been prepared.

The compliance forms have been enabled during configuration.

The new hire is for a company in Australia, Canada, New Zealand, Spain the United Kingdom, or the United
States.

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42 PUBLIC Test Procedures
Procedure

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

1. Log On Log on to SAP SuccessFactors company instance The Home page is displayed.
as a New Hire.

2. Access Com- Choose in the For You Today section the Your The Complete Your E-Signature
plete e-Signature Onboarding Checklist card. In the left panel, un- screen is displayed, in which you
on Compliance der Compliance Tasks section, choose Complete are instructed about the proce-
Forms tile e-Signature on Compliance Forms. dure.

3. Accept Terms After having read the agreement to use eSignature, The Form Name page is dis-
and Conditions accept the terms and conditions by flagging the I played, containing the compli-
accept the Terms and Conditions checkbox. Then ance document(s) you need to
choose Submit. sign.

4. Sign Compli- Choose the Pending arrow of the form to be signed, A system message about suc-
ance Docu- then review the document. cessful signing of the document
ments is displayed and Click to Sign is
If everything is fine, choose Click to Sign.
transformed to Signed.

Sign other documents as appropriate.

5. Submit Signed When done with all signatures, you can submit the The signed forms can be down-
loaded by clicking the Download
Compliance compliance documents by choosing Submit in the
icon for each form.
Documents bottom right corner of the screen.

 Note
You have also the options to save the already
performed signatures and continue later, or to
decline the e-signature.

Result

Continue in the process execution as follows:

• In case the new hire is for a company in the United States continue in the process execution with process
step Complete Section 1 of Form I-9 (for United States) [page 44] and subsequent.
• Else, continue in the process execution with process step Complete Additional Onboarding Tasks [page
47] and subsequent.

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Test Procedures PUBLIC 43
4.9 Complete Section 1 of Form I-9 (for United States)

Purpose

 Caution

This process step is relevant only if the new hire is for a company in the United States!

The Form I-9 to complete and e-sign shows up on the new hire Home page in parallel to the Additional
Onboarding Tasks and Compliance Tasks.

Form I-9 is a United States compliance form, used by employers to verify the identity and employment
authorization of individuals employed in the United States.

Failing to properly complete a Form I-9 violates section 274A of the INA, and leaves employers subject to civil
money penalties.

Employees may complete Section 1 of Form I-9 on or before day one, but no earlier than acceptance of the
job offer. The employer must review the employee’s documents and complete Section 2 of Form I-9 within
three business days of the day the employee starts work for pay (Start Date). The employee must present an
original document or documents that show employment authorization within three business days of the date
employment begins.

The New Hire completes Form I-9 Section 1 before Day 1.

Prerequisites

Print Forms Service account must have been maintained and the signature template must have been prepared.

Form I-9 has been enabled during configuration.

The new hire is for a company in the United States.

Procedure

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

1. Log On Log on to SAP SuccessFactors company instance as a The Home page is displayed.
New Hire.

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

2. Access Choose in the For You Today section the Your The Form I-9, Section 1 screen
Complete Onboarding Checklist card. In the left panel, under is displayed, on which you are in-
Form I-9 Compliance Tasks section, choose Complete Form I-9 structed about the procedure.
Section 1 Section 1.
In the Employee Information part
tile
of the form, some personal data
fields are prepopulated from Em-
ployee Central data and cannot be
updated from Section 1.

3. Read In- For instructions defined by the government on com-

structions pleting the form, choose the DHS Form I-9 Instructions
hyperlink. Read the instructions carefully before com-
pleting this form!

4. Complete In the Type of Citizenship part of the form, check the ra- The form has been completed.
Form dio button appropriate to your citizenship and provide
the needed information.

In the Preparer and/or Translator Certification part of

the form, attest if a preparer or translator assisted you
in completing Section 1 of the Form I-9.

When done, flag in the Employee’s Consent Statement

section the checkbox attesting that the information
you have maintained is true and correct.

5. Submit On the Form I-9, Section 1 screen, choose Submit. The Success dialog box is dis-
Form played, informing you that the
form has been submitted and that
you need to complete the Form
I-9 process by applying your signa-
ture.

 Note
In case you have taken exter-
nal help to complete the form,
the translator will receive an
email to sign the I-9 form as
well.

6. Go Back In the Success dialog box, choose OK. You return to your Home page.
to Home
Page

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Test Procedures PUBLIC 45
4.10 E-Sign Section 1 of Form I-9 (for United States)

Purpose

 Caution

This process step is relevant only if the new hire is for a company in the United States!

The Form I-9 to complete and e-sign shows up on the new hire's Home page in parallel to the Additional
Onboarding Tasks and Compliance Tasks.

