Compensation Review Process Steps

Comp Review Process Steps

• The first step is Initiation, and the Type is Initiation
• The second step is Manage Impacted Employees, and the Type is Action
• The third step is Configure Pools, and the Type is Action
• The fourth step is Distribute Pools, and the Type is Action
• The fifth step is Launch Employee Merit Award, and the Type is Action
• The sixth step is Complete Employee Awards, and the Type is Shared Participation
• The seventh step is Release Compensation Review Statement, and the Type is Action
• Optional steps include Review Bonus Pools, Review Employee Awards, Manage Bonus Process Funding, and Release Compensation Review Statement

Business Process Steps - What Happens on this Step

• During initiation, plans and effective dates are selected, along with reasons, performance review/rating scales, organizations, scorecards, statutory minimums, terminated employees, and whether to enable autofill/prefill
• Managing impacted employees involves notifying in-process transactions and canceling in-progress transactions
• Configuring pools determines overages/holdback allowed, sets top down/bottom up, and sets a prefill option
• Review Pools step is optional
• Distributing pools involves redistributing department breakdown/holdback
• Launching employee awards involves reviewing the final budget, launching it to managers, and managing employee participation
• Shared participation options include entering actual awards, reviewing employee awards, completing on behalf of others, performing administrative duties, and completing the process
• Managing process funding is optional and involves a final change to overall funding, applying to bonus only
• Compensation Review Statement is optional and can be part of the Initiate Compensation Review Process or a standalone task

Autofill / Pre-Fill Value

• When using autofill or prefill, there are two configurations available
• Compensation Matrix: the option autofills/prefills the midpoint of the matrix range when using a Compensation Matrix as "Reference Only"
• Target: the funded prorated target will be the value that autofills/prefills if not using a Compensation Matrix; if using a Compensation Matrix that is not "Reference Only" the midpoint of the matrix range will be the value that autofills/prefills

Planner / Reviewer Preferences

• Preference options are in the Compensation Review Options task
• Planners and reviewers can change the view in their inbox using the Process Preference button

Approvals and Visibility

• Entire Hierarchy drives standard behavior where the top-level planner/participant must approve all organizations
• Next Participant Only changes standard behavior, limits approval to one planning level above, and limits the planner's ability to edit to one level below
• The "Submit Directs" button, Overall Budget and Spend displays, and the Process Stage column are enabled using this option
• The Process Stage column displays the following statuses: Awaiting Submission, Awaiting Approval, or Approved

Compensation Review Audit Reports

• Includes Compensation Review Bonus Payment Audit, Employee Changes Audit, Employee Participations Audit, Merit Award Audit, Process View Organization, Stock Plan Award Audit, and Talent Audit

Configurable Grid: Composite Columns

• Include Composite Column: Select this option to add a composite column to the grid.
• Title/First Subtitle/Second Subtitle: Select a business object and a related field for each title.
• Image: Add a photo, such as an employee picture.

Configurable Grid: Individual Columns

• Column Type Read Only displays a read-only class report field (CRF) business object 
• One of its related fields on the grid can be of example: Current performance review
• Label Override: Used for read-only fields, it enters an optional label override

Description of Columns

• Column Group contains merit, bonus, stock, promotion, performance, allowance, and commission data. The column group determines the name of the tab in the grid
• Example of comprehensive compensation review include using merit, bonus, stock, promotion, performance, allowance, and commission tabs
• Column Type Read Only displays a read-only business object and one of its related fields on the grid
• Example like Adjustment For - Merit Target Ranges
• Editable enables users to enter values or select options
• Examples like Merit Increase%, Additional Adjustment Amount, Bonus Amount
• Advanced displays a link that users can drill down on to view or modify detailed data
• Examples like Previous Proposal, Merit Target, Total Bonus Amount
• Label Override: Enter an optional label override for read-only fields
• Formatting use for read-only numerical fields to determine numerical format
• Example includes adding the $ or % or figuring the decimals to display on certain fields
• Display Options Show In Panel displays the field in the Smart Panel.
• Summary View displays the field, both with the summary view (displays when a manager first opens the Propose step) and with the individual columns

