management cloud oracle human capital€¦ · compensation categories and subcategories ..... 221...

Oracle Human CapitalManagement Cloud

Implementing WorkforceCompensation

20B

Oracle Human Capital Management CloudImplementing Workforce Compensation

20BPart Number F27633-03Copyright © 2011, 2020, Oracle and/or its aliates.

Authors: Holly Zimmerman, Phid Simons, Lynn Raiser

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Contents

Preface i

1 Overview 1Overview of Compensation Setup ............................................................................................................................................. 1

How Eligibility Works With Other Objects ............................................................................................................................... 2

Dene Elements, Balances, and Formulas .............................................................................................................................. 4

Create Compensation Payroll Elements .................................................................................................................................. 8

FAQ ................................................................................................................................................................................................. 14

2 Approvals 15How Default Salary and Compensation Approval Tasks Work ......................................................................................... 15

Example Salary Approval Conguration: Autoapprove If HR Specialist .......................................................................... 16

Example Salary Approval Conguration: Grade Determines Levels of Approval .......................................................... 17

Example Salary Approval Conguration: Route by Country and Amount ...................................................................... 19

Example Approval Conguration: Autoapprove Personal Contributions ........................................................................ 21

How You Congure Dierent Approval Flows for Individual Compensation Allocations and Personal Contributions

.......................................................................................................................................................................................................... 22

3 Base Pay 23Overview of Base Pay Conguration ...................................................................................................................................... 23

How to Determine a Salary Amount ...................................................................................................................................... 23

How Salary Basis Options Work With Salary Amounts and Calculations ....................................................................... 24

Rounding Rules, Salary Amounts, and Decimal Places to Display ................................................................................... 25

How You Store the Salary Amount and Pass It to Payroll for Processing ...................................................................... 26

How You Enable Salary Itemization ....................................................................................................................................... 28

How You Populate a Salary Amount with a Rate from the Grade Ladder ..................................................................... 29

How You Validate Salary Changes with the Grade Range ................................................................................................. 29

How Salary Metrics Are Calculated ........................................................................................................................................ 30

Compensation Zones and Salary Range Dierentials ........................................................................................................ 30

How Many Salary Bases to Create .......................................................................................................................................... 35

FAQs ............................................................................................................................................................................................... 37

References .................................................................................................................................................................................... 38


4 Grade Step Progression 41Overview of Grade Step Progression ...................................................................................................................................... 41

Create a Progression Grade Ladder ........................................................................................................................................ 41

Examples of Adding Progression Rules ................................................................................................................................ 44

Global Seings for Grade Step Progression Processing .................................................................................................... 45

Grade Step Progression Processing ....................................................................................................................................... 46

Examples of Grade Step Progression Processing ............................................................................................................... 49

Proposed Progression and Salary Updates .......................................................................................................................... 49

Salary Amounts for Proposed Progression and Salary Updates ....................................................................................... 51

5 Individual Compensation Plans 53Overview of Individual Compensation ................................................................................................................................... 53

Individual Compensation Plans ............................................................................................................................................... 53

Plan Access Restrictions ........................................................................................................................................................... 54

Example Spot Bonus and Stock Grant Plan Conguration ............................................................................................... 55

Example Car Allowance Plan Conguration ......................................................................................................................... 56

Example Charity or Savings Contribution Plan Conguration .......................................................................................... 56

How You Enable Managers to Track O-Cycle and On-Cycle Compensation Against a Budget .............................. 57

FAQs ............................................................................................................................................................................................... 57

6 Compensation History 59Compensation History Categories .......................................................................................................................................... 59

How You Congure the Compensation History Summary Table .................................................................................... 60

7 Stock Grants 61Manage Stock Grants in the Integrated Workbook ............................................................................................................. 61

FAQ ................................................................................................................................................................................................ 62

8 Workforce Compensation Overview 63Best Practices for Conguring Workforce Compensation Plans ...................................................................................... 63

Workforce Compensation Lookups ........................................................................................................................................ 64

Workforce Compensation Security ......................................................................................................................................... 65

FAQ ................................................................................................................................................................................................ 66


9 Workforce Compensation Plan Details 67Options to Choose Employment Record for Compensation Cycle .................................................................................. 67

How Actions and Reasons, Salary Components, and Plan Components Work Together ........................................... 68

Plan Statuses ............................................................................................................................................................................... 70

10 Plan Eligibility 73Options to Track and Display Ineligible Workers ................................................................................................................. 73

FAQs .............................................................................................................................................................................................. 74

11 Plan Cycles 77Plan Cycle Dates .......................................................................................................................................................................... 77

How You Congure the Promotion Eective Date in Workforce Compensation .......................................................... 77

12 Hierarchies 81Matrix Hierarchies ....................................................................................................................................................................... 81

Options to Congure Matrix Hierarchies .............................................................................................................................. 82

Formula Type for Compensation Hierarchy Determination ............................................................................................. 84

Formula Type for Compensation Default and Override .................................................................................................... 86

13 Plan Currency 91Options to Determine Local Currency .................................................................................................................................... 91

Formula Type for Compensation Currency Selection ......................................................................................................... 91

14 Compensation Budgets 95How You Distribute Budgets .................................................................................................................................................... 95

Examples of Budget Groups for Workforce Compensation .............................................................................................. 96

Budget Pool Storage Methods ................................................................................................................................................ 97

How You Enable Managers to Track O-Cycle and On-Cycle Compensation Against a Budget .............................. 99

FAQ .............................................................................................................................................................................................. 100

15 Compensation Components 101How Actions and Reasons, Salary Components, and Plan Components Work Together .......................................... 101

Options to Determine Local Currency .................................................................................................................................. 103

Formula Type for Compensation Currency Selection ...................................................................................................... 104

FAQs ............................................................................................................................................................................................. 107


16 Performance Ratings 109How You Congure Performance Ratings in Compensation .......................................................................................... 109

17 Workforce Compensation Approvals 111Options to Congure Approvals in Compensation ............................................................................................................. 111

Examples of Creating Alternate Approver Hierarchies ...................................................................................................... 112

FAQs .............................................................................................................................................................................................. 115

18 Compensation Change Statements 117Ways to Generate and Deliver Worker Statements ............................................................................................................ 117

FAQs .............................................................................................................................................................................................. 117

19 Worksheet Display 119Overview of Worksheet Task Types ...................................................................................................................................... 119

How You Congure the Compensation Task Type Layout ............................................................................................. 120

How You Congure the Approvals Task Type Layout ...................................................................................................... 121

How You Congure the Performance Task Type Layout ................................................................................................. 122

How You Congure the Promotions Task Layout ............................................................................................................. 122

How You Congure the Detail Table Only Task Layout ................................................................................................... 123

Examples of Worksheet Task Type Congurations ........................................................................................................... 123

Plan Setup Dependencies ........................................................................................................................................................ 125

Guidelines to Allocate Compensation As Percentage of Budget .................................................................................... 127

Examples of Budget Groups for Workforce Compensation ............................................................................................. 128

Static Worksheet Summary Columns ................................................................................................................................... 129

Ways to Automatically Rank Workers .................................................................................................................................. 130

How the Ranking Score is Calculated ................................................................................................................................... 132

Dynamic Calculations in Compensation Plans .................................................................................................................... 135

Examples of Dynamic Calculations ....................................................................................................................................... 136

Create a Dynamic Calculation ................................................................................................................................................. 137

FAQs .............................................................................................................................................................................................. 141


20 Column Properties 143Overview of Column Properties ............................................................................................................................................. 143

Options to Congure the General Section .......................................................................................................................... 143

Options to Congure the Visibility and Access Section ................................................................................................... 145

Formula Type for Compensation Default Access Level ................................................................................................... 146

Options to Congure the Default Values Section .............................................................................................................. 148

Options to Congure the Element Mapping Section ........................................................................................................ 149

Examples of Role Based Column Access ............................................................................................................................. 150

Guidelines to Congure the Eligible Salary Column .......................................................................................................... 152

Guidelines to Congure the Budget Amount - Worker Column ..................................................................................... 152

Fast Formulas or Dynamic Columns to Display Information in Worksheet Columns ................................................. 153

Guidelines to Congure Numeric Properties in Models ................................................................................................... 153

Add External Compensation Data ......................................................................................................................................... 154

Considerations for Cross Referencing Data Between Plans ............................................................................................ 158

Examples of Cross Referencing Data Between Plans ....................................................................................................... 159

How You Test and Troubleshoot the Default and Override Formula ........................................................................... 160

21 Default Worksheet Display 163FAQs ............................................................................................................................................................................................. 163

22 Alerts 165Predened Alerts ....................................................................................................................................................................... 165

Create a User-Dened Alert .................................................................................................................................................... 165

Examples of User-Dened Alerts .......................................................................................................................................... 167

23 Individual Worker Display 171How You Congure Individual Worker Display ................................................................................................................... 171

24 Reports and Dimensions 175OTBI Reports in Compensation ............................................................................................................................................. 175

Dimensions in Compensation ................................................................................................................................................ 175

25 Validation and Processing 177How You Handle Processing of Terminated Workers ....................................................................................................... 177


26 Global Seings 179Notications in Workforce Compensation ........................................................................................................................... 179

How Notications Work in Workforce Compensation ...................................................................................................... 180

FAQs ............................................................................................................................................................................................. 184

27 Workforce Compensation Administration 185Overview of Administer Workforce Compensation ........................................................................................................... 185

Options to Congure Approvals in Compensation ............................................................................................................ 185

Enter Currency Conversion Rates .......................................................................................................................................... 187

Examples of Managing Workers After the Compensation Cycle Starts ........................................................................ 187

FAQs ............................................................................................................................................................................................. 188

28 Batch Processes 191Refresh Data Process Options ................................................................................................................................................ 191

Transfer Data to HR Process Options .................................................................................................................................. 194

Formula Type for Compensation Person Selection ........................................................................................................... 195

How You Restrict Processing of Workers During Transfer of Data ............................................................................... 197

How You Handle Processing of Terminated Workers ...................................................................................................... 198

FAQs ............................................................................................................................................................................................. 199

29 External Data 201External Data Lookups ............................................................................................................................................................. 201

Add External Compensation Data ......................................................................................................................................... 201

Import External Compensation Data in the Integrated Workbook ................................................................................ 205

FAQs ............................................................................................................................................................................................ 206

30 Total Compensation Statement Overview 207Guidelines to Create Total Compensation Statement Denitions ................................................................................. 207

Create a Total Compensation Statement ........................................................................................................................... 208

Display Options in Statements ............................................................................................................................................... 210


31 Total Compensation Statement Components 215Compensation Items and Sources ......................................................................................................................................... 215

Formula Type for Total Compensation Item ...................................................................................................................... 216

Compensation Category Types ............................................................................................................................................. 220

Compensation Categories and Subcategories .................................................................................................................... 221

Options to Display Category Details in a Compensation Statement ............................................................................. 222

Best Practices for Planning Statement Denitions ............................................................................................................ 223

Total Compensation Statement Options ............................................................................................................................. 224

Options to Include Descriptive Text in Compensation Statements ............................................................................... 225

Options to Congure Statement Periods and Welcome Message ................................................................................. 226

Options to Congure Statement Eligibility and Summary Page .................................................................................... 227

FAQs ............................................................................................................................................................................................ 228

32 Total Compensation Examples 231Create a Bonus Category ......................................................................................................................................................... 231

Create a Benets Category ..................................................................................................................................................... 234

Create a User-Dened Category for Commissions ........................................................................................................... 238

Create a Stock History Category ........................................................................................................................................... 240

Create a Total Compensation Statement ............................................................................................................................ 242


Preface

i

PrefaceThis preface introduces information sources that can help you use the application.

Using Oracle Applications

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Preface

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Chapter 1Overview

1

1 Overview

Overview of Compensation SetupYou can plan and allocate salary and compensation for individuals and your workforce. You can also communicatecompensation information to individuals. To get started implementing compensation, you need to have theApplication Implementation Consultant role. With that role, you can opt into the Compensation Management oeringin the Setup and Maintenance work area. You can also enable the relevant functional areas for your business.

Compensation Management

Grade Step Progression

Individual Compensation

TotalCompensation

Statement

MarketData

Workforce Compensation

Base Pay

Functional Area Description

Base Pay

Collect and store salary information and pass it to payroll for processing. Also set up salaryranges and metrics to help managers and HR specialists follow organizational policies whenproposing and approving salary changes. For example, a manager reviewing the salaryinformation for a promotion sees that the salary is just below the midpoint of the person'sgrade rate. The person is a high performer, so the manager decides to increase the salarychange to be above the midpoint.

Grade Step Progression

Automate people's progression through grade ladders according to eligibility criteria and rulesthat reect your progression policies. Also propose a new salary amount for the progression,or even automatically update the salary amount. For example, automatically promote someoneto the next step of a progression grade ladder after 1 year when their performance rates 4 orhigher.


Design compensation plans that let managers and HR specialists allocate o-cyclecompensation to individuals, such as bonuses, tuition reimbursement, or allowances. Also


Chapter 1Overview

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Functional Area Description

design plans that let individuals contribute to charities or savings plans. And, identify thecompensation awards that individuals can see in their compensation history.

Workforce Compensation

Create compensation plans and cycles used for compensating a group of workers. Congurethe type of compensation allocated, the information displayed to managers, and whetherbudgeting is used. Also congure eligibility criteria for the plan or component, and theapproval hierarchy.

Total Compensation Statements

Design and deliver statements for individuals that can include traditional forms of pay, such assalary and individual compensation awards. You can also include nontraditional forms of pay,such as fringe benets, cost of benets, and paid time o.

Market Data

Analyze compensation survey data, including key metrics, such as percentiles and deciles,survey jobs, survey job structures, and other survey aributes.

Related Topics

• Plan Your Implementation

How Eligibility Works With Other ObjectsYou add eligibility criteria to an eligibility prole, and then associate the prole with an object that restricts eligibility.

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Chapter 1Overview

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The following gure shows the relationships between eligibility components.

Benefits Object

Workforce Compensation Object

Checklist Task

Eligibility Criteria- Personal- Employment- Related Coverage- Other

- Program- Plan Type- Plan- Option

- Plan- Plan Component

Individual Compensation Object - Plan- Plan Option

Derived Factors

User-DefinedCriteria

Variable Rate or Coverage ProfileOne or more

may be associated

with

One may be associated

with

One or more may be

associated with

Eligibility Profile

Total Compensation Statement

One is associated

with

Eligibility CriteriaYou can add dierent types of eligibility criteria to an eligibility prole. For many common criteria, such as gender oremployment status, you can select from a list of predened criteria values. However, you must create user-denedcriteria and derived factors before you can add them to an eligibility prole.

Eligibility ProleWhen you add an eligibility criterion to a prole, you dene how to use it to determine eligibility. For example, when youadd gender as a criterion, you must specify a gender value (male or female) and whether to include or exclude personswho match that value.

Associating the Prole with ObjectsThis table describes associating eligibility proles with dierent kinds of objects and whether you can aach more thanone prole.


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Object that Uses an Eligibility Prole Purpose Whether You Can Aach More ThanOne Prole?

Variable rate or variable coverage prole

Establish the criteria required to qualify forthat rate or coverage

No

Checklist task

Control whether that task appears in anallocated checklist

No

Total compensation statement

Apply additional eligibility criteriaafter statement generation populationparameters

No

Benets object

Establish the eligibility criteria for specicprograms, plans, and options

Yes

Compensation object

Establish the eligibility for specic plansand options

Yes

Performance documents

Establish the eligibility for performancedocuments

Yes

Goal plans or goal mass assignments

Establish eligibility for the goal

Yes

Absence plan

Determine the workers who are eligibleto record an absence that belongs to thatplan

Yes

Related Topics

• User-Dened Criteria

• Derived Factors

• Eligibility Proles

Dene Elements, Balances, and FormulasThe Dene Elements, Balances, and Formulas task list contains the tasks required for creating payroll elements forcompensation and HR management. You can use this task list if you're recording earnings, deductions, and otherpayroll data for reporting, compensation and benets calculations, or transferring data to a third-party payroll provider.

Note: If you're using Oracle Global Payroll, use the Dene Payroll task list instead. The Dene Payroll task listincludes additional tasks required to set up payroll processing.

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Chapter 1Overview

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Required TasksYour business requirements and product usage determine which required tasks you must perform. The required tasksinclude:

• Manage Elements

• Manage Payroll Denitions, which is usually required to support elements

• Manage Consolidation Groups, which is required for creating payroll denitions

If you use predened Payroll Interface extracts to transfer data to a third-party payroll provider, you may need to createelement subclassications, balances, organization payment methods, and object groups. Refer to the Global PayrollInterface documentation for more information.

Before You BeginThe Workforce Deployment and Compensation Management oerings include the Dene Elements, Balances, andFormulas task list. Before you start the required payroll tasks, complete the tasks these oerings contain, as shown inthe following table.

Task Use To Why It's Important

Manage Legal Entities

Create payroll statutory units.

Ensures that hiring employeesautomatically creates payroll relationshiprecords.

Manage Legal Entity HCM Information

Associate a legislative data group witheach payroll statutory unit.

As above.

Manage Features by Country or Territory

Select Payroll Interface as the extensionfor any countries or territories where youextract HR data to send to a third-partypayroll provider.

Ensures that you use the appropriateelement templates to create earnings.

Congure Legislations for Human ResourcesUse this task to create and edit legislative data for a country or territory that doesn't have a predened countryextension. It guides you through conguring some payroll objects and values required for creating elements, including:

• Tax year start date

• Period of service on rehire rules

• Default currency

• Element classications

• Component groups


Chapter 1Overview

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• Payment types

Note: Complete this task before the other tasks in this task list.

Manage ElementsUse elements to communicate payment and distribution information to payroll applications from the sourceapplications listed in the following table.

Source Application Element Purpose Requirements

Compensation

• Earnings and deduction elements,such as bonuses, overtimeearnings, and voluntary deductions.

• Information elements to loaduser-dened data to use during aworkforce compensation cycle.

Required for compensation plans andbase pay, no maer which HR and payrollapplications you're using.

Benets

• Deduction elements to recordactivity rate calculation results, suchas:

◦ Employee contributions andemployer distributions formedical options

◦ Flex credits for ex benets

• Earnings elements if you want todisburse unused credits as cash.

Required if you use element entries tocommunicate benets rate information toany payroll application.

Note: You must select PayrollRelationship as the employmentlevel.

Time and Labor

Earnings elements with input value ofHours.

Required if you pay worked time based ontime card entries.

Absence Management

Earnings elements with input value ofHours.

Required if you process absencepayments and book employer liability ofaccrual balances through Global Payroll orGlobal Payroll Interface.

Manage Payroll DenitionsEmployees' employment terms or assignments include their assigned payrolls. The payroll denition suppliesthe payroll period frequency and end dates, which some applications use for calculations. This table shows whichapplications require payroll denitions.

Application Payroll Denition Required? Usage Conditions

Global Payroll Interface Yes N/A


Chapter 1Overview

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Application Payroll Denition Required? Usage Conditions

Compensation

Yes

N/A

Benets

Optional

Required to use the payroll periodfrequency to calculate communicatedrates or values passed to payroll.

Time and Labor

Optional

Required to pass time entries to payrollcalculation cards for payroll processingor for extract to a third-party payrollapplication.

Absence Management

No

N/A

Manage Consolidation GroupsYou must have at least one consolidation group for each legislative data group where you create elements. Payrolldenitions require a consolidation group.

Other Payroll-Related Setup TasksYour implementation might require other tasks in the Dene Elements, Balances, and Formulas task list, as shown in thefollowing table.

Task Requirements

Manage Organization PaymentMethods

If you want to record personal payment methods for your employees, you must createorganization payment methods and associate them with your payroll denitions. Organizationpayment methods dene the combination of payment type and currency to use for paymentsto employees or external parties.

Manage Element Classications

Primary element classications are predened. If you run the Calculate Gross Earnings process(provided with Global Payroll Interface), you might create subclassications to feed user-dened balances.

Manage Fast Formulas You can write formulas for a number of uses, including:

• Validating user entries into element input values• Conguring compensation, benet, and accrual plan rules• Calculating periodic values for gross earnings and dening element skip rules for the

Calculate Gross Earnings process (provided with Global Payroll Interface)


Chapter 1Overview

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Task Requirements

Manage Balance Denitions

If you're using Global Payroll Interface, creating earnings elements creates balancesautomatically. You can edit these generated balance denitions. If you're using the Calculate Gross Earnings process, you may want to create additionalbalances for extracts or reporting.

Manage Object Groups

You can create object groups to specify subsets of elements or payroll relationships to includein a report or process, such as the Calculate Gross Earnings process.

Related Topics

• Overview of Using Formulas

• Payroll Denitions

• Payroll Balance Denitions

• Implement Payroll Interface

• How Elements Hold Payroll Information for Multiple Features

Create Compensation Payroll ElementsYou can dene US legislative data group (LDG) elements for salary bases as well as individual and workforcecompensation plans. You typically use elements when conguring these compensation types:

• Recurring base pay, such as annual salaries and hourly earnings

• Recurring plan payments, such as an allowance

• Nonrecurring plan payments, such as a bonus or stock grant

Stocks awarded by individual and workforce compensation plans use element entries. Stocks loaded fromthird-party suppliers using the Stock Grants task don't use element entries.

• Recurring voluntary deductions, such as savings plans or charitable contributions

• Nonrecurring voluntary deductions, such as a one-time charitable contribution

Create the US LDG ElementHere's how you create the element. Use the Elements task in the Compensation work area and the default valuesexcept where otherwise indicated.

1. Click the Create icon.2. On the Create Element dialog box, complete these steps:

a. Select a US LDG.b. Select the primary classication that matches the use of the payroll element. You see dierent

classications listed depending on the LDG that you selected. Here are primary classications you canuse for compensation.

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Element Use Primary Classication

Recurring base pay Recurring plan payments

Standard Earnings

For salary elements, compensation posts the annual salary amount to the elemententry, regardless of the salary basis frequency. If you want the element entry to holdthe salary amount in the frequency of the salary basis, use an information elementwithout the Periodicity input value.

Nonrecurring plan payments

Supplemental Earnings

Recurring and nonrecurringvoluntary deductions

Voluntary Deductions

c. Optionally, select a secondary classication . When the selections don't really match your purpose, youcan skip this step. Here are secondary classications you can use for compensation.

Element Use Secondary Classication

Recurring base pay

Regular

Recurring plan payments

Regular Not Worked


Awards and Prizes, Bonus, another relevant option, or leave it blank


Select the relevant option. Otherwise, leave it blank.

d. Select the appropriate category, if required.e. Click Continue.

Enter Element and Report Names, Specify If the Element RecursHere's how you setup the basic information page.

1. Enter a descriptive name that lets you and others easily gure out the use or purpose of the element. Makesure that the name starts with a leer and contains only leers, numbers, spaces, hyphens, or a combination ofthese. It can't contain any special characters.

Element Use Sample Name

Recurring base pay

US Annual Salary or California Hourly Wages

Recurring plan payments Gym Allowance or Car Allowance


Chapter 1Overview

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Element Use Sample Name


Quarterly Sales Award or Stock Grant


Red Cross Contribution

2. Complete these basic information elds.

Field Value Guidance

Reporting NameEnter the name that you want to show on reports and payslips for this earnings or deductionpayroll element. Reporting names need to be unique for elements that you add to compensation history.

Eective Date 1/1/1951

Enter an early date so that the element is available for use immediately in your salary bases,and individual and workforce compensation plans.

What is the earliest entry date forthis element?

Select First Standard Earning Date

What is the latest entry date forthis element?

This date determines how element entries process after someone is terminated ortransferred to another payroll. Select the value that ts your business process.

At which employment level shouldthis element be aached?

For salary elements, match the employment level to the level where the legal employer holdspeople's salaries.

3. Specify whether this element recurs each payroll period or requires an explicit (nonrecurring) entry, such as abonus, stock grant, or one-time charitable donation.

Element Use Value

Recurring base pay Recurring plan payments Recurring voluntary deductions

Recurring (default)

Nonrecurring plan payments Nonrecurring voluntary deductions

Nonrecurring


Chapter 1Overview

11

4. To accept the remaining default values, click Next.

Select the Calculation Rule, Default Periodicity, and Conversion RuleYou need to congure the calculation rules. Typically, you accept the default values for special and FSLA rules.

1. On the Create Element: Additional Details page, select the calculation rule.

Element Use Value

Recurring base pay Recurring plan payments Nonrecurring plan payments Nonrecurring voluntary deductions

Flat amount

Recurring voluntary deductions

Flat amount or Percentage of Earnings

2. Select the default periodicity, which is the frequency that the salary basis or plan stores the amount in.

Element Use Guidance

Recurring base pay The value should be the same as the salary basis frequency, such as Hourly, Weekly, or

Monthly.

Recurring plan payments The typical value is Monthly.

Nonrecurring plan payments Nonrecurring voluntary deductions

Quarterly, Annually, or Periodically

Recurring voluntary deductions Typically the same periodicity as base pay, such as Annually or Monthly

3. Select the conversion rule for the element. For the calculation used by each conversion rule, see the table in thenext section.

Conversion Rule Calculation Example

Standard Rate Annualized

a. Convert the source amount andperiodicity to an annual valueusing default values of 2080hours, 260 working days.

b. Convert the amount to therequired periodicity and rate.

N/A

Standard Rate Daily

a. Calculate a daily rate using defaultvalue 260 working days.

N/A


Chapter 1Overview

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Conversion Rule Calculation Example

b. Convert the amount to therequired output periodicity andrate.

Standard Working Hours Rate Annualized

a. Convert the source amount andworking hours to an annual value,using the employee's standardworking hours.

b. Calculate the rate.

Scenario: The employee works 40 hoursa week with a monthly salary of 1000 USdollars. Calculation: ((1000*12) / (40.00*52) =5.77 an hour

Assignment Working Hours RateAnnualized

a. Convert the source amount andworking hours to an annual value,using the employee's workinghours.


Scenario: The employee works 40 hoursa week, with a 37.5 standard workinghours a week, and a monthly salary of1000 US dollars. Calculation: ((1000*12) / (37.50*52) = 6.15an hour

Periodic Work Schedule Rate Annualized

a. Convert the monetary valueand work schedule to an annualvalue, using the employee's workschedule for the payroll period fordaily and hourly conversions.


Scenario for an employee assigned amonthly payroll:

◦ The employee has a monthlysalary of 1000 US dollars.

◦ The formula checks the workschedule details for the month.

Daily conversion calculation: 1000 amonth / 20 days in the month = 50

For an employee not assigned a payroll:The calculation uses the weekly rate andconverts the result to an annual amount.The calculation then divides the annualamount by the number of days or hoursin that week based on the work schedule.

4. To accept the default values for the remaining rules, click Next. If you use Global Payroll or Payroll Interface,congure additional details for base pay elements, such as proration and retroactive changes.

Select the Conversion RuleUse this information to help you select the correct conversion rule when you're conguring the additional details in theprevious section.

Double-Check Your Selections and Submit the ElementOn the Create Element: Review page, complete these steps.

1. Review all of your rules and options to ensure that every value is correct2. Click Submit to dene the element.


Chapter 1Overview

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Review Element Summary Input Values and Set Minimum and MaximumAmountsFor elements used by individual compensation plans, review the generated input values.

• Make sure that the expected input value has Special Purpose set to Primary input value. Review pages andnotications for individual compensation plans show only the primary input value.

• For each input value that doesn't apply to the plan, make sure that the Displayed and Allow User Entry checkboxes aren't selected.

To validate input values entered on individual compensation pages, add the relevant validation fast formula. Forexample, add a validation formula to enforce length of service requirements. A recipient's service must be more than 10years to get a proposed award of 1,000 USD or more. The proposed allocation for anyone with shorter service must beless.

You can optionally complete the steps to set up minimum and maximum values when you use these elements withindividual compensation plans:

• Standard earnings elements with a Regular Not Worked secondary classication

• Supplemental earnings elements

Optional minimum and maximum value set up:

1. In the Element Overview section, select Amount.2. In the Input Values section, on the Edit menu, select Correct.3. In the Default Entry Values and Validation section, enter a minimum or maximum value, or both.4. Select Warning or Error, as appropriate.

Value Usage

Warning

Show a message to users when someone enters an amount that's below the minimum valueor above the maximum value, if set. This usage enables them to still continue with theirsubmissions.

Error

Show a message to users when someone enters an amount that's below the minimum valueor above the maximum value, if set. This usage prevents them from continuing until theyenter an amount that's within the specied limits.

Make the Element Eligible for Everyone to UseWe recommend that you set up the element for open eligibility. This eligibility without any limiting criteria lets everyoneuse the element. Then, you can congure your compensation processes to determine salary and compensation planeligibility.

1. In the Elements Overview section, select Element Eligibility.2. On the Actions menu, select Create Element Eligibility.3. In the General Information section, Element Eligibility Name eld, enter the element name with the sux

Open.

For example, for the payroll element Spot Bonus, the element eligibility name would be Spot Bonus Open.


Chapter 1Overview

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4. Click Submit.5. Click Done.

Related Topics

• How Element Classication Components Work Together

• Element Eligibility

• Options to Determine an Element's Latest Entry Date

• Periodicity Conversion

• How Elements Hold Payroll Information for Multiple Features

FAQ

What's the dierence between a recurring and nonrecurringelement?A recurring element has an entry that applies in every pay period until the entry is ended.A nonrecurring element has an entry that applies in one pay period only. It's only processed once per pay period. Thepayroll to which the person is assigned determines the dates of the pay period.

Note: A base pay element associated with a salary basis must be recurring.

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Chapter 2Approvals

15

2 Approvals

How Default Salary and Compensation Approval TasksWorkYou can route salary changes, individual compensation allocations, and workforce compensation allocations tothe appropriate approvers using approval workow tasks. You can congure the approval rules to support yourcompensation policies using these tasks in the Dene Approval Management for Human Capital Management task list:

• Manage Task Congurations for Human Capital Management

• Manage Approval Groups

To nd the task list, click Search on the Setup and Maintenance work area, Tasks panel tab.

Manage Task Congurations for Human Capital ManagementApproval tasks are event-driven congurations containing rules that determine the approval routing and approvers forbusiness objects, such as salary changes and compensation allocations.

• On the task Conguration tab of the workows, the Once per stage task aggregation ensures the approvalprocess sends only one notication per approver.

• The Assignees tab provides a technical view of each task and is where you go to the task rules.

Here's what the default compensation approval tasks do:

Task Name Description

ChangeSalaryApprovalTask Runs when someone submits a salary change from the Salary section of compensation page,

or using the Change Salary task or quick action. This approval task isn't run for changesidentied by the Run Grade Step Progression or Synchronize Grade Step Rates processes.

Sends actionable notications to the manager of the person who's salary is changing, toapprove or reject the salary changes.

• If the manager rejects the change, the task is complete.• If the manager approves the change, the task sends an actionable notication to their

manager to approve or reject the change. Regardless of the second manager's action,the task stops at this level of the supervisor hierarchy.

VariableAllocationTask Runs when someone submits an individual compensation or personal contribution allocation.

Sends actionable notications to the manager of the person geing the individualcompensation allocation or making the personal contribution, to approve or reject theallocation.

• If the manager rejects the allocation, the task is complete.


Chapter 2Approvals

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Task Name Description

• If the manager approves the allocation, the task sends an actionable notication to theirmanager to approve or reject the allocation. Regardless of the second manager's action,the task stops at this level of the supervisor hierarchy.

None of these approval workow tasks include threshold rules by default. You can congure thresholds according tosalary change percentage, salary change amount, current and new compa-ratio, grade, job, and so on. For example, youcan create a rule using this IF statement that routes salary approvals when the salary change exceeds 10 percent:

Task.payload.getSalaryApprovalValuesResponse.result/value.newChangePercent more than 10.00.

Manage Approval GroupsBy default, the delivered actionable approval workow tasks route time cards using the dynamically determinedsupervisor hierarchy. You can identify specic approvers to route to instead using the Manage Approval Groups task.

ApprovalTimeRecordGroup aribute values vary by implementation. To gure out your value mapping, create your owndata model report in the Reports and Analytics work area using this query:

select * from FUSION.cmp_col_attr_map where LOCATION like 'Approval' and ENTERPRISE_ID = <ent_id>;

Related Topics

• How You Dene Approvals for Human Capital Management

• The Manager Hierarchy: How It's Maintained

• Guidelines for Managing Approval Rules

• Approver Types

• HCM Approval Rules

Example Salary Approval Conguration: Autoapprove IfHR SpecialistYou control salary approvals with the ChangeSalaryApprovalTask workow. Here's how you can congure the defaultworkow to automatically approve salary changes if the requester has the HR Specialist role.

ScenarioEdit approval workows using the Manage Task Congurations for Human Capital Management task in the Setupand Maintenance work area. Complete this conguration of the THEN elds the on the Assignees tab.

THEN Field Value

List Builder

Supervisory

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THEN Field Value

Response Type

Required This response type makes the notication actionable, instead of just informational.

Number of levels

1

Starting Participant HierarchyBuilder.getManager("supervisory",Task.payload.transactionApprovalRequest.Requestor,-1,null,null)

Top Participant HierarchyBuilder.getManager("supervisory",Task.payload.transactionApprovalRequest.Requestor,-1,null,null)

Auto Action Enabled

True

Auto Action

"APPROVE"

Rule Name

AutoapproveHRSpecialist

Example Salary Approval Conguration: GradeDetermines Levels of ApprovalYou control salary approvals with the ChangeSalaryApprovalTask workow. Here's an idea of how you can congurethe default workow to set dierent levels of required approval. In this example, the required levels depend on thegrade. If the requester's grade is X, then require only one level of approval. If the requester's grade is Y, then require twolevels of approval.

ScenarioEdit approval workows using the Manage Task Congurations for Human Capital Management task in the Setupand Maintenance work area. Complete these steps for the on the Assignees tab.

1. Create the rule where the requester's grade is X.a. Create this IF expression:

Task.payload.Requestor's Assignment.result.grade.toUpperCase() is "X"

b. Complete the THEN elds, as you see here.

Then Field Value

List Builder Supervisory


Chapter 2Approvals

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Then Field Value

Response Type


Number of levels

1


Top Participant HierarchyBuilder.getManager("supervisory",Task.payload.transactionApprovalRequest.Requestor,-1,null,null)

Auto Action Enabled

False

Auto Action

null

Rule Name 1LevelforGradeX

2. Create the rule where the requester's grade is Y.

a. Create this IF expression:

Task.payload.Requestor's Assignment.result.grade.toUpperCase() is "Y"


Then Field Value

List Builder

Supervisory

Response Type


Number of levels

2


Top Participant HierarchyBuilder.getManagerOfHierarchyPrincipal("supervisory",HierarchyBuilder.getManager

("supervisory",Task.payload.transactionApprovalRequest.Requestor,-1,null,null))

Auto Action Enabled

False


Chapter 2Approvals

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Then Field Value

Auto Action

null

Rule Name 2LevelsforGradeY

Example Salary Approval Conguration: Route byCountry and AmountYou control salary approvals with the ChangeSalaryApprovalTask workow. Here's an idea of how you can congurethe default workow to route the approval depending on the country and amount. In this example, the country is theUS. If the amount is more than 10,000, the approval routes to X and Y and then the area of responsibility. If the amountis less than 10,000, it routes to only the area of responsibility.


1. Create the rule where the country is US and the amount is more than 10,000.


Task.payload.Requestor's Assignment.result.legislationCode.toUpperCase() is "US" andSalaryApproval.newChangeAmount.doubleValue() more than 10000

b. Complete the THEN elds for users X, as you see here.

THEN Field Value

List Builder

Resource

Response Type


Users

X

Groups

null

Application Role

null


Chapter 2Approvals

20

THEN Field Value

Rule Name USover1000usersX

c. Complete the THEN elds for users Y, as you see here.

THEN Field Value

List Builder

Resource

Response Type


Users

Y

Groups

null

Application Role

null

Rule Name USover1000usersY

d. Complete the THEN elds for users according to their area of responsibility, as you see here.

THEN Field Value

List Builder

Resource

Response Type


Users GetRepresentative("HR_REP",Task.payload.Worker's Current

Representative.result)

Groups

null

Application Role

null

Rule Name USover1000usersAOR


Chapter 2Approvals

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2. Create the rule where the country is US and the amount is less than 10,000.


Task.payload.Requestor's Assignment.result.legislationCode.toUpperCase() is "US" andSalaryApproval.newChangeAmount.doubleValue() less than 10000


THEN Field Value

List Builder

Resource

Response Type


Users GetRepresentative("HR_REP",Task.payload.Worker's Current

Representative.result)

Groups

null

Application Role

null

Rule Name USunder1000usersAOR

Example Approval Conguration: Autoapprove PersonalContributionsYou control salary approvals with the VariableAllocationTask workow. Here's how you can congure the defaultworkow to automatically approve personal contributions.