The New Hire signs the Section 1 of I-9 Form electronically to acknowledge that the data provided on this form
is correct.

Prerequisites

Print Forms Service account must have been maintained and the signature template must have been prepared.

Form I-9 has been enabled during configuration.

The new hire is for a company in the United States.

Procedure

 Note

The customer can opt between using SAP SuccessFactors eSignature or using DocuSign by integrating it
with the Onboarding module. Within this SAP Best Practices solution, SAP SuccessFactors eSignature
is used as default for electronic signature and will be described in the subsequent. Nevertheless,
the customer can configure DocuSign integration with Onboarding as described in the Best Practices
Onboarding Setup, section Setting up DocuSign for Onboarding.

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

1. Log On Log on to SAP SuccessFactors company instance The Home page is displayed.
as a New Hire.

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

2. Access Com- Choose in the For You Today section the Your The Complete Your E-Signature
plete e-Signa- Onboarding Checklist card. In the left panel, un- screen is displayed, in which you
ture on Compli- der Compliance Tasks section, choose Complete are instructed about the proce-
ance Forms tile e-Signature on Compliance Forms. dure.

3. Accept Terms After having read the agreement to use eSigna- The Form Name page is displayed,
and Conditions ture, accept the terms and conditions by flagging containing the I9 Section 1 form
the I accept the Terms and Conditions checkbox. you need to sign.
Then choose Submit.

4. Sign I9 Section Choose the Pending arrow of the form to be A system message about success-
1 signed, then review the document. ful signing of the document is dis-
played and Click to Sign is trans-
If everything is fine, choose Click to Sign.
formed to Signed.

5. Submit Signed Submit the I9 Section 1 by choosing Submit in the The signed forms can be down-
loaded by clicking the Download
I9 Section 1 bottom right corner of the screen.
icon for each form.

 Note You receive an email in which you

are requested to bring the original
You have also the options to save the already
documents for employment eligi-
performed signature and continue later, or to
bility verification on the first day
decline the e-signature.
of employment for verification by
a corporate representative.

4.11 Complete Additional Onboarding Tasks

Purpose

Customer-specific onboarding tasks can be configured and assigned to the new hire.

The New Hire accesses the system prior to his or her first day at work and provides the needed information
requested in these customer-specific tasks.

Prerequisites

The customer specific tasks have been set up during configuration.

Manage Onboarding initiated from Recruiting: Test Script

Test Procedures PUBLIC 47
  Note

Within this SAP Best Practices solution, several examples have been set up and can be adapted as per the
company’s business needs:

• Uniform
• Parking
• Transport
• Gym
• Document Collection: the new hire can upload documents related to education, certificates and
licenses, and work experience.

Procedure

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

1. Log On Log on to SAP SuccessFactors company The Home page is displayed.

instance as a New Hire.

2. Access Provide Choose in the For You Today section the The Provide Additional Data screen is
Additional Data Your Onboarding Checklist card. Then in the displayed, containing the sections in
screen left panel of the screen, under Onboarding which you are requested to provide
Data Collection section, choose Provide additional information such that the
Additional Data. company is prepared for your first day.

3. Start Providing On the Provide Additional Data screen, The <section name> screen, for exam-
ple Uniform is displayed.
Required Infor- choose the Pending arrow for each section.
mation

4. Provide Required Maintain information as required for each

Information configured task. When done with providing
information for one task, choose Save and
continue by choosing the Pending arrow of
the next task.

5. Complete On- When done with the last task, choose The success dialog box is displayed.
boarding Infor- Submit.
mation

6. Confirm the Suc- In the Success dialog box, choose OK.

cess

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48 PUBLIC Test Procedures
Result

After the completion of the data collection part of the Onboarding process, the business rules associated with
document templates are evaluated, and any relevant documents for the new hire are generated. If documents
require a signature, those documents are sent to DocuSign or SAP SuccessFactors eSignature for electronic
signature by the new hire.

 Note

The customer can opt between using SAP SuccessFactors eSignature or using DocuSign by integrating it
with the Onboarding module. Within this SAP Best Practices solution, SAP SuccessFactors eSignature
is used as default for electronic signature and will be described in the subsequent. Nevertheless,
the customer can configure DocuSign integration with Onboarding as described in the Best Practices
Onboarding Setup, section Setting up DocuSign for Onboarding.

4.11.1 Receive Documents Pending e-Signing Notification

Purpose

The New Hire receives an email in which he or she is notified about documents pending for e-Signing. He or she
is requested to e-sign the documents before the first day at the company.

 Note

In case DocuSign is used at your company, an email is sent to the new hire. The new hire then opens the
DocuSign link from the email and signs the document on the DocuSign page.