Calculated Fields

• Adjustment For is related to Compensation Review Employee Award Audit
• Compensation Review Bonus Payment is related to Compensation Review Bonus Payment Audit
• Stock Plan Award is related to Stock Plan Award Audit
• Adjustment For is related to Compensation Review Talent Audit

Tenant Setup – HCM Task

• You can change the number of rows that display for planners in the Compensation section of the Edit Tenant Setup - HCM task
• The default amount is 100
• This setting doesn't apply to direct reports which always display to the direct managers, limit applies to the managers above the direct manager

Validations For Compensation Review

• Validations available can be found in the following areas in a compensation review, such as Merit, Bonus, Stock, Allowance, Commission, Organization

Types of Validations

• Warning validations do not prevent workflow completion and apply to the entire participation chain
• Critical validations appear upon submission and send back, no one receives the worksheet if there is a critical error
• Critical validations can be ignored for Complete on Behalf Of; a higher-level manager can pull it forward if someone started planning and created a critical error
• Once all found critical errors are resolved, the higher-level manager can submit awards

Grid Configuration Report

• The Grid Configuration Audit report verifies that the grid includes read-only or editable fields during the process. The report displays blockers or warnings and suggests fields you can add to the grid.
• Blocker applies to a field that the stock, merit, bonus plan, lump sum, or additional adjustment indicates is editable for the propose step but is missing from the grid.
• Warning applies to a read-only field that the merit or bonus plan, lump sum, or additional adjustment indicates should display for the propose step but is missing from the grid; promotion fields only display warnings.

Compensation Review Coordination of Events

• Configure events coordination for Termination, Request Compensation, Propose Compensation, Change Job, Request Grade Change, Leave of Absence, Move Worker, and Change Organization Assignment

Comp Review Process Dates

• Effective Date specifies when awards will take effect
• You can set the bonus and stock effective dates to be different than the default process effective date; Varying dates can be set for exception populations
• Process Period Start Date is available on the initiation step, override default start date for each merit and bonus plans; only available for merit and bonus plans
• Process Period End Date defines the duration of the process and eligibility period
• Merit plans occur annually, so the compensation review process period would be the process period end date minus one year; Alternatively, a quarterly bonus plan, the process period end date would be minus three months
• Organization Snapshot Date determines which organization receives the pool; This date determines which organizations receive events in the proposal process
• Compensation Snapshot DatesCustomers can specify different compensation snapshot dates for plans in a single compensation review
• Caution: Workday does not recommend a Compensation Snapshot date different from the Process Period End Date, if using proration rules with Merit, this causes calculation conflicts when using proration

Configuration for Events During Compensation Review

• Manage rules for organization assignments, compensation parallel event, and termination by using the Maintain Compensation Review Participation Rule Set report to create and manage
• You can select different participation options, based on the date range and plan type

Rule Types

• Organization Assignment includes actions such as reorganizations and parallel events effective before the Organization Snapshot Date
• Compensation Parallel Event includes parallel events on or before the Compensation Snapshot Date, between the Compensation Snapshot Date, and event after the effective date
• Termination are the effective terminations before the effective date