1. Create this IF expression:

(Task.payload.transactionApprovalRequest.moduleIdentifier == "Make Personal Contribution")

2. Complete the THEN elds, as you see here.


Chapter 2Approvals

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THEN Field Value

List Builder

Supervisory

Response Type


Number of levels

1

Starting Participant HierarchyBuilder.getPrincipal(Task.payload.transactionApprovalRequest.Requestor,-1,null,null)

Top Participant HierarchyBuilder.getPrincipal(Task.payload.transactionApprovalRequest.Requestor,-1,null,null)

Auto Action Enabled

True

Auto Action

"APPROVE"

Rule Name AutoapprovePersonalContribution

How You Congure Dierent Approval Flows forIndividual Compensation Allocations and PersonalContributionsYou can congure dierent approval ows for individual compensation allocations and personal contributions byincluding the module identier for the action in your rules.

Action Module Identier


(Task. payload. transactionApprovalRequest. moduleIdentier = "Change Variable Allocation")

Manage Personal Contribution

(Task. payload. transactionApprovalRequest. moduleIdentier = "Make Personal Contribution")

Administer Individual Compensation

(Task. payload. transactionApprovalRequest. moduleIdentier = "Administer VariableAllocation")


Chapter 3Base Pay

23

3 Base Pay

Overview of Base Pay CongurationBase pay is a person's salary amount. Managers and HR specialists view and adjust this amount or any componentamounts or percentages over the course of someone's tenure in their organization. Each salary record that theymanage has an associated salary basis. Here's how the salary basis conguration works with salary records and payrollprocessing.

• The frequency and annualization factor of the salary basis are used to calculate the annualized salarythat appears on the salary record. These salary basis seings and the full-time equivalent value from theemployment record are used to calculated the annualized full-time salary.

• Any salary components congured on the salary basis are used on the salary record to itemize salaryadjustments for reports, such as merit and location.

• The payroll element associated with the salary basis holds the salary amount entered on the salary record. Thebasis passes that amount to payroll for processing.

• The grade rate and dierential prole associated with the salary basis determine the salary metrics andvalidation messages people see on the salary record. Associating them with the salary basis is optional, so theyaren't congured on every salary basis.

Salary Basis

LDG

Frequency

Annualization Factor

Salary Record

Salary

Salary Components

Grade RateDifferential Profile

Payroll Element

Salary Components

Salary Metrics and Validation

You congure grade rate, grade ladders, rate denitions, payroll elements using the Base Pay task list in the Setup andMaintenance or Compensation work area. You can also manage lookups, actions, and action reasons.


Chapter 3Base Pay

24

How to Determine a Salary AmountYou specify how a salary amount is determined when you select the salary basis type.

Salary Amount Is Determined by UserWith this type, HR specialists or managers enter salary amounts, adjustment amounts, or adjustment percentages whenchanging salary.

Tip: To determine salary amounts using grade step progression, you need to select this type. No other typesupports grade step progression.

Salary Adjustment Amount Is Determined by ComponentsWith this type, HR specialists or managers itemize the salary adjustment using components selected on the basis or thatthe managers select when changing salary. Only the rst salary record itemizes the entire salary amount. All subsequentsalary records itemize only the adjustment amount, using percentages or amounts.

ExampleOn the rst salary record, the HR specialist denes a 25,000 USD salary, as shown here.

Component Amount

Merit

20,000

Cost of living increase

3,000

Location

2,000

The next year, the manager adjusts that person's salary by 10 percent, as shown here.

Component Percentage Amount

Merit increase

4

1,000

Cost of living increase

6

1,500

Related Topics

• Examples of Annual Salary and Annualized Full-Time Salary Calculations

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How Salary Basis Options Work With Salary Amountsand CalculationsThe interval used to quote and store salary, such as hourly or annually, is the frequency of the salary basis associatedwith the salary record. The annualization factor is the numeric multiplier for the frequency. Calculations use the factorand the salary amount to determine the annual salary amount, as these examples show.

Frequency Annualization Factor Salary (USD) Annual Salary (USD)

Annually

1

50,000

50,000

Monthly

12

10,000

120,000

Hourly

2080

100

208,000

Related Topics• Examples of Annual Salary and Annualized Full-Time Salary Calculations• How You Change a Salary to Account for a Changed FTE

Rounding Rules, Salary Amounts, and Decimal Places toDisplayYou can specify separate rounding rules for the salary amount, annualized values, and salary ranges on a salary basis.You can also specify the decimal places to show for all numeric salary values that you see on the salary record

Rounding Rule Usage

Salary amount Used by calculations that include the salary amount, for example:

• To increase a salary using a percentage, such as 3.5%• To convert the salary to a dierent frequency, such as from monthly to annually• To prorate the salary based on a specic full-time equivalent, such as from 1 FTE to 0.5

FTE

Annualized values

Determines how the annual salary and annualized full-time salary amounts appear.

Salary range Determines how salary ranges appear and when calculating revised salary ranges, for example:

• To convert the salary range from one frequency to another

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Rounding Rule Usage

• To apply salary dierentials

The rounding rules always aect amounts and values from when they're set and onward. They don't aect amountsand values that were previously calculated. To ensure consistency across historical and current salary amounts, createanother salary basis with new rules instead of editing an existing salary basis. Then, update the salary records with thisnew salary basis from a specic date. You can use loading tools, such as HCM Data Loader and HCM Spreadsheet DataLoader to make this transition seamless. Be sure to set the old salary basis to Inactive, so that it's no longer available forpeople to add it as part of their salary proposals.

We recommend that you match your salary amount rounding rule place with the decimal place to display. Here's whathappens when the decimal and rounding rule places don't match.

Mismatch Issue Example Scenario Example Results

If the decimal place to display is longerthan your rounding rule place, salaryamounts have extra zeroes at the end.

Salary amount: 15.7923234 Decimal place to display: 4 Rounding rule: Nearest .01

Calculations round the amount to 15.79and salary pages display the amount as15.7900

If the decimal place to display is shorterthan your rounding rule place, salaryamounts are truncated.

Salary amount: 15.7923234 Decimal place to display: 2 Rounding rule: Nearest .0001

Calculations round the amount to 15.7923and salary pages display the amount as15.79

Payroll element entries ignore the decimal place to display from the salary basis because the elements always use thedecimal place of the currency denition. For example, US currency is dened to 2 decimal places. Even if your salaryamount display is set to 4 places, the element entries round the amount to 2 places.

Related Topics

• Can HCM Data Loader round salary amounts when it loads salary information

How You Store the Salary Amount and Pass It to Payrollfor ProcessingThe salary basis holds the overall salary amount from the salary record. It passes the amount to the element entry forpayroll processing each pay period.

Legislative Data Group (LDG)You congure each salary basis for a specied LDG. If your organization has multiple LDGs, you need to create auniquely named salary basis for each unique set of characteristics applicable to each LDG. The LDG limits the payrollelements that you can associate with the salary basis.

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Payroll ElementYou aach a single payroll element to each salary basis to hold the overall salary amount. The elements that areavailable for you to select meet these criteria:

• Are valid for the selected LDG

• Are recurring

• Are classied as either Earning or Information

• Include eligibility denition

The required element eligibility denition may include eligibility criteria, but criteria aren't required. Werecommend that you leave the eligibility open on the payroll element and use eligibility proles to determineeligibility.

RestrictionsYou can link recurring elements to multiple salary bases only if they meet these conditions:

• Headquarters-based grades have base pay of X

• Grades for all other locations have base pay of X - 2 percent

Input ValueAn earnings payroll element has an input value that holds the overall salary amount on a person's element entry. Forboth salary and hourly wages, the element input value is Amount. Entering or changing a salary amount for someoneautomatically changes their element entry.

The monetary amount stored in the element entry is the salary amount in the salary information for the person'sassignment. That salary amount is in the frequency of the person's salary basis, such as annually or hourly.

If you don't use Oracle Fusion Global Payroll, you can store the salary amount using information payroll elements.

• If the element includes the Periodicity input value, the element entry stores the annual salary amount.

• If the element doesn't include the Periodicity input value, the element entry stores the salary amount in thesame frequency as the salary basis.

Here's how the payroll formula processes the input values of element entries received in the frequency of the salarybasis:

Salary Basis Frequency Amount Passed to Payroll Payroll Processing

Annually

Annual amount

Converts the annual amount to theappropriate payroll period amount.

Hourly

Hourly rate

Multiplies the hourly rate by the numberof hours reported for the payroll period.

The resulting base pay earnings appear on the payslip for the payroll element associated with the salary basis.


Chapter 3Base Pay

28

CurrencyThe element currency automatically determines the salary basis currency, that the person's paid in.

White PaperThe Conguring Payroll Elements for Use in Oracle Fusion Compensation white paper explains how compensationuses payroll elements. It also explains how to congure the elements for specic uses. The white paper (document ID1589502.1) is on My Oracle Support at hps://support.oracle.com.

Related Topics

• Create Compensation Payroll Elements

How You Enable Salary ItemizationYou can enable itemization that lets HR specialists and managers reect the dierent reasons for salary changes, suchas merit or location. Use the Salary Basis task in the Compensation work area.

Component CongurationHere are the key seings for the salary basis that let you include salary components for itemization.

Field Value

Salary Basis TypeSalary adjustment amount is determined by components

Components to Display WhenAdjusting Salary

Either of these:

• Select specic components to display during allocation• Enable component selection during allocation

You add salary components or can change the available components by editing the CMP_SALARY_COMPONENTSlookup type. Use the Manage Common Lookups task in the Compensation work area.

Component ProcessingWhen values change for salary components, the payroll element associated with the salary basis holds the newsalary amount calculated from the component adjustments. Payroll doesn't receive individual component values forprocessing.

ExampleThe person's current salary is 50,000 USD. Their manager enters component adjustment percentages and salarycalculations determine the monetary amounts, as shown here. The calculations then sum the monetary amounts andthe original salary amount to determines the new salary amount of 60,000 USD. Here's the equation:


Chapter 3Base Pay

29

(5,000 + 3,000 + 2,000 + 50,000)

Salary Component Adjustment Percentage Calculated USD

Merit

10

5,000

Promotion

6

3,000

Adjustment

4

2,000

How You Populate a Salary Amount with a Rate from theGrade LadderHere's how you can populate someone's salary amount from the grade ladder rates during HR actions that change theirgrade ladder, grade, or step. Examples of these HR actions are Hire, Transfer, and Promote.

1. Set up your rates using the Progression Grade Ladders task, not the Manage Grade Ladders task.

◦ Set Include Salary Updates to Yes.

◦ Set Salary Calculation Method to Use grade step rate.

2. Make sure that people are assigned a salary basis with the salary basis type of Salary amount is determinedby user. The salary amount won't be updated from the grade ladder if you select any other salary basis type.You congure salary bases using the Salary Basis task.

3. Include the Salary section in your HR action. You might need to conguration responsive pages usingTransaction Design Studio in HCM Experience Design Studio.

4. Include the Grade Ladder, Grade, and Step aributes in your HR action. You need to congure responsivepages, using Transaction Design Studio in HCM Experience Design Studio.

Exception: If your grades don't have steps, then you don't need to include the Step aribute in your HR actions.

Also, if you want to allow the proposed salary to be less than the current salary you need to congure globalcompensation seings. Use the Congure Global Compensation Seings task in the Setup and Maintenance workarea. The task is part of the Compensation Management oering, Base Pay functional area.

1. On the Global Compensation Seings page, scroll to the Grade Step Progression section of the page.2. In the Online Seings subsection, select the Update salary if proposed salary is less than current salary

check box.

To see the salary amount when you're hiring someone, you need to select the salary basis as well as the grade ladder,grade, and step.


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How You Validate Salary Changes with the Grade RangeYou can verify that salary changes fall within the appropriate range for each person using grade range validation. Thisvalidation generates a warning message when someone enters a new or adjusted salary that's outside the person'sassignment grade range. The person can ignore the message or revise the salary to fall within the valid range.

The assignment grade in the grade rate aached to the salary basis denes the minimum and maximum grade rangevalues. You can adjust the base ranges by associating a dierential prole with the salary basis. Dierentials applyaccording to one of these criteria:

• Location

• Business unit

• Location and business unit

• Compensation zone

• Compensation zone and business unit

You can also associated dierentials with the type Grade Rate that override the grade rate, and thus the grades andgrade ranges, associated with the salary basis.

Related Topics• Grade Rates

How Salary Metrics Are CalculatedThe salary amount is dated while the full-time equivalent (FTE), grade, grade rate, and dierential prole are eectivedated. Thus, a salary record can have logic for multiple combinations of FTE, grade, grade rate, and dierential to applyfor dierent time periods of the record. So, how are salary metrics, such as compa-ratio, range minimum, and rangemaximum, calculated? The metric calculations use a reference date. Here's how we determine that date:

• If the salary record has an end date that's earlier than the current date, then use the salary end date.

• If the salary record start date is in future, then use the salary start date.

• If the salary record started in the past and doesn't have an end date, then use the current system date.

Related Topics• How Salary Metrics Change According to the Grade Rate and Salary Range Dierentials

Compensation Zones and Salary Range Dierentials

Overview of Salary Range DierentialsYou can congure salary range dierentials to adjust base salary ranges from the grade rate associated with the salarybasis. Dierentials vary, for example, to reect the cost of living in dierent locations or the relative ease of hiring. Forexample, you want to pay everyone working on the East Coast of the US at 1.1 times the standard grade rate. You want

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31

to pay everyone working on the West Coast at 1.2 times. You pay Central people the standard grade rate and everyonein the South at 0.8 times.

Select the level of granularity that best supports your salary policies and processes:

• Location

• Business unit




Here are some additional congurations you can do with the compensation zone and compensation zone and businessunit dierentials:

• You can congure grade rate versions to override the grade rate of the salary basis. The adjusted salary rangeis the range of the overriding grade rate.

• You can congure the dierentials to enforce relevant statutory limits around minimum salaries by seinglower limits. Also optionally specify which address types to use to identify the applicable dierential. Forexample, you're going to associate the dierentials with people who work at client sites and from home. And,you want to use their remote addresses, rather than their work addresses to identify their compensation zonesand dierential factors.

Compensation Zone TypesYou use zone types, such as compensation or wage regions, to categorize zones and group them together. You need tocreate your zone types before you dene one or more zones for a geographical boundary. You can create a zone typethat contains geographical boundaries from anywhere in the world, or that contains only geographies in a speciedcountry. When you create a zone type for a specied country, you can dene which geography types or geographiesyou can select when you create the zones.

Compensation ZonesZones are geographical boundaries for a zone type, for example, the San Jose compensation zone. Zones are basedon the geography hierarchy data of the master reference. You create zones in a zone type and you can associategeographies to dene the zone. For example, you have the Compensation Regions zone type. You create a West Coastzone that has the state of California as one of its geographies. In a geography, you can specify a postal range. So for thestate of California, for example, you can specify that the zone spans the postal codes 90001 through 90011.

White PaperThe Salary Range Dierentials and Compensation Zones white paper explains how salary range dierentials areprocessed. It also explains how to congure and apply zone-based dierentials. The white paper (document ID2605772.1) is on My Oracle Support at hps://support.oracle.com.

Related Topics

• How Salary Metrics Change According to the Grade Rate and Salary Range Dierentials



Chapter 3Base Pay

32

Congure Compensation Zone Types and ZonesHere's how you congure the compensation zone types used to group zones together and the zones that make up azone type. Use the Compensation Zones task in the Compensation Management oering, Base Pay functional area.

Create the Compensation Zone TypeWe recommend limiting the number of compensation zone types, preferably to 1, such as by postal code. Here's howyou create a zone type:

1. On the Manage Zone Types page, click the Create icon.2. Enter a name for the zone type.3. Specify the boundary of the zone type.4. Select the geography.5. At the appropriate geographic level, such as Postal Code, select Zone Creation Allowed.

Caution: You need to make sure that geography validation is enabled for the No Styles Format address styleof the selected geography level. Use the Manage Geographies task and the Manage Geography Validationaction.

Create a ZoneCongure your zones so that an address is part of only one zone. If an address is part of multiple zones, the salarychanges that include zone-based dierentials can't gure out which zone applies. Thus, they can't apply any dierential.Also, congure the zones for a zone type at the same level to minimize or prevent zone overlaps. For example, if Zone 1is at the State level, then dene the other zones at the State level also.

Here's how you create a zone:

1. On the Manage Zone Types page, search for and select your new zone type. If you click the zone type, youopen a read-only page with details of the zone type conguration. You can't add zones from that page.

2. Click Next.3. On the Manage Zones for Zone Type page, click the Add icon.4. On the Create Zone page, enter the general information.5. Associate geographies with your new zone.

a. Click the Add icon.b. On the Add Geography dialog box, search for and select the geography that you want to add.c. Click Save and Close.d. Review the start dates of the associated geographies. The start date is automatically set to the current

system date when you associated the geography. You can edit the date, as needed.e. When you're done associating geographies, on the Create Zone page, save and close your new zone.

6. When you're done adding zones to your zone type, on the Manage Zones for Zone Type page, save and closeyour zone type.


Related Topics• Seing Up Geography Validation

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• How Salary Metrics Change According to the Grade Rate and Salary Range Dierentials

Congure Salary Range DierentialsHere's how you congure salary range dierentials using the Salary Range Dierentials task in the Compensationwork area.

1. On the Salary Range Dierentials page, click the Create icon.2. On the Create Salary Range Dierential page, in the Properties section, complete the required elds.3. Select the criteria, such as Location or Compensation Zone.4. Select the type.5. In the Dierentials section, congure the dierentials. When your criteria is compensation zone based, you can

select a Type of Factor or Grade Rate.

◦ Select Factor to congure the dierential to apply factors to the existing grade rates.

◦ Select Grade Rate to congure the dierential to apply alternate grade rates in place of the grade grateassociated with the salary basis.

6. Optionally, for dierentials that use compensation zone criteria, enable remote worker address type checking.Specify up to three address types to check in the order that dierential processing should consider them. Theprocess stops checking as soon as it nds an address, whether that address is in the rst address type or thelast.

7. Save and close the dierential.


Related Topics• How Salary Metrics Change According to the Grade Rate and Salary Range Dierentials

Generate Compensation Zone and Address MappingFor salary range dierentials with compensation zone criteria, dierential processing has to nd the zone and zone typeeach time someone views and adjusts the salary amount. The process does this by evaluating the addresses maintainedfor the person against the dened compensation zones. This evaluation can be time consuming, depending on thenumber of zones, zone types, and address details.

To see correct salary ranges in Oracle Transactional Business Intelligence reports and to optimize dierentialprocessing, run the Generate Compensation Zone and Address Mapping process. You can run the process in twomodes.

Run Mode Descriptions

Create incremental mappings

Creates mappings between zones and zone types that match the specied parameters andperson or work location addresses when something changed or is new




Chapter 3Base Pay

34

Run Mode Descriptions

Purge and recreate mappings

Purges all existing mappings and creates them again between the zones and zone types thatmatch the specied parameters and all person or work location addresses

Here's how we recommend that you schedule the process.

Schedule Mode Descriptions

One-Time

Run the mapping process to create all zone mappings for both work location and personaddresses. You might use this mode to create a baseline. You might also use it to update worklocation addresses because they change infrequently.

Recurring

Schedule the mapping process to run on a regular basis to create incremental zone mappings.You might use this mode to update person addresses for remote workers because they canchange more frequently. For example, client work locations change as the person moveschanges projects.


Chapter 3Base Pay

35

The generated mappings improve the performance of responsive pages with salary information. The dierentialprocess knows the person's compensation zone and can apply the relevant dierential to salary range calculations.Here's the high-level process ow.

Start

Addresstype?

Find person addresses to

process

Find the work location to

process

Person WorkLocation

Find the zones and zone types in eect on the

system date

For each address, storethe identied zone and

zone type in CMP_ADDRESS_ZONES

End

When the mapping isn't available, dierential processing nds the zone and zone type for the person or work addressand then applies the relevant dierential.



Chapter 3Base Pay

36

How Many Salary Bases to CreateYou need to create a separate salary basis, for each unique combination of the following characteristics associated witha worker's base pay. A good practice if you require many salary bases in your organization is to use descriptive names.Examples are CA Hourly Wages, UK Annual Salary with Components, and Adjunct Pay 3 Credit Courses.

Legislative Data Group (LDG)How many LDGs are in your enterprise? You can create salary bases within a particular LDG. You can't share salarybases across LDGs. Each salary basis name and each salary basis code must be unique within a legislative data group(LDG).

Frequency and Annualization FactorHow many dierent frequencies for quoting base pay are in use? People with multiple assignments on dierent payrollfrequencies need to have a dierent salary basis associated with each assignment.

Do any of the frequencies have multiple annualization factors for base pay? Your number of salary bases increases byone for each additional annualization factor in each separate LDG.

Payroll Element and CurrencyDo you want to use the same payroll element for dierent salary bases? You can do this if the element has thesecongurations:

• It's a recurring earnings element.

• It allows multiple entries in the same period

How many currencies do you pay people in, within a single LDG? You need one payroll element for each currency withinan LDG. You also need a separate salary basis for each payroll element.

ComponentsDo you want to itemize salary? You need one additional salary basis for each unique collection of components.

Grade Rates and Dierential ProlesHow many grade rates are you using? The number of salary bases increases by one for each additional grade rate inuse. You can reduce the number of grade rates by using a dierential prole. A prole applies a multiplier to the graderate according to one of these criteria:

• Location

• Business unit




Proles with the compensation zone or compensation zone and business unit criteria can have grade rates conguredinstead of multipliers. The number of salary bases increases by one for each additional dierential prole in use.


Chapter 3Base Pay

37

Rounding Rules and Decimal PrecisionHow many dierent salary amount rounding rules do you use? The number of salary bases increases by one for eachadditional rounding rule in use.

How many dierent decimal places do you display? The number of salary bases increases by one for each additionaldecimal precision in use.

Related Topics

• Grade Rates

• Create Compensation Payroll Elements

FAQs

Can I audit salary data?Yes, after you enable audit for salary data using the Manage Audit Policies task.

Where does the annualization factor for a salary basis that usespayroll period frequency come from?The period type on the payroll linked to a person's assignment determines the number of payroll periods in a year.These payroll periods are the annualization factor.

Can I use the same payroll element in more than one salary basis?Yes, if it's a recurring element that you classify as an earnings element and congure it to enable multiple entries in thesame period.

Can I change or delete a salary basis that's in use?No. After you associate the salary basis with anyone, you can't delete or change any characteristic.

Can I add eective-dated changes to the salary basis?No because the salary basis isn't an eective-dated object.

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Can managers change the salary basis of a salary record?Yes. You can hide or show the edit capability for managers using personalization on the pages where managers entersalary allocations.

Can I update an element mapped to a salary basis that's in use?Yes, but the updated element or input value is recognized only on the next salary change. At that time, salaryprocessing end dates the element entry associated with the prior salary.

When you update the element mapping, no changes apply to the person's data.

References

Salary Component LookupsHR specialists and line managers can use salary components to itemize new or adjusted salary, to reect the dierentreasons for their allocations. Here are the salary components that are part of the implementation:

• Merit

• Cost of Living

• Adjustment: Regular and automatic adjustment

• Market: Adjustment due to salary being out of line with the market

• Structured: Adjustment dictated by union or employment contract, such as an increase after three months

• Equity: Adjustment to correct salary compression or inversion

• Promotion

• Location

• Progression: Regular and automatic adjustment

You can change or add components to the CMP_SALARY_COMPONENTS lookup type to beer support yourorganization's reporting policies for salary allocations. Use the Manage Common Lookups task in the Setup andMaintenance work area.

Component ItemizationComponent itemization is stored and used to calculate new salary. When component values change, the payroll elementholds the new salary amount calculated from the component adjustments, but doesn't receive individual componentamounts for processing.

Related Topics

• Overview of Lookups

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Troubleshoot Salary-Related IssuesHere are some salary-related issues that you may encounter and solutions to help you x them.

Issue Solution

The salary element entry wasn'tcreated

The element associated with the salary basis won't be created if any inconsistencies existbetween the element eligibility and the payroll data of the person's assignment.

Using the Element Entries task in the Person Management work area, set the Eective Dateto same date as the salary start date. Then search for the salary basis element in the ElementName column. If the element isn't listed, the person isn't eligible for the element. You need toverify the eligibility and eective dates congured for the element.

The salary ranges are incorrect for anhourly person

Check the annualization factor of the grade rate associated with the salary basis. Theannualization factors for the salary basis and grade rate might dier, even if the frequency forboth is Hourly. Salary range calculations use the frequencies and factors of the salary basis andthe grade rate. If they don't match, the grade rate values are converted to those of the salarybasis.

Salary changes are stuck in theapproval ow

An individual's salary page hasa message that's something likethis: Changes to this data arepending approval. HR specialistsand compensation managersor administrators don't have aWithdraw option for the transactionin their worklist. And sometimes,the person record gets locked afterchanging the salary.

Ask the person who submied the salary change to use their worklist to withdraw the change.They can also see who the current approver is, so they can ask the approver to approve orreject the proposed changes.

If you still see the pending approval notication in the Change Salary ow, your approvalsadministrator can use the transaction console to cancel the change. If you still see the pendingapproval, have your help desk log a bug with Oracle Support against the Salary component ofOracle Fusion Workforce Compensation.

Salary notications are blank The person may have a custom role. Add the Approve Salary Updates privilege to their

application role. Or, add these three resources to a custom entitlement and add theentitlement to their application role.

• HcmDetectCompletedTransaction.xml• ChangeSalaryApprovalTask_TaskFlow.xml• ChangePayNtfsFlow.xml

The salary details in notications areblank People need to see salaryinformation, but not make anychanges.

The person probably doesn't have a compensation role. Depending on whether they shouldhave read-only or read and write accesses to the salary details, add one of these job roles:

• View Salaries• Manage Salaries

For detailed steps to implement this solution, see the Salary Details Are Not Visible inApproval Notications - You Do Not Have Permission to Access this Information document (ID2212593.1). The document is on My Oracle Support at hp://support.oracle.com.


Chapter 3Base Pay

40

Issue Solution

Grant them access to the Compensation Info task, which they can review salary information.Reserve the Change Salary role for the people who need to manage the salary data.


Chapter 4Grade Step Progression

41

4 Grade Step Progression

Overview of Grade Step ProgressionTo move workers automatically from one grade or grade and step to the next level within a grade ladder, you can usegrade step progression. Here's the basic process for managing the progression:

1. Optionally, create progression grade ladder groups using the ORA_CMP_GSP_GRADE_LADDER_GRP lookup.You can associate progression grade ladders with a group.

2. Create the progression grade ladder.

a. Congure the ladder and salary update details.b. Add grades and steps.c. Add progression rules at the ladder, grade, and step level.

You can also create and update progression grade ladders, with and without steps using HCM Data Loader.Guidelines and examples for how to do this are in the Integrating with HCM guide, Loading CompensationObjects chapter. You can also see Using HCM Spreadsheet Data Loader to Add Progression Aributes to GradeLadders (Document ID 2569831.1) on My Oracle Support (support.oracle.com).

3. Congure and submit the Run Grade Step Progression process to run according to your policies, such as daily,weekly, or monthly. You can congure the process to run for a single ladder or a group of ladders.

4. Review and accept or reject the progression process results. If you congured the process to automaticallyconrm progressions, then you won't need to accept them.

5. Update progression grade ladder rates as appropriate, such as for new contracts.6. Congure and submit the Synchronize Grade Step Rates process to run for a single ladder or a group of

ladders.7. Review and accept or reject the synchronize process results. If you congured the process to automatically

conrm synchronizations, then you won't need to accept them.

Related Topics

• Guidelines for Loading Progression Rules

Create a Progression Grade LadderHere's how you create a progression grader ladder. All of the tasks you need are in the Compensation work area.

Before You StartMake sure that these tasks are nished before you create the progression grade ladder:

• The group that you want to associate the ladder with exists. Selecting a group for the ladder is optional, but ifneeded, add the group to the ORA_CMP_GSP_GRADE_LADDER_GRP lookup using the Lookups task.

• The grades exist. If needed, create them using the Grades task.

• The progression rules exist. If needed, create participant eligibility proles using the Eligibility Proles task.

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42

Create the LadderHere's how you create the ladder using the Progression Grade Ladder task:

1. On the Progression Grade Ladders page, click Create Grade Ladder.2. On the Create Progression Grade Ladder page, Progression Ladder tab, complete the ladder details. Here's

some key considerations when making certain selections.

Field Considerations

Transaction Date Set the date for the updated salary record created by the Run Grade Step Progression

process. To make it the same date as the eective date of the process, select Process rundate.

Conrmation Type To have people accept or reject proposed progressions as part of their review, select

Manual.

To have the Run Grade Step Progression process accept the proposals and updates as partof its processing, select Automatic.

Assignment Action Your selection is used when people they congure the Run Grade Step Progression process

and don't select the assignment action.

Grade Ladder Group

To include the ladder with other progression grade ladders in a single batch for progressionprocessing, select the appropriate group.

3. Complete the salary update details. Here's some key considerations when making certain selections.


Include Salary Updates You're specifying how the Run Grade Step Progression process updates a person's

assignment and salary records. The selection applies to every HR action that changes theperson's grader ladder, grade, or step, such as when they're hired, transferred, or promoted.

◦ No (default): The process updates the grade or step value on the assignment, but notthe salary amount.

◦ Yes: The process updates the grade or step value on the assignment record. It alsoupdates the salary record with the associated rate from the grade or step.

When you select Yes, you can congure additional aributes related to salary updates andrate synchronization.

Salary Calculation Method To calculate salary using the rates from your progression grade ladder, select Use grade

step rate.

Transaction Date To use the assignment date as the date for the updated salary record created by the Run

Grade Step Progression process, select Grade step change date.



43


Salary Adjustment Type To prorate the rates from the grade ladder based on the value of the FTE on the person's

assignment, select an adjustment type. The selection aects salary amounts duringprogression processing and salaries populated in HR actions, such as Hire, Promote, andTransfer.

4. Complete the rate synchronization details. Here's some key considerations when making certain selections.


Transaction Date Set the date for the updated salary record created by the Synchronize Grade Step Rates

process:

◦ To make it the same date as the eective date of the process, select Process run date.

◦ To make it the same date as when the rate changed on the grade ladder, select Gradestep rate change date.

Conrmation Type To have people accept or reject salary updates as part of their review, select Manual.

To have the Synchronize Grade Step Rates process accept the proposals and updates aspart of its processing, select Automatic.

Add GradesHere's how you add a grade on the Create Progression Grade Ladder page, Grades and Steps tab:

1. On the Actions menu, select Add Grade.2. On the Add Grade dialog box, search for and select the grade to add. The value you select for Progression

Increment determines which grades you see in the list--basically, if the grades have steps or not.3. Enter the sequence for where the grade is positioned on the grade ladder.4. To see any existing steps, expand the grade. The Expand icon isn't present if no steps exist.5. Add a value for each step of the grade.

Add Rules at the Ladder, Grade, and Step LevelsHere's how you add rules on the Create Progression Grade Ladder page, Progression Rules tab:

1. Optionally, in the Grade Ladder Rules section, add progression rules that apply to the entire grade ladder.2. In the Grade Rules section, add the rule that applies to the grade. If the grades have steps, you may want to add

rules at the step level rather than the grade level.3. Optionally, add the progression rule that applies to a specic step.4. Save your changes.5. To add rules to the remaining grades in the ladder, repeat steps 2 through 4.6. When you're nished adding rules, save and close the progression grade ladder.



44

Validate the Progression Grade LadderTo validate a progression grade ladder, on the Actions menu for the ladder, select Validate. You need to x anyvalidation errors before your ladder can be processed as part of grade step progression or rate synchronization.

Examples of Adding Progression RulesYou can enable or restrict progression between grades and steps using progression rules. You congure the rulesusing the Eligibility Proles task. For progression rules, you want to create participant proles with either the Global orCompensation usage. You associate these rules with progression grade ladders using the Progression Grade Laddertask.

These scenarios show at what level you apply various rules to enable or restrict progression.

Minimum Time Required to ProgressYou want factory workers to progress automatically though steps. You create a progression grade ladder with step-levelrules that dene how much time has to elapse between progressions. Here's how you apply the rules in the ladder.

Rule Level Example Rule

Ladder: Western RegionManufacturing

None

Grade: Job Assembly II

None

Step 1

6 Months in a Step

Step 2

6 Months in a Step

Step 3

6 Months in a Step

Performance Rating Required to ProgressYou want administrative workers to progress to the next grade level only if their performance evaluation meets orexceeds expectations. You create a progression grade ladder where the nal step for each grade includes a progressionrule that evaluates worker performance. Here's how you apply the rules in the ladder.



45

Position Example Rule

Ladder: Support Services

None

Grade: Administrative Clerk I

None

Step 1

6 Months in a Step

Step 2

6 Months in a Step

Step 3

6 Months in a Step Meets or Exceeds Evaluation

Certication Required to ProgressYou don't want programmers to progress to the next step unless they have a technical certicate. You create aprogression grade ladder that requires a certicate to progress to the next step. Here's how you apply the rules in theladder.

Position Example Rule

Ladder: Software Developers

None

Grade: Programmer III

None

Step 1

Java SE Fundamentals Certicate

Step 2

Java SE Advanced Certicate

Step 3

Java SE Optimization Certicate

Related Topics





46

Global Seings for Grade Step Progression ProcessingYou can congure global seings that aect how HR actions, such as Hire and Promote, handle proposed salarychanges. Certain seings also aect how and the Run Grade Step Progression and Synchronize Grade Step Ratesprocesses handle the proposed changes. For example, how should they handle a proposed salary that's lower than thecurrent salary. You congure these seings using the Congure Global Compensation Seings task in the Setup andMaintenance work area. The task is part of the Compensation Management oering, Base Pay functional area.

Online SeingsSpecify whether the HR action, such as Hire or Promote, should update the salary, even if the proposed salary is lowerthan the current salary.

Batch Error Conditions for Salary DateSpecify if the processes should generate errors when they encounter an existing salary record with the same or futuredate. By default, the processes generate warnings.

• If you allow updates to a salary record that exists on the same date, you are correcting the existing salaryrecord.

◦ The new salary amount may be greater or less than the existing salary amount that on the same date.

◦ The new salary amount may not be less than the salary amount that exists on a prior date. If this situationoccurs, you get an error message.

◦ When viewing the details on the Review Proposed Progressions and Salary Updates page, you see thecurrent salary details. These details reect the values of the existing salary record for the same date, thatis, the record being corrected.

• If you allow updates to a salary record when future-dated records exist, you are inserting a new record in themiddle of the historical sequence.

◦ The salary amount for the inserted salary record may be greater or less than any salary amounts infuture-dated records.

◦ The salary amount for the inserted salary record may not be less than the salary amount on the recordthat exists on the previous date. If this situation occurs, you get an error message.

◦ When viewing the details on the Review Proposed Progressions and Salary Updates page, you see thecurrent salary details. These details reect the prior salary record, that is, the one with an eective datebefore the eective date of the record being inserted.

These seings don't aect any change to the grade ladder, grade, or step during an HR action, such as Hire andPromote. They only aect the behavior of the batch processes. They also don't aect date handling in HR actions.



47

Grade Step Progression ProcessingYou can change people's assignment and salary records according to rates and rules associated with a progressiongrade ladder. You do this using two batch processes: Run Grade Step Progression and Synchronize Grade StepRates.

If you want to include multiple progression grade ladders in a process, set Batch Type to Grade ladder group. Thenselect the specic group to use. For example, you want to run grade step progression or synchronize rates for all laddersin the North region. So, you select your North Region grade ladder group.

Run Grade Step ProgressionTo identify the assignments that are eligible to progress to a new grade or step, you run the Run Grade StepProgression process. Typically, you schedule this process to run on a regular basis, according to your policies. Forexample, you run it every Friday.

The process evaluates each assignment associated with the ladder using the eligibility criteria in the progression rulesfor the higher steps and grades. If the process determines that the assignment meets the eligibility criteria, then theassignment is eligible to progress to that grade or step. It's also eligible for the associated salary changes.

You can set a specic eective date or leave the eective date blank. If you don't set a date, the process uses the systemdate at run time.



48

Synchronize Grade Step RatesTo change people's salary records after the underlying rates for the grades or steps change, you run the SynchronizeGrade Step Rates process. Typically, you run this process manually, once or twice a year. For example, new contractsare approved the last Monday in January and July, and you synchronize the grade step rates that Friday.

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30 31

January 2020S M T W T F S

12 3 4 5 6 7 89 10 11 12 13 14 15

16 17 18 19 20 21 2223 24 25 26 27 28 29

February 2020S M T W T F S

1 2 3 4 5 6 78 9 10 11 12 13 14

15 16 17 18 19 20 2122 23 24 25 26 27 2829 30 31

March 2020S M T W T F S

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30

April 2020S M T W T F S

1 23 4 5 6 7 8 9

10 11 12 13 14 15 1617 18 19 20 21 22 2324 25 26 27 28 29 30

May 2020S M T W T F S

31

1 2 3 4 5 67 8 9 10 11 12 13

14 15 16 17 18 19 2021 22 23 24 25 26 2728 29 30

June 2020S M T W T F S

1 2 3 45 6 7 8 9 10 11

12 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30 31

July 2020S M T W T F S

12 3 4 5 6 7 89 10 11 12 13 14 15

16 17 18 19 20 21 2223 24 25 26 27 28 29

August 2020S M T W T F S

30 31

1 2 3 4 56 7 8 9 10 11 12

13 14 15 16 17 18 1920 21 22 23 24 25 2627 28 29 30

September 2020S M T W T F S

The process applies the new rates to the existing salary records for everyone whose assignment is associated with theprogression grade ladder.