Procedure

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

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Test Procedures PUBLIC 49
4.12 View and e-Sign Generated Documents

Purpose

The New Hire accesses the system prior to his or her first day at work and views the document(s) that have
been generated for him or her for e-signing. After having checked the documents, the new hire signs them
electronically.

Prerequisite

Print Forms Service account must have been maintained and the signature template must have been prepared.

Procedure

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

1. Log On Log on to SAP SuccessFactors company in- The Home page is displayed.
stance as a New Hire.

 Note
Alternatively, you can choose the hyper-
link provided in the email with subject
Documents Pending e-Signing received
as described in previous process step Re-
ceive Documents Pending e-Signing Noti-
fication [page 49].

2. Access Com- Choose in the For You Today section the Your The Complete Your E-Signature screen is
plete e-Signa- Onboarding Checklist card. Then in the left displayed, on which you are instructed
ture tile panel of the screen, under the Onboarding about the procedure.
Data Collection section, choose Complete e-
Signature.

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50 PUBLIC Test Procedures
 Test
Ste Test Step Pass /
p# Name Instruction Expected Result Fail

3. Accept Terms After having read the agreement to use The Form Name page is displayed, contain-
and Condi- eSignature, accept the terms and conditions ing the first document you need to sign.
tions by flagging the I accept the Terms and
Conditions checkbox. Then choose Submit.

4. Sign Docu- Choose the Pending arrow of the form to be The appropriate field for the electronic sig-
signed, then review the document.
ments nature, for example, Employee Signature,
If everything is fine, choose Click to Sign. is automatically filled and Click to Sign is
transformed to Signed.

Sign other documents as appropriate.

5. Submit When done with all signatures, you can submit The signed forms can be downloaded by
Signed Docu- the documents by choosing Submit in the bot- clicking the Download icon for each form.
ments tom right corner of the screen.
You receive an email confirmation, that you
have successfully signed and submitted the
 Note
documents.
You have also the options to save the al-
ready performed signatures and continue
later, or to decline the e-signature.

 Note

The sample template delivered within the SAP Best Practices solution requires the signature of the new hire
only. In case you have modified the delivered sample template, or have prepared and uploaded your own
template, then, depending on the customized signature template, additional signatures might be required.
In this case, proceed as appropriate.

 Note

Setting up the signature template is described in the Best Practices Onboarding Setup > section
Post-Processing > section Setting Up Onboarding Document Template.

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Test Procedures PUBLIC 51
4.13 Complete Onboarding Tasks

Purpose

The new hire accesses the system prior to his or her first day at work. He or she reviews the tasks being
maintained by the hiring manager for him or her to review. Most likely these tasks will guide the new hire
through his or her first day in the company.

 Tip

It is recommended to verify the check list document attached to the pre-day one access email in order to
not miss any important to-do before the first day of employment.

Prerequisites

The Hiring Manager has submitted tasks for the new hire.

Procedure

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

1. Log On Log on to SAP SuccessFactors company instance as a The Home page is displayed.
New Hire.

2. Access Choose in the For You Today section the Your Onboarding The Your Onboarding Checklist
Onboard- Guide card.
screen is displayed.
ing Jour-
ney  Note In the Explore Onboarding Guide
Screen section on the left of the screen,
You can also use the global navigation menu
Onboarding to access the Your Onboarding Checklist your prior-to-work tasks are

screen. listed.

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

3. Check Choose in the Explore Onboarding Guide section the Know The persons you can contact
Key Peo- Your Key People tile, and review the data. in case of questions are listed.
ple These persons might be, for
example, your manager and as-
signed buddy.

4. Check Choose in the Explore Onboarding Guide section the You are informed what you are
Day 1 Prepare for Day 1 tile and review the data. expected to prepare for your first
Tasks working day.
Depending on the tasks listed, you might start working on
them.

4.14 Restart Onboarding Manually (Optional)

Purpose

The onboarding process can be restarted manually if there is an incorrect data set and if an unhandled error
occurs, and this error needs to be overcome.

In case there is a change in the new hire data, the Hiring Manager or HR Administrator can restart the
onboarding process. This can be done as long as the onboarding process is in progress and the candidate is not
hired yet in the system.

 Note

This process step can take place at any point in time between process step Receive Onboarding Tasks
Notification [page 30] and process step Hire Employee from Manage Pending Hires [page 56].

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Test Procedures PUBLIC 53
Procedure

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

1. Log On Log on to your SAP SuccessFactors company in- The Home page is displayed.
stance as a Hiring Manager.

2. Access On- On the Home page, choose Onboarding in the global The Onboarding Dashboard
boarding navigation menu dropdown. page is displayed.
Dashboard
page

3. Search New On the Onboarding Dashboard screen, search the new The new hires fulfilling the
Hire hire for whom you want to restart the onboarding search criteria are listed.
process. To ease the search, make use, for example,
of filter fields New Hire or Hiring Manager.