Participation Options

• The rules may affect a worker's target, compensation basis, award amounts and proposals, and the organization’s pool during a compensation review process when run automatically upon the completion of a parallel transaction
• Use Latest Employee Data and Keep Award Amount Fixed includes the worker's compensation snapshot data will update, award proposal amounts are fixed
• Use Latest Employee Data  and Keep Award Percentage Fixed include the worker's compensation snapshot data will update, award proposal percentages are fixed.
• Use Latest Employee Data and Update Award with New Targets includes the worker's compensation snapshot data will update, award proposals will update based on new target information
• Use Latest Employee Data and Clear Award includes the worker's compensation snapshot data will update, award proposals are zero and require re-evaluation
• Remove Employee Award involves the worker will no longer be able to receive a removed award, and any reversal of this option is manual. The manager will not be able to view or enter any award proposals for employees
• Keep Employee Pool Amount Fixed includes the worker’s pool amount does not change
• Update Pool Amount as per latest Employee Data includes the worker’s pool contribution recalculates
• Remove Employee Pool Amount involves the worker's initial pool amount is removed from the process; if this rule runs multiple times, the pool contribution is removed only once, and further adjustments must be manual
• Move Employee Pool to New Organization involves customers can move the pool to the new organization's worksheet, when a worker transfers to a new organization that is already in the process
• Move Employee to New Organization involves you can move the employee and all their applicable award proposals, when a worker transfers to a new organization that is already in the process

Termination Rule Sets

• Merit Plan includes keeping Employee in Merit while keeping Pool Fixed, or Remove Employee from Merit while Removing Pool Contributions
• Bonus Plan includes keeping Employee in Bonus while keeping Pool Fixed, or Remove Employee from Bonus while Removing Pool Contributions
• Stock Plan includes keeping Employee from Stock while keeping Pool Fixed, or Remove Employee from Stock while Removing Pool Contributions

Parallel Process Rule Sets

• On or Before Compensation Snapshot Date involves removing Employee from Merit/Bonus while Removing Pool Contributions, awarding Clear Award
• Update Employee to Latest Data involves keeping the Pool Fixed while Keep Award Fixed
• Keep Employee Data Fixed involves Updating Pool per Latest Data to Update Award To: Previously Entered Percent, Previously Entered Factor, and New Employee Target
• Between Compensation Snapshot Date and Effective Date involves to removing Employee from Merit or Bonus while Removing Pool Contributions, using Apply Merit Increase Percent/Amount, Keep New Pay Amount Fixed
• After Effective Date involves keeping Employee in Merit or Bonus to Keep Pool Fixed
• Keep Employee in Merit/Bonus involves keeping Pool Fixed
• Remove Employee from Merit/Bonus involves Removing Pool Contributions

Leave of Absence

• There is configuration for Request and Return from Leave of Absence, this row is not editable using the Compensation Review Options task, in the Business Process Parallel Events section
• One can place merit, bonus, and stock awards on hold, Workday doesn't block a leave of absence during a compensation review for employees on a leave of absense
• Use the Manage Compensation Review On Hold Events task to manually release awards on hold due to an employee being on leave
• Workday doesn't automatically release awards when employee returns from leave; One can release employee awards if they don't have any in-progress parallel events
• Workday delivers a report field called Has On-Hold Compensation Review Event due to Leave on the Worker business object; Use this report field to create To-Do tasks

Organization Assignment Rule Sets

• This is for organization assignments and reorganizations or parallel events effective before the Organization Snapshot Date configured on the compensation review
• There are two employee options for the organization assignment rule set: Move Employee to New Organization and Keep Employee in Current Organization

Compensation Review Audit Report

• The compensation review audit reports allow managers and administrators to review the date, time, and responsible party for the important changes in a compensation review
• The report displays the last change made for each employee, and the different actions taken such as Manually Advanced and Send Back
• The audit uses a compensation review process and organization; You can select more than one process and organization when running the audit.
• The following delivered audit reports can help limit the report by selecting individual employees: Compensation Review Merit Award Audit, Compensation Review Bonus Payment Audit, Compensation Review Stock Plan Award Audit, and Compensation Review Talent Audit

Merit Plans

• You can specify a default percent or amount increase when setting one up, which can be amount-or percent-based
• Includes basic setup with eligibility rules, rounding rules, and the option to allow individual targets and hide targets
• Define merit plan profiles that assign a different percent or amount increase to a population of eligible employees as defined by a compensation eligibility rule
• The target percent calculates using the employee's total base pay