Assignment and Salary ActionsWhen you run the processes, you can optionally specify the actions to use for the updated assignment and salaryrecords. If you leave the action blank, the process uses the assignment action from the progression grade ladder forboth the assignment and salary actions.

Frequency and Eective Dates in ResultsThe process automatically converts the salary amount from the progression grade ladder frequency to the salary basisfrequency, as needed. For example, the proposed salary from the grade ladder is 3000 USD per month and the person'ssalary basis has an annual frequency. The proposed salary is converted to 36,000 USD annually. The transaction dateparameters on the Progression Grade Ladder page determine the eective date of the proposed assignment and salaryrecords.



49

Grade Ladder Aribute Batch Process Eective Date

Progression Grade Ladder TransactionDate

Run Grade Step Progression

Assignment eective date

Salary Update Transaction Date

Run Grade Step Progression

Salary eective date

Rate Synchronization Transaction Date

Synchronize Grade Step Rates

Salary eective date

Examples of Grade Step Progression ProcessingYou can change people's assignment and salary records according to rates and rules associated with a progressiongrade ladder. You do this using two batch processes. These scenarios show you how various progression grade ladderand process congurations aect processing results.

Propose Progression and Salary Update According to EligibilityScenario: A worker is on the Midwest Hourly progression grade ladder at Grade A, Step 1. The ladder has ve grades:(A, B, C, D, E), and each grade has four steps.

Processing Results: First, the process checks the progression rules associated with Grade A, Step 2 to determine if theworker is eligible to move up to Step 2. Then, it checks the steps above Step 2, including steps in higher grades.

• If a single grade or step has more than one progression rule, the person must meet the criteria in allprogression rules, not just one rule.

• If a grade or step doesn't have an associated eligibility prole, then all assignments are eligible to progress tothat grade or step. It's important to include progression rules for all steps (for grades with steps) and all grades(for grades without steps).

• If an assignment meets the criteria for more than one grade or step, the process proposes to move the personto the lowest of the eligible steps. You see a warning message when you review the processing results.

The process doesn't explicitly use ceiling steps. You can use them within your own progression rules to determine if theperson should automatically move above the ceiling.

Update Salary According to New Progression Grade Ladder RatesScenario: A person is on the Midwest Hourly progression grade ladder at Grade A, Step 4 as of their hire date. Thesalary for this step is 30 USD per hour. On January 1, 2020, the rates for the Midwest Hourly ladder increased and nowStep 4 has a rate of 35 USD per hour.

Processing Results: The Synchronize Grade Step Rates process inserts a new salary record for the person with the rateof 35 USD per hour. The Transaction Date parameter on the Progression Grade Ladder page, Rate Synchronizationsection determines the eective date of the salary update.



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Proposed Progression and Salary UpdatesYou can review the results of a Run Grade Step Progression or Synchronize Grade Step Rates process on the ReviewProposed Progressions and Salary Updates page. You see the people with proposed progressions and the status of eachproposal, according to your data security permissions.

When you search on a grade ladder group, you see all grade ladders belonging to that group. If doesn't maer if theprocess was run by grade ladder group or by individual grade ladder. This gives you the exibility to run or rerun theprocess for a single grade ladder. You can still see the results for that grade ladder when viewing results for the entiregrade ladder group.

The time zone used to search by submission time criteria is UTC, to align with times on the processing scheduling andmonitoring pages.

StatusesHere are descriptions of the possible processing statuses:

Status Description

Accepted

The process applied the proposed progressions and salary updates to the assignment andsalary records. You can't change this status.

Not Processed

The process evaluated the progression and determined that the person is eligible to move tothe new grade or step. The proposal still has to be accepted or rejected.

Failed The service that was writing the update to the assignment or salary record had a problem. To

try to make the update manually, you can click Accept.

Suspended Older batch process results that contain rows that were in Not Processed status when a

subsequent process ran have this processing status. You can no longer accept or reject theseproposals in the older run.

Rejected

Someone stopped the process from applying the proposed updates to the person's records.For example, you might reject a proposed progression and manually adjust it because theperson is eligible for multiple steps in the grade.

ActionsYou have actions available only if the conrmation type for the progression grade ladder or rate synchronization isManual. You can accept the updates for people individually or as a group. Accepting a proposed progression and salaryupdate immediately makes these changes for the selected people:

• Adds a new grade or step to the person's assignment

• Adds a new salary amount to the person's salary record



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You can reject proposed progressions and salary updates for people individually or as a group. You can also rejectproposed progressions and salary updates for selected people in a group, and then accept updates for the remainingpeople. If you reject a proposal and then change your mind, you can undo the rejection and set the proposal status backto Not Processed.

Error HandlingYou can review any errors that occurred during progression processing on the Review Proposed Progressions andSalary Updates page. You x the proposed progressions and salary changes with errors outside of the grade stepprogression process. Here are some possible processing errors:

• The progression grade ladder currency is dierent from salary basis currency.

• The proposed salary isn't greater than the current salary.

• The salary basis isn't dened as determined by user.

• A future-dated assignment exists.

• A current or future-dated salary record exists.

• A step update exists on the same date.

Salary Amounts for Proposed Progression and SalaryUpdatesYou can review current and proposed salary amounts calculated by a Run Grade Step Progression or SynchronizeGrade Step Rates process. Use the Review Proposed Progressions and Salary Updates task in the Compensationwork area. Rounding rules, a salary adjustment type, or both may aect the amounts that you see.

Rounding RulesA salary basis may have rounding rules for salary amount and annualized amounts. If it does, progression processingrounds the calculated salary amount according to that rule when it converts the salary from one frequency to another.For example, the process rounds the amount when it uses hourly rates from a grade ladder to update a salary recordwith a monthly salary basis.

Progression processing also rounds the annual salary and annualized full-time salary amounts. The annual amountsare calculated and stored during the batch run. You see these annual amounts in the process results only for reference.The amounts aren't included on the salary record. The annual amounts that you see on the salary record are calculateddynamically, so you might occasionally see dierences in annual values. For example, the annual amounts are dierenton the salary page if the rounding rules change after you run the grade step progression process.

Salary Adjustment TypeWhen you view the results for a specic person, you can also see the current and proposed full-time salary amounts.

• The full-time salary amounts help you determine whether to approve the proposed progression or salaryupdate. You can compare the current full-time salary with grade ladder rates. The full-time salary maycorrespond to the grade ladder rate for the current step. But, it may be dierent if the salary record wasoverridden. The proposed full-time salary is the grade ladder rate for the proposed step, before being proratedfor FTE value.



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• The salary amounts are the amounts stored on the salary record. The current salary is the actual storedamount. The proposed salary is the amount to become the stored amount. The proposed salary includesproration by FTE and rounding, if applicable.


Chapter 5Individual Compensation Plans

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5 Individual Compensation Plans

Overview of Individual CompensationYou can enable managers and specialists to award compensation outside of the regular compensation cycle. Forexample, a line manager can give someone a spot bonus or grant stock shares. A compensation manager can givepeople education reimbursements. You can also enable people to manage their own contributions to charitable orsavings plans. These o-cycle allocations and contributions require appropriate payroll elements and individualcompensation plans.

• The payroll element communicates the payment or distribution details to payroll for processing. For example, acompany car plan has options with dierent compensation amounts for various mileage ranges. A spot bonusplan has options with dierent xed monetary amounts.

• The plan includes at least one option that links the payroll element to the plan. It also determines whenpayments start and end, who's eligible for the plan, and when people can access the plan. For example, acar allowance plan has multiple options for monthly payments starting January 1 and ending December 31according to mileage ranges. People in eld sales and service jobs are eligible for the plan, and managers canaward compensation when they hire, transfer, and promote people.

You can also let people view nonmonetary awards by adding the relevant plans to compensation history. Add thepayroll elements associated with plans that have recurring payments or contributions to compensation history to letpeople view their payment and contribution history.

Individual Compensation PlansYou can enable managers to award compensation to individuals outside of their regular compensation cycle. Forexample, a line manager can give someone a spot bonus or grant stock shares. A compensation manager can givepeople education reimbursements. You can also enable people to manage their own contributions to charitable orsavings plans. You do this by creating individual compensation plans using the Individual Compensation Plans task inthe Compensation work area.

OptionsEach plan must have at least one option. You can set up a nonmonetary option, such as grant stock shares, or amonetary option. When you create the option, you need to select the payroll element that communicates the allocationor contribution to payroll for processing. The input values congured for the element are what people see when theyallocate the compensation or contribution.

You can optionally select a budget pool to let managers track o-cycle and on-cycle awards.

Payment DatesYou specify when plan payments start and end using standard date rules. For example, the person proposing the awardcan set the payment date. You only need to set end dates for recurring payments, such as car allowances.



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If you select the Start or submission date option, the award or contribution uses the start date set during actions wherepeople can specify it. Otherwise, the award or contribution uses the date when the action was submied.

EligibilityYou control in the compensation plans or options a particular person is entitled to participate in with eligibility proles.You can aach eligibility proles to the plan, an option, or both. For example, to the company car plan, you aachan eligibility prole that includes only the Sales and Field Service departments. To the options, you aach additionalproles that restrict payment amounts by mileage ranges.

Compensation eligibility evaluations also use criteria dened at the element eligibility level to determine if someone iseligible for a compensation plan. The best practice for controlling eligibility is to either use eligibility proles or elementeligibility, but not both.

If you add multiple proles, you need to mark at least one prole as required.

Plan Access RestrictionsYou control who can start, update, or discontinue individual compensation awards and for what circumstances whenyou restrict plan access. For example, you set up a plan so that only people using the Manager Personal Contributionsaction can start, update, or discontinue contributions.

Instruction TextTo help managers awarding the plan or individuals contributing to the plan, you can compose optional instruction text.You can also include links to relevant documents and websites.

Related Topics• Create Compensation Payroll Elements

Plan Access RestrictionsYou control the situations when a manager can create, update, or discontinue individual compensation awardsusing plan restrictions. These same restrictions let you control similar actions for people contributing to savings anddonation plans. You congure these restrictions when you create the individual compensation plan using the IndividualCompensation Plans task in the Compensation work area.

Whether to Restrict AccessThe rst decision you make on the Plan Access tab is whether to restrict access to the plan.

• If you select No, the plan becomes available to everyone on all pages where people hire individuals, or manageindividual compensation or personal contributions. It's very rare that you would select this option. For example,if you don't restrict access to a bonus plan, then people could manage the bonus plan for themselves. That'sbecause the plan would appear in the Manage Personal Contributions action.

• If you select Yes, you need to add at least one action where the plan should be available. Make sure that youselect all related actions. For example, you set up the plan so that it's visible in the Create Oer action. You alsowant to make it visible in the Change Oer ow. Otherwise, if someone changes an oer with the compensationallocation, they can't see the allocation. And, when they submit their changes, the allocation will get removed



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from the oer. Similarly, if you don't include the Add Pending Worker action, the allocation can't be seen andisn't carried over. You can optionally congure the corresponding access details about when people can start,update, or discontinue allocations or contributions.

All ActionThe default action All is similar to seing Restrict Plan Access to No, except that you can congure access details.This action opens plan access to all actions available in the list, including the Manage Contributions action. Basically,anyone who meets the eligibility criteria for the plan can see the plan. If you added this action to a bonus plan, forexample, anyone who's eligible for the plan could award themselves a bonus.

If you want to add other access actions, you need to change the All action to something else, like Hire. Then, the Addicon is available and you can add any other access actions that are appropriate for the plan.

HR actionsTo make the plan available to people as part of an HR action, add one or more HR actions. For example, add theTransfer action to a moving allowance plan to make the plan available when someone's being transferred using thataction.

Manage Individual Compensation ActionTo make the plan available to people when they want to award o-cycle compensation to someone, add the ManageIndividual Compensation action. You can add only this action or also add HR actions. For example:

• You want managers to use the Bonus plan to reward performance. So, you restrict plan access to the ManageIndividual Compensation actions.

• You want managers to use the Bonus plan to award hiring bonuses or to reward performance. So, you restrictplan access to the Hire and Manage Individual Compensation actions.

Administer Individual Compensation ActionTo make the plan available to only HR specialists, compensation specialists, and compensation managers, add theAdminister Individual Compensation action. These people can see plans with this plan access action using theAdminister Individual Compensation task.

Manage Contributions ActionTo make the plan available for people to contribute to, such as for retirement savings or charities, add the ManageContributions action. Don't add any other actions for contribution plans.

Example Spot Bonus and Stock Grant Plan CongurationHere's how you create a plan to make a one-time spot bonus payment or stock grant. Use the Elements and IndividualCompensation Plans tasks in the Compensation work area.

1. Create a payroll element that makes a one-time payment. Congure the element to process once per payrollperiod and let managers enter the payment amount or grant quantity.

2. Create the plan.a. Add an option with the payroll element.



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b. Select a payment or grant start date. If it's present, leave the end date blank to indicate this is a one-timepayment.

c. Optionally, add an eligibility prole to limit the people that the plan applies to. For example, use derivedfactors to identify full-time people with a minimum service of 1 year as eligible for the spot bonus.Identify full-time people with a minimum service of 5 years as eligible for the stock grant.

d. Restrict access to specic HR actions, such as Hire and Promote. Also add the Manage IndividualCompensation action so that managers can award bonuses or grant stock to their people using theIndividual Compensation action.

Example Car Allowance Plan CongurationHere's how you create an ongoing car allowance plan with two payment options according to the radius of regionalsales territories in relation to headquarters. Use the Elements and Individual Compensation Plans tasks in theCompensation work area.

1. Create two payroll elements to make recurring payments once a month. For territories within a 100-mile radiusof headquarters, set the Input Value to 300. For territories beyond a 100-mile radius, set the Input Value to500.

2. Create the plan.

a. Congure an option for each payroll element.b. Let managers enter payment start and end dates according to agreements with their people. For

example, a manager starts payment on the rst of the month or the rst payroll period after a promotion.They end payment after 1 year.

c. Aach an eligibility prole that limits plan eligibility to people with the Regional Sales Manager job.d. Restrict access to specic HR actions, such as Hire and Transfer. Also add the Manage Individual

Compensation action so that managers can award or update the car allowance for their people.e. Optionally, add instructions that tell managers how the payment policy is based on the territory radius

from headquarters.

Example Charity or Savings Contribution PlanCongurationHere's how you create a plan that lets people manage their personal contributions. Use the Elements and IndividualCompensation Plans tasks in the Compensation work area.

1. Create a payroll element to accept recurring contributions per payroll period. Congure the input value to beeither a at amount or percentage.

2. Create the plan.

a. Add an option for contributions of either amount or percentage.b. Select a start date, typically January 1 of the next calendar year or after open enrollment.c. Restrict access to the Manage Contributions action to let people manage their instances of the plan. You

can dene periods when people can enroll for the rst time, update existing contributions, or discontinuecontributions. For example, let people always create allocations. Restrict when they can make updates ordiscontinuations to a specied period, such as an open enrollment period of November 15 through 30.



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d. Optionally, add instructions that clarify specic plan policies.

How You Enable Managers to Track O-Cycle and On-Cycle Compensation Against a BudgetYou can enable managers to o-cycle and on-cycle awards when they review their budget pool. You enable the trackingby associating a budget pool from a workforce compensation plan with an individual compensation plan.

1. Create the workforce compensation plan using the Workforce Compensation Plans task in the Compensationwork area.

a. Congure the plan details.b. Congure the budget pool.c. Create at least one worksheet compensation component and associate the budget pool with it.d. Run the Start Compensation Cycle process.

2. After you start the compensation cycle, associate the budget pool with an individual compensation plan option.Use the Individual Compensation Plans task in the Compensation work area. Select the budget pool when youadd or edit the relevant plan option.

FAQs

What's the dierence between plan access restriction and accesssecurity?Security determines which roles grant access to actions, such as Individual Compensation, Manage PersonalContribution, and Administer Individual Compensation.Plan access restriction determines which actions, such as Personal Contribution or Individual Compensation, showthe plan. It also let's you control if people can add, edit, or delete contributions or allocations.



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Chapter 6Compensation History

59

6 Compensation History

Compensation History CategoriesThis topic describes the four compensation history summary table categories: Salary, Stock, Other Compensation, andRecurring Payments. The compensation history summary table shows, by category, all included compensation given toa worker, with links to detailed compensation allocation information. The summary displays ve years of compensationhistory and the detail views display all years of compensation history.

SalaryThe following table shows the three rows of information for the Salary category.

Row Comments

Overall Salary

For the current year, it's the most recent pay rate, shown in the frequency of the worker'ssalary basis (such as hourly, monthly, or annually). For previous years, it's the pay rate on 31 December of the given year.

Annualized rate

Calculated using the worker's overall salary and the annualization factor of the salary basisfrequency as of 31 December of the given year.

Percentage change

The dierence in the worker's overall salary from the previous year, if history exists.

In the summary table, click the base pay hyperlink to view detailed information about salary history, percentage change,compa-ratio, and growth rate. The detail view includes links to individual base pay change records.

StockThe Stock category displays a total for each grant type awarded in the unit granted, such as shares or options. In thesummary table, click the grant name to view information about grant date and price; granted, vested, and unvestedshares; and the estimated value of unvested shares as well as to access further details.

Other CompensationThe Other Compensation category displays nonrecurring monetary compensation such as commissions, bonuses,overtime, and reimbursable expenses. In the summary table, click the compensation name to view eective date,amount, currency, and grand total information about all awards.


Chapter 6Compensation History

60

Recurring PaymentsThe Recurring Payments category includes the latest amount of recurring compensation, such as car allowances andeducation assistance. In the summary table, click the payment name to view eective date, amount, currency, andgrand total information for an individual award or compensation amounts

How You Congure the Compensation History SummaryTableThis topic explains how to congure the data that the compensation history summary table displays in four categories:Base Pay, Other Compensation, Stock, and Recurring Payments.

• Compensation history automatically displays base pay and stock grants.

• You must add other compensation and recurring payments data to history.

Automatic Compensation History SetupCompensation history automatically retrieves for the Salary and Stock categories, respectively:

• Base pay history from the salary table

• Stock share grants from the stock table.

Manual Compensation History SetupOther Compensation groups one-time payments, such as bonuses. Recurring Payments groups nonbase paydistributions such as allowances or tuition reimbursements. To include compensation in the Other Compensation andRecurring Payments history categories:

1. Click the Manage Compensation History task.2. Select the payroll element and input value to add.

The payroll element denition automatically supplies the remaining data and determines the history category based onthe recurrence of the payroll element.


Chapter 7Stock Grants

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7 Stock Grants

Manage Stock Grants in the Integrated WorkbookYou can add and edit stock grant data and upload it into the application using an integrated Microsoft Excel workbook.

Download the WorkbookYou manage stock grants in the Compensation work area.

1. In the Tasks panel tab, click Manage Stock Grants.2. On the Search Results toolbar for the Manage Stock Grants page, click Prepare Import Spreadsheet.

Add Stock Grant DataCopy the stock grant data provided by your supplier. Make sure that each row contains a unique grant date, grant ID,and grant number. The workbook adds a symbol in the Changed eld to mark the rows that you added.

Caution: Don't delete or reorder template columns. The upload process might fail.

Upload Stock Grant DataWhen you're done, click Upload. The application uploads only those rows that are marked as Changed and ignores anychanges in cells that don't have a white background.

Caution: Don't select the Upload and then immediately download option when prompted during an upload.The data that you uploaded immediately downloads back into the workbook, hiding any errors that occurredduring the upload.

Validating ChangesOpen the Manage Stock Grants page and search for and view the imported stock grant data.

Resolve ErrorsThe upload process automatically updates the Status eld in each workbook row. If there are errors that require review,the process:

1. Rolls back the change in the application.2. Sets the workbook row status to Upload Failed3. Continues to the next workbook row

To view and resolve an error:

1. Double-click Update Failed in the Status eld.2. Fix any data issues in the workbook.3. Upload the latest changes.


Chapter 7Stock Grants

62

Related Topics

• Set Up Desktop Integration for Excel

• Guidelines for Using Desktop Integrated Excel Workbooks

• Troubleshoot Desktop Integration for Excel

FAQ

How can I import stock data sent to me by my supplier?On the Manage Stock Grants page, use the Prepare Import Spreadsheet buon to generate the stock tablespreadsheet. Enter your supplier's data, ensuring that each row contains a unique Grant Date, Grant ID, and GrantNumber. Upload the information into the stock table.

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Chapter 8Workforce Compensation Overview

63

8 Workforce Compensation Overview

Best Practices for Conguring Workforce CompensationPlans

Watch video

Decisions you make when you set up a Workforce Compensation plan impact the worksheet response time whenmanagers allocate compensation. Tabbing, scrolling, and real-time values calculations aect the worksheetperformance. While you can't avoid real-time value calculations completely, you can make sure you're using themeectively.

Alerts and Dynamic CalculationsReal-time calculations occur when you select the Change worksheet data trigger on the Congure Alerts or ManageDynamic Calculations pages. The more you use this trigger or the more conditions within a calculation, the longer theworksheet takes to respond.

Every time a manager tabs out of a eld, the application evaluates each condition in each item with that trigger enabled.For example, you have four columns with a dynamic calculation, with ve conditions each. The application evaluates 20conditions, regardless of whether or not the column being populated has a dynamic column congured for it.

To lessen the impact, only congure dynamic columns where you really want to test worksheet performance, and thenadd additional dynamic columns as needed.

Separate Plans for Dierent RolesYou should consider your audience when you set up calculated columns. For example, if you want to calculate values incolumns for administrators to view on the Administer Workers task, you can create a separate plan for those values.Then, use the cross referencing feature to supply the value to the manager's worksheet. This set up decreases thenumber of dynamic columns processed during batch processing and worksheet data changes.

Separate Worksheet TasksThe overall number of columns enabled in the worksheet can also aect performance. You can disable all the Personaland Employment columns on the Compensation task type. Then, enable a Detail Table Only task type to show all thepersonal and employment information for workers. Managers have access to the information within the plan with fewercolumns on the allocation sheet means less scrolling and beer performance.





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Validate Plan and Test Worksheet PerformanceWhen you complete your setup and before you start my plan, validate the plan to ensure the evaluation order is correctfor any dynamic columns. Improperly sequenced dynamic columns can have unexpected results, cause confusionfor managers, and aect worksheet performance. As you test your worksheet performance, you can add or removedynamic calculations or alerts to make sure the plan works at peak performance.

ConclusionWorkforce Compensation is exible and can accommodate a wide variety of requirements. However, some of theseaccommodations can make it dicult for users by slowing the performance.

Some things to keep in mind when you set up your plans are:

• Use default methods, like external data, to refrain from doing calculations in Fast Formula. While this doesn'timprove worksheet performance, it improves the batch processes performance.

• Create an administrative plan for all the calculations. Then you can return the results to the managers' plan bycross referencing the columns.

• Limit the number of dynamic calculations and alerts that use the Change worksheet data trigger.

• Enable Detail Tables for personal and employment information so that managers can see information withinthe plan without navigating to HR or scrolling through the worksheet.

• Validate the plan after you complete your setup to make sure dynamic columns have the evaluation ordersproperly sequenced.

• Test performance in the production environment by starting the plan, seing the status to Administrative, andchecking the worksheet performance.

Workforce Compensation LookupsYou can use lookups in a workforce compensation cycle. Edit these lookups at any time using the Manage Lookupstask in the Compensation work area.

Reason LookupsWhen you adjust a budget, you include a reason. The budget audit history shows this reason, along with the adjustmentand other budget changes. You can add dierent adjustment values to the CMP_BUDGET_AUDIT_REASONS lookuptype. Values that start with CMP show in audit history.

You can start using these reasons right away as they're provided with the application. But you can't change or deletethem.

• Worker eligibility change

• Eligible salary change

• Worker budget change

• Budget automatically issued



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• Budget distributed by manager

• Manager budget change

• Worksheet budget change

• Worker reassignment

• Initial budget

• Miscellaneous adjustment

• Supplemental funding

Nonmonetary Unit of Measure LookupsYou use nonmonetary units of measure throughout workforce compensation. You can change existing values or addvalues to the CMP_NONMONETARY_UOM lookup type. These nonmonetary units of measure are provided with theapplication:

• Days

• Hours

• Items

• Shares

• Units

User-Dened Column LookupsEnable managers to select from relevant choice lists by creating columns and conguring user-dened lookup types.For example, you create a user-dened column called Up For Promotion. You congure the related user-denedlookup type to show two values: Yes and No. Managers can use the user-dened column to indicate which workers areup for promotion.

These user-dened column lookup types are provided with the application. Their lookup codes need to be numeric.

• CMP_CWB_CUST_COL_46_LIST





The provided value is Default.

You can also create lookups, with numeric codes, to go with these columns.

Related Topics• Overview of Lookups

Workforce Compensation SecurityA combination of plan conguration, a person's user role, and a person's security prole controls workforcecompensation security.




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Plan CongurationSelections you make when you congure the plan aect security in the following ways:

• Plan hierarchy controls manager worksheet access and the workers a manager can see within each plan.

• Plan access overrides delivered security by limiting plan access to certain roles.

• Plan status controls manager access to plans, including whether a plan is available to only administrators.

User RolesUser roles control access to plans as follows:

• Delivered job roles and duty roles contain elements used to act on and manage workforce compensation plans.

• You can create your own roles to give or remove access to specic compensation tasks.

Person Security ProleA person's security prole:

• Controls the managers the person can switch to in the Workforce Compensation work area

• Controls people the person can search for and act on in the Administer Workers page in the Compensationwork area

• Determines the workers included in the full administrative download

For more information about workforce compensation security see Security and Workforce Compensation (Doc ID1556468.1).

FAQ

How can I Set Up Models So That Managers Can Use Them onTheir Worksheets?When you congure your workforce compensation plan worksheet page display, enable the three modeling optionson the Actions tab. On the Congure Modeling page, select the allocation methods and model usage options. Now,managers can open, create, and apply models on their worksheets.


Chapter 9Workforce Compensation Plan Details

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9 Workforce Compensation Plan Details

Options to Choose Employment Record forCompensation CycleThe type of employment record selected for a plan determines the employment records evaluated by the startcompensation cycle process and which records the compensation cycle uses. Use the Congure Plan Details page toselect the employment records.

Determine the record to use by selecting one of the four options:

• Primary assignments

• All assignments

• Employment terms

• Any assignment or employment term with a salary

Primary AssignmentsThe start compensation cycle process includes and evaluates eligibility for primary assignments only. If a worker hasmultiple assignments, the worker appears only on the primary assignment manager's worksheet, if the plan uses amanager hierarchy.

All AssignmentsThe start compensation cycle process includes and evaluates eligibility for all assignments.

• If a worker has multiple assignments, the worker may appear on one manager's worksheet more than once.

• If the manager on each assignment is dierent, the worker may appear on multiple managers' worksheets.

Employment TermsThe start compensation process includes and evaluates eligibility for employment terms of legal employers that usethe three-tier employment model. If the plan uses a manager hierarchy, workers appear on the primary assignmentmanager's worksheet.

The process does not evaluate workers whose legal employer uses a two-tier employment model.

Any Assignment or Employment Term with a SalaryThe start compensation process includes and evaluates eligibility for all assignments with a salary record andemployment terms with a salary record.

• If the plan uses a manager hierarchy, workers appear on the primary assignment manager's worksheet.

• If a worker has multiple assignments with a salary record, the worker may appear on one manager's worksheetmore than once with a dierent base salary for each assignment.



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• If the manager on each assignment is dierent, the worker may appear on multiple managers' worksheets withdierent salaries for each.

The process does not evaluate assignments and employment terms that don't have a salary record associated.

How Actions and Reasons, Salary Components, and PlanComponents Work TogetherSalary components and plan components work with actions and reasons to classify compensation transactions.

This gure shows how the salary components and plan components work with actions and reasons to classifycompensation transactions.

Salary ComponentsSalary RecordAction and Reason

Workforce Compensation Plan Details

Workforce CompensationPlan Components

Component 2Market

AdjustmentComponent 1

Merit

Configure Worksheet

Display: Column Properties

Map to Salary Component: Merit

Run Transfer Data to HR Process

Map to Salary Component: Market

ReasonAction



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Actions and Reasons in Workforce CompensationWhen you set up a workforce compensation plan, you must select an action and optional action reason on theCongure Plan Details page. They're associated with all salary and assignment records when you transfer data to HRafter the cycle is complete. Other HR transactions use the same action framework.

You have one action and ten action reasons to use with workforce compensation plans. You can expand this list to addadditional actions and reasons.

The action provided is Allocate Workforce Compensation. Action reasons provided are:

• Anniversary

• Career Progression

• Cost of Living Adjustment

• Market Adjustment

• Mass Adjustment

• Merit

• Outstanding Performance

• Performance

• Periodic Review

• Promotion

Example: You set up a plan where managers allocate only merit increases during the compensation cycle, as follows:

• The action is Allocate Workforce Compensation.

• The action reason is Merit.

The batch process updates salary records after the compensation cycle is over. Now, the Allocate WorkforceCompensation action and Merit action reason appears in the worker's history for that salary record.

Actions and Reasons in Individual CompensationIndividual salary transactions also have an action and optional action reason associated with them. The action andaction reason identify the reason for the salary adjustment.

Examples:

• You adjust the salary while promoting a worker or if a worker relocates.

◦ The action is Transfer or Relocation.

◦ The action reason is the same.

• A compensation or HR specialist adjusts a worker's salary:

◦ The action reason is Change Salary.

◦ The reason is Adjustment.



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Salary ComponentsYou can itemize a worker's salary record using salary components. These salary components associate an adjustmentamount with a specic reason.

The following table shows how a manager might determine a worker's salary adjustment.

Salary Component Change Percentage Change Amount (USD)

Merit

5

5,000

Cost of Living Adjustment

2

2,000

Promotion

1

1,000

Total Adjustment

8

8,000

The worker's salary total salary increase is 8,000 USD and the salary record stores the itemization of that eight percentinto the components shown.

The Salary Component lookup type contains some commonly used salary components. You can also add newcomponents to the lookup at any time.

Workforce Compensation Plan ComponentsWhen you create workforce compensation plans, you dene up to ve components that represent compensationawarded in the plan, and indicate whether they represent salary.

Plan components can be:

• The same type of compensation, such as Merit, Cost of Living Adjustment, and Market Adjustment, all of whichadjust a worker's salary.

• Dierent types of compensation within the same plan, such as Salary, Bonus, and Stock.

Optional Plan Component Mapping to Salary ComponentsWorkforce compensation plan components are informational only. To transfer plan component itemization of salaryadjustments to the salary records, you must map the plan components to salary components. Map plan components tosalary components using the Element Mapping section on the Congure Column Properties page.

Related Topics

• How Action Components Work Together

• Salary Component Lookups

• Options to Congure the Element Mapping Section

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Plan StatusesPlan status identies the state of the plan and any plan cycles already started or completed. Use the Congure PlanDetails page to select the plan status. The two plan statuses are:

• Active

• Inactive

Active Plan StatusThe plan is available for use and you can start a plan cycle. Line managers can access the plan from the WorkforceCompensation work area at any time during the period that the worksheet is available to managers. Compensationmanagers can access the plan from the Compensation work area to view plan data even after you transfer the data toHR.

Inactive Plan StatusThe plan is no longer available for use and isn't available to view or update. Compensation administrators can changethe status back to Active from the Congure Plan Details page. Use this status to create and test plans, or for obsoleteplans. You can purge only plans with this status from the application.



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Chapter 10Plan Eligibility

73

10 Plan Eligibility

Options to Track and Display Ineligible WorkersWhen you congure workforce compensation plan eligibility, you can use two check boxes to track ineligible workersand hide them on the worksheet. Tracking and hiding are two dierent choices that work together to control howineligible workers appear on the worksheet.

Ineligible Worker Tracking and HidingThese points describe what happens when you track ineligible workers:

• The application creates a worksheet record for workers found ineligible during the start workforcecompensation or refresh process.

• The ineligible workers appear on the worksheet and the Administer Workers page in the Compensation workarea.

• Ineligible workers are shown as Ineligible and all entry elds are not editable.

• Managers or administrators can request a worker's eligibility change.

When you don't track ineligible workers administrators must process the workers to include them in the plan. Whetheror not you track ineligible workers, you can hide ineligible workers from the worksheet.

Worksheet EectsThe following table shows how enabling and disabling the two check boxes aects which workers appear on theworksheet.

Track Ineligible Workers Hide Ineligible Workers Worksheet Eects

Enabled

Enabled

Workers found ineligible by the startworkforce compensation or refreshprocess do not appear in the worksheet. Eligible workers made ineligible mid-cycledrop o the worksheet.

Enabled

Disabled

Workers found ineligible by the startworkforce compensation or refreshprocess appear in the worksheet. Eligible workers made ineligible mid-cycleremain on the worksheet.

Disabled

Enabled

Workers found ineligible by the startworkforce compensation or refreshprocess do not appear in the worksheet.



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Track Ineligible Workers Hide Ineligible Workers Worksheet Eects

Eligible workers made ineligible mid-cycledrop o the worksheet

Disabled

Disabled

Workers found ineligible by the startworkforce compensation or refreshprocess do not appear in the worksheet. Eligible workers made ineligible mid-cycleremain on the worksheet.

Related Topics

• How Eligibility Works With Other Objects

FAQs

What happens if I track ineligible workers?The worksheet displays ineligible workers but managers can't allocate compensation, promote workers, or rate workerperformance. Managers or administrators can change an ineligible worker's status to eligible.

If you also select to hide ineligible workers, then the worksheet doesn't display the ineligible workers on the worksheet.

You select to track, show, or hide ineligible workers on the Congure Eligibility page.

What happens if I include recently terminated workers in the StartCompensation Cycle process?Terminated workers appear on the worksheet if their termination date is between the cycle evaluation start date andthe HR data extract date and you don't hide ineligible workers. They must also meet the plan eligibility requirements.Individuals who don't meet these criteria aren't included on the worksheet or in the Start Compensation Cycle process ifyou don't track ineligible workers. You select to hide ineligible workers on the Congure Plan Eligibility page.

What happens if my eligibility requirements are dierent for thecomponents than for the plan?The application evaluates the plan-level eligibility before component level eligibility.

• A worker must be eligible for the plan to be eligible for a component.

• Each component can have distinct eligibility requirements.

• A worker who is eligible for the plan might or might not be eligible for one or more components in the plan.



75

You congure eligibility on the Congure Plan Eligibility and Congure Compensation Components pages.

What happens if I don't select the Required option when I add aneligibility prole to an object?If you add only one eligibility prole to an object, then the criteria in that prole must be satised, even if the Requiredoption isn't selected.

If you add multiple eligibility proles, the following rules apply:

• If all proles are optional, then at least one of the proles must be satised.

• If all proles are required, then all of the proles must be satised.

• If some but not all proles are required, then all required proles must be satised and at least one optionalprole must also be satised.



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Chapter 11Plan Cycles

77

11 Plan Cycles

Plan Cycle DatesPlan cycle dates are the dates within a workforce compensation plan cycle that determine a variety of aspects, such asaccess and eligibility. A plan can have multiple plan cycles, each with a unique set of dates. You can congure severaldates for a plan cycle using the Create or Edit Plan Cycles dialog box. The following table describes the plan cycle dates.

Date Description

Evaluation Period Start and End

Period in which you evaluate compensation. Informational only.

Plan Access Start and End

Period in which managers can see active plans in read-only mode.

Worksheet Update Period Start andEnd

Period in which managers and administrators can update active plans.

HR Data Extraction

Date as of which the application initially extracts person and assignment data from HR andplaces it in the compensation tables for use during the compensation cycle.

Eligibility Determination

Date on which the application evaluates workers' records for eligibility.

Currency Conversion

Date as of which the application obtains conversion rates from the GL daily rates table toconvert monetary amounts into dierent currencies.

Performance Rating

Date to use for compensation performance ratings. Using the same date in multiple plans makes the same ratings available to all of those planswhen managers give compensation performance ratings.

Default Promotion Eective

Date on which job, grade, and position changes take eect. Using the same date in multiple plans makes the promotions available to all of those planswhen managers promote workers. Managers can override this date in the worksheet or youcan set the date when running the Transfer Data to HR process.

Default Due

Date by which all managers are to submit their worksheets. Informational only. Congure dierent dues dates by hierarchy level. Optionally you can notify managers when adate changes.