4. Go to your For whom you want to restart the onboarding process, The <new hire name> page is
Task List choose the blue arrow icon at the right side of the new displayed. It contains the list of
hire. tasks you need to complete for
this new hire.

5. Restart On- In the top right corner of the page, choose The Restart Onboarding for
boarding Actions. From the menu that expands, select Restart <new hire name> dialog box is
Onboarding. displayed.

6. Confirm On- Acknowledge the displayed information by flagging The onboarding process for
boarding Re- the checkbox, enter a Reason for Restart in the text the selected new hire has re-
start box, and choose Confirm. started.

In the Success dialog box, choose OK.

Result

The current Onboarding process is cancelled, and a new Onboarding process is initiated.

Appropriate email notifications are sent out to inform the involved onboarding participants that the onboarding
process is restarted because of changes in new hire data.

The respective new hire record on the Onboarding Dashboard page of the assigned participants will show an
additional note Onboarding Restarted.

 Note

By choosing the note, the participant in the onboarding process will find details about the possible reasons
that might have caused the process to restart.

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54 PUBLIC Test Procedures
As the Onboarding process re-starts from the beginning, continue in the process execution with process step
Review New Hire Data [page 17] and subsequent.

4.15 Cancel Onboarding (Optional)

Purpose

If prior to getting hired in the Employee Central system, the new hire decides not to work for the company
or the company decides not to onboard a new hire, the Onboarding process can be cancelled. The HR
Administrator can cancel the onboarding process from the Onboarding Dashboard.

 Note

This process step can take place at any point in time between process step Receive Onboarding Tasks
Notification [page 30] and process step Hire Employee from Manage Pending Hires [page 56].

Procedure

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

1. Log On Log on to your SAP SuccessFactors company in- The Home page is displayed.
stance as an HR Administrator.

2. Access On- On the Home page, choose Onboarding in the global The Onboarding Dashboard
boarding navigation menu dropdown. page is displayed.
Dashboard
page

3. Search New On the Onboarding Dashboard screen, search the new The new hires fulfilling the
Hire hire for whom you want to cancel the onboarding search criteria are listed.
process. To ease the search, make use, for example,
of filter fields New Hire or Hiring Manager.

4. Go to your For whom you want to cancel the onboarding process, The <new hire name> page is
choose the blue arrow icon at the right side of the new
Task List displayed. It contains the list of
hire.
tasks you need to complete for
this new hire.

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

5. Cancel On- In the top right corner of the page, choose The Cancel Onboarding for
boarding Actions. From the menu that expands, select Cancel <new hire name> dialog box is
Onboarding. displayed.

6. Confirm On- Acknowledge the displayed information by flagging The onboarding process for the
boarding Can- the checkbox, Select cancellation reason Reported selected new hire has been
cellation No Show, add Additional Comments in the text box, cancelled.
and choose Confirm.

In the Success dialog box, choose OK.

Result

The Onboarding of the new hire is cancelled, and the new hire no longer appears on the Onboarding Dashboard
screen. An appropriate email is sent out to the new hire and the hiring manager. The external user is
deactivated. In the Onboarding Process instance of the new hire, Reason for Onboarding Cancellation is No
Show, Event Reason for Onboarding Cancellation is No Show, and Process Status is Cancelled.

4.16 Hire Employee from Manage Pending Hires

Purpose

The HR Administrator receives an email notification informing that the new hire is available in Manage Pending
Hires. He or she then enters hiring data for the new hire in the Employee Central module of company. Several
data will be already available on the hiring screen; some has been pulled directly from the candidate profile,
other data has been maintained by the hiring manager and by the new hire themself.

The HR Administrator needs to verify the existing data, correct it where appropriate, and enter missing data.

Prerequisites

The candidate is in status Ready to Hire in the Talent Pipeline of the Recruiting Management module.

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56 PUBLIC Test Procedures
Procedure

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

1. Log On Log on to your SAP SuccessFactors company instance The Home page is dis-
as an HR Administrator. played.

2. Go to Adminis- Choose Home Admin Center from the menu in The Admin Center screen is
tration Tools the top left corner. displayed.

3. Access Manage Type Manage Pending Hires in the tool search box The candidates are listed,
Pending Hires and select the feature/tool from the list. who have completed the
onboarding and are ready
On the upcoming Manage Pending Hires screen, select
to be hired.
Onboarding (#) from the dropdown list in the top right
corner of the screen.

4. Select New Choose the <name> hyperlink of the candidate for whom The system navigates you
Hire you want to enter hiring data into the system. to the Add New Employee
screen belonging to the
Employee Central module.