Create a Merit Plan

• Merit plan profiles allow you to create a single plan with multiple targets
• If Workday does not find a unique target, it uses the default target on the plan; Workday calculates the merit pool based on the target
• The appropriate target percentage displays on the compensation section of the employee's worker profile

Compensation Plans - Rollout and Removal

• You need to assign employees into the plan, when implementing or creating a new compensation plan
• A transaction runs to assign the employee to the plan, though an employee may be eligible for a plan
• Alternatively, you can use a rollout along with compensation eligibility rules to assign the plan to a population
• Follow these steps to complete a compensation plan rollout: Create a Compensation Plan task, Create Compensation Eligibility Rules task, Rollout Compensation to Employees task, and Run the View Compensation Rollout Process report, if there are excluded employees, run tasks again is needed

Initiating a Comprehensive Compensation Review

• Best practice involves determining the plans that will be in the process as the first step of the compensation review process. The basic event process includes the following steps
• First, begin the event by having the compensation administrator initiating the event and including an effective date for when the merit increase will begin
• An administrator will also include a process period end date that defines the date used to determine the merit period for eligibility and time proration purposes
• Second, add and remove employees manually, if they have other business processes in flight that could impact this process, such as a compensation or job change
• Third, configure pools in a three-step process:
  • Calculate the merit pool and define remaining pools
  • A second distribution step is sent to a level of management, giving them an opportunity to modify the pool that distributes to their direct reports, furthermore, they also have the option of creating holdbacks
  • One last administrative review before the compensation review launches to managers
• Fourth, managers enter award information and enter award information
• The Propose Employee Award task can have validation rules for individual employees' exceptions
• Fifth, make adjustments and complete approvals as the business process definition permits

Managing Pool Awards

• Allow Pool Holdbacks lets you select this checkbox to enable the distribution of less than 100% of the pool amounts to the organizations
• If not selected, an error message displays during the Distribute Pools step when 100 percent of the pool unallocated
• Allow Pool Overage allows managers to spend more than the assigned pool amount; If not selected, an error message displays if awards exceed the pool amount
• Display Remaining Pools allow managers to allows view remaining pool amounts when proposing employee awards
• Override Statutory Minimum allows managers allows managers the ability to enter an award that is less than the statutory minimum
• A manager will receive an error message if they enter an amount less than the statutory minimum, clear the override statutory minimum checkbox if manager will not be clear

Field Descriptions

• Top-Down sets the pool amounts at the top level of the organization
• The changes are proportional between in the supervisory organizations
• The Pool Amount and Percent of Total Base Pay fields become available
• Bottom-Up calculates the pool amount and estimated cost based on the employees assigned to the selected merit plans; The Pool Amount and Percent of Total Base Pay fields are view only. This is the default selection
• Pool Amount is the amount available for distribution to employees. It is editable if using top-down calculation
• Percent of Eligible Earnings is the percent available for distribution to employees
• Total Eligible Earnings is the total compensation amount for all employees assigned to the merit plans selected for this process
• Estimated Cost is the sum of all employee target amounts across all merit plans included in the process; It is equal to the Pool Amount if the Pool Amount is editable
• Prefill Employee Merit Awards population employee merit awards in the configurable grid

Configure Merit Pools

• When enabled, the last section of the Configure Merit Pools step includes additional adjustments, lump sum payments, and promotions
• For each of these award types, you can create an award pool, or deduct the awards from the merit pool

Plan Target Changes

• Workday allows compensation planners to change the plan targets during the compensation review process for the following plan types: Allowance, Bonus, Commission, Stock
• The plans must have the following configurations for the new target to be editable for the planner: amount or percent plans, not unit-based plans, allow overrides, assign the employees as of the process period end dates and as of the maximum effective date.
• The configurable grid should include one of the following editable fields to make plan targets and spend amount editable in the compensation review
  • Stock Target Amount - Proposed
  • Allowance Target Amount - Proposed
  • Bonus Target Amount - Proposed
  • Commission Target Amount - Proposed

