Introduction
Available in H2 2026, SAP SuccessFactors Compensation now reflects the full depth of how enterprises evaluate performance. Organizations that run multi-dimensional performance frameworks — capturing objectives achievement, competency demonstration, potential, and behavioural ratings within their Performance Management processes — can bring all of those dimensions into a single compensation template and put them to work. Multiple Rating Sources introduces additional standard rating fields, independent source mapping, and consistent availability across planning, filtering, exports and APIs.

What's New
SAP SuccessFactors Compensation now supports multiple PM Rating and Comp Rating fields within a single compensation template. The Salary component gains up to three additional PM Rating fields and three corresponding Comp Rating fields. The Stock component gains one additional PM Rating field and one corresponding Comp Rating field. Each field can be independently mapped to a different rating source — a Performance Management form, an Employee Profile import, an import key, or an Employee Central-based mapping. This capability applies to both Compensation Templates and Total Compensation Templates, with identical behaviour across both template types for the Salary and Stock components. The Bonus component and Variable Pay are not in scope for this enhancement.
The WNV can be read over here: Multiple PM Rating and Comp Rating Fields in Compensation Templates 

New Rating Fields at a Glance

Component	New PM Rating Fields	New Comp Rating Fields
Salary	PM Rating 2, PM Rating 3, PM Rating 4	Comp Rating 2, Comp Rating 3, Comp Rating 4
Stock	Stock PM Rating 2	Stock Comp Rating 2
Bonus	–	–
Variable Pay	–	–

The fixed pairing between PM and Comp Rating fields applies across all components: PM Rating 2 maps to Comp Rating 2, Stock PM Rating 2 maps to Stock Comp Rating 2, and so on. This ensures guideline calculations — which operate on Comp Rating values — always have a corresponding Comp Rating available for each PM Rating field configured.

How It Works

Admin Setup: Rating Source Configuration

1. Navigate to Rating Source configuration in Admin Tools.
2. In the updated Rating Source setup screen, locate the new Field ID column.
3. Map PM Rating to the desired source (Performance Management form, Employee Profile, import key, or Employee Central-based source).
4. Map PM Rating 2, PM Rating 3, and PM Rating 4 each to their respective sources independently.
5. Save the configuration — each field can point to a different source or share a source as needed.

Admin Setup: Worksheet Column Configuration

1. Open Column Designer for the relevant compensation template.
2. Add the desired new rating fields as standard columns.
3. Configure column label, help text, and read-only behaviour for each field.
4. No special handling is required; the new fields behave identically to the existing PM Rating and Comp Rating fields.

Guideline Rule Configuration

1. Navigate to Add New Rule under Guidelines
2. Select the type.
3. The additional rating fields appear as available criteria alongside the existing PM Rating.
4. Add one or more rating fields as conditions within the formula.
5. Define guideline percentages for each combination of rating values.

Planner Experience

Once configured, planners see all active rating fields displayed in the worksheet alongside existing ratings. Clicking any rating value navigates directly to the originating Performance Management form. All new fields are available in worksheet filters and Executive Review filters, and appear across all export formats.

Where This Enhancement Is Supported

Compensation Planning — Worksheet

Area	Detail
Column Designer	New rating fields can be added as columns; labels, help text, and read-only behaviour is configurable — identical to existing rating fields
Worksheet Display	All configured rating fields are displayed in the planner worksheet; clicking a rating value navigates to the originating Performance Management form
Worksheet Filters	PM Rating 2, PM Rating 3, PM Rating 4 (Salary) and Stock PM Rating 2 (Stock) are available as filter criteria; filter behaviour (Equals, In, Not In) matches the existing PM Rating filter
Guideline Rule Configuration	Multiple rating fields can be added simultaneously as criteria in a single guideline formula; rules can evaluate combinations of rating values to produce guideline percentages

 

Executive Review

Area	Detail
Executive Review Filters	All new rating fields are available as filter criteria in Executive Review
Executive Review Export	All additional rating columns are included in the Executive Review export file

 

Exports

Export	Detail
Worksheet Excel Export	All new rating field columns are included
Executive Review Export	All new rating field columns are included
Roll Up Report	All new rating fields appear in the Roll Up Report

 

APIs and Integration

Area	Detail
Compensation Employee API	Returns PM Rating, PM Rating 2, PM Rating 3, and PM Rating 4 through the rating collection; no schema changes — existing API consumers continue to work without modification
XML Configuration	A new field-id attribute has been added to the XML schema (e.g., comp-rating-source field-id=”pmRating2″); existing templates without a field-id attribute remain backward compatible and default to legacy PM Rating behaviour
Rating Source Mapping	A new Field ID column in the Rating Source admin screen enables each PM Rating field to be mapped independently to Performance Management forms, Employee Profile / Employee Central sources, or import keys

Key Capabilities

Multiple Independent Rating Fields

Up to four PM Rating fields and four corresponding Comp Rating fields are available on the Salary component; one additional PM Rating field and one additional Comp Rating field are available on the Stock component. Planners see all configured ratings in the worksheet without consulting separate reports or forms.