5. Perform Hiring On the Add New Employee screen, proceed with hiring as
 Note
Process configured in your Employee Central module.
The new hire becomes
 Note an employee in the
system.
Make sure to enter a business email for the new em-
ployee.

Result

In the Talent Pipeline of the Recruiting Management module, the candidate is automatically moved to status
Hired.

• In case the new hire decides already before the start date in the company to not work for the company,
continue in the process execution with process steps Report Employee as No-Show (Optional) [page
60], Cancel Onboarding Process (Optional) [page 61], and Verify Onboarding Process Cancellation
(Optional) [page 62]. Sub-process Manage Post-Day 1 Onboarding (Sub-Process) [page 64] becomes
then obsolete.
• Otherwise continue in the process execution with process step Convert New Hire to Employee at Job Start
Date [page 58].

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Test Procedures PUBLIC 57
4.16.1 Convert New Hire to Employee at Job Start Date

Purpose

On the hire date of the new hire, a scheduled batch program of type
ConvertExternalUserOnStartDateJob from SAP SuccessFactors runs, which converts the external user
into an internal user; the access of the new employee via the private email to the Onboarding system is
removed.

Prerequisites

The batch program of type ConvertExternalUserOnStartDateJob has been set up in SAP SuccessFactors
provisioning.

Procedure

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

Result

A Welcome to SuccessFactors email is sent automatically by the system to the business email address of
the new employee containing login information for the same.

4.16.2 Receive Welcome Email

Purpose

The new Employee receives on the hire date an email at the business email address, containing login
information to the system.

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58 PUBLIC Test Procedures
Procedure

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

Result

The Employee can log on to the system with their permanent ID and has full access to the system.

4.17 Manage First Working Day

Purpose

On the first working day the new hire meets with line manager and buddy. After that, the new hire continues
with activities like, for example, picking up the laptop, reading corporate policies, maintaining employee profile,
and so on.

 Caution

In case the new hire does not show up at the workplace as expected, the No-Show action needs to be
initiated. In this case, continue in the process execution with process steps Report Employee as No-Show
(Optional) [page 60], Cancel Onboarding Process (Optional) [page 61], and Verify Onboarding Process
Cancellation (Optional) [page 62]. Sub-process Manage Post-Day 1 Onboarding (Sub-Process) [page 64]
becomes then obsolete.

Procedure

This process step takes place outside software.

Result

Continue in the process execution with Manage Post-Day 1 Onboarding (Sub-Process) [page 64]:

• In case the hiring company is in the United States, section 2 of Form I-9 needs to be completed and signed
by the employer. Continue in the process execution with process step Bring Original Employment Eligibility
Documents for Verification (for United States) [page 64] and subsequent.

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Test Procedures PUBLIC 59
• Otherwise continue in the process execution with process step Complete Post-Day 1 Onboarding Tasks
[page 68].

4.18 Report Employee as No-Show (Optional)

Purpose

If, after being hired in the company instance, the new hire decides not to work for the company, a No-Show is
triggered and the Onboarding process for the new hire is canceled. The Manager or HR Administrator uses the
Report No-Shows to mark the Employee as not being in attendance at the workplace as expected. They can do
so before the hiring date or after the hiring date within a range of 30 days.

 Note

The Take Action Report No-Shows action is available only for a period of 30 days after the hire date
of the employee.

Procedure

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

1. Log On Log on to your SAP SuccessFactors company The Home page is displayed.
instance as an HR Administrator.

2. Search Em- From the Home dropdown list, select My The auto complete functionality suggests
ployee Employee File. Choose the down arrow next to a list of employees matching your search
your name and enter in the upcoming text box criteria.
the name (or name parts) of the new employee
whom you need to report as no-show.

 Note
In case you perform this activity before the
hire date of the new employee, flag the
Include inactive users in search checkbox.

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

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

4. Select Ac- In the top right corner of the screen, choose The Report No-Shows dialog box is dis-
tion to be Actions. From the dropdown menu that ex- played. The No-Show Date equals to the
Performed pands, select Report No-Shows. hire date and is read-only.

5. Enter No In the No-Show Details section of the Report

Show Rea- No-Shows dialog box, make following entry:
son
No-Show Reason: select Reported No
Show from the dropdown list

OK to Rehire: select an appropriate value from

the dropdown list

6. Save Data Choose Save. The message Your changes were

successfully saved is displayed.

Result

A new Job Information record on the exact hire date is created. The Employee Status has changed to Reported
No-Show. The newly hired employee had no active day, at least retrospectively, in the system. Problems for
follow-up HR processes as well as payroll are thus avoided.

4.18.1 Cancel Onboarding Process (Optional)

Purpose

When No Show is triggered from Employee Central before or after the employee’s start date in the company,
the onboarding process is canceled.