Merit Compounding Options

• An employee may have: A merit increase percentage, An additional adjustment percentage, and a promotion percentage if you configure the compensation review event to include other options available within the process
• Workday provides you with control over how to calculate the primary compensation basis for merit; select from one of the two options

Option 1 for Calculating

• Workday sums all of the employee's awards and calculates the new primary basis
• Workday automatically calculates a percentage of salary or compensation after the merit increase amount is added . These calculations occur in the following order:
  • Merit is calculated first, if the base pay was $60,000 with a 2% merit increase, the new salary would be $61,200
  • Additional adjustments are applied to the newly increased salary, If we have an additional adjustment of 3%, using the new salary of $61,200, a salary of $62,424 is created
  • Promotions are calculated using 4% promotion adjustment and the adjusted salary, for a new and final salary of $64,920.96

Option 2 for Calculating

• Calculate additional adjustment and promotion awards as a percentage of the employee's current salary or primary compensation basis
• Configuration for the Additional Adjustment and Promotion Awards as Percent of Current Primary Compensation Basis checkbox on the Initiate Compensation Review Process, if selected, Workday adds awards to the primary compensation basis instead of compounding the award

Time Proration Rules

• Rules used for merit and bonus awards - Calculate the portion of the target amount the employee receives
• Time proration contributes to the award pool calculation during the merit or bonus process period
• Can combine the proration criteria to calculate either the target or pool
• Can use more than one proration criteria within a proration rule
• You can also define exclusion criteria. The transaction reasons also use exclusion criteria

Configuration Options

• Base Pay Changes in Period can be chosen to calculate the employee's individual target amount and contribution to the award pool based on different base pay amounts during the process period; To exclude certain types of staffing or compensation events, select Excluded Criteria
• For example: In cases of a process period of 1/1 to 6/1 with a salary change on 4/1, Workday will run two calculations
• First, the employee's total target amount between 1/1 and 3/31
• Then, another for 4/1 and 6/1
  • Leave of Absence allows you to select, and subtract leave of absences from the process period
• Then, use that calculation to determine the employee's individual target amount and contribution to the award pool.
• You can the configure the Leave of Absence Grace Period Table and add it to the Time Proration rule
• Workday will subtract the grace period from the total number of days on leave
• Target Changes in Period allows you to select a time period and calculate employee award and contribution due to different target amounts during said period
• For example: For a time period of 1/1 to 6/1 bonus target percentages change from 5% to 10% on 5/1 You would complete two calculations: - First - define January 1st to April 30th at 5% - Second- define May 1st to June 1st at 10%
• Time In Plan allows the option to use only the time the employee was in the plan to calculate the employee's individual target amount and contribution to the award pool
• For example: Employee enters Bonus Plan A (5%) on 1/1 before the plan changes to Bonus Plan B (10%) on 5/1. Given the bonus runs for Plan B, the calculation for the time the worker was in Plan B will be the only metric Workday calculates

Option Descriptions cont.

• Time in Position allows the option to use only the time the employee was assigned to the position to calculate the employee's individual target amount and contribution to the award pool
• Time Since Last Base Pay Increase allows selecting of employee's last pay increase date to calculate said individual target amount
• For example: For a process period of 1/1 to 6/1, if there is a base pay increase on 5/1, Workday will only calculate the 5/1 to 6/1 portion
• Scorecard Profile Changes covers the Review defines the Process Period End Date and the plan frequency; This rule assists in evaluating scorecard profile changes for participating employees during this time
• FTE Changes in Period provides the ability to define the end date frequency, and will evaluate FTE changes and impact the value of the awarded bonus

Leave of Absence

• Leave of Absence is another example of a proration criterion; time periods allow exceptions based on the transaction
• These include Time Since Last Base Pay Change, Base Pay Changes in Period, and Leave of Absence
• It is common to prorate a bonus because an employee is out on leave, but not all leaves require proration; Use configured leave types and can specify exception values
• Leave of Absence proration has the additional option to define a Leave of Absence Grace Period Rule