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How You Congure the Promotion Eective Date inWorkforce CompensationYou can dene a default eective date for all workers promoted through a workforce compensation plan. You canenable managers to override the default date for individual workers they promote during the compensation cycle. Theapplication uses the default eective date to obtain:

• New salary range

• New compa-ratio

• Other new salary metrics when a promotion involves a change to a worker's grade

To dene the Promotion Eective Date congure the following:

• Default promotion eective date for the plan cycle

• Worksheet column properties of the Promotion Eective Date column

Default Promotion Eective Date for the Plan CycleWhen you set up a plan, you congure the default promotion eective date using the Create Plan Cycles dialog box. ThePromotion Eective Date column uses this default date for all workers in the worksheet.

Worksheet Column Properties of the Promotion Eective Date ColumnYou can display the Promotion Eective Date column in the worksheet. When you congure the column properties forthe Promotion Eective Date column using the Congure Column Properties page you can:

• Enable managers to override the default date for individual workers they promote during the compensationcycle.

• Specify whether the Promotion Eective Date column is subject to refresh by the Refresh Data process. Thefollowing table compares the refresh results when the promotion eective date column is subject to refresh andwhen it's not:

Subject to Refresh Description of Refresh Processing

Yes

a. A manager overrides the default promotion eective date.b. The Refresh Data process changes the worksheet column date back to the default

promotion eective date set for the plan cycle.c. The process then uses the date to refresh the new salary metrics.

No The Refresh Data process uses the date in the worksheet column to refresh the new salary

metrics. The date in the worksheet column is either:

◦ Default promotion eective date for the plan cycle

◦ Manager's overriding date



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Related Topics

• Refresh Data Process Options

• Overview of Column Properties



80


Chapter 12Hierarchies

81

12 Hierarchies

Matrix HierarchiesYou can create up to three hierarchies for a workforce compensation plan that enable multiple managers to haveinsight and input into a worker's award during a workforce compensation cycle. You dene hierarchies on the CongureHierarchies page when you create a workforce compensation plan.

HierarchiesHierarchies determine how the application decides who are primary worksheet managers and which workers appear ontheir worksheets. For the primary hierarchy, it also determines how budgets roll down and approvals are routed. Theprimary hierarchy is the main hierarchy of worksheet managers. The secondary and the review hierarchies give otherpeople access to the same set of workers to give feedback and propose allocations. They are optional hierarchies.

Worksheet ActionsThe following table shows what actions are available to the managers on the worksheet for each hierarchy:

Hierarchy Actions Available

Primary Primary worksheet managers can:

• Accept or overwrite secondary manager or other reviewer proposals• Allocate compensation• Approve worksheets• Submit worksheets• Allocate budgets• Model compensation

Secondary Secondary managers can:

• View compensation information• See subordinate workers down the hierarchy• Propose allocations• Save allocations

Review Other reviewers can:

• View compensation information• Only see direct reports• Propose allocations• Save allocations



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If a manager doesn't have a secondary managed plan or other plan to review, those regions don't appear in theavailable plans window.

ExamplesSome examples of matrix hierarchies are:

Matrix Hierarchy Purpose

Country-based Primary Hierarchyand a Secondary Hierarchy

Enables country leaders to manage the budget and allows line managers to manage thecompensation for their organization.

Secondary Hierarchy

Gives a doed line manager access to a worker's compensation if the worker completed aproject for the manager.

Review Hierarchy

Gives an India HR specialist access to all eligible India workers regardless of who is theirprimary worksheet manager.

Related Topics

• What's the dierence between primary worksheet managers, secondary managers, and other reviewers

Options to Congure Matrix HierarchiesYou can create up to three hierarchies for a single compensation plan to give multiple managers dierent levels ofaccess to the same workers. For each hierarchy you specify the source of the reporting structure, error handling, anddefault access levels. Use the Congure Hierarchies page to congure these matrix seings:

• Source

• Missing Manager Handling

• Missing Relationship Records

• Default Access Level

SourceYou select a reporting structure to build the worksheet for each hierarchy. You must select a source for the primaryhierarchy even if you don't enable a secondary or review hierarchy. Select one of the ve options shown in the followingtable:

Options Description

Primary Manager HierarchyThe primary worksheet manager associated with the worker's assignment record determinesthe hierarchy.



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Options Description

Other Manager HierarchyAnother manager type associated with the worker's assignment, such as project manager orresource manager, determines the hierarchy.

FormulaA user-dened hierarchy created using a fast formula determines the hierarchy

Position TreeThe structure of the position tree determines the hierarchy.

Department TreeThe manager dened for a department tree determines the hierarchy.

Missing Manager HandlingYou can specify how to handle a worker who does not have a manager by selecting one of these values:

• Leave blank (compensation administrator xes manually)

• Use primary manager

• Search tree until found (available when you select position or department tree)

Missing Relationship RecordsYou can record missing relationships in the Start Compensation Cycle and Refresh Compensation Data process log les.When you select this option, the processes then include hierarchy breaks in the log les.

Examples of hierarchy breaks are when a worksheet manager doesn't have a manager or a worker doesn't have aprimary line manager on their assignment. You want to correct the condition so that worksheets roll up properly andinclude all eligible workers.

Default Access LevelYou decide the update and access levels for managers by selecting a default access level or by using a formula. Youmight use a formula when you want dierent sets of managers to have dierent access. For example, you use thestandard manager hierarchy to build the hierarchy, but only enable Grade M4 and higher managers to have access toupdate. All other managers have no access.

Note: The hierarchy doesn't change when you change the access level.

Select one of these access levels:

• Updates allowed

• No updates allowed

• No access

Related Topics


• HCM Trees


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Formula Type for Compensation HierarchyDeterminationThe Compensation Hierarchy Determination formula determines the hierarchy for an associated workforcecompensation plan. You select the formula on the Congure Hierarchies page.

ContextsThe following contexts are available to formulas of this type:

• DATE_EARNED

• EFFECTIVE_DATE

• HR_ASSIGNMENT_ID

• END_DATE

• START_DATE

• HR_TERM_ID

• JOB_ID

• LEGISLATIVE_DATA_GROUP_ID

• COMPENSATION_RECORD_TYPE

• ORGANIZATION_ID

• PAYROLL_ASSIGNMENT_ID

• PAYROLL_RELATIONSHIP_ID

• PAYROLL_TERM_ID

• PERSON_ID

Database ItemsDatabase items related to Person, Assignment, Salary, Element Entries, Compensation Record, and From and End Datesare available to formulas of this type.

Input VariablesThe following input variables are available to formulas of this type.

Input Value Data Type Required Description

CMP_ IV_ ASSIGNMENT_ID

Number

Y

Assignment ID

CMP_IV_PLAN_ID

Number

Y

Plan ID

CMP_ IV_PERIOD_ID

Number

Y

Period ID

CMP_ IV_ COMPONENT_ID Number Y Component ID



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CMP_ IV_PERSON_ID

Number

Y

Worker ID

CMP_ IV_ PLAN_START_DATE

Date

Y

Plan Start Date

CMP_ IV_ PLAN_END_DATE

Date

Y

Plan End Date

CMP_ IV_ PLAN_EXTRACTION_ DATE

Date

Y

Plan Extraction Date

CMP_ IV_ PLAN_ ELIG_DATE

Date

Y

Plan Eligibility Date

CMP_ IV_ PERFORMANCE_EFF_DATE

Date

Y

Performance Eective Date

CMP_ IV_ PROMOTION_EFF_DATE

Date

Y

Promotion Eective Date

CMP_ IV_ XCHG_ RATE_DATE

Date

Y

Currency Conversion Date

Return ValuesThe following return variables are available to formulas of this type.

Return Value Data Type Required Description

L_PERSON_ID

Number

Y

Person ID of manager

L_ ASSIGNMENT_ID

Number

Y

Assignment ID of manager

Or


L_ PERSON_NUMBER

Number

Y

Person number of manager

You receive the following error if the formula returns an invalid PERSON_NUMBER and the application can't obtain theASSIGNMENT_ID:



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Formula passed in an invalid person number <15465857>. Assignment ID could not be obtained.

Sample FormulaThis sample formula determines the manager of a person when the assignment_id is passed.

/***********************************************************FORMULA NAME : Compensation Hierarchy Determination Formula FORMULA TYPE : Compensation Hierarchy Determination DESCRIPTION: Hierarchy determination fast formula which is based on assignment_id************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/INPUTS ARE CMP_IV_ASSIGNMENT_ID (number), CMP_IV_PLAN_ID (number), CMP_IV_PERIOD_ID (number)/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/DEFAULT FOR CMP_IV_ASSIGNMENT_ID IS 0 L_PERSON_ID = '0' L_ASSIGNMENT_ID = '0' if (CMP_IV_ASSIGNMENT_ID = 100000008154060 ) THEN (L_PERSON_ID = to_char(-999) //-999 indicates top level //Manager.L_ASSIGNMENT_ID = to_char(-999))ELSE (L_PERSON_ID = to_char(100000008153756)L_ASSIGNMENT_ID = to_char(100000008154060))

RETURN L_PERSON_ID , L_ASSIGNMENT_ID

/*================ FORMULA SECTION END =======================*/

Related Topics

• Formula Compilation Errors

• Formula Execution Errors

• When do I run the Compile Formula process

• Example of Writing a Fast Formula Using Formula Text

Formula Type for Compensation Default and OverrideThe Compensation Default and Override formula determines the default values populated in a column for a workforcecompensation plan. When you congure the worksheet display for a column in the Congure Column Properties page,Default Values section, you can select this formula.

The following predened formulas are available for the eligible salary column for this formula type.

Caution: Use these formulas as samples for testing purposes only. Copy and create your own version of aformula for use in your own compensation plans. Modifying the sample formula might provide unexpectedresults upon upgrade.

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=9C45BDF154457946E040D30A68815D15

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=955E31483F37136EE040D30A68814644


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87

Formula Description

CMP_ ELIGIBLE_ SALARY_PRORATION_ DAILY_AVERAGE

Eligible salary calculated by averaging daily salary. Accounts for number of days that a salary isin eect during the workforce compensation cycle evaluation period.

CMP_ ELIGIBLE_ SALARY_PRORATION_ MONTH_END_AVERAGE

Eligible salary calculated by averaging salary on the last day of each month in the workforcecompensation cycle evaluation period. Uses salary on the last day of the evaluation period formidmonth evaluation end dates.

CMP_ ELIGIBLE_ SALARY_PRORATION_ DAILY_ AVERAGE_NINETY_ DAY_MIN

Eligible salary calculated by averaging daily salary. Accounts for number of days that a salary isin eect during the workforce compensation cycle evaluation period. Returns zero for workerswho worked fewer than 90 days.

CMP_ ELIGIBLE_ SALARY_PRORATION_ DAILY_ AVERAGE_USING_FTE

Eligible salary calculated by averaging daily salary adjusted for part-time workers. Accountsfor number days that a salary is in eect and FTE during the workforce compensation cycleevaluation period.

CMP_ ELIGIBLE_ SALARY_PRORATION_ DAILY_ AVERAGE_FOR_JOBS

Eligible salary calculated by averaging salary for the number of days a worker holds a specicjob code on the assignment. Accounts for the number of days that a salary is in eect duringthe workforce compensation cycle evaluation period.


• DATE_EARNED

• EFFECTIVE_DATE

• END_DATE

• START_DATE


• HR_TERM_ID

• JOB_ID



• ORGANIZATION_ID



• PAYROLL_TERM_ID

• PERSON_ID




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CMP_IV_PLAN_ID

Number

Y

Unique numeric identier forthe workforce compensationplan

CMP_ IV_PERIOD_ID

Number

Y

Unique numeric identier forthe scal calendar period

CMP_ IV_ COMPONENT_ID

Number

Y

Unique numeric identier forthe workforce compensationplan component

CMP_ IV_ITEM_NAME

Char

Y

Name for the workforcecompensation plan item

CMP_ IV_PERSON_ID

Number

Y

Unique numeric identier forthe worker associated with theworkforce compensation plan


Date

Y

Date on which the workforcecompensation plan becomesactive


Date

Y

Date on which the workforcecompensation plan becomesinactive


Date

Y

Date on which the workforcecompensation plan becomeseligible


Date

Y

Date to use for compensationperformance ratings


Date

Y

Date on which job, grade, andposition changes take eect


Date

Y

Date on which the applicationobtains conversion rates fromthe GL daily rates table


Number

Y

Date to use for assignments



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L_ DEFAULT_VALUE

Number/ Char/Date

Y

Default value from theformula. The date should be inyyyy/mm/dd format

L_DATA_TYPE

Char

Y

Data type of the column

Sample FormulaThis sample formula determines the value of a column based on its item name.

/***********************************************************FORMULA NAME : Compensation Default and Override FormulaFORMULA TYPE : Compensation Default and OverrideDESCRIPTION : Defaults the value of a column based on its item_name*************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/INPUTS ARE CMP_IV_PLAN_ID (number), CMP_IV_PERIOD_ID (number), CMP_IV_COMPONENT_ID (number), CMP_IV_ITEM_NAME (text)/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/

DEFAULT FOR CMP_IV_ITEM_NAME IS 'YYYYYYY' L_DEFAULT_VALUE = to_char(0) IF (CMP_IV_ITEM_NAME = 'AmountComp1') THEN (L_DEFAULT_VALUE = to_char(3333))ELSE IF (CMP_IV_ITEM_NAME = 'AmountComp2') THEN (L_DEFAULT_VALUE = to_char(7777))ELSE(L_DEFAULT_VALUE = to_char(-999))RETURN L_DEFAULT_VALUE


Related Topics











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Chapter 13Plan Currency

91

13 Plan Currency

Options to Determine Local CurrencyIf you have global plans that pay workers in dierent currencies, specify the method of determining each worker's localcurrency for each component. Use the Congure Plan Currency page to select the currency from among the following.

• Corporate currency

• Element input currency

• Legal employer currency

• Salary basis currency

• Formula

Local Currency DeterminationThe following table describes the currency options:

Currency Description

Corporate

The corporate currency dened for the plan determines the local currency.

Element Input

The input currency of the payroll element mapped to the component determines the localcurrency.

Legal Employer

The currency dened by the worker's legal employer determines the local currency.

Salary Basis

The payroll element associated with the salary basis denition linked to the worker'semployment record determines the local currency.

Formula

A formula you create to retrieve the currency from some other source determines the localcurrency.

Related Topics• Overview of Using Formulas

Formula Type for Compensation Currency SelectionThe Compensation Currency Selection formula determines the currency associated with a workforce compensationcomponent. You select the formula on the Congure Compensation Components page.




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• DATE_EARNED

• EFFECTIVE_DATE

• END_DATE

• START_DATE


• HR_TERM_ID

• JOB_ID



• ORGANIZATION_ID



• PAYROLL_TERM_ID

• PERSON_ID




CMP_IV_PLAN_ID

Number

Y

Plan ID


Number

Y

Assignment ID

CMP_ IV_PERIOD_ID

Number

Y

Period ID


Number

Y

Component ID


Date

Y

Plan Start Date


Date

Y

Plan End Date


Date

Y




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Date

Y



Date

Y



Date

Y



Date

Y



Number

Y

Assignment ID

CMP_ IV_PERSON_ID

Number

Y

Worker ID



L_CURR_CODE

Char

N

Currency code from theformula

Sample FormulaThis sample formula determines the currency for a plan based on the component ID.

/*****************************************************************FORMULA NAME : Compensation Currency Selection Formula FORMULA TYPE : Compensation Currency Selection DESCRIPTION: It returns the currency code based on component_id.******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/INPUTS ARE CMP_IV_ASSIGNMENT_ID (number), CMP_IV_PLAN_ID (number), CMP_IV_PERIOD_ID (number), CMP_IV_COMPONENT_ID (number)/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/DEFAULT FOR CMP_IV_COMPONENT_ID IS 0l_curr_code = 'XXX' IF (CMP_IV_COMPONENT_ID = 489) THEN (l_curr_code = 'USD') ELSE IF (CMP_IV_COMPONENT_ID = 490THEN (



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l_curr_code = 'GBP') RETURN l_curr_code /*================ FORMULA SECTION END =======================*/

Related Topics










Chapter 14Compensation Budgets

95

14 Compensation Budgets

How You Distribute BudgetsYou can distribute budgets for managers in three ways: Distribute budgets manually, run the Start Compensationprocess, or use a model to distribute budgets. Managers have read-only access to their budgets when the budget is nullor zero.

• A null budget means you haven't been allocated a budget.

• A zero budget means your budget is zero dollars.

Distribute Budgets ManuallyYou can distribute budgets manually in two ways.

• Switch to the manager whose budget you want to distribute on the landing page.

• Click the Adjust Budgets buon on the Manage Budgets page.

You can distribute budgets for the rst time or adjust budgets previously distributed for a selected manager. Thebudget amount can be a at amount or a percentage of total eligible salaries. The selected manager gets the budgetamount you distributed or modied.

Run the Start Compensation Cycle ProcessWhen you create a budget pool you can decide to automatically publish budgets. The process distributes budgetamounts or percentages according to the values you congure for these columns on the Congure Budget Page Layoutpage:

Column Location

Budget Distribution DistributedAmount or Budget DistributionDistributed Percentage

Detail Table tab

Budget Amount or BudgetPercentage

Summary tab, Table View subtab.

Budget Amount or BudgetPercentage

Worker List tab for worker level budgeting

Here's how the process distributes budgets.



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Method How the Budget is Distributed

Manager level budgeting

As amounts to all managers with at least one lower level manager under them.

Worker level budgeting

As amounts or percentages at the worker level. The manager level budgets are the sum of theindividual worker budgets.

Use a Model to Distribute BudgetsYou can build a model or use an existing model to distribute budget amounts for the rst time according to the modelcriteria. On the Create Model: Apply or Edit Model: Apply page, you apply the results as budget amounts to all managersin the model population.

Examples of Budget Groups for WorkforceCompensationUse budget groups to watch worker-level budgets and control spending. These examples show the dierent ways youcan create worker groups and enforce budget rules.

Create Single Column Worker Group and No Budget LimitsDo these steps:

1. In the Summary section, on the Group View tab of the worksheet display, enable Group view.2. On the Create or Edit Budget Pools dialog box, enable Worker level budgeting.3. In the Budget Groups section, select a worksheet column to group, such as Country or Location.4. Leave Enforce budgets by grouping column deselected.

Managers can see the information in the Summary section, Group view of the worksheet. But, they aren't constrainedby budget limits.

Create Multiple Column Worker Group and Warn When CrossingBudget LimitDo these steps:

1. Create a dynamic calculation referencing both the Grade and Country columns using a user-dened textcolumn.

2. In the Summary section, on the Analytic tab of the worksheet display, enable Group view.3. On the Create or Edit Budget Pools dialog box, enable Worker level budgeting.4. In the Budget Groups section, select your user-dened worksheet column to group.5. Select Enforce budgets by grouping column.



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6. Enter a maximum percentage over allocation, if appropriate.7. In Severity When Over Budget, select Warning.

Managers can see the information in the Summary section, Analytic view of the worksheet. They see warnings whenthey go over budget limits, but they aren't constrained by the limits.

Create Worker Group and Prevent Crossing Budget Limit Using aFormulaDo these steps:

1. On the Congure Column Properties page, in a user-dened text column, select a formula.2. In the Summary section, Analytic tab of the worksheet display, enable Group view.3. On the Create or Edit Budget Pools dialog box, enable Worker level budgeting.4. In the Budget Groups section, select your user-dened worksheet column to group.5. Select Enforce budgets by grouping column.6. Enter a maximum percentage over allocation, if appropriate.7. In Severity When Over Budget, select Error.

Managers can see the information in the Summary section, Analytic view of the worksheet. They can't go over thebudget limits.

Column LimitationsYou can't use these types of columns for grouping:

• Person Number

• Worker Number

• Email

• Worker Name

• Date columns

• Updated By columns

• Performance Management Rating columns

• Numeric columns

Columns that contain lots of text show only the rst 150 characters.

Budget Pool Storage MethodsWhen you set up a compensation budget pool, you select a method to store the budget using the Create or Edit BudgetPool dialog box. The budget method aects the published budgets when you reassign workers or their eligibilitychanges. You can store your budget by one of two methods:

• Percentages

• Amounts



98

PercentagesWhen you store budgets as percentages, the published budgets change when a manager's total eligible salary changes,such as when you reassign workers or their eligibility changes. For example, you publish a budget to David as tenpercent of total eligible salary. David publishes budget percentages for himself and his direct reports as follows:

Manager Total Eligible Salary (USD) Stored Budget Percentage Calculated Budget Amount(USD)

David

100,000

10

10,000

Rosa

500,000

10

50,000

Lee

400,000

10

40,000

Total

1,000,000

100,000

You reassign one of Lee's workers with an eligible salary of 100,000 to Rosa. Now Lee's total eligible salary decreasesand Rosa's increases, aecting their calculated budget amount as follows:

Manager Total Eligible Salary (USD) Stored Budget Percentage Calculated Budget Amount(USD)

David

100,000

10

10,000

Rosa

600,000

10

60,000

Lee

300,000

10

30,000

Total

1,000,000

100,000

AmountsWhen you store budgets as amounts, the published amounts stay with the manager when you reassign workers ortheir eligibility changes. For example, you publish a 100,000 budget to David, a higher-level manager. David publishesbudgets for himself and his direct reports, Rosa and Lee, as follows:

Manager Total Eligible Salary (USD) Stored Budget Amount(USD)

Calculated BudgetPercentage

David 100,000 10,000 10



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Rosa

500,000

50,000

10

Lee

400,000

40,000

10

Total

1,000,000

100,000

You reassign one of Lee's workers with an eligible salary of 100,000 to Rosa. Because the budget storage method forthe budget pool is Amount the calculations are as shown in this table:



David

100,000

10,000

10

Rosa

600,000

50,000

8.3

Lee

300,000

40,000

13.3

Total

1,000,000

100,000

Related Topics

• Ways to Publish Budgets

How You Enable Managers to Track O-Cycle and On-Cycle Compensation Against a BudgetYou can enable managers to o-cycle and on-cycle awards when they review their budget pool. You enable the trackingby associating a budget pool from a workforce compensation plan with an individual compensation plan.

1. Create the workforce compensation plan using the Workforce Compensation Plans task in the Compensationwork area.

a. Congure the plan details.b. Congure the budget pool.c. Create at least one worksheet compensation component and associate the budget pool with it.d. Run the Start Compensation Cycle process.

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100

2. After you start the compensation cycle, associate the budget pool with an individual compensation plan option.Use the Individual Compensation Plans task in the Compensation work area. Select the budget pool when youadd or edit the relevant plan option.

FAQ

What happens if managers get a 0 or no budget?The managers have read-only access and the available budget changes.

• If there's no budget, then there's no available budget. They can't make allocations.

• If the budget is 0, then no amount is budgeted. When they make allocations the available budget becomesnegative.


Chapter 15Compensation Components

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15 Compensation Components

How Actions and Reasons, Salary Components, and PlanComponents Work TogetherSalary components and plan components work with actions and reasons to classify compensation transactions.

This gure shows how the salary components and plan components work with actions and reasons to classifycompensation transactions.

Salary ComponentsSalary RecordAction and Reason

Workforce Compensation Plan Details

Workforce CompensationPlan Components

Component 2Market

AdjustmentComponent 1

Merit

Configure Worksheet

Display: Column Properties

Map to Salary Component: Merit

Run Transfer Data to HR Process

Map to Salary Component: Market

ReasonAction



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Actions and Reasons in Workforce CompensationWhen you set up a workforce compensation plan, you must select an action and optional action reason on theCongure Plan Details page. They're associated with all salary and assignment records when you transfer data to HRafter the cycle is complete. Other HR transactions use the same action framework.

You have one action and ten action reasons to use with workforce compensation plans. You can expand this list to addadditional actions and reasons.

The action provided is Allocate Workforce Compensation. Action reasons provided are:

• Anniversary

• Career Progression

• Cost of Living Adjustment

• Market Adjustment

• Mass Adjustment

• Merit

• Outstanding Performance

• Performance

• Periodic Review

• Promotion

Example: You set up a plan where managers allocate only merit increases during the compensation cycle, as follows:

• The action is Allocate Workforce Compensation.

• The action reason is Merit.

The batch process updates salary records after the compensation cycle is over. Now, the Allocate WorkforceCompensation action and Merit action reason appears in the worker's history for that salary record.

Actions and Reasons in Individual CompensationIndividual salary transactions also have an action and optional action reason associated with them. The action andaction reason identify the reason for the salary adjustment.

Examples:

• You adjust the salary while promoting a worker or if a worker relocates.

◦ The action is Transfer or Relocation.

◦ The action reason is the same.

• A compensation or HR specialist adjusts a worker's salary:

◦ The action reason is Change Salary.

◦ The reason is Adjustment.



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Salary ComponentsYou can itemize a worker's salary record using salary components. These salary components associate an adjustmentamount with a specic reason.

The following table shows how a manager might determine a worker's salary adjustment.

Salary Component Change Percentage Change Amount (USD)

Merit

5

5,000

Cost of Living Adjustment

2

2,000

Promotion

1

1,000

Total Adjustment

8

8,000

The worker's salary total salary increase is 8,000 USD and the salary record stores the itemization of that eight percentinto the components shown.

The Salary Component lookup type contains some commonly used salary components. You can also add newcomponents to the lookup at any time.

Workforce Compensation Plan ComponentsWhen you create workforce compensation plans, you dene up to ve components that represent compensationawarded in the plan, and indicate whether they represent salary.

Plan components can be:

• The same type of compensation, such as Merit, Cost of Living Adjustment, and Market Adjustment, all of whichadjust a worker's salary.

• Dierent types of compensation within the same plan, such as Salary, Bonus, and Stock.

Optional Plan Component Mapping to Salary ComponentsWorkforce compensation plan components are informational only. To transfer plan component itemization of salaryadjustments to the salary records, you must map the plan components to salary components. Map plan components tosalary components using the Element Mapping section on the Congure Column Properties page.

Related Topics

• How Action Components Work Together

• Salary Component Lookups

• Options to Congure the Element Mapping Section

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=9393F190A356BAF2E040D30A68810282



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Options to Determine Local CurrencyIf you have global plans that pay workers in dierent currencies, specify the method of determining each worker's localcurrency for each component. Use the Congure Plan Currency page to select the currency from among the following.

• Corporate currency

• Element input currency

• Legal employer currency

• Salary basis currency

• Formula

Local Currency DeterminationThe following table describes the currency options:

Currency Description

Corporate

The corporate currency dened for the plan determines the local currency.

Element Input

The input currency of the payroll element mapped to the component determines the localcurrency.

Legal Employer

The currency dened by the worker's legal employer determines the local currency.

Salary Basis

The payroll element associated with the salary basis denition linked to the worker'semployment record determines the local currency.

Formula

A formula you create to retrieve the currency from some other source determines the localcurrency.

Related Topics


• Formula Type for Compensation Currency Selection

Formula Type for Compensation Currency SelectionThe Compensation Currency Selection formula determines the currency associated with a workforce compensationcomponent. You select the formula on the Congure Compensation Components page.




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• DATE_EARNED

• EFFECTIVE_DATE

• END_DATE

• START_DATE


• HR_TERM_ID

• JOB_ID



• ORGANIZATION_ID



• PAYROLL_TERM_ID

• PERSON_ID




CMP_IV_PLAN_ID

Number

Y

Plan ID


Number

Y

Assignment ID

CMP_ IV_PERIOD_ID

Number

Y

Period ID


Number

Y

Component ID


Date

Y

Plan Start Date


Date

Y

Plan End Date


Date

Y




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Date

Y



Date

Y



Date

Y



Date

Y



Number

Y

Assignment ID

CMP_ IV_PERSON_ID

Number

Y

Worker ID



L_CURR_CODE

Char

N

Currency code from theformula

Sample FormulaThis sample formula determines the currency for a plan based on the component ID.

/*****************************************************************FORMULA NAME : Compensation Currency Selection Formula FORMULA TYPE : Compensation Currency Selection DESCRIPTION: It returns the currency code based on component_id.******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/INPUTS ARE CMP_IV_ASSIGNMENT_ID (number), CMP_IV_PLAN_ID (number), CMP_IV_PERIOD_ID (number), CMP_IV_COMPONENT_ID (number)/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/DEFAULT FOR CMP_IV_COMPONENT_ID IS 0l_curr_code = 'XXX' IF (CMP_IV_COMPONENT_ID = 489) THEN (l_curr_code = 'USD') ELSE IF (CMP_IV_COMPONENT_ID = 490THEN (



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l_curr_code = 'GBP') RETURN l_curr_code /*================ FORMULA SECTION END =======================*/

Related Topics





FAQs

When must I make a component the primary component forbudgeting?When you link more than one component to a single budget pool, you must identify the primary component on theCongure Compensation Components page. When eligibility diers for components, each manager's total eligiblesalaries used for budgeting is the eligible salaries of workers who are eligible for the primary component.

How can I congure a plan so that multiple components drawfrom the same budget pool?On the Congure Compensation Components page, link all the components to the same budget pool and identifyone of the components as the primary component. The primary component determines the population used whenbudgeting. For example, you have dierent eligible populations for each component where each component has adierent total eligible salary.







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Chapter 16Performance Ratings

109

16 Performance Ratings

How You Congure Performance Ratings inCompensationIf you consider performance ratings when allocating compensation, you can display ratings from Oracle FusionPerformance Management or rate workers during a workforce compensation cycle. Use the Congure PerformanceRatings page to enable and congure performance ratings.

You can use performance ratings in the worksheet in the following ways:

• Display Performance Management ratings

• Rate workers within Workforce Compensation

• Use both Performance Management ratings and compensation ratings

Display Performance Management RatingsIf you integrate with Performance Management, you can:

• Display overall and calculated performance ratings given in the Performance Management system

• Provide access to the full performance document from within the worksheet. Select:

◦ The performance template (optional) or document name

◦ The period to make available

◦ Whether to display only completed ratings or ratings in any status

• Update the following in the compensation worksheet:

◦ Overall performance rating

◦ Overall goal rating

◦ Overall competency rating

• Display the Performance Rating History column in the worksheet to see historical ratings given in thePerformance Management system

Ratings updated in Performance Management automatically update in the worksheet and vice versa. You cangive ratings for the rst time in the worksheet as long as you create the performance document in PerformanceManagement.

Rate Workers Within Workforce CompensationManagers can rate workers as they allocate compensation. You use these ratings only within the current compensationplan and cycle. The ratings don't transfer to the Performance Management system or to HR.

When you set up a plan, you can:

• Select a rating model to use


Chapter 16Performance Ratings

110

• Use the Manage Rating Model page to edit an existing rating model or create a new model

• Decide how managers rate performance, either by:

◦ Selecting the rating from a list of values

◦ Designating the number of stars to represent the worker's rating

• Display compensation ratings given in the previous plan cycle as a column in the worksheet

Use Both Performance Management Ratings and Compensation RatingsYou can display both Performance Management ratings and compensation ratings in the worksheet. For example,your organization gave Performance Management ratings several months before the compensation cycle starts. Youwant managers to reassess their worker' performance to ensure that current performance is consistent with pastperformance.

You set up the plan to:

• Display the ratings given in the Performance Management system

• Enable managers to give compensation ratings during the compensation cycle as a point of comparison.

• View reports and analytics by both rating types

• Use both rating types as criteria for models

Related Topics

• Rating Models

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=8E43D3922742BDC8E040D30A68817F91


Chapter 17Workforce Compensation Approvals

111

17 Workforce Compensation Approvals

Options to Congure Approvals in CompensationThe hierarchy type dened for the plan determines the approvals hierarchy. You can create an alternate approvalhierarchy for a manager that overrides the plan hierarchy.

You can also specify:

• Approvals in a dierent sequence

• Approvals by dierent people

• When managers can submit their worksheets for approval

• When they can approve their lower managers' worksheets

Decisions to make when conguring approvals are:

• Approval mode

• Submit mode

• Alternate approver hierarchy

Approval ModeApproval mode identies when managers can approve their lower managers' worksheets. The following table shows theapproval mode and timing.

Mode Timing

Approve anytimeManagers can approve their lower managers' worksheets at any time during the period theworksheet is available to them.

Manager must rst submitLower level managers must submit their worksheets upward for approval before a higher levelmanager can approve them. Ensures that higher managers don't approve worksheets before lower managers have hadtime to complete them.

Disable approvals Approvals are not required. Approve and Return for Correction actions are not available.

Submit ModeSubmit mode identies when managers can submit their worksheets. The following table shows the submit mode andtiming.



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Mode Timing

Submit anytimeManagers can submit their worksheets at any time during the period the worksheet is availableto them.

All managers must be approvedLower level managers must have their worksheets approved before a higher level manager cansubmit his own worksheet for approval. Ensures that higher managers review and approve allocations of lower managers beforesubmiing allocations for their entire organization for approval.

Disable submit Managers can only save their worksheets. The Submit action is not available.

Alternate Approver HierarchyBy dening alternate approvers, you replace the standard approval hierarchy for a manager with a new set or sequenceof approvers. Features of an alternate approver hierarchy are:

• The alternate approver doesn't have to be a part of the regular plan hierarchy.

• You can create a brand new approval hierarchy for any manager. Do this by identifying the specic individualsand using the approval sequence to determine the order in which approvals occur.

• The highest sequence is the nal approver.

You commonly use alternate hierarchies when approval control transitions from managers to the HR department.

Examples of Creating Alternate Approver HierarchiesThe following scenarios illustrate how you can create dierent alternate approvers using the Congure Approvals pagein the Manage Plans task.

The scenarios are:

• Alternate approver is the nal approver

• Alternate approver precedes the nal approver

• Alternate approver is in the middle of the standard hierarchy

If you change an alternate approver hierarchy, you must refresh the manager hierarchy for those changes to take eect.

Alternate Approver is the Final ApproverCarlos, the CEO, is the top manager in the hierarchy. After he approves all worksheets below him and submits hisworksheet for approval, it goes to HR for nal approval. The following table shows how you build the alternate approvertable:



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Primary Worksheet Manager Approval Sequence Alternate Approver

Carlos

1

Maria

This gure shows that Maria is the nal approver of Carlos's worksheet. When Carlos submits his worksheet forapproval, Maria is notied. Carlos's worksheet status is In Approvals until Maria approves it and it becomes fullyapproved.

Sara(Senior VP)

Vijay(VP West)

John (Director)

Maria (HR Manager)

Blue = Plan HierarchyYellow = Alternate Approver

Submission PathApproval Path

Carlos(CEO)

Alternate Approver Precedes the Final ApproverCarlos, the CEO, does not participate in the compensation approval process of his organization for managers underSara. When Sara submits her worksheet, it goes to HR for nal approval. The following table shows how you build thealternate approver table:


Sara

1

Maria



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This gure shows that Maria is an intermediate approver of Sara's worksheet.

The approval ow is:

1. Maria is notied when Sara submits her worksheet for approval.2. Maria approves Sara's worksheet. Sara and all lower managers' worksheets statuses are now In Approval.3. Carlos sees that Maria approved Sara's worksheet.4. If Sara is eligible for compensation, Carlos allocates an amount to her and saves his worksheet.5. Carlos must approve all the worksheet for Sara and her lower managers for them to be fully approved.

Carlos(CEO)

Sara(Senior VP)

Vijay(VP West)

John(Director)

Maria (HR Manager)


Approval PathSubmission Path

Alternate Approver is in the Middle of the Standard HierarchyJohn reports to Vijay based on the plan hierarchy. However, John's entire team did a special project for Lakshmi duringmost of the past year. Sara wants Lakshmi to review and approve the compensation for John's team rather than Vijay.The following table shows how you build the alternate approver table:


John

1

Lakshmi



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This gure shows that Lakshmi approves John's worksheet and the rest of the approvals occur within the standardhierarchy.

The approval ow is:

1. Lakshmi is notied when John submits his worksheet for approval.2. From the notication, Lakshmi approves or rejects the worksheet. She can open the workforce compensation

work area from the notication, select John from the manager list at the top of the page, and review the detailsof John's worksheet. However, she can't approve or reject John's worksheet from the worksheet.

3. Vijay sees that Lakshmi approved John's worksheet by looking at his own worksheet. In the detail table, John'sworksheet status is In Approvals.

4. Vijay is now able to submit his worksheet to progress the approval process. Vijay, Sara, and Carlos are still ableto update compensation for workers on John's team even after Lakshmi approves John's worksheet.

Carlos(CEO)

Sara(Senior VP)

Vijay(VP West)

John(Director)

Lakshmi(VP East)


Approval Path

Submission Path

Next Actor in Process

Note: If Lakshmi is not a line manager with security access to the workforce compensation work area, sherequires the Compensation Approver job role to be able to review John's worksheet details.

FAQs



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Can I congure workow in workforce compensation to route myworksheet for approval?No. Workforce compensation uses the hierarchy created to build the worksheets to route approvals to the highest levelmanager. You can't create user-dened approval routes for worksheets. However, you can create alternate approvalhierarchies for individual managers during setup using the Congure Alternative Approvers page.