Prerequisites

The new employee has been reported as no show in the Employee Central module.

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Test Procedures PUBLIC 61
Procedure

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

Result

The Onboarding Process of the employee is cancelled. An appropriate email is sent out to the new hire and the
hiring manager. If the No Show is triggered before the hire date, the external user is deactivated. The external
user's data is kept in the system for reporting purposes. If the No Show is triggered after the hire date, within
the 30 days range, the internal user is deactivated.

4.19 Verify Onboarding Process Cancellation (Optional)

Purpose

The HR Administrator verifies if the onboarding process for an employee, who has been reported as no show,
has been cancelled as expected.

Procedure

Test Step Test Step Pass /

# Name Instruction Expected Result Fail

1. Log On Log on to your SAP SuccessFactors company in- The Home page is dis-
stance as an HR Administrator. played.

2. Access On- On the Home page, choose Onboarding in the global The Onboarding Dashboard
boarding
navigation menu dropdown. page is displayed.
Dashboard
page

3. Search New Use the filter fields to search for the new hire. Enter, No data record is retrieved,
Hire for example, in field New Hire the name or name parts meaning the new hire
of the new hire, then choose Go. no longer appears on
the Onboarding Dashboard
screen.

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

4. Go to Admin- Choose Home Admin Center from the menu The Admin Center screen
istration on the top left corner. is displayed.
Tools

5. Access Man- Type Manage Data in the tool search box and select The Manage Data screen is
age Data the feature/tool from the list. displayed.

6. Search On- In the Search field, select Process from the drop- The Onboarding Process
boarding down list. In the second search field, select the proc- instance of the employee,
Process in- ess instance for the employee whose onboarding who has been reported as
stance process has been cancelled. no show, is displayed.

 Note
Use the Person Id of the employee as search cri-
teria.

7. Check On- Check whether the Onboarding Process of the new

boarding hire is canceled. For this, verify that:
Process in-
• Reason for Onboarding Cancellation is No
stance
Show;
• Event Reason for Onboarding Cancellation is No
Show (the value that has been selected as No-
Show Reason in process step Report Employee
as No-Show);
• Process Status is Cancelled.

Result

The process for the new hire, who has been reported as no show, ends here.

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Test Procedures PUBLIC 63
4.20 Manage Post-Day 1 Onboarding (Sub-Process)

Purpose

This sub-process refers to all the steps which are needed after the first working day, to ensure that the new
employee has a seamless onboarding experience. During the post-day one onboarding, the employee should
have regular status checks with the line manager to evaluate onboarding progress.

4.20.1 Bring Original Employment Eligibility Documents for

Verification (for United States)

Purpose

 Caution

This process step is relevant only if the new employee is hired by a company in the United States!

The Employee must present an original document or documents that show employment authorization within
three business days of the date the employment begins. The Employee must present one document from
List A (Identity And Employment Authorization), or one document from both List B (Identity) and List C
(Employment Authorization). If the Employee presents a combination of List B and List C documents, then the
List B document must contain a photograph.

Procedure

This process step takes place outside software.

Result

The Form I-9 Section 2 review process is ready to be executed by the hiring manager.

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64 PUBLIC Test Procedures
4.20.2 Complete Section 2 of Form I-9 (for United States)

Purpose

 Caution

This process step is relevant only if the new employee is hired by a company in the United States!

The hiring manager or a corporate representative must complete Section 2 of Form I-9 to verify the identity
and employment authorization for anyone hired to perform labor or services in the United States. The
employer must review the employee’s documents and complete Section 2 of Form I-9 within three business
days of the day the employee starts work for pay (Start Date). The employee must present an original
document or documents that show employment authorization within three business days of the date the
employment begins.

The Hiring Manager completes Section 2, typically on the first day of employment of the new employee. During
the Form I-9 Section 2 review process, the employee furnishes their employment eligibility documentation for
the hiring manager to review.

 Note

If the employee does not provide proof of eligibility to work in the United States, then the employer can
either stop the Onboarding process until proof is provided, or continue the process without the signed Form
I-9 and allow the employee three business days to bring in the proof of authorization.

Prerequisites

Print Forms Service account must have been maintained and the signature template must have been prepared.

Form I-9 has been enabled during configuration.

The new employee is for a company in the United States.

Procedure

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

1. Log On Log on to SAP SuccessFactors company instance The Home page is displayed.
as a Hiring Manager.

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Test Procedures PUBLIC 65
Test
Step Pass /
# Test Step Name Instruction Expected Result Fail

2. Start Comple- On the Home page, choose in the For You Today The Form I-9, Section 2 screen is
section the Your Onboarding Checklist card. In the
tion of Form displayed.
left panel, under Compliance Tasks section, choose
Complete Form I-9 Section 2.