Flexible Rating Source Mapping

Each rating field can be independently mapped to a Performance Management form rating, an Employee Profile import, an import key, or an Employee Central-based source. Organizations can pull ratings from different forms, different PM rating sections, or different source systems within a single template.

Multi-Criteria Guideline Calculations

Guideline rules can evaluate combinations of multiple rating fields simultaneously. A recommendation can be driven by the intersection of a performance rating and a competency rating, or a “what” and “how” rating, rather than a single value.

Consistent Coverage Across Channels

The additional rating fields are fully supported in worksheet display and filtering, Executive Review display and filtering, all export formats, the Compensation Employee API, and XML configuration — ensuring consistent access to multi-rating data across every touchpoint in the compensation process.

Backward Compatibility

All existing templates, XML configurations, and API consumers continue to work without modification. Existing `field-id`-less XML attributes default to the legacy PM Rating, and the Compensation Employee API schema is unchanged.

Getting Started

Permission Roles

No new permission roles are introduced by this enhancement.

Availability

The new rating fields are standard fields within the compensation template. Configuration is performed through existing admin screens — Column Designer and Rating Source configuration — with no support request required to access the fields once the enhancement is active in your environment.

Business Value: Key Scenarios

Scenario 1: Driving Merit and Promotion Decisions from Different Ratings

A Total Rewards team that maintains separate ratings for overall performance and competency assessment can now bring both into the compensation worksheet simultaneously. With PM Rating and PM Rating 2 mapped to each source, both dimensions are visible to planners side by side, and the promotion guideline is configured to reflect both — all within the standard compensation planning experience, without offline lookups or supplementary tools.

Scenario 2: What vs. How Matrix Compensation Model

Organizations that structure performance evaluation across two axes — what an employee achieved (objectives rating) and how they achieved it (competency rating) — can now configure guideline rules that evaluate both dimensions simultaneously. The result is a compensation recommendation that reflects the full performance matrix, applied consistently across the entire planner population without manual intervention.

Scenario 3: Objectives and Competency Ratings Driving Independent Compensation Decisions

Organizations that capture objectives achievement and competency demonstration as separate ratings within the same Performance Management form can now map each to a distinct PM Rating field within the template. PM Rating drives the objectives-based guideline; PM Rating 2 drives the competency-based guideline. Both values are available in the worksheet, each influencing its respective compensation decision independently — entirely within SAP SuccessFactors Compensation, with no supplementary data preparation required.

Scenario 4: Three-Dimensional Performance Zone Model

Organizations that evaluate employees across three dimensions — a “What” rating (objectives), a “How” rating (competencies), and a manager-discretionary Performance Zone outcome — can now bring all three into a single compensation template. By mapping PM Rating, PM Rating 2, and PM Rating 3 to each dimension respectively, all three values are present in the worksheet and available as guideline criteria. Guideline rules reflect the full performance zone model, and compensation recommendations are produced directly from the organization's performance philosophy.

Scenario 5: Displaying Multiple Ratings for Manager Reference

Organizations that want planners to have full performance context during compensation decisions — without necessarily using every rating in calculations — can add additional rating fields as read-only columns via Column Designer. Managers reviewing merit recommendations see an employee's objectives rating, competency rating, and potential rating side by side in the worksheet. Guideline calculations operate on the primary PM Rating, and managers make more informed decisions without leaving the compensation planning experience.

Scenario 6: Additional Rating-Based Calculations

Organizations whose compensation models use a derived input — for example, a formula that combines an objectives rating and a competency rating to determine a recommended increase range — can now configure that calculation entirely within SAP SuccessFactors Compensation. With PM Rating and PM Rating 2 mapped to the relevant sources, both values are available within the guideline formula engine. The calculation is built, maintained, and audited inside the system.

Scenario 7: Incorporating Historical Performance Ratings

Organizations whose compensation philosophy accounts for multi-year performance consistency can map PM Rating 2 and PM Rating 3 to import-key-based sources carrying prior-year ratings. The planning worksheet displays current and prior-year ratings in a single view, giving planners direct access to multi-year performance context within the compensation cycle — no offline data assembly required.

 Conclusion

SAP SuccessFactors Compensation now gives organizations the tools to build compensation models that are as sophisticated as their performance frameworks. Multiple Rating Sources means that up to four independent performance dimensions — each mapped to its own source — can drive compensation planning, guideline calculations, filtering, exports, and APIs from a single template. Organizations can configure compensation to reflect how they actually evaluate performance: across objectives, competencies, potential, performance zones,  all in one place.

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