What's the dierence between primary worksheet manager andalternate approver?A primary worksheet manager is the worksheet owner responsible for allocating compensation to eligible workers,commonly the supervisor of the workers who appear on the worksheet.An alternate approver is a person dened as an approver of a worksheet. The person may not be part of the standardhierarchy or may be in a dierent position than in the standard approval hierarchy. The hierarchy type dened forthe plan builds the standard approval hierarchy. You congure the alternate approvers on the Congure AlternateApprovers page.

Can I change an alternate hierarchy?Yes. You can change the hierarchy of an already dened alternate approver on the Congure Alternate Approvers pagewithout running the refresh process. You must refresh the data after the start compensation cycle process runs whenyou:

• Add an additional alternate approver for a new person

• Delete an alternate approver for an existing person


Chapter 18Compensation Change Statements

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18 Compensation Change Statements

Ways to Generate and Deliver Worker StatementsWhen you set up your workforce compensation plan, you can specify how to generate and deliver worker statements.You select the Statement Delivery option on the Congure Compensation Change Statements page. Administratorsmanage the statements generated by both of the methods described in these sections in the Compensation work areausing the Administer Workers task.

Printed and Delivered by ManagersManagers generate the statements using the Communicate worksheet task in the Workforce Compensation work area.The statements are automatically available to managers or administrators, but not workers. You can enable managersto combine multiple statements into one le when they generate the statements.

Centrally Managed and StoredThe Process Workforce Compensation Change Statements process generates individual statements for eachworker. Workers can see their statements using the Compensation task in the Personal Information work area. Theadministrator sets the statement visibility when submiing the process.

FAQs

What's a worker statement action?When you congure workforce compensation statements you can opt to have workers indicate that they accept ordecline their statements. Agree, acknowledge, and sign electronically are functionally the same as accept. You select theworker actions on the Congure Compensation Change Statements task, Manage Statement Groups page.

What's the dierence between workforce compensationstatements and total compensation statements?Workforce compensation statements show recent changes to base and variable pay. They consist of statement groupscomposed of RTF statement templates. The content of the change statements is based on the associated workforcecompensation plan. Create these statements using the Congure Compensation Change Statements task in theCompensation work area when you set up a workforce compensation plan.Total compensation statements show base and variable pay, fringe benets, and prerequisites for a specied period oftime, typically a year. They consist of statement denitions composed of items and categories. The total compensationstatement is available both online and in PDF format. Create these statements using the Total Compensation Statementtasks in the Compensation work area.


Chapter 18Compensation Change Statements

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Chapter 19Worksheet Display

119

19 Worksheet Display

Overview of Worksheet Task TypesTask types control the display of information on the worksheet, which consists of one or more pages. The informationon each page varies by the type of task. You can dene up to 10 pages for each worksheet when you congure theworksheet display. Commonly used default columns for each task type make implementation easier.

Use the Congure Worksheet Display page to enable tasks and use the Congure Worksheet Page Layout page tocongure them.

Task TypesWhen you set up the plan, you enable the tasks that correspond to what managers do during the compensation cycle.The following table shows the worksheet task types and how they are used:

Task Type How They Are Used

Compensation

Manage and allocate compensation.

Approvals

View the status of lower manager's worksheets, approve or reject submied worksheets, orrequest additional information.

Communicate

Generate compensation statements for workers to notify them of their new or adjustedcompensation, performance rating, or promotion.

Performance

Give new performance ratings, or view existing performance ratings given either during aprevious workforce compensation cycle or in Oracle Fusion Performance Management.

Promotions

View and update the job, grade, or position.

Detail table only

Display only the detail table without any summary information.

You can combine some tasks into a single page:

• Give performance ratings and promotions on the compensation task page

• Make compensation allocations on the performance and promotion task page

You must enable and congure at least one task type if you want managers to access their worksheets. Also, if your planrequires approvals you must enable and congure an Approvals task type.



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Summary SectionsThe compensation, performance, and promotions task types have summary tables and graphs specic to the focus ofthe task. The summary sections display:

• Compensation: Up to ve components displaying six analytics

• Performance: Up to six columns and an optional graphic

• Promotion: Up to ten subordinate tabs

Detail TablesYou can display the same set of columns in the details section of any task type, except for the approvals andcommunicate task types. The following table shows the detail table column groups and the type of informationdisplayed.

Group Name Information Displayed

Personal

Worker personal information such as name, email, assignment manager and country.

Alerts

Alerts to notify managers of situations that need aention.

Employment

Assignment or employment term details, such as hire date, work location, working hours,manager name, job, grade, and person number.

Salary Information

Base pay information, such as the current salary, annualized full-time salary, current compa-ratio, current quartile.

Component 1 through 5

Information that's specic to a component, such as eligible salary, compensation amount,percentage of eligible salary, units, target amounts, and eective date. You can congure up tove components for a plan. The same set of columns is available for each component.

Promotion

Information related to job, grade, or position changes given during the compensationcycle, such as new job, new grade, new position, new salary range minimum, midpoint, andmaximum, and promotion eective date.

Performance

Performance ratings given in Oracle Fusion Performance Management or during the current orprevious compensation cycle. Information can include overall performance rating, calculatedgoal rating, worker potential, and risk of loss.

User-Dened Columns

Any type of information you can congure. Use columns 1-15 to display text. Use 16-45 todisplay numeric data. Use columns 46-50 to create user-dened lists from which managerscan select a value.



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How You Congure the Compensation Task Type LayoutManagers use the compensation task page on the workforce compensation worksheet to manage and allocatecompensation. It contains a summary table that displays high-level information about each component in the planand a detail table. Select up to ve components that you want to appear in the summary table. You can create dierentcompensation tasks on which managers can focus on awarding dierent types of compensation.

Use the Congure Worksheet Display page to enable the task and use the Congure Worksheet Page Layout page tocongure it. The worksheet appears in the Workforce Compensation work area.

For each component in the plan, the summary section can display:

• Worker Population

• Allocation Statistics

• Salary Statistics

• Workers on Target

• Pay for Performance

• Alert Summary

You can expand the summary section for each component to view analytics that provide a snapshot of allocations in thecurrent cycle.

Summing Component DataYou can also sum the data for components selected to appear in the summary section.

1. Select the components you want to appear in the summary table.2. Select to sum the data for all selected components within the plan in the summary table.

If the components use dierent units of measure the totals are inaccurate.

How You Congure the Approvals Task Type LayoutThe approvals task page on the workforce compensation worksheet is included in the worksheets only for managerswith at least one lower-level manager. Higher-level managers use it to view the status of lower manager's worksheets,approve or reject submied worksheets, or request additional information.

Use the Congure Worksheet Display page to enable the task and use the Congure Worksheet Page Layout page tocongure it. The worksheet appears in the Workforce Compensation work area. You can enable up to seven subtabsthat display summarized information for each lower manager. When a column contains the number of workers or apercentage, you can drill down to see details about the workers.

The following table describes the subtabs and what they display.



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Subtab Information Displayed

Approvals

All lower-level managers and the status of their worksheets. This subtab is always enabledwhen the approvals task is enabled.

Compensation Overview

Number of workers awarded compensation during the cycle, the total amount allocated, andthe total available budget.

Allocation Statistics

Five second-level subtabs displaying average allocation, allocation spread, as well asallocations by overall performance rating, compensation performance rating, and country.

Salary Analysis

Six second-level subtabs displaying averages by salary, compa-ratio, salary range position,quartile, quintile, and total salary.

Target Analysis

Three second-level subtabs displaying allocations compared to dened targets and targetranges.

Promotions

Number of workers whose job, grade, or position changed during the compensation cycle.

Performance

Seven second-level subtabs displaying allocations by overall ratings, goal ratings, competencyratings, as well as calculated ratings.

Alerts

Shows all the current alerts and enables managers to view the aected workers.

How You Congure the Performance Task Type LayoutManagers can use the performance task page on the workforce compensation worksheet to give or view performanceratings. They give ratings either during a workforce compensation cycle or in Oracle Fusion Performance Management.Use the Congure Worksheet Display page to enable the task and use the Congure Worksheet Page Layout page tocongure it. The worksheet appears in the Workforce Compensation work area.

The performance summary section displays the number and percentage of workers for each rating. If you dene atarget distribution for the rating model you use, it displays that as well. The summary columns are:

• Actual Percentage

• Performance Rating

• Target Compensation Percentage

• Target Compensation Percentage Maximum

• Target Compensation Percentage Minimum

• Workers with Compensation



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How You Congure the Promotions Task LayoutManagers can use the performance task page on the workforce compensation worksheet to view and update the job,grade, or position. Use the Congure Worksheet Display page to enable the task and use the Congure Worksheet PageLayout page to congure it. The worksheet appears in the Workforce Compensation work area.

The promotions summary section displays information within ten subtabs:

• By Team

• By Country

• By Business Unit

• By Department

• By Proposed Job

• By Years in Job

• By Performance Management Rating

• By Compensation Performance Rating

• By User-Dened Text Column 1

• Organizational Averages

How You Congure the Detail Table Only Task LayoutThe detail table task page on the workforce compensation worksheet displays only the detail table without anysummary information. Use it when summarized information isn't appropriate.

Use the Congure Worksheet Display page to enable the task and use the Congure Worksheet Page Layout pageto congure it. The worksheet appears in the Workforce Compensation work area. For example, you set up a planto capture information from managers or distribute data to managers where you don't allocate compensation, useperformance ratings, and give promotions.

Examples of Worksheet Task Type CongurationsYou can use dierent worksheet task types to display a variety of information and for dierent business purposes. Thefollowing scenarios illustrate how you can use the task types to design dierent compensation plans.

Using Two Compensation Tasks to Allocate Merit and StockAwardsScenario: You want managers to allocate merit compensation and award stock in dierent task pages.



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Follow these steps:

1. Create a plan that enables managers to award merit adjustments and stock during the same compensationcycle.

2. Enable two compensation type tasks, labeling the rst Merit Adjustments and the other Stock Awards.3. In the Merit Adjustments task, enable:

a. Columns with information that managers require to make informed salary decisions. Examples: currentbase pay, eligible salary, current and new compa-ratio, quartile, salary range low, and salary range high.

b. The merit adjustment amount column so managers can enter adjustment amounts.4. In the Stock Awards task, enable the stock amount column.5. In the summary table of each task, set the corresponding component to only display.

The rolled-up merit information appears in the Merit Adjustments task page and the rolled-up stock details appear inthe Stock Awards task page.

Using One Compensation Task to Allocate Merit and BonusAwards, View Performance Ratings, and PromoteScenario: You want managers to allocate compensation, award bonuses, view performance ratings, and promoteworkers in one task page.

Follow these steps:

1. Create a plan that enables managers to award merit adjustments and bonuses, as well as promote workers,during the same compensation cycle.

2. Enable one compensation task, labeling it Compensation Awards.3. In this task, enable:

a. Columns with information that managers require to make informed salary decisions. Examples: currentbase pay, eligible salary, current and new compa-ratio, quartile, salary range low, salary range high, andperformance rating.

b. The merit adjustment amount and bonus amount columns so managers can enter amounts.c. The job, new job, grade, and new grade columns so that managers can see their workers' current jobs

and grades and promote workers to a new job or grade.

The summary table will include rolled up information about both the merit and bonus award.

Using the Performance Task, Promotion Task, And CompensationTask to Rate Performance, Promote, and Allocate MeritScenario: You want managers to rate performance, promote workers, and allocate compensation on individual taskpages.

Follow these steps:

1. Create a plan that enables managers to rate worker performance, promote workers, and award merit increasesduring the same compensation cycle.



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2. Enable and label three tasks as follows:a. Performance task , labeling it Rate Performance.b. Promotions task, labeling it Promote Workers.c. Compensation task, labeling it Allocate Compensation.

3. In the Rate Performance task, enable:a. Columns related to a worker's performance. Examples: length of service, job, grade, last rating date, last

rating.b. The performance rating column.

4. In the Promote Workers task, enable columns that help managers promote workers. Examples: time in grade,time in job, performance rating, potential, current job, current grade, current position, new job, new grade, andnew position.

5. Congure summary subtabs related to team, proposed job, performance, and organizational averages.6. In the Allocate Compensation task enable:

a. Columns with information that managers require to make informed salary decisions. Examples: eligiblesalary current base salary, new base salary, current and new compa-ratio, quartile, salary range low, andsalary range high.

b. The merit adjustment amount and merit adjustment percentage columns so that managers can enteramounts and percentages.

Performance ratings that you enter during a compensation cycle are used only within the compensation process andare not used outside the compensation tool.

Plan Setup DependenciesEnable features and select worksheet actions when you set up a workforce compensation plan. Some of these decisionshave dependent conguration requirements. Use the Manage Plans task in the Compensation work area.

Task DependenciesThe following table lists the workforce compensation plan task that you enable and the corresponding dependency,along with the workforce compensation pages for the selections.

Task and Page Dependent Selection and Page

Enable Oracle PerformanceManagement (CongurePerformance Ratings)

Enable at least one performance management rating column (Congure Worksheet PageLayout: Detail Table tab)

Enable Compensation ManagementRatings (Congure PerformanceRatings)

Enable at least one compensation performance column (Congure Worksheet Page Layout:Detail Table tab)

Enable compensation components(Congure CompensationComponents)

Congure related components (Congure Worksheet Page Layout: Detail Table tab)



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Task and Page Dependent Selection and Page

Enable an alert (Congure Alerts)

Enable Alert column (Congure Worksheet Page Layout: Detail Table tab)

Enable compensation changestatements (Congure CompensationChange Statements)

Enable the Communications tab type (Congure Worksheet Page Layout)

Enable compensation type tab(Congure Worksheet Display)

Enable Components and create at least one component (Congure CompensationComponents)

Enable a column that adjusts salary(Congure Worksheet Page Layout:Detail Table tab)

Enable at least one component to be posted as salary (Congure Worksheet Page Layout:Detail Table tab, Congure Column Properties page, Element Mapping section)

Enable budgeting and create abudget pool (Congure Budget Pools)

Enable components and create a component linked to the budget pool (CongureCompensation Components)

Action Menu DependenciesWhen you congure the worksheet page layout for a plan, you select the actions that managers can take on theworksheet. Some of the actions require selections on other workforce compensation pages as shown in the followingtable.

Action on the Congure WorksheetPage Layout: Actions Menu Tab

Dependent Selection and Page

Enable ranking actions

Enable rank column (Congure Worksheet Page Layout: Detail Table tab)

Enable view compensation historyaction

Enable compensation history column (Congure Worksheet Page Layout: Detail Table tab)

Enable view notes action

Enable notes column (Congure Worksheet Page Layout: Detail Table tab)

Enable apply targets action

Enable the target column for at least one component (Congure Worksheet Page Layout:Detail Table tab)

Enable targets action

Enable and congure the target column for at least one component (Congure WorksheetPage Layout: Detail Table tab)

Enable hide ineligible workers action

Congure eligibility task (Congure Plan Eligibility) Add a eligibility proles to any component (Congure Worksheet Page Layout: Detail Table tab,Congure Column Properties dialog box)



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Action on the Congure WorksheetPage Layout: Actions Menu Tab

Dependent Selection and Page

Enable at least one modeling action

Enable modeling (Congure Modeling)

Enable view currency conversion ratetable action

Enable currency switching (Congure Currency)

Guidelines to Allocate Compensation As Percentage ofBudgetYou can allocate compensation as a percentage of the budget pool, rather than allocating compensation as apercentage of eligible salary or a at amount. If you allocate compensation as a percentage of a budget pool, you must:

• Disable the eligible salary column for the component linked to the budget pool

• Disable modeling allocation methods that use eligible salary

• Understand how rounding rules can aect summary values

Eligible Salary Columns and Allocation MethodThe eligible salary columns and allocation method are enabled by default. If you enable the Percentage of Budgetcolumn for any component, you must disable the following:

• Percentage of Eligible Salary columns on the Detail Table tab for any given component

• Total Eligible Salaries and Percentage of Total Eligible Salaries columns on the Summary tab

• n Percentage of Eligible Salary allocation method, if you use modeling.

Rounding RulesThe rounding rule set for the corresponding Component Amount column aects the amount calculated for thePercentage of Budget column.

Example: The following table shows the calculations when:

• Overall budget = 900 USD

• Rounding rule set for the Component Amount column = Round to the nearest 10

• Managers enter 4 in the Percentage of Budget column.

Column Calculated Amount Amount After Rounding

Component Amount

(4 / 100) * 900 = 36

40



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When the percentage of budget calculation uses the rounded amount, the result is dierent than without the rounding,as shown in this table.

Column With Rounding Without Rounding

Percentage of Budget

40 / 900 = 4.44

36 / 900 = 4

Examples of Budget Groups for WorkforceCompensationUse budget groups to watch worker-level budgets and control spending. These examples show the dierent ways youcan create worker groups and enforce budget rules.

Create Single Column Worker Group and No Budget LimitsDo these steps:

1. In the Summary section, on the Group View tab of the worksheet display, enable Group view.2. On the Create or Edit Budget Pools dialog box, enable Worker level budgeting.3. In the Budget Groups section, select a worksheet column to group, such as Country or Location.4. Leave Enforce budgets by grouping column deselected.

Managers can see the information in the Summary section, Group view of the worksheet. But, they aren't constrainedby budget limits.

Create Multiple Column Worker Group and Warn When CrossingBudget LimitDo these steps:

1. Create a dynamic calculation referencing both the Grade and Country columns using a user-dened textcolumn.

2. In the Summary section, on the Analytic tab of the worksheet display, enable Group view.3. On the Create or Edit Budget Pools dialog box, enable Worker level budgeting.4. In the Budget Groups section, select your user-dened worksheet column to group.5. Select Enforce budgets by grouping column.6. Enter a maximum percentage over allocation, if appropriate.7. In Severity When Over Budget, select Warning.

Managers can see the information in the Summary section, Analytic view of the worksheet. They see warnings whenthey go over budget limits, but they aren't constrained by the limits.



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Create Worker Group and Prevent Crossing Budget Limit Using aFormulaDo these steps:

1. On the Congure Column Properties page, in a user-dened text column, select a formula.2. In the Summary section, Analytic tab of the worksheet display, enable Group view.3. On the Create or Edit Budget Pools dialog box, enable Worker level budgeting.4. In the Budget Groups section, select your user-dened worksheet column to group.5. Select Enforce budgets by grouping column.6. Enter a maximum percentage over allocation, if appropriate.7. In Severity When Over Budget, select Error.

Managers can see the information in the Summary section, Analytic view of the worksheet. They can't go over thebudget limits.

Column LimitationsYou can't use these types of columns for grouping:

• Person Number

• Worker Number

• Email

• Worker Name

• Date columns

• Updated By columns

• Performance Management Rating columns

• Numeric columns

Columns that contain lots of text show only the rst 150 characters.

Static Worksheet Summary ColumnsWhen managers lter their worksheets, the data in the summary section change to reect the ltering criteria. Youcan enable three summary columns to remain static when managers apply the lters. Three related columns show theltered data. You enable the columns on the on the Congure Worksheet Page Layout page, Summary Columns tab fora compensation task type.

The following table shows the static and ltered columns.



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Static Filtered

Overall Budget Budget -Filtered by Team

Overall Available Budget Available Budget -Filtered by Team

Overall Compensation Amount Compensation Amount - Filtered by Team

Example: You enable the Overall Budget summary column when you congure a worksheet. The Budget -Filtered byTeam column is enabled by default. A manager changes the Team lter on his worksheet to one lower-level manager.In the Summary section, the Overall Budget column shows the budget amount for all his reports. The Budget -Filtered by Team column shows the budget amount for the ltered lower-level manager.

Ways to Automatically Rank WorkersIf you're ranking more than just your direct reports, you can automatically rank workers from highest rank to lowestrank using one of three methods:

• Rank workers based on their ranking score

• Rank workers based on their ranking percentile

• Copy direct managers' rankings

Regardless of the method you select to automatically rank workers, multiple workers could have the same rank in theresults. You select whether to either:

• Retain the ties

• Arbitrarily resolve ties

How you handle ties can change the ranking results for any of the three automatic ranking methods.

Rank Workers Based on Their Ranking ScoreThe ranking score considers the rankings of all managers who ranked the worker and who are in the viewing manager'sorganization. A worker's ranking score:

• Varies according to the manager viewing the score.

• Considers each manager's position in the hierarchy.

The rankings of higher level managers have more weight because the ranking compares the worker against alarger population of workers.

The following table compares the dierent ranking results for the same scores when you retain the ties or arbitrarilyresolve the ties.



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Worker Score Retain Ties Arbitrarily Resolve Ties

Maria

100

1

1

Rahul

92

2

2

Maya

92

2

3

Janice

92

2

4

Carlos

32

3

5

Michael

32

3

6

Yan

18

4

7

Rank Workers Based on Their Ranking PercentileThe ranking percentile considers the ranking given by a worker's direct manager when ranking at least ten workers. Itplaces workers in order from highest to lowest within a range of 0 to 100.

Calculation: 100 - (rank / population * 100) = percentile. The population is the total number of workers ranked by thedirect manager. For example, if the direct manager ranks a worker ve out of the 27 workers she ranked , the percentileis 82. Calculation: 100 - (5 / 27 * 100) = 82%.

The following table compares workers based on their ranking percentile.

Worker Percentile Retain Ties Arbitrarily Resolve Ties

Maria

95

1

1

Rahul

92

2

2

Maya

82

3

3

Janice

82

3

4

Carlos

64

4

5

Michael

50

5

6

Yan 47 6 7



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Worker Percentile Retain Ties Arbitrarily Resolve Ties

Copy Direct Managers' RankingsThe ranking score uses rankings given by each worker's primary worksheet manager exactly as given.

• Multiple workers can have the same ranking.

• Ranking values need not be consecutive.

• Managers can select to give the same ranking to multiple workers or can select to leave gaps in the ranking.

The following table compares the dierent tie handling results for a manager viewing the rankings that managers in hisorganization gave to their direct reports.

Direct Manager Worker Direct Manager'sRanking

Copy DirectManager'sRanking

Retain Ties ArbitrarilyResolve Ties

Lakshmi

Maria

1

1

1

1

Lakshmi

Rahul

2

2

2

3

Lakshmi

Maya

3

3

3

4

Lakshmi

Janice

4

4

4

6

Barry

Carlos

5

5

5

8

Barry

Michael

3

3

3

5

Barry

Yan

2

2

2

2

Barry

Prasad

4

4

4

7

How the Ranking Score is CalculatedThe ranking score is a calculated value from 0 to 100 for each worker who has at least one ranking. It considers therankings of all managers who ranked the worker, who is in the viewing manager's organization.



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Conditions That Aect the Ranking ScoreThe following conditions aect the ranking score:

• The ranking given by each manager. The rankings of higher-level managers have more weight because theranking compares the worker against a larger population of workers.

• The viewer's position in the hierarchy

• The number of other workers ranked

How the Ranking Score Is CalculatedThis formula derives the ranking score:

100 x [SUM(Group Population - Ranking + 1)] / SUM(Group Population)

The following table describes the variables in the equation:

Equation Variable Description

Group Population

Includes all ranked workers reporting directly or indirectly to the manager viewing the score. The group population must include at least 10 workers for <name of application or process> tocalculate a score.

Ranking

The position value given to a worker; it must be a positive, whole number from 1 to N.

1

Added to the numerator to ensure that workers ranked 1 by all managers receive a score of100.

(Group Population - Ranking + 1)

Summed for the manager looking at the score and all lower managers who ranked the worker.

The scores are whole numbers only.

Example 1John views the rankings for a worker who reports directly to Peter. John ranked the worker 299 out of 2200 and Peterranked the worker 1 out of his 7 workers ranked.

Manager Worker's Ranking Workers Ranked Group Population - Ranking+ 1

John

299

2200

1902



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Susan

75

600

526

Henry

15

90

76

Nancy

4

26

23

Peter

1

7

7

Sum

not applicable

2923

2534

The ranking score of the worker John views is 86.

Calculation: (100 * 2534) / 2923.

Example 2Nancy views the same worker as John, in example 1.


Nancy

4

26

23

Peter

1

7

7

Sum

not applicable

33

30

The ranking score of the worker Nancy views changes to 91.

Calculation: (100*30) / 33.

Example 3Nancy views the same worker, with the same ranking as in the previous examples. However, she views a smaller numberof workers ranked in her organization.


Nancy

4

10

7



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Peter

1

7

7

Sum

not applicable

17

14

The ranking score of that worker Nancy views is now 82.

Calculation: (100*14) / 17.

Ranking Scores and Their Relation to Worker PopulationThe worker's ranking score is 82 in the smaller organization (example 3) and 91 in the largerorganization (example 2). These examples illustrate that the same ranking results in a higher rankingscore when the higher level manager has a larger population of workers ranked.

Dynamic Calculations in Compensation PlansDynamic calculations are conditional statements or expressions. Use them to calculate and display values that vary byworker or to change the value of one column based on the value of another.

You build a condition by selecting worksheet columns, operators, and values, or by manually creating the conditionusing the Manage Dynamic Column page. When you use the Basic tab, the application guides you through the creationof conditions or column results. Alternatively, you can create expressions free-hand using the Advanced tab.

When a column's information source is outside of the compensation plan, the data might be out-of-sync until you runthe refresh process or update the worksheet data. For example, dynamic columns that depend on the PerformanceManagement Overall Rating might not show the actual performance rating until after you run the refresh process.

The aspects of dynamic calculations are:

• Evaluation order

• Triggering events

• Sequence number

• Default expression

Evaluation OrderThe evaluation order identies the calculation order of multiple dynamic columns when the condition or results of onecolumn uses the results of another. For example, you dene a Total Cash Compensation column that displays the sumof an automatically calculated cost of living adjustment COLA and a manager-entered merit adjustment.

1. Dene a dynamic column for the COLA adjustment for all workers that varies the adjustment by each worker'slocation and grade.

2. Give this dynamic expression an evaluation order of 1.3. Give the Total Cash Compensation column an evaluation order of 2.



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The application evaluates the COLA adjustment rst and then uses that amount to display the Total CashCompensation for each worker

Triggering EventsTriggering events are actions that determine when to evaluate the dynamic calculations. The following table shows theevents that trigger evaluation or recalculation of dynamic columns:

Triggering Event Description and Usage

Start compensation cycle

Running the Start Compensation Cycle process evaluates the column conditions and calculatesthe results. Example: You might select this trigger to calculate eligible salaries used during the cycle.

Refresh data

Running the Refresh Data process reevaluates all dynamic calculations, fast formulas, or HRdata used in dynamic calculations.

Change worksheet data

Entering or changing data on the worksheet and tabbing out of the cell reevaluates thecondition and corresponding results. This trigger might slow the application performance. Use it only for column results that dependon data that change in the worksheet.

Sequence NumberSequence numbers identify the calculation order for conditions. Congure conditions that cover the most workers withthe highest sequence numbers to reduce the impact to worksheet and batch process performance. Test a few dynamiccalculations at a time to assess the impact on application performance and decide what level of performance impactyou can accept.

Default ExpressionThe default expression is the one to use when no other conditions are met. The application evaluates every condition insequence order. The default expression must be the highest sequence number because it applies only after evaluationof all other conditions

If you don't select a default expression and no conditions are met, the column displays no values.

Examples of Dynamic CalculationsUse these scenarios to understand how to use dynamic calculations to calculate and display a value or change the valueof one column based on the value of another.



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Using Dynamic Calculations to Dene Eligible SalaryYou're seing up the annual compensation plan. You want to base the bonus eligible salary on the current annualsalary. Using dynamic calculations, you create an expression that moves the current annual salary amount into theBonus Eligible Salary column when you start the compensation cycle.

Using Dynamic Calculations to Dene TargetsAs part of the annual bonus review you want to display bonus target amounts on the worksheet for managers toconsider during allocations. Your company uses performance ratings and you want to use the ratings as the basis forthe targets. Using dynamic calculations, you create expressions that vary the Bonus Target Amount by performanceratings. For example, if performance rating is Outstanding, then Bonus Target Amount equals 10 percent of BonusEligible Salary.

Using One Column's Results in Another ExpressionAt your company managers can rate workers performance as part of the annual compensation cycle. As you set up thecompensation plan you want to make sure that managers use performance ratings as a basis for determining salaryincrease targets. For example, the target for high performers is 10 percent of eligible salary and the target for averageperformers is 5 percent of eligible salary.

Using dynamic calculations, you:

1. Create an expression for the Merit Eligible Salary.2. Give it an Evaluation Order of 1.3. Create another expression that denes the Target Compensation Percentage as a percentage of Merit

Eligible Salary for each dierent performance rating.4. Give it an Evaluation Order of 2.

The application evaluates the Merit Eligible Salary rst, and then uses it to calculate the Target CompensationPercentage.

Related Topics

• Guidelines to Congure the Eligible Salary Column

Create a Dynamic CalculationThis example demonstrates how to create a dynamic column for an annual workforce compensation bonus plan thatrewards high performing workers.

The following table summarizes key decisions for this scenario.



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Decisions to Consider In This Example

What events do you want to trigger the calculation? Start Compensation Cycle and Refresh Data

What conditions do you want evaluated? Performance Rating of 5 (Outstanding) and 4 (Exceeds

Expectations)

Which column on the worksheet do you want to dynamicallycalculate?

Compensation Amount column for the Bonus component

What results do you want to see for the dynamic column?

A bonus of ten percent of annual salary for workers with a ratingof 5. A bonus of ve percent of annual salary for workers with arating of 4. All others receive 0

Task SummaryTo create this dynamic calculation for the Compensation Amount column for the Bonus component, complete thefollowing tasks. Use the default values except where otherwise indicated.

1. Create the dynamic calculation.2. Build the rst expression to identify and reward the highest performers.3. Build the second expression to identify and reward the high performers.4. Build the third expression to identify and not reward all other performers.5. Test the dynamic calculation.

Prerequisites1. Create a workforce compensation plan.2. Enable the Compensation Amount column for the Bonus component.3. Enable performance ratings.4. Set up a rating scale from 1 to 5, where 5 equals Outstanding and 4 equals Exceeds Expectations.

Creating the Dynamic Calculation1. On the Dene Workforce Compensation page, Congure Worksheet Display row, click Go to Task.2. On the compensate type tab row, click Congure.3. In the Detail Table tab, click the Dynamic Columns buon for the Compensation Amount column.4. Select Start compensation cycle and Refresh data triggering events.5. Click the Add buon to create the rst expression.6. Enter 1 for the Sequence.7. Click the Create or Edit Expression buon for the Condition.



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Building the First ExpressionThis expression identies workers with a performance rating of 5 and awards them a bonus that is 10 percent of theirannual full-time salary.

1. Click Build Condition.2. In the Basic tab, complete the elds as shown in this table.

Field Value

ColumnPerformance Rating

OperationContains

Fixed Value5

3. Click Done.4. Click Validate. This step is optional.5. Click OK in the conrmation.6. Click Apply.7. Click the Create or Edit Expression buon for Column Results for the expression you just created.8. In the Basic tab, select Equation.9. Click Switch to Column.

10. Complete the elds as shown in this table. Click Next between steps.

Field Value

ColumnAnnualized Full-Time Salary - Current

OperationMultiplied by

Fixed Value0.1

11. Click Done.12. Click Apply.

Building the Second ExpressionThis expression identies workers with a performance rating of 4 and awards them a bonus that is 5 percent of theirannual full-time salary.

1. Click Add buon to create the second expression.2. Enter 2 for the Sequence.



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3. Click the Create or Edit Expression buon for the Condition.4. Click Build Condition.5. In the Basic tab, complete the elds as shown in this table.

Field Value

ColumnPerformance Rating

OperationContains

Fixed Value4

6. Click Done.7. Click Apply.8. Click the Create or Edit Expression buon for Column Results for the expression you just created.9. In the Basic tab, select Equation.

10. Click Switch to Column.11. Complete the elds as shown in this table. Click Next between steps.

Field Value

ColumnAnnualized Full-Time Salary - Current

OperationMultiplied by

Fixed Value0.05

12. Click Done.13. Click Apply.

Building the Third ExpressionThis expression identies workers with a performance rating that is less than 4 and doesn't award them any bonus.

1. Click the Add buon to create the third expression.2. Enter 3 for the Sequence.3. Select Default.4. Click the Create or Edit Expression buon for Column Result for the expression you just created.5. In the Basic tab, enter 0 as the Fixed Value.6. Click Done.7. Click Apply.



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Testing the Dynamic Calculation1. Click the Test Condition and Column Results buon.2. Complete the elds as shown in this table.

Field Value

Performance Rating5

Annualized Full-Time Salary -Current

50000

3. Click Test.4. Verify that the results are as expected and click OK.

FAQs

How can I store user-dened data to use as default worksheetcolumn values?Scenario: You have user-dened data such as scores, ratings, incentive plan, target percentages, and special earningcalculator values stored in your HR application. You want to use this data to calculate bonuses, targets, group workersfor compensation purposes, and so on.

Use tasks in the Dene Elements, Balances, and Formulas task list in the Setup and Maintenance work area to:

1. Create a single payroll element with many input values and label these input values according to the data youwant to load.

2. Load the worker-level data into element entries.3. Write fast formulas to display each element input value as a default value in a worksheet column.

What happens if I select Value Remains Unchanged when Icongure a column's properties?The percentages stored in the following columns remain static and don't change even when the corresponding amountrelated to eligible salary or budget pool changes.

• Compensation Percentage of Eligible Salary

• Compensation Percentage Maximum

• Compensation Percentage Minimum

• Target Percentage



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• Target Percentage Maximum

• Target Percentage Minimum

• Worker Budget Percentage

• Percentage of Budget Pool

Why are some columns already enabled in my new task?Each task type includes commonly used columns enabled by default. You can deselect the columns if you don't wantthem to appear on the worksheet. Deselect the columns on the Congure Worksheet Page Layout page.

What's the dierence between Basic and Advanced tabs in the Editor Create Condition Rules dialog box?The Basic tab takes you through a sequence of steps to create a condition and places the columns and operators in thecorrect position of the expression.On the Advanced tab, you can use the series of steps to create an expression. You can also:

• Manually edit a condition by placing the cursor where you want to insert a column or operator

• Create a condition by typing the names of columns and operators

Open the Edit or Create Condition Rules dialog box from the Manage Dynamic Column page.


Chapter 20Column Properties

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20 Column Properties

Overview of Column PropertiesUse the Congure Column Properties page to congure a column's properties. The number of sections that appear onthe page and the elds that appear in the sections vary depending on the column you're conguring.

PagesThe following table shows on which page the Congure Column Properties page is available and where the columnsappear:

Page Location

Congure Worksheet Page Layout

Summary table of the worksheet Detail table of the worksheet

Congure Budget Page Layout

Summary table of the budget sheet Detail table of the budget sheet Worker List page

SectionsThe following table lists the sections and what you congure on them:

Section Congures

General

Display and storage of data

Visibility and Access

Visibility of a column and who can view or update it Security of columns based on the presence or absence of a particular role or roles

Default Values

Seings that control default values displayed in the column

Element Mapping

How to transfer approved compensation awards to HR

Information

Additional information or details about the data displayed in any column



144

Options to Congure the General SectionThe options available in the General section control the display and storage of data. They vary depending on the typeof column you're conguring and the selections you make on the page. The section appears on the Congure ColumnProperties page.

The following table shows the elds that might appear in the section:

Field Description

Data Type

Number or character.

Rounding Rule

How you want numbers to round.

Decimal Place to Display

The number of places to show to the right of the decimal.

Show Numeric Separators

Display numeric separators, such as commas and periods.

Default Sequence

Sequence that the column appears in relation to the other columns.

Wrap text

Adjust row height rather than column width to show all of the eld data.

Column Width

Column width in pixels from 50 to 200.

Column Shading

The color to apply as background for the column.

Monetary

Display monetary values. The application converts the values when managers change theworksheet display currency.

Include in Audit Trail

Include changes made to this column in the audit trail.

Value Remains Unchanged

The percentages stored in certain columns are to remain static and not change even when thecorresponding amount changes.

Lookup Type

Display the related lookup type for the list value. Available for user-dened list columns only.

Display Total for All Components

Display a total for all components in the summary section of the worksheet. Available fornumeric columns in the summary tab only.



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Related Topics

• What happens if I select Value Remains Unchanged when I congure a column's properties

Options to Congure the Visibility and Access SectionYou use the Visibility and Access section to congure if a column is visible and who can view or update it. You canalso secure columns based on the presence or absence of a particular user role. For example, you want compensationmanagers to view and update a dierent set of worksheet columns than line managers. The section appears on theCongure Column Properties page.

Main Column SeingsThe main column seings control column access when you don't select overrides. When you do select override roles,these seings control column access for all other roles. The following table shows the main column seings and whatyou congure:

Seing Congures

EnableDisplay the column on the worksheet.

Read-onlyMake the column not editable on the worksheet.

Initially hidden Hide the column in the worksheet until the manager selects to display it in the worksheet.Managers can add the hidden column to their worksheet by using the View menu.