3. Review Data in Review the Employee Information from Section 1.

Section 1

4. Review Original Examine physically the original employment eligi-

Employment El- bility documents and determine if the documents
igibility Docu- appear to be genuine and related to the person
ments presenting it.

After reviewing the documents, maintain in the

Select the Proof of Eligibility Documentation part
of the form, which documents the new employee
presented and indicate if the document is a receipt.

 Note
Employees that present receipts must return
for reverification when the receipt expires. An
appropriate reverification task will be created
for the employer in a timely manner before the
authorization document expires.

Employees must upload copies of original

documents within 90 days.

When done, flag in the Employee’s Consent

Statement section the I attest, under penalty of
perjury checkbox to attest that you have examined
the documents and they appeared to be genuine
and related to the new employee.

5. Submit Form Choose Submit. The Success dialog box is dis-

played, informing you that the
form has been submitted and
that you need to complete the
Form I-9 process by applying
your signature.

6. Go Back to In the Success dialog box, choose OK. You return to your Home page.
Home Page

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66 PUBLIC Test Procedures
4.20.3 E-Sign Section 2 of Form I-9 (for United States)

Purpose

 Caution

This process step is relevant only if the new employee is hired by a company in the United States!

The Hiring Manager applies their e-signature on Form I-9 Section 2.

Prerequisites

Print Forms Service account must have been maintained and the signature template must have been prepared.

Form I-9 has been enabled during configuration.

The new employee is for a company in the United States.

Procedure

The customer can opt between using SAP SuccessFactors eSignature or using DocuSign by integrating it
with the Onboarding module. Within this SAP Best Practices solution, SAP SuccessFactors eSignature is used
as default for electronic signature and will be described in the subsequent. Nevertheless, the customer can
configure DocuSign integration with Onboarding as described in the Best Practices Onboarding Setup, section
Setting up DocuSign for Onboarding.

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

1. Log On Log on to SAP SuccessFactors company instance The Home page is displayed.
as a Hiring Manager.

2. Access Elec- On the Home page, choose in the For You Today The Complete Your E-Signature
section the Your Onboarding Checklist card. In the
tronic Signature screen is displayed, in which you
left panel, under Compliance Tasks section, choose
card are instructed about the proce-
Complete e-Signature on Compliance Forms.
dure.

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Test Procedures PUBLIC 67
Test
Step Pass /
# Test Step Name Instruction Expected Result Fail

3. Accept Terms After having read the agreement to use eSignature, The Form Name page is dis-
and Conditions accept the terms and conditions by flagging the I played, containing the I9 Section
accept the Terms and Conditions checkbox. Then 2 form you need to sign.
choose Submit.

4. Sign I9 Section Choose the Pending arrow of the form to be signed, A system message about suc-
2 then review the document. cessful signing of the document
is displayed and Click to Sign is
If everything is fine, choose Click to Sign.
transformed to Signed.

5. Submit Signed Submit the I9 Section 2 by choosing Submit in the The signed forms can be down-
loaded by clicking the Download
I9 Section 2 bottom right corner of the screen.
icon for each form.

 Note
You have also the options to save the already
performed signature and continue later, or to
decline the e-signature.

4.20.4 Complete Post-Day 1 Onboarding Tasks

Purpose

After being hired by the company, the Employee needs to complete several post-hire onboarding tasks.
Examples of such tasks are picking up the laptop, signing and providing to the HR department appropriate
documents, which have not been generated as e-documents, and so on. He or she will have a given period for
completing these tasks.

Procedure

This process step takes place outside software.

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68 PUBLIC Test Procedures
4.20.5 Complete Section 3 of Form I-9 (Optional) (for United
States)

Purpose

 Caution

This process step is relevant only if the new employee is hired by a company in the United States and
receipts have been presented during employment eligibility proof, which soon expire!

When an employee's employment authorization or, in most cases, employment authorization documentation,
expires, employers must reverify to ensure that the employee is still authorized to work in the United States.
For this, the hiring managers or corporate representatives can complete Section 3 of Form I-9 to reverify an
employee's employment authorization.

Prerequisites

Print Forms Service account must have been maintained and the signature template must have been prepared.

Form I-9 has been enabled during configuration.

The Hiring Manager is a part of the responsible group for the reverification process.

The new employee is for a company in the United States.

Procedure

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

1. Log On Log on to SAP SuccessFactors company in- The Home page is displayed.
stance as a Hiring Manager.

2. Access Complete On the Home page, choose in the For You Today The Form I-9, Section 3 dialog
Form I-9 Section 3 section the Your Onboarding Checklist card. In box is displayed.
tile the left panel, under Compliance Tasks section,
choose Complete Form I-9 Section 3.