Maintaining Grace Period Rules

• Rule allows for the establishing number of days grace period for a specific leave type and location hierarchy. (More than one leave type within a grace period.)
• Workday will use the first row that matches the employee's leave type and location hierarchy, at the start of the leave, so order the rows based on priority
• For example: Employee taking 6 month Paternity Leave and Grace Period period is 90 days, the first 90 days the bonus will not be prorated, after that bonus is prorated
• Workday evaluates the grace period rule after the exclusion criteria is set

Statutory Minimum

• The statutory minimum checkbox on a merit plan indicates that the merit award is subject to a minimum award amount based on a statutory requirement
• The statutory minimum is set when initiating the compensation review process; If the statutory minimum is greater than the merit plan target percentage, the statutory minimum will calculate the merit pool instead of the plan target
• If there are profiles on the merit plan, customers can also enter different statutory minimums for different groups of employees

Managing Impacted Employees

• Workday allows you to coordinate multiple compensation events manually - Initiate compensation review process with new hires, pay changes, transfers, promotions, and demotions in progress
• For any in-progressing the Manage Impacted Employees task is used; task identifies workers with multiple compensation events so you can decide whether or not to remove them from the process
• Additionally, the Manage Impacted Employees report has two tabs: Before Merit Date and After Merit Date; These tabs display employees that have in-progress events that take effect before and after the merit event date, and impact the merit increase calculation
• Review workers employees with: Concurrent compensation or staffing events with an effective date that is before or after the merit date, Completed events, Canceled or rescinded events
• The administrator can/has the option to: Send notifications to the awaiting person in the list, Remove employees from the compensation review process
• The following reports can be used to identify workers with multiple compensation events, in addition to using the Manage Impacted Employee Processes task
  • Merit Review Manage Employee Processes
  • Out of Order Compensation Changes

Employee Participation

• Employees Removed from Process can be added back to the process
• Newly Eligible to Process are employees added who became eligible after initiation
• Employees in Waiting Period are those who have always been eligible but were in a waiting period during initiation
• It is worth to note: These employees are in the initial process if the Include Active Employees in Waiting Period checkbox on the compensation plan is selected
• However, they will have a target equal to zero; You need to add them into the process so Workday can calculate the employee's target amount -Note: These employees are in the initial process if you selected the Include Active Employees in Waiting Period checkbox on the compensation plan. However, they will have a target equal to zero.
• Remove Employee from Process and Terminated Employees in Process can be taken out of the event
• When adding an employee back into the process, you can choose to add back the pool amount removed, enter any amount, or add a new employee pool amount based on data changes
• The option to add new employee pool amount based on data changes is viable if a parallel process, early date change, such as compensation change with an earlier effective date than the merit change, would change the pool calculation

Compensation Review Statements

• Workday delivers three compensation review statement layouts; The Create Compensation Review Statement Rule task enables you using different statement layouts.
• A rule defines a default layout and profile to handle specific populations of employees
• Generating statement as a PDF version of the compensation review is done through the Release Compensation Review Statement task
• Statement scheduling can be completed selecting select the Deliver Merit Statements checkbox
• You can configure options using the Edit Tenant Setup - HCM task

Create Compensation Matrix

• A compensation matrix is a calculation configuration feature that generates targets for merit, bonus, and stock
• Percent- based, amount-based, and weighted matrixes are three types of compensation matrixes and are the part of the compensation review and calculates the pool amount and employee target
• Matrix can be used to default targets or as reference only
• The matrix will calculate the pool amount and employee targets, if not, the midpoint of the compensation matrix range calculates the merit, bonus, or stock pool, or the employee target
  • Amount Matrix: Used for amount-based stock, bonus, or merit plans where an exact amount and or negative amount, in some countries like Japan, exists
  • Percent Matrix: Represents exact percent for merit bonus and plan, where the percent represents the percent of compensation basis -Weighted Matrix: You can create a minimum and maximum target range based on target percentages, and can use the amount or percent plans also
    • The Percent in this matrix represents the percent of target
    • Matrix can use the rating scale