Role-Based OverridesYou override main column values on the worksheet based on role by selecting an override seing and adding one ormore roles. Overrides apply only to roles added. The following table shows the override values and actions:

Value Action

Not Enabled

Disable previously congured seing

Read Only

Role has read only access

Updatable

Role has update access

Blank

Don't override the main column values



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Specify how the override seings apply to the roles you added by selecting one of these values:

• User has any of these roles

• User has none of these roles

Formula Type for Compensation Default Access LevelThe Compensation Default Access Level formula determines the access level for the selected workforce compensationplan hierarchy. You select the formula on the Congure Hierarchies page.


• DATE_EARNED

• EFFECTIVE_DATE

• END_DATE

• START_DATE


• HR_TERM_ID

• JOB_ID



• ORGANIZATION_ID



• PAYROLL_TERM_ID

• PERSON_ID




CMP_IV_PLAN_ID

Number

Y

Plan ID

CMP_ IV_PERIOD_ID

Number

Y

Period ID



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Date

Y


CMP_ IV_ HIERARCHY_ TYPE

Char

Y

Hierarchy Type


Date

Y

Plan Start Date


Date

Y

Plan End Date


Date

Y



Date

Y



Date

Y



Date

Y



Number

Y

Assignment ID

CMP_ IV_PERSON_ID

Number

Y

Worker ID



UPDATABLE

Char

Y

Updatable

READONLY

Char

Y

Read-only

NOACCESS

Char

Y

No Access

Sample FormulaThis sample formula determines if a person is selected for a workforce compensation plan based on theirassignment_id.



148

/*******************************************************************FORMULA NAME : Compensation Default Access LevelFORMULA TYPE : Compensation Default Access Level DESCRIPTION : Assignment_id based selection fast formula *******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/ INPUTS ARE CMP_IV_ASSIGNMENT_ID (number), CMP_IV_PLAN_ID (number)/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/ DEFAULT FOR CMP_IV_ASSIGNMENT_ID IS 0 l_selected = 'Y' /* 100000008154095 - [email protected] - GBI data*/ if (CMP_IV_ASSIGNMENT_ID = 100000008154095) THEN ( l_selected = 'NOACCESS' ) else ( l_selected = 'UPDATABLE' ) RETURN l_selected/*================ FORMULA SECTION END =======================*/

Related Topics• Formula Compilation Errors• Formula Execution Errors• When do I run the Compile Formula process• Example of Writing a Fast Formula Using Formula Text

Options to Congure the Default Values SectionUse the Default Values section to specify seings that control default values displayed in the column. The valuespopulate the column on the worksheet when you run the Start Compensation Cycle process or the Refresh Dataprocess. To include the column when you run the Refresh Data process, ensure that the column value is subject torefresh. Conguring default values is optional. The section appears on the Congure Column Properties page.

Default ValuesThe following table shows the default values and what you congure:

Value Congures

Default Value

Enter an initial, specic value for a column.

Default and Override Formula

Override any existing values and display values using the Compensation Default and Overrideformula type.







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Value Congures

Test the formula for a sample person record to verify that the formula returns the expectedresults.

Compensation Derived Factor

Display values using a compensation derived factor.

Cross Reference Fields

For certain columns you have the option to cross reference data from other columns andplans.

External Data Record Type

User-dened lookup that stores record type from another application or third party.

External Data Column

Source column for values from the external data table.

Related Topics

• Formula Type for Compensation Default and Override

Options to Congure the Element Mapping SectionWhen you congure compensation component columns you identify how to transfer approved compensation awardsto HR. You use the Element Mapping section for the Compensation Amount column to identify awards as salaryadjustments or as lump sum payments. The section appears on the Congure Column Properties page.

Adjustment to Base PayIf the compensation component is an adjustment to base pay you select Yes for Post as Salary. The application updateseach worker's salary record with the amount stored in the column. If you want to post the current salary adjustment asan itemized adjustment, you can optionally select a salary component, which creates a salary component record in eachworker's main salary record.

• If you map to salary components, the Transfer Data to HR process posts approved salary adjustments to theindividual components in the worker salary records.

• If you don't map to a salary component, the transfer process posts the sum of all components as a single salaryadjustment to worker salary records.

ExampleYou have a plan with two salary components for a worker's allocations:

• Merit Pay = 5,000 USD

• Cost of Living Allocation (COLA) = 1,500 USD



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You want both of these components to increase the worker's base pay amount and you want to retain the breakdown ofthe amount for each component. When you congure the Compensation Amount columns for the Merit Pay and COLAcomponents, you map:

• Merit Pay plan component to the Merit Salary component

• COLA plan component to the COLA salary component

The following table shows what the worker's salary record displays when the application transfers data to HR:

Adjustment Amount in USD

Merit

5,000

COLA

1,500

Total

6,500

You can modify the list of salary components available using the CMP_SALARY_COMPONENT lookup type.

Lump Sum PaymentIf the compensation component is a lump sum payment, you select No for Post as Salary. You add the payroll elementsto use to pay the compensation award. You can add multiple payroll elements to accommodate payments in dierentcurrencies and for workers in dierent legislative data groups.

Related Topics

• How Actions and Reasons, Salary Components, and Plan Components Work Together

Examples of Role Based Column AccessYou can secure worksheet columns based on a particular role or roles. You select an override seing when youcongure the worksheet column properties. Best practice is to congure the main column seing that applies to themost number of roles. Then, congure the override seings for the least number of aected roles. Follow these steps:

1. Enable columns using the Congure Worksheet Page Layout page.2. Adjust access using the Congure Column Properties page, Visibility and Access section.

The following scenarios illustrate when you might want to vary column access.

One Role Can See the Column, But the Other Role CannotYou want compensation managers to see compa-ratio, but not line managers. Follow these steps:

1. Enable the Compa-Ratio column under the main column seings.2. In the Visibility and Access section, select the values as shown in the table:



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Field Value

Override Seing Not Enabled

Condition User has any of these roles

3. Add the line manager role.

Both Roles Can See the Column, But Only One Role Can UpdateYou want both compensation managers and line managers to see the user-dened column, Individual PerformanceMultiplier, but only compensation managers to update it. Follow these steps:

1. Enable a user-dened numeric column and title it Individual Performance Multiplier.2. In the Visibility and Access section, select the values as shown in the table:

Field Value

Main Column Seings Read-only

Override Seing Updatable

Condition User has any of these roles

3. Add the compensation manager role.

All Roles Can See and Update the Column, Except for AlternateApproversYou want compensation managers and line managers to see and update the user-dened column IndividualPerformance Multiplier. But, you don't want alternate approvers who aren't line managers or compensation managersto view or update it. Follow these steps:

1. Enable a user-dened numeric column and title it Individual Performance Multiplier.2. In the Visibility and Access section, select the values as shown in the table:

Field Value

Main Column Seings Enabled



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Field Value

Override Seing Not enabled

Condition User has none of these roles

3. Add the line manager and compensation roles.

Guidelines to Congure the Eligible Salary ColumnYou must congure the Eligible Salary column for each component in the plan when you use percentage columns orwhen your budget pool stores budgets as percentages.

Many calculations use eligible salary, such as

• Allocation percentage

• Target percentage

• Worker budget percentages

You might make eligible salary equal to each worker's current base pay, or you might prorate it based on variousfactors.

To dene eligible salary:

• Select a fast formula or derived factor while you congure the column properties on the Congure ColumnProperties page, Default Values section

• Use dynamic calculations to determine each worker's eligible salary using the Manage Dynamic Columns page

Delivered samples of eligible salary proration formula are available to copy and modify from the Manage Fast Formulapage. Use the Compensation Default and Override formula type.

Related Topics

• Examples of Dynamic Calculations


Guidelines to Congure the Budget Amount - WorkerColumnCalculation methods aect the monetary amounts shown in the Budget Amount - Worker column. The applicationstores these amounts in corporate currency.

When you use a fast formula to calculate an amount for the column, the value is calculated in the worker's localcurrency. However, the converted worker budget amounts displayed on the worksheet and budget sheet are incorporate currency.



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When you use a dynamic calculation to calculate an amount for the Budget Amount -Worker column, you want toinclude the exchange rate. To calculate the corporate currency, divide the local currency value by the exchange rate forthe corresponding component in the dynamic calculation.

Fast Formulas or Dynamic Columns to DisplayInformation in Worksheet ColumnsYou can use fast formulas and dynamic columns to vary column results on the worksheet. The best method depends onthe data you use, the complexity of the calculation, and the timing of the refresh data process.

Varying Worksheet Column ResultsThe following table compares the two methods.

Comparison Using Fast Formulas Using Dynamic Columns

Data Used

Any data in Oracle Fusion applicationsthat has a database item (DBI)

Other worksheet columns

Calculation

Simple to complex formulas that requiremultiple compound conditions or multipledatabase records

Simple "if then" expressions or a fewcompound conditions

Refresh Timing You run the:

• Start Compensation Cycle processfor the rst time

• Refresh Data process with theRefresh column defaults or Fullrefresh option selected

You run the:

Start Compensation Cycle process for therst time

Refresh Data process with one of theseoptions selected:

• Refresh column defaults• Full refresh• Refresh dynamic columns

A manager tabs out of a column, if youselect the Change worksheet data option

Where Created

Manage Fast Formulas task

Manage Dynamic Columns page

Related Topics• Dynamic Calculations in Compensation Plans• Formula Type for Compensation Default and Override• Overview of Using Formulas




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Guidelines to Congure Numeric Properties in ModelsWhen you congure numeric columns you determine the following numeric properties: whether to use numericseparators, how to round numbers, and how many decimal places display.

Numeric PropertiesWhen you use the numeric columns in models, the numeric properties vary depending on from where you open themodel and where you congured the column. The following table shows the source of the column conguration bywhere you open the model.

Model Region Where Model Opened Numeric Properties Source

Model Summary

Budget Sheet

Congure Budget Page Layout SummaryTab, Dene Column Properties page

Model Summary

Worksheet

Congure Worksheet Page LayoutSummary Tab, Dene Column Propertiespage

Model Detail Table

Anywhere

Congure Worksheet Page Layout DetailTab, Dene Column Properties page

Add External Compensation DataThis example demonstrates how to add a single row of external data and then use the data in workforce compensationand total compensation statements.



Do you want to use one of the delivered lookup codes or add aunique code?

Add a unique code

Do you want to import or manually add the external data?

Manually add

Do you want to use the data for workforce compensation or totalcompensation statements?

Both

What do your external data user-dened columns represent? • Column 01 is Beginning Balance



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• Column 02 is Ending Balance

Task SummaryTo import external compensation data, complete the following tasks. Use the default values except where otherwiseindicated.

1. Add a lookup code.2. Add external data.3. Congure the worksheet columns.4. Congure the compensation items.

Prerequisites1. Install the Oracle ADF Desktop Integration Add-in for Excel.2. Congure a workforce compensation plan.3. Create a total compensation statement.

Adding a Lookup Code1. In the Compensation work area Tasks panel tab under Common Conguration, click Manage Lookups to open

the Manage Lookups page.2. Search for the CMP_EXTERNAL_DATA_RECORD_TYPE lookup type.3. In the CMP_EXTERNAL_DATA_RECORD_TYPE: Lookup Codes section, click Add.4. Complete the elds as shown in this table.

Field Value

Lookup CodeFID_401K

Display Sequence1

Start Date1/1/01

End Date12/31/20

MeaningFidelity 401K

DescriptionData from Fidelity 401K provider



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Field Value

5. Click Save.

Adding External Data1. In the Compensation work area Tasks panel tab under Common Conguration, click Manage External Data to

open the Manage External Data page.2. In the Search Results section, click Add.3. In the Person Name eld, select the person for whom you're adding the external data.4. Complete the elds as shown in this table.

Field Value

Record TypeFidelity 401K

Start Date1/1/14

End Date12/31/14

Sequence Number1

CurrencyUS Dollar

Column 01100,000

Column 02132,000

Conguring the Worksheet Columns1. In the Compensation work area Tasks panel tab under Workforce Compensation, click Manage Plans to open

the Manage Workforce Compensation Plans page.2. Click the congured workforce compensation plan to open the Dene Workforce Compensation page.3. For Congure Worksheet Display, click Go to Task to open the Congure Worksheet Display page.4. For a compensation type tab, click Congure to open the Congure Worksheet Page Layout page.5. Select the Detail Table tab.6. Expand User-Dened Columns.7. Enable User-Dened Numeric Column 16. Because the external data in this example is numeric, you select a

numeric type column.8. In the Display Name eld, enter Beginning Balance.



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9. Click the Congure Column Properties buon to open the Congure Column Properties page.10. In the Default Values section, complete the elds as shown in this table.

Field Value

External Data Record TypeFidelity 401K

External Data ColumnColumn 01

11. Click OK to return to the Congure Worksheet Page Layout page.12. Enable User-Dened Numeric Column 17.13. In the Display Name eld, enter Ending Balance.14. Click the Congure Column Properties buon to open the Congure Column Properties page.15. In the Default Values section, complete the elds as shown in this table.

Field Value



16. Click OK to return to the Congure Worksheet Page Layout page.17. Click Save and Close to return to the Congure Worksheet Display page.18. Click Save and Close to return to the Dene Workforce Compensation page.19. Click Done to return to the Manage Workforce Compensation Plans page.

Conguring the Compensation ItemsAdd the two compensation items. Repeat steps 2 and 3 to create the second compensation item.

1. In the Compensation work area Tasks panel tab under Total Compensation Statements, click ManageCompensation Item to open the Manage Compensation Items page.

2. In the Search Results section, click Create to open the Create Compensation Item dialog box.3. Complete the elds as shown in this table.

Field Item One Value Item Two Value

Item NameBeginning Balance

Ending Balance

Source Type

External Data

External Data

Record TypeFidelity 401K Fidelity 401K



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ColumnColumn 01

Column 02

Type of CompensationMonetary

Monetary

CurrencyUS Dollar

US Dollar

4. Click Save and Close to return to the Manage Compensation Items page. The rst time, repeat steps 2 and 3 tocreate the second compensation item. The second time, click Save and Close.

Related Topics• How can I add external compensation data to use in workforce compensation and total compensation

statements• How can I add external compensation data for multiple assignments• External Data Lookups

Considerations for Cross Referencing Data BetweenPlansTo see data combined from multiple plans in one plan, create a single reporting plan and cross reference data forcertain columns from other compensation plans. The referenced data is available in the new plan immediately afteryou save the worksheet in the originating plan. When you set up a new plan, you congure the column properties forthe worksheet columns. If the type of column is available to cross reference, then you can specify the following defaultvalues:

• Cross-reference plan

• Cycle matching

• Column to cross reference

Cross-Reference PlanYou can cross reference all active plans, even plans with no started cycles. You can also reference a plan within itselfto display values from a previous plan cycle in a subsequent cycle. For example, you can display a target amount froma previous plan cycle in the current plan cycle. Managers are aware of that data when making a current compensationdecision.

Cross-referencing a column from another plan is not available if you have selected values for these elds on theCongure Column Properties page:

• Default Value

• Default and Override Formula

• Compensation Derived Factor



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Cycle MatchingYou select which cycle to use to obtain the reference data by specifying the cycle to match. You must start the cyclerst. The following table describes the cycle matching values:

Value Description

Same Cycle Extract Date

Match the HR Data Extraction Date of the current plan's cycle to nd the cross-reference plan'scycle.

Same Cycle Display Name

Match exactly the same display name of the current plan's cycle to nd the cross-referenceplan's cycle.

Previous Cycle Extract Date

Compare the current plan's HR Data Extraction Date to the most recent extract date from thecross reference plan. The extract date from the cross reference plan must be earlier than thecurrent plan's date. You can use this value to reference data from cycle to cycle within thesame plan, such as to bring in values from last year's bonus cycle.

Latest Cycle Extract Date

Obtain the latest extract date from the cross reference plan without regard to the current plan'sextract date. You can use this value in a total compensation plan that is always available andautomatically clears after the new cycles run.

Columns to Cross ReferenceYou can cross reference most columns in the cross reference plan. You can't cross reference the following types ofcolumns

• Promotion columns

• Performance Management columns

• Iconic columns

• HR data columns

• Percentage columns

• Columns that are cross referenced from another plan



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Examples of Cross Referencing Data Between PlansThe following examples illustrate when to cross reference data between compensation plans.

Example 1You create a salary plan and a bonus plan. You want managers to have a total compensation view when awarding fromeither plan, even if they are not open concurrently. Follow these steps:

1. In the bonus plan, reference the New Salary or Salary Change Amount column.2. In the salary plan, reference the Bonus Amount column.

Example 2Your company wants to create a single compensation change statement that includes compensation awarded frommultiple plans. Follow these steps:

1. Create a compensation statement plan.2. Reference all the compensation awarded from each of the dierent plans into the compensation statement

plan.3. Generate worker statements from the single plan.

Each worker receives only one compensation statement.

How You Test and Troubleshoot the Default andOverride FormulaYou can test the Default and Override formula that you use to determine a column's default value when you congurethe column properties. For example, when you congure the Eligible Salary column, you select an eligible salaryproration formula to calculate the eligible salary for your workers. To test the results, you select a sample worker andassignment. The Test Results dialog box returns a value of 40,000, which is the expected eligible salary for the workerthat you tested.

The following table describes some of the results you might receive and the corrective actions:

Results Corrective Action

Value you expect

None

Incorrect formula

Go to the Manage Fast Formula page to correct your formula.



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Results Corrective Action

No salary

Check the person's salary record and ensure that the record exists as of the HR Data ExtractDate

Person is ineligible

Check the eligibility prole associated with the assignment.

Related Topics




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Chapter 21Default Worksheet Display

163

21 Default Worksheet Display

FAQs

What happens to the plan level default worksheet displaycongurations if managers set their own default display?The default display seings that managers set on the worksheet take precedence over the plan-level seings on theCongure Default Worksheet Display page.


Chapter 21Default Worksheet Display

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Chapter 22Alerts

165

22 Alerts

Predened AlertsYou can use predened alerts to notify managers about issues on the worksheet that need their aention. Use theCongure Alerts page to enable predened alerts.

Predened AlertsHere are the conditions on the worksheet or changes in HR that trigger predened alerts.

Predened Alert Trigger

Salary changed in HR

Salary amount changed in HR

Allocation outside target range

Compensation amount is less than the target minimum or greater than the target maximumcongured on the Congure Worksheet Page Layout page

Grade changed in HR

Grade changed in HR

Primary worksheet manager does notmatch line manager

Primary worksheet manager doesn't match line manager on the worker's employment record

New salary outside salary range

New salary amount is less than the salary range minimum or greater than the salary rangemaximum for their current grade

Worker was terminated

Worker was terminated in HR

The HCM Events framework triggers the HR related alerts. When you run the refresh process, the alerts clear, as thedata are now in sync with HR.

Create a User-Dened AlertThis example demonstrates how to create an alert that displays a warning on the worksheet when a manager allocatesa bonus amount that is more than the recommended bonus amount. The following table summarizes key decisions forthis scenario.


Chapter 22Alerts

166


What worksheet actions do you wantto trigger the alert?

Manager allocates a bonus amount that is more than the recommended bonus amount.

What type of alert do you want todisplay?

Warning

Task SummaryTo create the alert, complete the following tasks. Use the default values except where otherwise indicated.

1. Create an alert.2. Test the alert.

Prerequisite1. Create a workforce compensation plan.

Creating the Alert1. On the Dene Workforce Compensation page, Congure Alerts row, click Go to Task.2. In the Alerts section, click the Add buon.3. In the new row complete the elds as shown in this table.

Field Value

NameBonus exceeds maximum recommended amount

TypeWarning

DescriptionYou allocated more than the recommended bonus amount

4. Click the Dene Condition that Displays Alert on Worksheet buon.5. On the Edit Condition dialog box, Basic tab, click Build Condition.6. Complete the elds as shown in this table.

Field Value

ColumnBonus Amount


Chapter 22Alerts

167

Field Value

OperationIs greater than

7. Click Switch to Column.8. Select Bonus Target Amount.9. Click Done.

10. Click Validate. This step is optional.11. Click OK.12. Click Apply.

Testing the Alert1. Click the Test Alert Condition buon.2. On the Test Condition dialog box complete the elds as shown in this table.

Field Value

Bonus Amount5000

Bonus Target Amount2000

3. Click Test.4. Verify that the results are as expected in the Review Results dialog box and click Done.

Examples of User-Dened AlertsYou can create alerts that appear in the worksheet that notify managers to conditions that exist. Use the CongureAlerts page to dene:

• The type of alert

• The criteria that triggers the alert

• A description that appears with the alert

The following scenarios illustrate when you might want to create alerts.


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168

Warning Managers That Their Compensation Amounts ChangedAfter They Allocated CompensationYou want to warn managers when someone changes a compensation amount that they entered for a worker. Youcreate a condition that triggers an alert anytime someone overrides an amount entered by the person who supplied theoriginal amount. The following table shows how you create the alert.

Field Data

Type

Warning

Criteria Original Amount Updated By - Component 1 column is not equal to Compensation Amount

Last Updated By - Component 1 column

Description

The amount you entered was overridden.

Preventing Managers From Allocating More Than TargetedYour company policy prohibits managers from allocating more compensation than is targeted for a worker. You createa condition that triggers an alert when a manager allocates more than the worker's targeted amount and tells themanager how to resolve the problem. Error preventing submit alerts prevent managers from saving or submiing theirworksheets until they resolve the issue. The following table shows how you create the alert.

Field Data

Type

Error preventing submit

Criteria Compensation Amount column is greater than Compensation Target column

Description

Compensation amounts can't exceed dened targets. Adjust the amount you allocated to theworker.


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Notifying Managers When New Base Salary Is Greater Than SalaryRange MaximumYou want to notify managers when a worker's new base salary exceeds the worker's salary range maximum. Thefollowing table shows how you create the alert.

Field Data

Type

Information

Criteria New Base Salary column is greater than:

Salary Range Maximum - Current column

Or

Salary Range Maximum - New column

Description

Worker's new salary exceeds the worker's salary range maximum.


Chapter 22Alerts

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Chapter 23Individual Worker Display

171

23 Individual Worker Display

How You Congure Individual Worker DisplayYou can congure a worksheet page to show information about an individual worker. In the worksheet, managers clickthe worker's name to open the page. Depending on how you congure the page, managers can allocate compensation,promote workers, add notes and aachments, and view alerts. You congure the display on the Congure IndividualWorker Display page.

The aspects of individual worker display page conguration are:

• Page properties

• Page content

• Preview individual worker display

Page PropertiesYou can congure pages to display information in either of these ways:

• As a single vertical page with information in sections

• Using up to 10 infotiles on the left side of the worksheet page. Managers click infotiles to display detailedinformation.

Page ContentYou add content to either type of page by adding sections and specifying their display sequence. The single page andan infotile can have up to 15 sections. You can add a mix of information about the page using dierent content typesand components.

The following table shows the content types and their data sources.

Content Type Content Source

Predened Content Selected worksheet columns from the Congure Worksheet Page Layout page

• Alerts• Aachments• Job history• Notes• Performance history

Summary

Summary columns from the Congure Worksheet Page Layout page.

Worksheet Columns

All worksheet columns from the Congure Worksheet Page Layout page



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Content Type Content Source

Salary Rates

Rate data from the salary tables as of the HR data extraction date.

Caution: Any changes you make here to a worksheet column's properties or dynamic calculations changesthe data in the Congure Worksheet Page Layout page as well. This is not the case for the salary rates data.

The following gure shows the data source is the same for worksheet columns data displayed on both pages.

Worksheet Columns

Configure Individual Worker Display Page

Configure Worksheet Page Layout Page

You can mix the content types within the page. For example, you have one infotile for all employment informationusing the Worksheet Column type. Then, you have another infotile for the salary rates information. Finally, you use the



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Predened Content type to add Alerts, Notes, and Aachments. You can create something similar for the single pagesetup.

Tip: The predened content renders best when you add one per section.

Preview Individual Worker DisplayYou can see what the page looks like on the worksheet. All data elds are blank. Conguring the individual workerdisplay is an iterative process. You return to the previous pages, make edits, and preview again.

Related Topics

• Overview of Column Properties

• Dynamic Calculations in Compensation Plans



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Chapter 24Reports and Dimensions

175

24 Reports and Dimensions

OTBI Reports in CompensationYou can use Oracle Transactional Business Intelligence (OTBI) to create real-time reports using WorkforceCompensation, salary and stock data. In the Workforce Compensation work area, you can make these reports availableto line managers to reference during a compensation cycle.

For more information on creating OTBI reports, see the Oracle Business Intelligence Enterprise Edition User's Guide.

Adding the Reports to a Compensation PlanAll OTBI and Oracle Business Intelligence Enterprise Edition (OBIEE) reports that you save in theshared/custom/HCM/Compensation folder are available to add to a Workforce Compensation plan. As you congure the reports for the plan,you can add reports from this folder and provide a new display name, if you want. You can add up to 25 reports for eachplan. Removing a report from a plan doesn't delete the source report from its original location.

Implementor AccessThe Compensation Manager and Compensation Analyst roles contain the privileges to view and create OTBI reports.Implementors must have the Compensation Manager role to view the available reports, in addition to the CompensationAdministrator role required to set up a compensation plan.

Line Manager AccessLine managers must have the Compensation Transaction Analysis Duty role to view OTBI reports. The delivered linemanager role doesn't inherit this duty role. You must create a line manager role that includes the CompensationTransaction Analysis Duty. Then, line managers can access an OTBI report from the Reports task pane in the workforcecompensation work area. All managers at all levels of the hierarchy can view the reports.

Dimensions in CompensationDimensions are aributes that you use to group data in reports or as criteria when building models. You can enablethe dimensions that have meaning to your organization within the context of the plan. Some examples of delivereddimensions are:

• Country

• Department

• Years of service

• Performance management rating

• Location

• Job

• Position


Chapter 24Reports and Dimensions

176

• Grade

Aspects of dimensions include:

• Reporting usage

• Modeling usage

• Range increments

Reporting UsageReports use dimensions to group data. For example, you can analyze:

• Compensation allocations by country and job to see how average allocations vary

• Salaries by performance rating and compa-ratio to verify data or correct pay discrepancies, for a givenmanager's team

Modeling UsageModels use dimensions as criteria to build models. For example, when you create a model to automatically allocatesalary adjustment amounts, you know that a worker's country and location aect the allocation. You can select Countryand Location as modeling criteria to model values for workers who meet each combination of criteria.

Range IncrementsWhen aggregating data across people, you can dene increments to display for the following ranges:

• Compa-Ratio

• Salary Range Position

• Years Employed

• Performance Management Calculated Overall Rating

• Performance Management Calculated Goal Rating

• Performance Management Calculated Competency Rating

Graphs and tables don't show a separate data point for each person. Instead, they show people grouped within theincrements dened. For example, when using compa-ratio to group data in reports, you want to see workers groupedin increments of 10 percentage points. The model groups together all workers whose compa-ratio falls between 80 and90.


Chapter 25Validation and Processing

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25 Validation and Processing

How You Handle Processing of Terminated WorkersWorkers with a termination date between the cycle evaluation start date and HR data extraction date are included in thecycle as long as they meet all eligibility criteria. The Start Compensation Cycle process uses the worker's terminationdate to extract HR data rather than the HR Data Extraction date.

When the cycle is over, the Transfer Data to HR process creates element entries and salary records to process lumpsum awards and salary adjustments. The eective date of the award must be earlier than or equal to the worker'stermination date. The Transfer Data to HR process fails if a salary adjustment or lump sum eective date is later thanthe worker's payroll last standard process date.


Chapter 25Validation and Processing

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Chapter 26Global Seings

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26 Global Seings

Notications in Workforce CompensationYou can enable workow notications to be sent when managers perform certain actions using the Congure GlobalSeings task. The Request Information notication is always enabled. The eld doesn't appear on the Congure GlobalSeings page.

Notication TextThe notication name identies the manager action that sends the notication. Each notication consists of header andmessage text, which is not congurable.

Notication Header Text Message Text

Budget Published

Compensation Budget Published for{manager who received the budget}({budget amount} {currency code})

{manager who published the budget}published a budget to you for the plan{plan name}. You can publish budgetsto lower managers or begin allocatingcompensation.

Worksheet Submied

Approval of {plan name} for {submiingmanager}

{submiing manager} submied {planname} worksheet for approval. Review itand take the appropriate approval action.

Worksheet Returned for Correction

Your {plan name} Worksheet is Returnedfor Correction

{submiing manager} returned yourworksheet for correction. Review it, makethe necessary changes, and resubmit forapproval

Worksheet Approved by Higher Manager

Your {plan name} Worksheet is Approved

Your worksheet was approved by{approving manager}. It is still in theapproval process until nal approval isobtained.

Final Approval Obtained

{plan name} Worksheet is Fully Approved

Your worksheet has obtained nalapproval.

Plan Access Changed

{plan name} Worksheet Access WasChanged

Your access to the plan and cycle waschanged.

Worksheet Withdrawn

{plan name} Worksheet was Withdrawn by{manager name}

{withdrawing manager} withdrew the{plan name} worksheet. {withdrawingmanager} will resubmit the worksheetwhen it is ready for your approval.



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Notication Header Text Message Text

Budget Withdrawn

Compensation Budget Withdrawn by{manager name}

{manager name} withdrew your budgetfor {plan name}. Your worksheet willdisplay a zero available budget.

Due Date Changed

{plan name} Worksheet Due DateChanged

Your due date changed. Submit yourworksheet on or before the new due dateshown.

Worksheet Overridden by Higher Manager

Your {plan name} Worksheet wasModied by {manager name}

Compensation allocations for one ormore of your workers was overriddenby {manager name}. View details of theoverride from the plan worksheet.

Request for Information

Information Request from {managername} Regarding {plan name}

{manager name} requested additionalinformation about your worksheet. Reviewthe comments and provide a response.

Eligibility Change

Eligibility Change Requested by {managername} ({worker name})

{manager name} requested to changeworker eligibility for the plan orcomponent. Review the request and takethe appropriate action

Worker Reassignments

Worker Reassignment Requested by{manager name} ({plan name})

{manager name} requested to reassignthe following workers to your worksheet.The reassignment is only eective forthe plan and cycle shown and does notaect the manager relationship in workeremployment records. Review the requestand take the appropriate action

Delegate Worker Used to notify managers only

Workers Added to Your CompensationWorksheet

No predened text.

Remove Worker Delegation Used to notify managers only

Workers Removed from YourCompensation Worksheet

No predened text.

Delegate Worker Used when approval is required

Worker Delegation Requested by {0} ({1})

The following workers will be added toyour compensation worksheet.

Remove Worker Delegation Used when approval is required

Worker Delegation Removal Requested by{0} ({1})

The following workers will be removedfrom your compensation worksheet.



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How Notications Work in Workforce CompensationYou can send notications when managers perform certain actions on the worksheet or budget sheet. The type ofnotication sent depends on the selections made on the Congure Global Seings page.

Seings That Aect the Workforce Compensation NoticationsThe following table shows the individual action that you can set the notication to and examples of each action.

Notication Seing Example

Notify

Always send notications for all worksheet actions

Prompt manager

Send notications for actions only if the initiating manager selects

Approval required

Require approval for eligibility changes

Disable

Disable notications so that none are sent when the plan access changes

Disable is the only action available for all seings. The Request Information notication is always enabled. The elddoesn't appear on the Congure Global Seings page.

How the Workforce Compensation Notications WorkThe following table describes:

• What action initiates the notication

• Who initiates and receives the notication

• Actions, if any, that are available to the notication receiver within the notication

• Conditions that cause the bypass of the notication

Notication Initiating Action Initiator Receiver Actions Availableto the Receiver

ConditionCausing Bypassof Notication

Budget Published Manager's

worksheet statuschanges from NotStarted to BudgetAvailable

Manager whopublished abudget to lowermanagers

Lower-levelmanager forwhom a budgetamount waspublished

Close

None



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WorksheetSubmied

Manager'sworksheet statuschanges toSubmied

Primary worksheetmanager orswitched managerwho initiated theaction

Manager onelevel up fromsender in theplan hierarchy. Ifalternate approverexists, receiveris the alternateapprover

Approve Reject

Submiingmanager is thehighest levelapprover in thehierarchy

WorksheetReturned forCorrection

Manager'sworksheetapproval statuschanges to Returnfor Correction

Higher-levelmanager or userwho switchedto managerand returnedlower manager'sworksheet. Thiscould be analternate approver

Manager whoseworksheet wasreturned forcorrection

Close

None

WorksheetApproved byHigher-LevelManager

Manager'sworksheet statuschanges to InApprovals

Higher-levelmanager whoapproved usingthe submitnotication orswitched managerwho initiatedthe action. Themanager is notthe nal approver.This could be analternate approver

Manager whoseworksheet statuschanged to InApprovals

Close Manager's

worksheet accessis No Access

Final ApprovalObtained

Manager'sworksheet statuschanges to FullyApproved

Top-levelapprover whoapproved alower managersworksheet usingthe submitfor approvalnotication orthe approvalaction from theworksheet. Thiscould be the topalternate approver

Manager whoseworksheet isapproved andall subordinatemanagers

Close Manager's

worksheet accessis No Access

Plan AccessChanged

Higher levelmanager selectsChange Accessfor All Managersor Change Accessfor Selected

Manager whochanged anothermanager's planaccess

Manager whoseplan access waschanged

Close

None



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Managers fromthe worksheet

WorksheetWithdrawn

Manager clicksWithdrawSubmission

Primary worksheetmanager whopreviouslysubmied theworksheet

Approver whoreceived theoriginal worksheetsubmiednotication from alower manager

Close

None

Budget Withdrawn Manager clicks

WithdrawAll Budgetsor WithdrawSelected Budgets

Manager whopreviouslypublished abudget to a lowermanager

Lower-levelmanager forwhom a budgetamount waspreviouslypublished

Close

None

Due Date Changed Manager changes

a due date foran individualmanager or selectsChange Due Datefor All Managersfrom the Actionmenu.

Higher-levelmanager oradministrator

Lower-levelmanager whoseworksheet duedate changed

Close

None

WorksheetOverridden byHigher Manager

Manager oradministratorchanges acompensationamount columnthat was suppliedby anothermanager, andclicks Save

Manager whomodied anamount oradministrator

Manager oradministrator whooriginally suppliedthe amount.

Close

None

Request forInformation

Manager selectsone or moremanagers onthe approvaltask page, andclicks RequestInformation

Manager whorequestedinformation

Selectedmanagers

Reply. This opensa dialog box toreply to the sender Close

None

Delegate Worker Manager selects

one or moreworkers on theworksheet andselects DelegateWorkers from theAction menu

Primary worksheetmanager

Manager selectedto review theworkers.

Dismiss Approve Reject

None



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Remove WorkerDelegation

Manager selectsone or moreworkers on theworksheet andselects RemoveDelegations fromthe Action menu

Primary worksheetmanager whopreviouslydelegated theworkers.

Manager whowas previouslydelegated theworkers.

Dismiss Approve Reject

None

FAQs

Why did the default stock details change?More than one administrator might have access to these seings. The following tasks use the stock price and currencyinformation:

• View compensation history

• Manage workforce compensation

• Generate total compensation statements

How can I congure the content that appears in the workforcecompensation submit for approval notication?You can use the Congure Worksheet Display task to congure the worksheet summary tables. The setup determinesthe content in the Compensation Summary, Performance Summary, and Promotions Summary sections of thenotication.

You can use the BPM worklist composer to congure the Related Links and Comments sections content. You can'tcongure the Details and Summary sections content.

Related Topics

• How You Dene Approvals for Human Capital Management

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Chapter 27Workforce Compensation Administration

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27 Workforce Compensation Administration

Overview of Administer Workforce CompensationMaintain the denitions of compensation plans and global models, maintain and update worker and plan information,run processes, and review administration reports.Compensation administrators can:

• Update plan data.

• Maintain currency rates and access to plans from the watchlist.

• Run processes to:◦ Start a compensation cycle

◦ Transfer data to the HR system

◦ Back out, purge, and refresh compensation data

Compensation managers can:

• Create and manage models for use by line managers or by administrators to distribute compensation directlyto workers.

• Manage worker data by changing assignment data eective for the current plan cycle only.

• Override line manager allocations, job changes, and performance ratings.

• Analyze plan results.

To administer workforce compensation, select Compensation on the home page.

Related Topics• Enter Daily Rates Using the Daily Rates Spreadsheet• Update Currency Rates

Options to Congure Approvals in CompensationThe hierarchy type dened for the plan determines the approvals hierarchy. You can create an alternate approvalhierarchy for a manager that overrides the plan hierarchy.

You can also specify:

• Approvals in a dierent sequence

• Approvals by dierent people

• When managers can submit their worksheets for approval

• When they can approve their lower managers' worksheets

Decisions to make when conguring approvals are:

• Approval mode

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• Submit mode

• Alternate approver hierarchy

Approval ModeApproval mode identies when managers can approve their lower managers' worksheets. The following table shows theapproval mode and timing.