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Test Procedures PUBLIC 69
Test
Step Pass /
# Test Step Name Instruction Expected Result Fail

3. Start Completion Select the employee for whom you want to com- The Form I-9, Section 3 screen
of Form plete section 3 of Form I-9 and choose Start. is displayed. Name fields from
Section 1 are prepopulated.

4. Complete Section Complete the form as appropriate.

3

5. Submit Form Choose Submit. The Success dialog box is dis-

played, informing you that the
form has been submitted and
that you need to complete the
Form I-9 process by applying
your signature.

6. Go Back to Home In the Success dialog box, choose OK. You return to your Home page.
Page

4.20.6 E-Sign Section 3 of Form I-9 (Optional) (for United

States)

Purpose

 Caution

This process step is relevant only if the new employee is hired by a company in the United States and
receipts have been presented during employment eligibility proof, which soon expire!

The Hiring Manager applies their e-signature on Form I-9 Section 3.

Prerequisites

Print Forms Service account must have been maintained and the signature template must have been prepared.

Form I-9 has been enabled during configuration.

The Hiring Manager is a part of the responsible group for the reverification process.

The new employee is for a company in the United States.

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70 PUBLIC Test Procedures
Procedure

 Note

The customer can opt between using SAP SuccessFactors eSignature or using DocuSign by integrating it
with the Onboarding module. Within this SAP Best Practices solution, SAP SuccessFactors eSignature
is used as default for electronic signature and will be described in the subsequent. Nevertheless,
the customer can configure DocuSign integration with Onboarding as described in the Best Practices
Onboarding Setup, section Setting up DocuSign for Onboarding.

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

1. Log On Log on to SAP SuccessFactors company instance The Home page is displayed.
as a Hiring Manager.

2. Access Elec- On the Home page, choose in the For You The Complete Your E-Signature
Today section the Your Onboarding Checklist card.
tronic Signature screen is displayed, in which you
In the left panel, under Compliance Tasks sec-
card are instructed about the proce-
tion, choose Complete e-Signature on Compliance
Forms. dure.

3. Accept Terms After having read the agreement to use eSigna- The Form Name page is dis-
and Conditions ture, accept the terms and conditions by flagging played, containing the I9 Section
the I accept the Terms and Conditions checkbox. 3 form you need to sign.
Then choose Submit.

4. Sign I9 Section Choose the Pending arrow of the form to be A system message about suc-
signed, then review the document.
3 cessful signing of the document
If everything is fine, choose Click to Sign. is displayed and Click to Sign is
transformed to Signed.

5. Submit Signed Submit the I9 Section 3 by choosing Submit in the The signed forms can be down-
I9 Section 3 bottom right corner of the screen. loaded by clicking the Download
icon for each form.
 Note
You have also the options to save the already
performed signature and continue later, or to
decline the e-signature.

 Note

When the employee's authorization documents are expiring within 240 days, a task is created for the
employer to complete again section 3 of Form I-9.

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Test Procedures PUBLIC 71
4.20.7 Complete Onboarding Goal Plan (Optional)

Purpose

 Caution

This process step is relevant only in case your company has integrated the Goal Management module
with the Onboarding module and the Hiring Manager has added goals for the new hire using the Set Goals
activity in Onboarding.

The Employee needs to complete several goals, which have been defined by the Hiring Manager. Based on the
configuration in the system, the Employee will need to complete these tasks within 30, 60 and 90 days after
the start date in the company.

Prerequisites

It must be ensured that Goal Management related permissions are granted to the employee! Otherwise, they
will not be able to perform this process step.

Procedure

 Note

Goal Management is an own business process. Therefore, the procedure is sketched only high-level.

Tes
t
Ste Test Step Pass /
p # Name Instruction Expected Result Fail

1. Log On Log on to your SAP SuccessFactors company instance as The Home page is displayed.
an Employee.

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72 PUBLIC Test Procedures
 Tes
t
Ste Test Step Pass /
p # Name Instruction Expected Result Fail

2. Access Goals Choose Home Goals from the menu on the top left The Goal Plan page is dis-
page corner. played.

 Note
Alternatively, you can choose in the For You Today sec-
tion on the Home page the Goals card.

 Note
The performance goals will be shown on the Home
page when their due data is equal to or less than 15
days from today.

3. Select Goal From the dropdown next to your name, select New Hire Your onboarding goal plan is
Plan Goal Plan. displayed.

4. Complete Check your goals and start working on them. The onboarding goals have
Goals been completed.
Maintain the status of your progress accordingly.

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74 PUBLIC Important Disclaimers and Legal Information
Manage Onboarding initiated from Recruiting: Test Script
Important Disclaimers and Legal Information PUBLIC 75
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