Weighted Matrix Example

• Used in setting merit or bonus targets in an amount or percentage-based plan with added flexibility in performance reviews
• Use the setup if you want the range to calculate the plant target
• Example: When working with a percent, with 6% the pay is $100,000 and review of expectations is three
• The target is ($1000 x 6%)- %62.5) with $3750 at ((50-70%) of 62.5)
• You can also create rounding rules for the system

###Eligibility Waiting Period

• Define if Employees will be Eligible for Compensation Review. You based rule on Value; one date value, unless configured to the contrary
• From Option Date: This Date is Editable, Required EIB usage for data -Defaults for Hire Date. It is Editable -Continuous Service is Defaults for Hire Date. It is Editable
• Date for last Base Pay, Date of Transaction, allows Exception for when initating transaction
• Date of the last Merit Increase will prevent worker for compensation until more data comes in
• Use Position, Assignments,Hires, and international assigment, more assignments
• Uses funded plan particpation and time
• Workday does not include employee in waiting period

Bonus Plans

• A percentage of the plan and it allows access to work with so managers can use a reference to that.
• Rules and other factors apply within
• Configuration options for bonus and factors and compensation
• Options for pay changes and target and position.
• When Bonus Plan meets requirements will be awarded and reviewed within parameters.

Bonus Plans cont

• Reference Frequency determines the period end date as frequency; options = Annual, monthly, quarterly
• Time Pro-ration: Options based on; Base Pay target, period change, Leave
• Bonus plan for each type has different criteria with each set up

Create and Use Bonus Scorecards and Modifiers

• Bonus scorecards and modifiers allow custom targets for individual employees and factor

Configuration Options

• Compensations scorecards adjusts based on whole

  • Company and allows Link in

• Modifier adjust metrics

• Bonus process has to be added

Use Scorecards and Bonus

Configuration Options

• Identified metrics
• Weigh scores

Bonus Matrix & Mod

-Bonus matrix creates goal completion percentages

• Goal Payouts and set range -single slope: goals, utilization goal range, dual is payed goals

Security for access

• Employees Reviews and goals set up
• Calculations displayed per audits: Total Bonus, Discretionary, Prone

Manage Review and Auditing -Performance

1. Matrix

• Plan Factors

2. Stock option

Configuration

• Check Matrix for Plan factors , use for all and not to display calculation in process only Matrix display

  • Weight and goal attainment

    • Modifier for an award selection

###Bonus Plans and Awards Modifiers

• Company Matrix will effect total pool payout -Scorecards effects individuals by matrix
• Modify with goals and modify

Process review: Results

• Review the performance review. A good process review can get bonus from this
• Templates are easy to auto fill the newest review and the system will create a recommendation right away.

Launch results

-Launch and recalculate the awards and modify factors.

• Update the pools and and then you can recalculate

Eligible earnings

• It allow users for define pay for employes, bonus are based on actual earnings
• This will capture and record hours, OT, payments that are on their record -Override create plan that that defines plan period and eligibility which gives you to manually over pay.

Set bonus plan

1)Bonus and bonus usage 2)Load and override data

Earnings

• EIB will make this happen
• The usage is manual, load data. This will happen with inbound enterprise

There are EIB helpful with with reviews

• Help with budget, eligible loads, etc.

Stock plans (%10)

• Setup

-Stock is fixed and transfers amounts to share prices

• Units and no rules will be added

Configurations

• Rounding and target will vary

Options for stocks

1:)Give Right to employees over years

• Transfer to person
• Set pool on large setting, also controls amount employees adds to pool
• The review dates will allow to use any date

Matrix

-Compensation and stock with goal, reviews and completion Modify matrix usage and net payment for each event