Mode Timing

Approve anytimeManagers can approve their lower managers' worksheets at any time during the period theworksheet is available to them.

Manager must rst submitLower level managers must submit their worksheets upward for approval before a higher levelmanager can approve them. Ensures that higher managers don't approve worksheets before lower managers have hadtime to complete them.

Disable approvals Approvals are not required. Approve and Return for Correction actions are not available.

Submit ModeSubmit mode identies when managers can submit their worksheets. The following table shows the submit mode andtiming.

Mode Timing

Submit anytimeManagers can submit their worksheets at any time during the period the worksheet is availableto them.

All managers must be approvedLower level managers must have their worksheets approved before a higher level manager cansubmit his own worksheet for approval. Ensures that higher managers review and approve allocations of lower managers beforesubmiing allocations for their entire organization for approval.

Disable submit Managers can only save their worksheets. The Submit action is not available.

Alternate Approver HierarchyBy dening alternate approvers, you replace the standard approval hierarchy for a manager with a new set or sequenceof approvers. Features of an alternate approver hierarchy are:

• The alternate approver doesn't have to be a part of the regular plan hierarchy.



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• You can create a brand new approval hierarchy for any manager. Do this by identifying the specic individualsand using the approval sequence to determine the order in which approvals occur.

• The highest sequence is the nal approver.

You commonly use alternate hierarchies when approval control transitions from managers to the HR department.

Enter Currency Conversion RatesEnter currency conversion rates manually on the Manage Active Plans page, Currency Conversion Rates tab in theCompensation work area if you don't populate the rates through the Manage Daily Rates task. The Transfer Data to HRprocess posts award amounts in each worker's local currency. Converted rates are for display only in the worksheet.The application doesn't use the rates in any further calculations. You can refresh conversion rates on the Manage DailyRates page. Click Refresh and then Refresh Summary Totals.

Entering the RateTo enter a new currency conversion rate that converts the corporate currency into a new currency:

1. Add a new row.2. Search for and select the currency code, such as CAD.3. Enter the conversion rate.

For example, enter 1.00695 where 1 USD equals 1.00695 CAD.4. Save the rate.

Repeat these steps to add additional currencies. If you manually override rates after starting a compensation cycle orpublishing budgets, run the refresh data process immediately to refresh summary data to use the current rates. Run theprocesses from the Run Batch Process page.

Examples of Managing Workers After the CompensationCycle StartsYou can reprocess an individual who was previously found eligible or ineligible and reevaluate eligibility for a plan. Youcan add to a plan a worker who was not originally found eligible. The following scenarios illustrate when you might wantto reprocess or add a worker to a plan after the compensation cycle starts.

Worker Transfers Into an OrganizationMaria transfers into your organization after the compensation cycle starts and might be eligible to receivecompensation. The process evaluates her eligibility for the plan and cycle based on the plan and cycle you select. If theprocess nds Maria eligible for the compensation plan, it adds her to the appropriate manager's worksheet.



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Worker's Data is Corrected in HRMichael was ineligible for a compensation plan because of incorrect data in his employment record. HR corrects thedata after the compensation cycle starts. When you reprocess Michael, the process reevaluates his eligibility based onthe corrected data. If it nds Michael eligible, it adds him to the appropriate manager's worksheet.

Worker Leaves an OrganizationJanice is eligible for compensation when a cycle starts. A week later, she leaves your organization and is no longereligible for a compensation award. When you reprocess Janice, the process reevaluates her eligibility, nds herineligible, and removes Janice from her manager's worksheet.

Contingent Worker Becomes a Regular WorkerRavi, a contingent worker, is not eligible to receive compensation when a cycle starts, but manages workers who areeligible. At this time his processing status is Limited, which allows him only to allocate compensation and approve lowermanagers' worksheets. A few weeks later, Ravi becomes a regular worker and is now eligible to receive compensation.When you reprocess Ravi, the process reevaluates his eligibility and nds him eligible. Ravi's eligibility status changes toEligible and the process adds him to the appropriate manager's worksheet.

FAQs

What's the dierence between primary worksheet managers,secondary managers, and other reviewers?Primary worksheet managers are the worksheet owners responsible for the nal compensation allocated to eligibleworkers, commonly the supervisors of the workers who appear on the worksheets. Each manager in the primaryhierarchy receives a worksheet to allocate compensation to his directs and indirect reports. Primary managers managebudgets and submit their worksheets for approval up the approval hierarchy.

Secondary worksheet managers can view compensation information for workers available to them, including workersat lower levels in the hierarchy. Secondary worksheet managers are not necessarily the workers' primary worksheetmanagers but can be. Depending on how the plan is congured, the secondary managers can update and proposecompensation and save their worksheet. Or they can only view allocations proposed by the primary worksheetmanager. They don't submit worksheets for approval. Primary worksheet managers consider secondary managers'proposed allocations and may include them when they submit their worksheets.

Other reviewers are people who are delegated one or more workers by primary worksheet managers. Other reviewershave access similar to secondary managers, but the review hierarchy is only one level.



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Why would I add another reviewer to this worker?The primary worksheet manager may not be familiar with the worker's performance because the worker receives dailydirection from another person or works in a dierent location than the primary worksheet manager.

What's a Limited to Normal processing method?This method gives full participation in a workforce compensation plan to a person who has limited participation. When aperson isn't eligible for a plan but has at least one subordinate worker who is eligible, the person's eligibility is Limited.The person can manage budgets and allocate compensation but can't receive compensation within the plan.

If the person becomes eligible for the plan after a cycle starts, you can add the person using the Limited to Normalprocessing method. The process adds the person to a manager's worksheet and makes the person eligible to receivecompensation.

You can use the Administer Workers task to update an individual worker. Or use the Reevaluate Limited Eligibilityoption on the Refresh Data process to update several workers.

What's the dierence between real-time statements and storedstatements?Managers generate real-time statements while in the communications task in a compensation plan. Administrators cangenerate them in the administer workers task.Administrators generate stored statements when they run the Process Workforce Compensation Change Statementsprocess. People can then use these statements if they have the required access. Administrators can select the accessvisibility option to grant access.



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Chapter 28Batch Processes

191

28 Batch Processes

Refresh Data Process OptionsThe Refresh Data process synchronizes workforce compensation data with HR data, updates the plan design, updatesthe currency conversion rates, and recalculates the summary data. Decisions you make when you run the refresh dataprocess involve the:

• Refresh date

• Refresh options

Refresh DateThe refresh date determines the date used to refresh the data for the selected refresh options. Run the process as oftenas needed depending on your business requirements. Refresh frequency examples:

• Refresh nightly to ensure that line managers see the most current data including terminated workers, transfers,and other employment changes.

• Refresh only after you make a change to the plan conguration.

The following table shows the refresh date options and the corresponding date used to refresh the data:

Refresh Date Date Used

Actual Process Run Date

Date the process runs for all processing, including eligibility.

Plan Cycle Dates Following two dates congured on the Plan Cycle dialog box:

• Eligibility Determination Date for eligibility processing• HR Data Extraction Date for all other processing

Specic Date

Date you enter for all processing, including eligibility.

Predened alerts use the most appropriate date for the type of alert and are exempt from the Refresh Data processing.In addition, new salary ranges, new compa-ratio, and other metrics associated with a promotion to a new grade use thePromotion Eective Date.

Refresh OptionsYou can select one or more refresh options to process. Manual primary worksheet manager and worker eligibilitychanges revert to their original values unless you identify the changes you don't want overridden on the AdministerWorkers pages.

The following table shows the refresh options and what is processed:



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Refresh Option Processing Description

Full Refresh Refreshes the following:

• All HR data• Base and eligible salary• Primary, secondary, and other reviewer hierarchies• Column defaults• Due dates• Dynamic columns and alerts, included predened alerts• Summary totals

Reevaluates eligibility

Refresh HR Data Refreshes the following:

• All person and HR-related data, except the primary worksheet manager• Dynamic columns that include the Refresh Data triggering event• Worksheet summary region totals

Refresh Base and Eligible Salary Refreshes the following:

• Base salary, salary basis, and salary range columns, and anything stored related to theseelds, such as base salary frequency, adjusted salary, FTE salary, compa-ratio, and more

• Local currency, if input currency was used• Default values for eligible salary• Dynamic columns that include the Refresh Data triggering event• Worksheet summary region totals

Refresh Primary Manager Hierarchy Refreshes the following:

• Primary worksheet manager and rebuilds the hierarchy• Worksheet summary section totals

Refresh Secondary ManagerHierarchy

Refreshes the following:

• Secondary manager and rebuilds the hierarchy• Worksheet summary section totals

Refresh Other Reviewer Hierarchy Refreshes the following:

• Manager listed as other reviewer, unless a primary manager selects the reviewermanually on the worksheet

• Worksheet summary section totals

Reevaluate Eligibility Reprocesses a worker's eligibility at the plan and the component levels. This might establish

new eligibility if you track ineligible workers. If you don't track ineligible workers, you use theStart Workforce Compensation process to add workers into a started plan. Refreshes thefollowing:

• Dynamic columns that include the Refresh Data triggering event



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Refresh Option Processing Description

• Worksheet summary section totals

Reevaluate Limited Eligibility Refreshes the managers that have a status of Limited.

Refresh Column Defaults Refreshes the column defaults by running the following refresh options:

• Refresh HR Data• Reevaluate Eligibility• Refresh Manager Hierarchy• Refresh Dynamic Columns• Refresh Summary Totals

Refresh Due Dates

Refreshes due dates congured in the plan cycle, including the hierarchy due dates.

Refresh Dynamic Columns and Alerts Refreshes the following:

• Dynamic columns and alerts that include the Refresh Data triggering event• Worksheet summary section totals

Refresh Predened Alerts Refreshes the alerts that include the Refresh Data triggering event.

Refresh Summary Totals Refreshes the following for the summary section data for the plan and period:

• Total count for all managers and directs• Eligible count for all managers and directs

Refresh Terminated Worker DataUsing Process Date

Refreshes the terminated worker's HR data using the batch process date.

Refresh Active Plan Data Refreshes the following plan denition data for the plan and period:

• Components• Component post as salary option• Budget pools such as status, budgeting style, submit mode, and approval mode

Refresh Currency Conversion Rates

Refreshes the exchange rate data as of the refresh date for the plan and period.

Lock Worksheet While the ProcessRuns

Prevents managers from updating their worksheets while you run the process.

For the Refresh Column Defaults option the process does not override existing column values that are not from HR anddon't have a column default or dynamic calculation dened. The process does include recalculating an eligible salarythat is derived using a formula or determined using a dynamic calculation.

Related Topics• How You Congure the Promotion Eective Date in Workforce Compensation



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• Options to Track and Display Ineligible Workers

Transfer Data to HR Process OptionsThe Transfer Data to HR process synchronizes workforce compensation data with HR data. Base pay adjustments areposted to salary records, job, and grade. Position changes are posted to HR, and element entries, to payroll. You canprocess all the transactions at once, or you can break up the transactions through a series of steps.

The following table shows the process steps and describes the options:

Number Step Description

1

Plan Details Select the plan fundamentals:

• Plan• Cycle• Action• Action Reason

2

Element Details

Post elements to element entries. You canselect all the elements the plan uses thatare not salary. You want to transfer all elements at thesame time. You can't reprocess workerswho are already processed in this step.

3

Salary Details

Post salary allocations as componentsor single entries. You can post salaryseparately from the other transfer items. You want to transfer all worker salaryupdates at the same time.

4

Stock Option Details

Record stock granted from the plan to thestock history. Stock history is visible froma worker's compensation history. You candisplay stock history in total compensationstatements. You can post stock separatelyfrom the other transfer items. You want to transfer all stock updates atthe same time.

5

Promotion Details

Post changes to job, position, or grade toHR. You can post promotions separatelyfrom the other transfer items. If you want to mark a worker's salaryupdate as a promotion, the best practiceis to process promotions in a separatebatch and include salary updates and anybonuses in that process.



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Number Step Description

6

Other Details

Dene other details, as required. Selecta specic manager hierarchy to processworkers in that hierarchy. Build criteria, oruse a formula, to include specic workersin the plan. You can even select workersthat were approved to a certain level. Mark assignments as processed. If youselect Yes, workers in that batch won't beprocessed again

7

Submit Process

Submit your process.

Formula Type for Compensation Person SelectionThe Compensation Person Selection formula determines the person selected for an associated workforce compensationplan. You select the formula when you run the Start Workforce Compensation Cycle process.


• DATE_EARNED

• EFFECTIVE_DATE

• END_DATE

• START_DATE


• HR_TERM_ID

• JOB_ID



• ORGANIZATION_ID



• PAYROLL_TERM_ID

• PERSON_ID




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CMP_IV_PLAN_ID

Number

Y

Plan ID

CMP_ IV_PERIOD_ID

Number

Y

Period ID


Date

Y

Plan Start Date


Date

Y

Plan End Date


Date

Y



Date

Y



Date

Y



Date

Y



Number

Y

Assignment ID

CMP_ IV_PERSON_ID

Number

Y

Worker ID



L_SELECTED

Char

N

Y or N

Sample FormulaThis sample formula determines if a person is selected for a workforce compensation plan based on theirassignment_id.

/******************************************************************



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FORMULA NAME : Compensation Selection Formula FORMULA TYPE : Compensation Person Selection DESCRIPTION: Assignment_id based selection fast formula*******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/INPUTS ARE CMP_IV_ASSIGNMENT_ID (number), CMP_IV_PLAN_ID (number)/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/DEFAULT FOR CMP_IV_ASSIGNMENT_ID IS 0 l_selected = 'Y'/* 100000008154095 - [email protected] - GBI data*/if (CMP_IV_ASSIGNMENT_ID = 100000008154095) THEN (l_selected = 'N') else (l_selected = 'Y') RETURN l_selected/*================ FORMULA SECTION END =======================*/

Related Topics





How You Restrict Processing of Workers During Transferof DataWhen you run the Transfer Data to HR process, you can limit processing to only those workers whose manager'sworksheet is at a specic level of the approval process. You select a Workers Approved at Least N Managers Up levelon the Other Details process page. This option enables you to process workers whose allocation is approved at thespecied level, even if worksheets at higher levels of the hierarchy are still pending approval.

Worksheet Approval StatusA primary worksheet manager submits his worksheet for approval. The manager's worksheet has a status of "InApprovals" when both of the following occur:

• The manager one level up approves the worksheet, either by explicit approval or submiing his own worksheetfor approval.

• The worksheet is pending approval by any manager higher in the approval hierarchy.

Workers whose manager's worksheet has the status of "In Approvals" at the level you selected are not processed.







198

ExamplesThe following diagram shows a partial management hierarchy, with the worker's worksheet manager at level 0, thedirector, vice president (VP), and chief executive ocer (CEO) at levels 1, 2, and 3 respectively in the approval chain.

CEO(Level 3)

VP(Level 2)

Director(Level 1)

Manager(Level 0)

Worker

You select a Workers Approved at Least N Managers Up level of "1". The worksheet has to be approved by theapprover only one level above the worker's primary worksheet manager for the workers to be processed. In thediagram, the director must have approved the manager's worksheet. The manager's worksheet must be Approved or InApprovals for the worker to be processed.

You select a Workers Approved at Least N Managers Up level of "3". The worksheet must be approved by theapprover three levels above the worker's primary worksheet manager for the workers to process. In the diagram, theCEO has to approve the VP's worksheet for the worker to be processed. The VP's worksheet must be Approved or InApprovals for the worker to be processed.

To process the Director and VP and the workers that report directly to them, their worksheets must be fully approvedsince there are not three levels above them



199

How You Handle Processing of Terminated WorkersWorkers with a termination date between the cycle evaluation start date and HR data extraction date are included in thecycle as long as they meet all eligibility criteria. The Start Compensation Cycle process uses the worker's terminationdate to extract HR data rather than the HR Data Extraction date.

When the cycle is over, the Transfer Data to HR process creates element entries and salary records to process lumpsum awards and salary adjustments. The eective date of the award must be earlier than or equal to the worker'stermination date. The Transfer Data to HR process fails if a salary adjustment or lump sum eective date is later thanthe worker's payroll last standard process date.

FAQs

What happens if I post single entries as components?The Transfer Data to HR process itemizes each worker's salary adjustment into salary components. For example, youallocate the salary adjustment for a worker as follows:

• Merit component = 5,000 USD

• Promotion component = 2,000 USD

• Adjustment component = 1,000 USD

When you post single entries as components, the Transfer Data to HR process posts an 8,000 USD base salary increaseto the worker's salary record itemized into:

• Merit = 5,000 USD

• Promotion = 2,000 USD

• Adjustment = 1,000 USD

If you don't post single entries as components, the Transfer Data to HR process posts an 8,000 USD increase to theworker's salary record without any record of the component division.

How can I process stock during a workforce compensation cycle?Follow these steps when you run the Transfer Data to HR process:

1. Enter stock grants at the Stock Grant Details step2. Select the worker population by dening the worker inclusion criteria at the Other Details step

The process posts the information to the stock history table and it's available in compensation history. You don't haveto set up payroll elements.



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Why are the worker inclusion counts shown in the Statistics dialogbox not what I expected?The statistics include workers using the manager hierarchy and worker inclusion criteria. The statistics don't includeworkers using the person selection formula.

Why can't workers see their workforce compensation statements?If workers can't see their statements, ensure that the following seings are correct:

• Worker statements are enabled on the Congure Global Seings page.

• The expiration date on the Process Worker Statements batch process is later than the process date.

• The Visibility eld on the Process Worker Statements batch process dialog box is set to include workers.

Why can't I see my plan in the list of values for the StartCompensation Cycle process?Your user role does not have access to view the plan. Verify the following:

• The Congure Plan Access task for the plan doesn't restrict access for the compensation administrator role

• Your user has the compensation administrator role or the proper security to run the compensation batchprocesses


Chapter 29External Data

201

29 External Data

External Data LookupsYou can categorize data from third-party or legacy applications based on a lookup. You can edit or add new values tothe External Data lookup type during initial implementation and at any later time. For example, you create a lookupcode for your 401K plan data. The following external data lookups are predened:

• Data from a legacy application

• Data from a third-party supplier

Use the Manage Lookups task in the Compensation work area to add or edit the lookup codes for theCMP_EXTERNAL_DATA_RECORD_TYPE lookup type.

Related Topics

• Overview of Lookups

Add External Compensation DataThis example demonstrates how to add a single row of external data and then use the data in workforce compensationand total compensation statements.



Do you want to use one of the delivered lookup codes or add aunique code?

Add a unique code

Do you want to import or manually add the external data?

Manually add

Do you want to use the data for workforce compensation or totalcompensation statements?

Both

What do your external data user-dened columns represent?

• Column 01 is Beginning Balance• Column 02 is Ending Balance




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Task SummaryTo import external compensation data, complete the following tasks. Use the default values except where otherwiseindicated.

1. Add a lookup code.2. Add external data.3. Congure the worksheet columns.4. Congure the compensation items.

Prerequisites1. Install the Oracle ADF Desktop Integration Add-in for Excel.2. Congure a workforce compensation plan.3. Create a total compensation statement.

Adding a Lookup Code1. In the Compensation work area Tasks panel tab under Common Conguration, click Manage Lookups to open

the Manage Lookups page.2. Search for the CMP_EXTERNAL_DATA_RECORD_TYPE lookup type.3. In the CMP_EXTERNAL_DATA_RECORD_TYPE: Lookup Codes section, click Add.4. Complete the elds as shown in this table.

Field Value

Lookup CodeFID_401K

Display Sequence1

Start Date1/1/01

End Date12/31/20

MeaningFidelity 401K

DescriptionData from Fidelity 401K provider

5. Click Save.



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Adding External Data1. In the Compensation work area Tasks panel tab under Common Conguration, click Manage External Data to

open the Manage External Data page.2. In the Search Results section, click Add.3. In the Person Name eld, select the person for whom you're adding the external data.4. Complete the elds as shown in this table.

Field Value


Start Date1/1/14

End Date12/31/14

Sequence Number1

CurrencyUS Dollar

Column 01100,000

Column 02132,000

Conguring the Worksheet Columns1. In the Compensation work area Tasks panel tab under Workforce Compensation, click Manage Plans to open

the Manage Workforce Compensation Plans page.2. Click the congured workforce compensation plan to open the Dene Workforce Compensation page.3. For Congure Worksheet Display, click Go to Task to open the Congure Worksheet Display page.4. For a compensation type tab, click Congure to open the Congure Worksheet Page Layout page.5. Select the Detail Table tab.6. Expand User-Dened Columns.7. Enable User-Dened Numeric Column 16. Because the external data in this example is numeric, you select a

numeric type column.8. In the Display Name eld, enter Beginning Balance.9. Click the Congure Column Properties buon to open the Congure Column Properties page.

10. In the Default Values section, complete the elds as shown in this table.



204

Field Value



11. Click OK to return to the Congure Worksheet Page Layout page.12. Enable User-Dened Numeric Column 17.13. In the Display Name eld, enter Ending Balance.14. Click the Congure Column Properties buon to open the Congure Column Properties page.15. In the Default Values section, complete the elds as shown in this table.

Field Value



16. Click OK to return to the Congure Worksheet Page Layout page.17. Click Save and Close to return to the Congure Worksheet Display page.18. Click Save and Close to return to the Dene Workforce Compensation page.19. Click Done to return to the Manage Workforce Compensation Plans page.

Conguring the Compensation ItemsAdd the two compensation items. Repeat steps 2 and 3 to create the second compensation item.

1. In the Compensation work area Tasks panel tab under Total Compensation Statements, click ManageCompensation Item to open the Manage Compensation Items page.

2. In the Search Results section, click Create to open the Create Compensation Item dialog box.3. Complete the elds as shown in this table.


Item NameBeginning Balance

Ending Balance

Source Type

External Data

External Data


Fidelity 401K

ColumnColumn 01 Column 02



205


Type of CompensationMonetary

Monetary

CurrencyUS Dollar

US Dollar

4. Click Save and Close to return to the Manage Compensation Items page. The rst time, repeat steps 2 and 3 tocreate the second compensation item. The second time, click Save and Close.

Import External Compensation Data in the IntegratedWorkbookYou can enter and edit external compensation data, such as third-party or legacy data, using an integrated MicrosoftExcel workbook. Then, upload the data into the application.

Before You StartYou might optionally want to create your own lookup codes if you nd the two delivered codes toobroad. For example, you might want to create lookup codes for pension or sales incentive data. Add aCMP_EXTERNAL_DATA_RECORD_TYPE lookup code using the Manage Lookups task in the compensation work area.

To use the imported data, you need to complete one or both of these tasks, either before or after the import:

• To use the external data in workforce compensation, congure one or more user-dened worksheet columns.

• To show external data in total compensation statements, create one or more compensation items with a sourcetype of External Data.

Generate the WorkbookCreate the external data workbook in the Compensation work area.

1. On the Tasks panel tab under Common Conguration, click Manage External Data.2. On the Manage External Data page, click Prepare Import Spreadsheet to create the workbook.

Enter External DataAdd enough rows to accommodate your supplier's data. Copy the external compensation data and paste them intocells with a white background. The workbook adds a symbol in the Changed eld to mark the rows that you added.Reordering or removing columns in the import le causes the upload process to fail

Upload External DataWhen you're done,, click Upload. The application uploads only those rows that are marked as Changed. It ignores anychanges in cells without a white background.



206

Caution: Don't select the Upload and then immediately download option when prompted during an upload.The data that you uploaded immediately downloads back into the workbook, hiding any errors that occurredduring the upload.

Validate ChangesOn the Manage External Data page search for and select the start date and record type, or other search criteria.

Resolve ErrorsThe upload process automatically updates the Status cell in each workbook row. If there are errors that require review,the process:

1. Rolls back the change in the application.2. Sets the workbook row status to Upload Failed3. Continues to the next workbook row

To view and resolve an error:

1. Double-click Update Failed in the Status eld.2. Fix any data issues in the workbook.3. Upload the latest changes.

New uploads to existing data make date-eective changes to the data.

Related Topics

• Set Up Desktop Integration for Excel

• Guidelines for Using Desktop Integrated Excel Workbooks

• Troubleshoot Desktop Integration for Excel

FAQs

How can I add external compensation data to use in workforcecompensation and total compensation statements?You can add external data from a third-party or legacy application on the Manage External Data page. Click PrepareImport Spreadsheet to use the Oracle ADF Desktop Integration Add-in for Microsoft Excel to import the data. Or,manually add the data in the Search Results section.

How can I add external compensation data for multipleassignments?Enter a unique assignment ID for each row of data on the Manage External Data page of the Compensation work area.

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=B804394C40B9A42DE040D30A68813276

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=95727E50BD3F13CBE040D30A68812CBC

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=BB9C94EBFE4402D9E040D30A688117D3


Chapter 30Total Compensation Statement Overview

207

30 Total Compensation Statement Overview

Guidelines to Create Total Compensation StatementDenitionsThe statement denition acts as a template and determines the layout and content of the generated statement. Thestatement denition congures the display of compensation items added to compensation categories.

This topic explains:

• Statement denition approaches

• Reuse of statements and components

• Editing categories

• Statement display exibility

• Iterative design process

Statement Denition ApproachesYou can create statement denitions using either of the following approaches:

• Create the item and category components as you the build statement hierarchy.

• Dene the item and category building block components rst, and then associate them hierarchically.

The second approach promotes reuse of items and categories across multiple statements.

Reuse of Statements and ComponentsYou can:

• Include multiple legal employers, multiple countries, and multiple currencies in one statement.

• Add compensation items with sources that belong to dierent legal employers.

• Use the same categories in multiple statements.

• Reuse statement denitions by adding new statement periods and then modify the denition for subsequentperiods.

• Duplicate a denition as the starting point for other denitions.

Editing CategoriesEdits to categories aect all statement denitions that use that category (as a category or subcategory). This applieswhether you make the edits from the Manage Compensation Categories page or the Manage Statement Denitionspage. Exception: Compensation category display names are local to the statement denition where you create or editthe name and don't impact the compensation category.



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Statement Display FlexibilityTop-level categories in the statement denition appear in the optional summary page and as separate pages in thestatement.

The optional summary page:

• Provides workers with high-level view of their total compensation in graphs and tables

• Displays summed totals of top-level categories included in monetary and nonmonetary sections

Viewers can drill down to detailed category pages from the summary page or use regional area navigation links,depending on how you congure the category.

Iterative Design ProcessConguring top-level compensation categories and statement denitions is an iterative process. You generate, view,purge, and regenerate your statements multiple times while editing category and statement denition and displayoptions.



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Create a Total Compensation StatementCongure the design, content, and delivery of a total compensation statement that includes pay such as base pay,variable compensation, fringe benets, cost of benets, and paid time o. The following gure shows the constructionof a total compensation statement and how it displays items and categories.

Statement Definition

Top-Level Category Item Item Top-Level Category Item Category Item Item Top-Level Category Category Category Item Item Category Item

Category

Category

Source

Item

Source

Item

Source

Item

Total Compensation Statement Display

Summary Page Monetary Top-Level Categories Nonmonetary Top-Level Categories

Top-Level Category

Page

Top-Level Category

Page

Top-Level Category

Page

To construct a total compensation statement, application implementors and compensation administrators:

1. Dene compensation items that map to sources of estimated or actual amounts paid to workers or costsincurred by the company.

2. Arrange compensation items into categories such as cash compensation, base pay, benets, or company stock.



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3. Assemble categories into statement denitions.

◦ Top-level categories in the statement denition appear in the optional summary page and as separatepages in the statement.

◦ Display category details on a single page or enable recipients to drill to details in the statement.

◦ Congure optional graphical displays of data, worker instructions, and supplemental information such ascompensation policies or benet plan details.

◦ Dene periods for which statement data is valid and add an optional welcome message for each period.

4. Congure seings that control statement availability and the default stock price and currency used forestimated values.

5. Generate statements for review by compensation manager.6. Make statements available for workers to view.7. Purge unneeded statements and monitor processes with summary and detailed online reports.

To dene total compensation statements, use the Total Compensation Statements task list in the Compensation workarea.

Related Topics• Compensation Items and Sources• Compensation Category Types• Compensation Categories and Subcategories• Best Practices for Planning Statement Denitions

Display Options in Statements

Options for Display and Layout of Total Compensation StatementsYou have many options to control the layout and display of tables and categories in total compensation statements.Additional options control graphic displays, descriptive text, and supplemental information. In general, you conguredisplay options for:

• Category detail pages during category setup

• Top-level categories and the summary page during statement denition setup

The following table describes and compares the display options available when creating or editing compensationcategories and compensation statement denitions.

Display Option Category Setup Statement Denition Setup

Hide table columns

Yes

Yes: summary page columns

Rename table columns

Yes

Yes: top-level categories only

Congure display of zero or no values

Yes


Congure graph display Yes Yes: in summary page



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Display Option Category Setup Statement Denition Setup

Add descriptive text

Yes

Yes: in summary page

Add supplemental text

Yes


Change vertical display order

Yes


Hide regions for graphs or descriptions

Yes


Exclude category from statementsummary

No


Hide or show estimated amount indicator

No

Yes

Include and hide statement summarypage

No

Yes

Include and hide welcome message

No

Yes

Select printable statement options

No

Yes

Best Practices for Hiding Columns in a StatementYou can edit the column properties to hide a column in the category or statement summary page. When you hide acolumn, the data that the column would display isn't included in summary or detail tables or graphs.

Hiding ColumnsYou can hide:

• Unused or not applicable columns, such as the worker contribution column in a cash compensation category

• Description columns

You can show a category's row in the statement even when it contains only zero values. However, you should showat least the Description column and enter an explanation, otherwise viewers see only a row of zeros. You can't hide allcolumns in a category if you congure the category level of details to show all details on a single category overviewpage.



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Options to Handle Display of Statement Categories When Zero orNo Values ExistWhen you design categories for a statement, you can decide how to handle display when a worker has zero or no valuesto display during the statement period. You design categories using the Manage Compensation Categories task.

Contribution ValuesZero or no values might occur when a worker:

• Didn't receive any stock options during the period

• Isn't participating in a compensation or benet plan

The following table describes the zero or no value display options.

Statement Element Display Options When All Contribution Values are Zero or No Value

Top-level categories page

Do not display category if zero values or no values exist Display category if values are zero; hide if no value exists Always display the category page

Stock subcategory rows

Do not display row when no values exist or values are zeroes Display row if values are zeroes and allow subcategory drill Display and allow drill if historical values are over zero Always display the row and prevent drilling to subcategory Always display the row and allow drilling to subcategory

Items in categories

Do not display row when no values exist or values are zeroes Display row if values are zeroes; hide if no values exist Always display the row

If you decide to display the row or category page with zero or no values, you can optionally compose a statementmessage to:

• Explain the lack of values

• Call aention to missed opportunities, such as participation in a stock purchase plan



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Options for Displaying Graphs in Total Compensation StatementYou can display up to two graphs for each category. If you include a summary page in the statement, you can alsoinclude up to two graphs each in the Monetary and Nonmonetary sections of the summary.

For each graph that you decide to display, you must specify:

• Graph type: Pie chart or various types of bar chart

• Columns included in the graph: Worker contributions, company contributions, or both.

Graphs: RestrictionsA graph must not include columns containing:

• Text or dates

• More than one nonmonetary unit of measure

• A combination of monetary and nonmonetary values

For example, a graph that mixes shares of stock, a company car, and tness membership would not provide clearinformation.



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Chapter 31Total Compensation Statement Components

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31 Total Compensation StatementComponents

Compensation Items and SourcesCompensation items are the lowest level of compensation detail in the total compensation statement. Map eachitem to the specic source from which the statement retrieves compensation information. Items can hold monetary,nonmonetary, date, or text values. You can use them across statement denitions.

This topic explains the following signicant aspects of compensation items:

• Source type

• Type of compensation and unit of measure

• Estimated values

• Rounding

• Relationship in the statement

Source TypeUsing the Manage Compensation Items task, you map compensation items to the source of the compensation toretrieve the compensation information. This table describes the source types and special data entry requirements foreach.

Source Type Description Additional Data Entry Requirements

Benet Balance

Compensation such as data obtainedfrom a legacy compensation applicationentered as a one-time benet balance.

Type of Compensation

Element Entry

Compensation such as salary and bonusearnings retrieved from element entrywhose pay period end dates fall within thestatement period.

Legislative Data Group, Payroll Element,and Input Value

External Data

Compensation such as data internal to theorganization from another system, or datafrom a third party supplier.

Record Type, Column, and Type ofCompensation.

Formula

Create a formula to retrieve compensationinformation that isn't stored in the otherpredened source types.

Type of Compensation, nonmonetaryUnit of Measure, Rounding Rule, andCurrency. (Formula unit or currencyoverrides item denition)



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Source Type Description Additional Data Entry Requirements

Payroll Balance Compensation such as commissions or

company-paid taxes retrieved from payrollbalance records. We support these payrollbalance dimensions:

• Relationship Period to Date• Relationship Year to Date• Term Period to Date• Term Year to Date• Assignment Period to Date• Assignment Year to Date

Legislative Data Group

Salary

Compensation such as overall salaries. Salary Basis, or all Salary Basis from a

particular Legislative Data Group, or AllSalaries

Compensation Type and Unit of MeasureThe compensation item inherits from the source:

• Default type of compensation, such as monetary or nonmonetary

• Monetary currency

• Nonmonetary unit of measure (UOM)

In some cases you can override the default compensation type and nonmonetary UOM when dening the item.

• If a formula that retrieves compensation also species currency or nonmonetary unit of measure, the formulaconguration overrides the currency or unit selections in the item denition.

• The currency dened in the benet balance overrides the currency on the item denition.

Estimated ValuesFor each item, you can select the Estimated amount option to indicate that this compensation isn't the actual amountpaid. In the statement denition, you can specify whether to display the estimated amount indicator for amountsdesignated as estimated.

RoundingYou can specify how to round nonmonetary amounts.

Items in the Statement HierarchyYou can't add items to statement denitions directly. To include them on statements, you must add items to acompensation category.

Related Topics





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Formula Type for Total Compensation ItemThe Total Compensation Item formula determines compensation information that isn't stored in the other predeneditem source types. You select the formula when you manage compensation items on the Create or Edit CompensationItems page.


• DATE_EARNED

• EFFECTIVE_DATE

• END_DATE

• START_DATE


• HR_TERM_ID

• JOB_ID



• ORGANIZATION_ID



• PAYROLL_TERM_ID

• PERSON_ID


Input VariablesThe following input variables are available to formula of this type.


CMP_ IV_PERIOD_ID

Char

Y

Period ID

CMP_ IV_ PERIOD_START_DATE

Date

Y

Statement Period Start Date

CMP_ IV_ PERIOD_ END_DATE

Date

Y

Statement Period End Date



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Return ValuesThe following return variables are available to formula of this type.


COMPENSATION_ DATES

Date

Y

One to 15 transaction datesdelimited by semicolon,maximum 250 characters.

VALUES

Char

Y

One to 15 transaction valuesdelimited by semicolon,maximum 250 characters.Must be the same number ofvalues as dates.

ASSIGNMENTS

Char

N

One to 15 transactionassignments delimited bysemicolon, maximum 250characters. Must be the samenumber of assignments asdates. Can return an emptyspace with a delimiter (; ;).

LEGALEMPLOYERS

Char

N

One to 15 legal employerIDs delimited by semicolon,maximum 250 characters.Must be the same number ofassignments as dates. Canreturn an empty space with adelimiter (; ;).

COMPENSATION_ DATES1

Date

Y

Second variable fortransaction dates from 16 to30 if limit of 250 characters isexceeded.

VALUES1

Char

Y

Second variable fortransaction values from 16 to30 if limit of 250 characters isexceeded.

ASSIGNMENTS1

Char

N

Second variable fortransaction assignmentsfrom 16 to 30 if limit of 250characters is exceeded.

LEGALEMPLOYERS1

Char

N

Second variable for legalemployer IDs from 16 to 30if limit of 250 characters isexceeded.



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Date

Y

Transaction dates from 31 to45.

VALUES2

Char

Y

Transaction values from 31 to45.

ASSIGNMENTS2

Char

N

Transaction assignments from31 to 45.

LEGALEMPLOYERS2

Char

N

Legal employers from 31 to 45.


Dates

Y

Transaction dates from 46 to60.

VALUES3

Char

Y

Transaction values from 46 to60.

ASSIGNMENTS3

Char

N

Transaction assignments from46 to 60.

LEGALEMPLOYERS3

Char

N

Legal employers from 46 to60.

Sample FormulaThis sample formula returns one date and one value based on the worker ID.

/*******************************************************************FORMULA NAME : Total Compensation Simple Item FormulaFORMULA TYPE : Total Compensation Item DESCRIPTION : Returns one date and one value.*******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/INPUTS ARE CMP_IV_PERSON_ID (text), CMP_IV_PERIOD_START_DATE (date), CMP_IV_PERIOD_END_DATE (date)DEFAULT FOR CMP_IV_PERSON_ID IS '-1'DEFAULT FOR CMP_IV_PERIOD_START_DATE IS '4712/12/31' (date)DEFAULT FOR CMP_IV_PERIOD_END_DATE IS '4712/12/31' (date)/*============ INPUT VALUES DEFAULTS ENDS =====================*/

/*=================== FORMULA SECTION BEGIN =================*/COMPENSATION_DATES = '2005/01/01'VALUES = '500.00'

ASSIGNMENTS = to_char(get_context(HR_ASSIGNMENT_ID,-1))

RETURN COMPENSATION_DATES, VALUES, ASSIGNMENTS




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This sample formula returns multiple variables.

/*******************************************************************FORMULA NAME : Total Compensation Multi Item FormulaFORMULA TYPE : Total Compensation ItemDESCRIPTION : Returns multiple variables.*******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/ INPUTS ARE CMP_IV_PERSON_ID (text), CMP_IV_PERIOD_START_DATE (date) , CMP_IV_PERIOD_END_DATE (date)/*=========== INPUT VALUES DEFAULTS ENDS =====================*/

/*================= FORMULA SECTION BEGIN =================*/

COMPENSATION_DATES = '2009/01/01;2009/02/01;2009/03/01'COMPENSATION_DATES1 = '2009/07/01;2009/08/01;2009/09/01'COMPENSATION_DATES2 = '2009/10/01;2009/11/01;2009/12/01'COMPENSATION_DATES3 = '2009/10/01;2009/11/01;2009/12/01'

VALUES = '200.00;200.00;300.00'VALUES1 = '300.00;500.00;500.00'VALUES2 = '500.00;500.00;600.00'VALUES3 = '600.00;600.00;700.00'

/* Returns only first two assignment */ASSIGNMENTS = ';1234567890;1234567890'ASSIGNMENTS1 = '1234567890;1234567890;1234567890'

/* Returns last two assignments */ASSIGNMENTS2 = ';1234567890;1234567890'/* Returns first and last assignments */ASSIGNMENTS3 = '1234567890;;1234567890'

LEGALEMPLOYERS = '0123456789;;0123456789'LEGALEMPLOYERS1 = '0123456789;0123456789;0123456789'LEGALEMPLOYERS2 = '0123456789;0123456789;0123456789'LEGALEMPLOYERS3 = '0123456789;0123456789'

RETURN COMPENSATION_DATES,VALUES,COMPENSATION_DATES1,VALUES1,COMPENSATION_DATES2,VALUES2,COMPENSATION_DATES3,VALUES3,ASSIGNMENTS,ASSIGNMENTS1,ASSIGNMENTS2,ASSIGNMENTS3,LGALEMPLOYERS,LEGALEMPLOYERS1,LEGALEMPLOYERS2,LEGALEMPLOYERS3


Related Topics





Compensation Category TypesThe compensation category type determines the table columns and general layout of the category page in the totalcompensation statement, as well as whether the category can include subcategories. This topic explains the categorytypes and provides an example of a user-dened category.







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TypesThe following table shows the category types with default column and conguration details.

Category Type Default Columns Congurable

• Benets• Cash Compensation• Savings• Retirement

• Worker contributions• Employer contributions• Description

• Add compensation items• Nest categories within the category

as subcategories• Hide columns that don't apply

Time O

• Type of time o• Monetary value of the time o• Accrued balance

• Edit column labels• Congure category table row

names as links to more information• Can't nest categories as

subcategories

Stock History

Up to 27 columns of data from thedatabase table that stores workers' stockdetails

• Select which types of stock toinclude in the category

• Alter which columns are hiddenor only available optionally instatement view menu

• Edit column labels• Can't nest categories as

subcategories

Other

Same basic structure as the CashCompensation or Benets category type

You can use it for any type ofcompensation

User-Dened

Specify the number of columns, up to ve,that you want to include in the category

• Congure column labels• Select compensation items for the

table rows• Can't nest categories as

subcategories

User-Dened Category ExampleYou might use the user-dened category type to display information about commissions by including columns, such as:

• Sales target

• Units sold

• Percentage over target

• Percentage under target

• Commission amount



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Compensation Categories and SubcategoriesCompensation categories display information in tables. Use categories to group similar or related compensationitems, such as Cash Compensation, Benets, Time O, or Stock History. You can use the same categories in multiplestatements. You can also display categories directly on the summary page, or nest them to make subcategories.

Consider the following factors when planning how to group compensation items and categories for display:

• Category type

• Contribution type and unit of measure

• Level of detail

Category TypeConsider these points:

• Category type determines the table columns and general layout of the page in the statement.

• You can't add categories as subcategories to the Stock History, User-Dened, or Time O category types.

• After you use a category in any statement, you can't change the category type.

Contribution Type and Unit of MeasureThe contribution type and unit of measure of the associated items or subcategories determines:

• Category's contribution type (monetary or nonmonetary)

• Category's nonmonetary unit of measure

All items and subcategories within a nonmonetary category must share the same unit of measure.

Level of DetailWhen you create a category, you specify how you want to display the category details in the statement.

Select one of these level of detail values:

• Viewers drill into line items to see details

• Viewers see all details on one page

Related Topics

• Best Practices for Hiding Columns in a Statement

• Options to Handle Display of Statement Categories When Zero or No Values Exist

• Options for Displaying Graphs in Total Compensation Statement



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Options to Display Category Details in a CompensationStatementUse the Manage Compensation Categories task in the Compensation work area to specify how to display the categorydetails in the statement. Select from two level of display options, depending on category type and design preference.

Viewers Drill Into Line Items to See DetailsProvide links from a high-level category page that drill down to specic details for each item or subcategory row in thecategory.

Example: You can create a Benets category that displays high-level information for dierent health benets, such as:

• Medical

• Dental

• Life Insurance

To see the details of each row in the category, such as medical, viewers can drill into the row to a separate details page.

Viewers See All Details on One PageDisplay the full detail of the category's content on a single page in the statement. For example, you can create a Bonuscategory that displays the amount of dierent bonuses (such as new hire and quarterly) as rows on the category page.

If you select to show all details on a single page:

• The name column doesn't show in the statement for rows in the category.

• You can't hide all columns in the category.

• You can't add subcategories to these category types: Benets, Cash Compensation, Savings and Retirement, orOther. However, you can add subcategories to these category types if the level of detail enables drilling to seedetails.

It's best not to show all details on a single page for recurring information.

Best Practices for Planning Statement DenitionsConsider these statement elements and options when you plan how many dierent total compensation statementdenitions to create and the presentation of content in each:

• Statement audience

• Statement denition details

• Statement periods



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Statement AudienceYou can create dierent statement denitions for dierent statement audiences. Use the following two methods,individually or in combination, to limit the statement audience:

• Aach an eligibility prole to the statement on the Statement Options tab.

Example: Within a business unit, you create separate statement denitions for individual contributors andexecutive level workers by:

a. Creating eligibility proles that dierentiate between individual contributors and executive workers.b. Aaching each eligibility prole to the corresponding statement denition.

• Use the following population lter parameters to specify your audience when you generate statements:

◦ Business unit

◦ Benets group

◦ Legislative data group

◦ Country

◦ A person selection formula that you dene

◦ A single person that you select

Statement Denition DetailsBuild the statement hierarchy of categories and items appropriate for the audience. Congure table and graphicaldisplays, descriptive text, and supplemental information.

Statement PeriodsCongure statements to cover any period of time by specifying start and end dates on the statement denition Periodstab. You can create multiple periods at one time. For each statement period, further specify:

• An optional statement period display name

Example: Name the period 2011 Annual Statement rather than the default display of start and end date.

• The date that statements become available to workers

• The conversion rate date for currency conversions

• An optional welcome message.

Total Compensation Statement OptionsYou can congure an optional summary page, estimated amount indicator, and welcome message for each statement.



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Summary PageOn the statement denition Options tab, you can congure the summary page. The optional summary page consists ofthe following optional features:

• Monetary and Nonmonetary sections, each containing section-level descriptive text, graphs, and tables

• Summary page descriptive text that can include rich text formaing and hyperlinks

Include placeholder elds for values that vary among workers, such as the rst name, a compensation itemamount, or work location. These placeholder elds enable you to use the same text for dierent workers.

• Summary page supplemental information, such as hyperlinks to company policies and resources, which aredisplayed in a separate window

If you include a graph in the Nonmonetary section, all top-level categories in the nonmonetary summary should sharethe same unit of measure. You can exclude individual top-level categories from the summary.

Estimated Amount IndicatorDisplaying an estimated amount indicator in the statement requires two conguration steps:

• Item denition: When creating compensation items, identify whether the item amounts are estimates.

• Statement denition: On the statement denition Options tab, specify whether to display or hide the indicatorthat visually denotes amounts as estimated.

Welcome MessageFor each statement period, you can compose an optional welcome message on the statement denition Periods tab. Inthe welcome message you can:

• Personalize the greeting with each worker's name

• Use rich text and include hyperlinks

• Include placeholder elds for values that vary among workers, such as the rst name, a compensation itemamount, or work location. These placeholder elds enable you to use the same text for dierent workers.

If included, the welcome message is the rst page the worker sees in the statement.

Options to Include Descriptive Text in CompensationStatementsYou can include descriptive text in the Welcome, Summary, and Descriptive Text sections of total compensationstatements. You can also insert elds into your descriptive text that act as placeholders. When you generate statementsfor your workers, these elds are replaced with the actual values for each worker.

For example, you can insert the <FIRST_NAME> eld, which the generate process then replaces with the worker's rstname, such as Marie. Or, you use descriptive text to inform the employee of company-specic information, such ascompany policies.



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Here's a list of elds you can insert as part of the descriptive text. You can access these elds from the Insert Fieldmenu on the Descriptive Text tab.

Option Description

Person Name

Name information, such as <FIRST NAME>, <MIDDLE NAME>, and <LAST NAME>.

Employment

Location information, such as <DEPARTMENT>, <BUSINESS UNIT>, and <EMPLOYER>. Job information such, as <JOB>, <GRADE>, and <POSITION>.

Compensation Item

Compensation item information, such as bonus or car allowance. For example, you can select the <BONUS> compensation item.

Conditional Text

Compensation item information that appears when it meets the conditions that you create. For example, you can build the following condition to show the annual salary derived fromthe monthly salary: <Most recent [Pay Monthly] * 12 Is not blank) Or (Sum[Pay Monthly] Is notblank)>.

Miscellaneous

Date information, such as <STATEMENT START DATE> and <STATEMENT END DATE>

You can reuse the rich text elds that you dene, such as items and conditional text, across your statement denitions.

Options to Congure Statement Periods and WelcomeMessageUsing the Statement Denitions Periods tab, you congure statement periods and an optional welcome message foreach statement.

Statement PeriodsCongure statements to cover any period of time by specifying start and end dates on the Periods tab. You can createmultiple periods at one time.

For each statement period, further specify:

• An optional statement period display name

Example: Name the period 2016 Annual Statement rather than the default display of start and end date.

• The date that statements become available to workers

• The conversion rate date for currency conversions

• An optional welcome message



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Welcome MessageFor each statement period, you can compose an optional welcome message by clicking the Welcome Message buonon the Periods tab. If included, the welcome message is the rst page the worker sees in the statement.

In the welcome message you can:

• Personalize the greeting with each worker's name

• Use rich text and include hyperlinks

Options to Congure Statement Eligibility and SummaryPageOn the Statement Denition Statement Options tab, congure an optional summary page, eligibility prole, and visibilityof the estimated amount indicators.

Summary PageTop-level categories in the statement denition appear in the optional summary page and as separate pages in thestatement.

The optional summary page provides workers with a high-level view of their total compensation in monetary andnonmonetary sections. Viewers can drill down to detailed category pages from the summary page or use regional areanavigation links, depending on how you congure the category.

On the Statement Options tab, congure the following optional features of the summary page:

• Monetary and Nonmonetary sections, each containing section-level descriptive text, graphs, and tables

• Summary page descriptive text that can include rich text formaing and hyperlinks

• Summary page supplemental information, such as hyperlinks to company policies and resources, which aredisplayed in a separate window

Tip: If you include a graph in the Nonmonetary section, all top-level categories in the nonmonetary summaryshould share the same unit of measure. You can exclude individual top-level categories from the summary.

Eligibility ProleAach an eligibility prole to limit the audience of the statement. The eligibility prole works as a further renement tostatement generation process parameters, such as business unit or legislative data group.

Example: Within a business unit, you create separate statement denitions for individual contributors and executive-level workers by:

1. Creating eligibility proles that dierentiate between individual contributors and executive workers.2. Aaching each eligibility prole to the corresponding statement denition.3. Selecting the Business Unit parameter when generating either statement.



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Estimated Amount IndicatorDisplaying an estimated amount indicator in the statement requires two conguration steps:

• Item denition: When creating compensation items, identify whether the item amounts are estimates.

• Statement denition: On the Statement Options tab, specify whether to display or hide the indicator thatvisually denotes amounts as estimated.

FAQs

How can I change whether the category displays zero or no valuesin the statement?Edit the top-level category only on the Edit Statement Denition page. Or, edit the subcategory and item rows on theEdit Compensation Categories page. Follow these steps:

1. Select the category or item row.2. Select the zero value display option in the Actions menu.

The Display Zero Rows column shows the current seing for each category.

How can I display a hidden column?Edit the summary table column properties only on the summary page. Or, edit each individual category's columnproperties on the Edit Compensation Category page. Follow these steps:

1. Click the Column Properties buon.2. Select the column from the menu.3. Update the option to display the column in the statement.

How can I hide or show the welcome message in totalcompensation statements?Follow these steps using the Manage Statement Denitions task in the Compensation work area:

1. Select the statement denition and click Edit.2. On the Periods tab, select the buon in the Welcome Message column.3. Edit the Do not display welcome message option.



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How can I change welcome message text in total compensationstatements?Follow these steps using the Manage Statement Denitions task in the Compensation work area:

1. Select the statement denition and click Edit.2. On the Periods tab, select the Edit buon in the Welcome Message column.

Why can't I delete or edit some items?If the item is in use in a compensation category, you can't delete it. Also, you can't edit some aributes, such as the typeof compensation and nonmonetary unit of measure.

Why did the default stock details change?More than one administrator might have access to these seings. The following tasks use the stock price and currencyinformation:

• View compensation history

• Manage workforce compensation

• Generate total compensation statements

How can I import stock data sent to me by my supplier?On the Manage Stock Grants page, use the Prepare Import Spreadsheet buon to generate the stock tablespreadsheet. Enter your supplier's data, ensuring that each row contains a unique Grant Date, Grant ID, and GrantNumber. Upload the information into the stock table.

Can I reuse a previous year's statement?Yes. You can reuse an existing statement denition by adding new periods. You might also want to:

• Update the welcome message

• Add or edit the items and categories included

• Hide or update the display of graphs, descriptive text, and supplementary information

Can I correct the denition after workers received statements?Yes. You can correct the statement denition and regenerate the statements, which makes the newer version availableto workers.



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What's the dierence between workforce compensationstatements and total compensation statements?Workforce compensation statements show recent changes to base and variable pay. They consist of statement groupscomposed of RTF statement templates. The content of the change statements is based on the associated workforcecompensation plan. Create these statements using the Congure Compensation Change Statements task in theCompensation work area when you set up a workforce compensation plan.Total compensation statements show base and variable pay, fringe benets, and prerequisites for a specied period oftime, typically a year. They consist of statement denitions composed of items and categories. The total compensationstatement is available both online and in PDF format. Create these statements using the Total Compensation Statementtasks in the Compensation work area.


Chapter 32Total Compensation Examples

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32 Total Compensation Examples

Create a Bonus CategoryThis example demonstrates how to create a bonus category that includes a prot sharing bonus, a new hire bonus, anda quarterly bonus. The new hire and quarterly bonus items already exist and are reused in this category.

The following table summarizes key decisions for the Prot Sharing compensation item in this scenario.

Decision to Consider Item in This Example

What compensation does the itemrepresent?

Prot sharing bonus

What's the source type?

Payroll element

What's the legislative data group?

USA

The following table summarizes key decisions for the category in this scenario.

Decision to Consider Category in This Example

What's the category type?

Cash Compensation

Display category details in thestatement at what level?

Viewers see all details on one page.

Add items?

Yes: Prot sharing bonus, new hire bonus, and quarterly bonus.

Display graphs? How many? Whattype?

Yes. Two: Bar and stacked bar.

Hide or edit any columns in thecategory?

Hide worker contributions because this is a cash compensation category. Edit companycontribution column name to make it familiar to workers.



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Task SummaryTo create the bonus category, complete the following tasks. Use the default values except where otherwise indicated.

1. Create a prot sharing bonus item.2. Create a bonus category.3. Aach the item you created along with other existing bonus items.4. Congure display options.

Prerequisites1. Create a payroll element named Prot Sharing Bonus using the USA legislative data group.2. Create the following compensation items using payroll elements in the USA legislative data group:

◦ New Hire Bonus

◦ Quarterly Bonus

Creating a Compensation ItemCreate the compensation item.

1. Click the Manage Compensation Items task.2. Click Create.3. Complete the elds as shown in this table:

Field Value

Item NameProt Sharing Bonus

Source TypeElement entry

Legislative Data GroupUSA

Payroll ElementProt Sharing Bonus

Input ValuePay Value

4. Click Save and Close.



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Entering Category Details and Adding Items1. Click the Manage Compensation Categories task.2. Click Create.3. Complete the elds, as shown in this table.

Field Value

NameBonus

Category TypeCash Compensation

4. Click Continue.5. Select Viewers see all details on one page in the Level of Detail eld.6. Click Add Items three times to add three new rows.7. Complete the elds for each new row as shown in this table.

Name Description Company Contribution (Items)

Prot Sharing

Prot Sharing Bonus

Prot Sharing Bonus

New Hire

New Hire Bonus

New Hire Bonus

Quarterly

Quarterly Bonus

Quarterly Bonus

8. Click Edit Column Properties and select the Your Contribution column.9. Select Do not display in the statement.

10. Click OK.11. Click Edit Column Properties and select the Company Contribution column.12. Enter Amount in the Column Label eld.13. Click OK.

Conguring Display Options.1. Select the Graphs tab.2. Complete the elds for two graphs, as shown in this table.

Field Value for the First Graph Value for the Second Graph

Graph TitleYour Bonuses How Your Bonuses Add Up



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Graph TypeBar

Bar - stacked

Graph ItemsAmount

Amount

3. Click Save.4. Click OK in the conrmation.5. Select the Descriptive Text tab.6. Enter any text here to describe what's included in this category or details about policies, and format it

appropriately.7. Click Reorder Components at the top of the page.8. Select Descriptive Text and click the downward arrow until Descriptive Text appears below Graphs.9. Click OK.


Create a Benets CategoryThis example demonstrates how to create a benets category that includes medical, dental, vision, disability insurance,and life insurance. The following table summarizes key decisions for the compensation items in this scenario.

Decision to Consider First Item Second Item


Worker contribution for medical benet

Company contribution for medical benet

What is the source type?

Payroll element

Payroll element

What is the legislative data group?

USA

USA



What is the category type?

Benets


Display details of item rows on separate pages that viewers drill to for details.

Add items? (Describe)

Yes: Both worker and company contributions for medical, dental, vision, disability insurance,and life insurance benets.



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Add other categories assubcategories? Describe

No

Display graphs? (No or Yes?) One ortwo? What type?

Yes. Two: Stacked bar and pie chart.


No

Display the row if values are zero inthe period?

No

Create items for medical insurance, then create a benets category and aach the items you created along with eightexisting benets items and congure display options. Use the default values except where otherwise indicated.

Prerequisites1. Create the following payroll elements using the USA legislative data group.

◦ Medical Worker Contribution

◦ Medical Company Contribution

2. Create the following compensation items using payroll elements in the USA legislative data group:

◦ Dental Worker Contribution

◦ Dental Company Contribution

◦ Vision Worker Contribution

◦ Vision Company Contribution

◦ Disability Worker Contribution

◦ Disability Company Contribution

◦ Life Insurance Worker Contribution

◦ Life Insurance Company Contribution

Creating a Compensation ItemUse the default values except where indicated.

1. In the Compensation work area, click Manage Compensation Items to open the Manage Compensation Itemspage.

2. Click Create.3. On the Create Compensation Item page, complete the elds as shown in this table:



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Field Value

Item NameMedical Worker Contribution



Payroll ElementMedical Worker Contribution


4. Click Save and Create Another.5. On the Create Compensation Item page, complete the elds as shown in this table:

Field Value

Item NameMedical Company Contribution



Payroll ElementMedical Company Contribution



Entering Category Details and Adding Items1. In the Compensation work area, click Manage Compensation Categories to open the Manage Compensation

Categories page.2. Click Create.3. On the Create Compensation Categories page, complete the elds, as shown in this table.

Field Value

NameBenets



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Field Value

Category TypeBenets

4. Click Continue.5. On the Create Category page, Table tab, select Viewers drill into line items to see details in the Level of

Detail eld.6. Click Add Items ve times to add ve new rows.7. Complete the elds for each new row, entering a name and description of the category row and selecting

compensation items for each contribution column in the category, as shown in this table.

Name Description Your Contribution (Items) Company Contribution(Items)

Medical

Amounts reect yourcoverage.

Medical Worker Contribution

Medical CompanyContribution

Dental


Dental Worker Contribution

Dental Company Contribution

Vision


Vision Worker Contribution

Vision Company Contribution

Disability Insurance

LTD provides incomeprotection.

Disability WorkerContribution

Disability CompanyContribution

Life Insurance

Life insurance is a corebenet.

Life Insurance WorkerContribution

Life Insurance CompanyContribution



Graph TitleEmployee Versus CompanyContributions

Total Contribution Comparison

Graph TypeBar

Pie

Graph ItemsYour Contribution, CompanyContribution

Your Contribution, CompanyContribution



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3. Click Save.4. Click OK in the conrmation.5. Select the Descriptive Text tab.6. Enter any text here to describe what is included in this category or details about policies, and format it



Create a User-Dened Category for CommissionsThis example demonstrates how to create a Commissions category using the User-Dened category type. The followingtable summarizes key decisions for the category in this scenario.



User-Dened



Add items?

Yes: Sales target, sales revenue, and commissions items for year end.


Yes. Two bar charts, one for revenue generated and one for commissions earned.


Edit column labels.

Task SummaryTo create the user-dened category for commissions complete the following tasks. Use the default values except whereotherwise indicated.

1. Create a User-Dened category.2. Aach existing compensation items.3. Congure display options.



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Prerequisites1. Create the following compensation items:

◦ Sales Target Year End

◦ Sales Revenue Year End

◦ Commission Year End

Entering Category Details and Adding Items1. Click the Manage Compensation Categories task.2. Click Create.3. Complete the elds, as shown in this table.

Field Value

NameCommissions

Category TypeUser-Dened

Number of Item Columns3

4. Click Continue.5. Select Viewers see all details on one page in the Level of Detail eld.6. Click Edit Column Properties and select the Your Contribution column.7. Enter Sales Target in the Column Label eld.8. Click OK.9. Click Edit Column Properties and select the Company Contribution column.

10. Enter Sales Revenue in the Column Label eld.11. Click OK.12. Click Edit Column Properties and select the User-Dened Column 3 column.13. Enter Commission in the Column Label eld.14. Click OK.15. Click Add Items.16. Complete the elds for the new row, as shown in this table.

Name Description Sales Target (Item) Sales Revenue (Item) Commission (Item)

Row 1

Year End Activity

Sales Target Year End

Sales Revenue YearEnd

Commission Year End



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The Name column doesn't show in the statement when the level of detail is congured to display all details ona single page.



Graph TitleRevenue Generated

Commissions Earned

Graph TypeBar

Bar

Graph ItemsSales Revenue

Commissions




Create a Stock History CategoryThis example demonstrates how to create a stock history category for nonqualied stock options with vestinginformation. You create a stock history category and congure column visibility and graphs.



What's the category type?

Stock History




Yes. One: Bar.



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Accept most default column visibility seings. Make some adjustments to visibility of vestedshare columns and grant number. Edit some column labels for display on the statement.

Task SummaryTo create the stock history category, complete the following tasks:

1. Create a stock history category and congure the columns.2. Congure the display options.

The Stock Details table must contain stock data. Use the default values except where otherwise indicated.

Entering Category Details and Conguring Columns1. Click the Manage Compensation Categories task.2. Click Create.3. Complete the elds, as shown in this table.

Field Value

NameStock History

Category TypeStock History

4. Click Continue.5. Select Non-Qualied Stock Option in the Grant Type eld.6. Edit the column labels and availability of column types, as shown in this table, using the default values of

columns not listed.

Sequence Column Type Column Label Available for Display

1

Original Grant Date

Grant Date

(Use default)

3

Grant Number

(Use default)

Select

10

Original Value at Grant

Grant Value

(Use default)

16

Estimated Market Value ofTotal Shares

Estimated Market Value

(Use default)



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Sequence Column Type Column Label Available for Display

17

Vested Shares

(Use default)

Select

18

Exercised Shares

(Use default)

Select

20

Estimated Gain from VestedShares

(Use default)

Deselect

Conguring Display Options.1. Select the Graphs tab.2. Complete the elds, as shown in this table.

Field Value for the First Graph

Graph TitleVested Versus Unvested Shares

Graph TypeBar

Nonmonetary Graph ItemsVested Shares, Unvested Shares




Create a Total Compensation StatementThis example demonstrates how to create, generate, and view a total compensation statement that contains two top-level categories, one for cash compensation and one for stock. The statement denition is for individual contributorswhose salaries are quoted on an annual basis. The categories added as subcategories were created for other statementdenitions and are reused in this denition. The following table summarizes key decisions for the compensation item inthis scenario.



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Decision to Consider Item in This Example


Base pay for exempt workers with annual salary

What's the source type?

Payroll element

What's the legislative data group?

USA

The following table summarizes key decisions for the categories in this scenario.

Decision to Consider Cash Compensation Category Stock Category


Cash Compensation

Other

Display category details in the statementat what level?

Display details of item and subcategoryrows on separate pages that viewers drillto for details.

Display details of item and subcategoryrows on separate pages that viewers drillto for details.

Add items?

Yes: Base pay for exempt workers

Not directly, only through subcategories.

Add other categories as subcategories?

Yes. One: Bonuses Exempts

Yes. Two: ESPP Exempts and StockHistory Exempts

Display graphs? How many? What type?

Yes. Two: Bar and stacked bar.

No

Hide or edit any columns in the category?

Hide worker contributions because thisis a cash compensation category. Editsubcategory names to make them familiarto workers.

Edit subcategory names to make themfamiliar to workers.

Display the row if values are zero or no inthe period?

No

Display the Employee Stock Purchase Planrow but prevent drilling to details.

The following table summarizes key decisions for the statement denition in this scenario.

Decision to Consider Statement Denition in This Example

Include which top-level categories?

Cash Compensation and Stock

What is the statement period?

Calendar year 2015 Also create a second annual period to be ready for the next year.



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Decision to Consider Statement Denition in This Example

Include welcome message?

Yes. Address recipients by rst name.

Include summary page?

Yes

What is the statement audience foreligibility?

Individual contributors whose salaries are quoted on an annual basis

What is the population for statementgeneration?

Legal employer: Infusion USA

Task SummaryTo create, generate, and view a total compensation statement complete the following tasks. Use the default valuesexcept where otherwise indicated.

1. Create a compensation item.2. Create a cash compensation category and add the item and a subcategory.3. Create a stock category and add subcategories.4. Create a statement denition.5. Congure optional eligibility and statement summary page.6. Generate and view statements.

Prerequisites1. Create a payroll element named Base Pay Exempts that represents base pay earnings for salaried exempt

workers in the USA legislative data group.2. Create the following compensation categories with items:

◦ Bonuses Exempts

◦ ESPP Exempts

◦ Stock History

3. Create an eligibility prole named IC Annual Salary that identies individual contributors who are salaried withannual salary basis.

Creating a Compensation ItemCreate the compensation item.

1. Click the Manage Compensation Items task.



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2. Click Create.3. Complete the elds as shown in this table:

Field Value

Item NameBase Pay Exempts



Payroll ElementBase Pay Exempts



Creating a Cash Compensation CategoryCreate a cash compensation category and aach the base pay item you created along with two existing cash categorieswith items.

1. Enter category details and add an item.2. Add and congure subcategories.3. Congure display options.

1. Enter category details and add an item.1. Click the Manage Compensation Categories task.2. Click Create.3. Complete the elds, as shown in this table.

Field Value

NameCash Compensation

Category TypeCash Compensation

4. Click Continue.5. Select Viewers drill into line items to see details in the Level of Detail eld.6. Click Add Items.7. Complete the column elds in the new row, as shown in this table.



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Column Value

NameSalary

DescriptionBase pay amounts

Company ContributionBase Pay Exempts

8. Click Edit Column Properties and select the Your Contribution column.9. Select Do not display in the statement.

10. Click OK.11. Click Edit Column Properties and select the Company Contribution column.12. Enter Amount in the Column Label eld.13. Click OK.

2. Add and congure a subcategory.1. Click Add Subcategory.2. Select Bonuses Exempts.3. Click Apply.4. Click Done.5. Complete the elds, as shown in this table, for the new category row.

Column Value

NameBonuses

DescriptionLump sum compensation amounts

6. Click Save.7. Click OK.

3. Congure display options.1. Select the Graphs tab.2. Complete the elds for two graphs, as shown in this table.

Field Value for Graph 1 Value for Graph 2

Graph TitleYour Cash Awards

Total Cash Compensation



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Field Value for Graph 1 Value for Graph 2

Graph TypeBar

Bar - stacked

Graph ItemsAmount

Amount

3. Click Save.4. Click OK.5. Select the Descriptive Text tab.6. Enter any text here to describe what's included in this category or details about the compensation policies, and

format it appropriately.7. Click Reorder Components at the top of the page.8. Select Descriptive Text and click the downward arrow until Descriptive Text appears below Graphs.9. Click OK.


Creating a Stock CategoryCreate a stock category and aach two existing stock categories with items.

1. Enter category details.2. Add and congure subcategories.3. Congure display options.

1. Enter category details.1. Click Create.2. Complete the elds, as shown in this table:

Field Value

Category NameStock Awards

Category TypeOther

3. Click Continue.4. Select Viewers drill into line items to see details in the Level of Detail eld.

2. Add and congure subcategories.1. Click Add Subcategory.2. Select the row for ESPP Exempts.



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3. Hold down the Control key and select the Stock History Exempts row.4. Click Done.

3. Congure display options.1. Edit the subcategory names as shown in this table:

Column Stock History Category ESPP Category

NameStock Options

Employee Stock Purchase Plan

2. Click Edit Column Properties and select the Company Contributions column.3. Change the column label to Stock Award.4. Click OK.5. Select the Employee Stock Purchase Plan row.6. On the Action menu, select Congure Zero or No Value Behavior of Row.7. Complete the elds as shown in this table:

Field Value

Zero Contributions DisplayAlways display the row

Alert MessageEnter any text to display when workers have no stock to display.

8. Click OK.9. Click Save and Close.

Creating a Statement DenitionCreate a statement denition and congure the statement table display, periods, and welcome message.

1. Enter statement details and add top-level categories.2. Congure table display options.3. Dene statement periods and welcome message.

1. Enter statement details and add top-level categories.1. Click the Manage Statement Denitions task.2. Click Create.3. Enter any name for the statement, such as 2015 Annual Statement.4. Click Continue.5. Enter any description of the statement.



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6. Click Add Category.7. Select the two categories that you created: Cash Compensation and Stock.8. Click Apply.9. Click Done.

2. Congure table display options.1. In the Details tab, edit the top-level category names in the Display Name column to make the names more

familiar to workers.2. In the Description column, add descriptions that display in the statement, as needed.3. Select Reorder Top-Level Categories in Statement from the Actions menu.4. Select the rst category and use the downward arrow to place it after the other category.5. Click OK.6. Click Save.7. Click OK.

3. Dene statement periods and welcome message.1. Select the Statement Periods tab.2. Click Add.3. Complete the elds to create two annual periods, as shown in this table:

Field Value

Start Date01-Jan-2015

End Date31-Dec-2015

Date Available to Workers01-Mar-2015

Currency Conversion Date31-Dec-2015

Number of Periods2

4. Click OK.5. In the Display Name column, add a display name for each period, such as 2015 Annual Statement and 2016

Annual Statement.6. Click the buon in the Welcome Message column to compose a welcome message that workers see as the rst

page in the statement.7. Type Dear followed by a space.8. Click Insert Name.9. In the First Name row, click the Insert Segment buon.

10. Click Done.11. Enter a comma after the rst name placeholder in the welcome message.



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12. Use the rich text editor to complete the welcome message.13. Click Save and Close.

Conguring Optional Eligibility and Statement Summary Page1. Select the Statement Options tab.2. In the Eligibility Prole eld, select IC Annual Salary.3. Click Congure Summary Page.4. In the Monetary Compensation section, select the Table tab and verify the table contents.5. Select the Graphs tab.6. Complete the elds, as shown in this table.


Graph TitleYour Total Compensation

How Your Compensation Adds Up

Graph TypeBar

Bar - stacked

Graph ItemsCompany Contributions

Company Contributions

7. Click Save.8. Click OK.9. Select the Descriptive Text tab.

10. Enter any text that you want to appear in the summary page specically related to monetary compensation.11. Scroll down to the Summary Page Descriptive Text section and expand it.12. Enter some text, such as: The summary provides you an overview of your compensation package. Click

each category name to view additional details.13. Click Save and Close.14. Click OK.15. Click Finish to validate the statement.

Generating and Viewing StatementsUpdate global seings, run the process to generate the statements, check the process reports, and view workers'generated statements.

1. Generate statements.2. Monitor the process.3. View the statements.

1. Generate statements.1. Click the Congure Global Seings task.



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2. Complete the elds used for default stock estimates in the statement, as shown in this table.

Field Value

Default Stock Price35

CurrencyUS Dollar

3. Click the Generate Statements task to access the Process Details page.4. Complete the elds, as shown in this table.

Field Value

Statement Denition Name2015 Annual Statement

Statement Period2015 Annual Statement

Legal EmployerInfusion USA

5. Click Submit.6. Click OK.

2. Monitor the process.1. Click the Monitor Processes task.2. Find your process in the table.3. If the status is Processing, click Refresh.4. When the status is Completed, click the buon in the Reports column for your process ID.5. Analyze the summary details.

3. View the statements.You must have the Compensation Manager role to view statements.

1. Click the Details tab to see the workers for whom statements were generated.2. Click the buon in the View Statement column for a worker.3. Verify the statement content and formaing.4. Click Processing Reports in the task panel tab to return to the report Details tab.5. View and verify additional statements as needed.6. Click Sign Out.7. Close the Browser.



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Related Topics




Glossary

253

Glossary

alternate approver

Approver of a workforce compensation worksheet who is outside of the standard approval hierarchy.

COLA

Abbreviation for cost of living adjustment

compa-ratio

Salary as a percentage of salary range midpoint. 100 denotes salary at midpoint.

contribution column

Table columns that display compensation items representing the worker's or company's contribution amounts in a totalcompensation statement or compensation category.

database item

An item of information with special programming attached, which formulas and HCM extracts use to locate and retrievethe data.

derived factor

Calculated eligibility criterion that changes over time, such as age or length of service.

element

Component in the calculation of a person's pay. An element may represent a compensation or benefit type, such assalary, wages, stock purchase plans, pension contributions, and medical insurance.

element classification

Provides various element controls, such as the processing order, balances feeds, costing, and taxation. Primary elementclassifications and some secondary classifications are already defined. You can create other secondary classifications.

eligibility profile

A user-defined set of criteria used to determine whether a person qualifies for a benefits offering, variable rate orcoverage, compensation plan, checklist task, or other object for which eligibility must be established.

eligible salary

Pay used to calculate the percentage adjustment of a workforce compensation allocation. It might not equal base paydue to proration or adjustment.


Glossary

254

fast formula

A simple way to write formulas using English words and basic mathematical functions. Formulas are genericexpressions of calculations or comparisons that repeat with different input values.

grade

A component of the employment model that defines the level of compensation for a worker.

grade rate

Used to define pay values for grades in a legislative data group.

HR

Abbreviation for human resource.

legislative data group

A means of partitioning payroll and related data. At least one legislative data group is required for each country wherethe enterprise operates. Each legislative data group is associated with one or more payroll statutory units.

lookup code

An option available within a lookup type, such as the lookup code BLUE within the lookup type COLORS.

lookup type

The label for a static list that has lookup codes as its values.

offering

Grouping of setup tasks that support specific business functions, such as Sales, Service, and Product Management.

payroll relationship

Defines an association between a person and a payroll statutory unit based on payroll calculation and reportingrequirements.

personal payment method

Method of payment to a person for a particular payroll. When an administrator assigns a person to a new payroll,payments are made using the default organization payment method for the new payroll until a personal paymentmethod exists.

progression grade ladder

A hierarchy used to group grades and define their sequence. It includes the associated rates and progression rules foreach grade and step within the ladder.

progression rule

A set of criteria used to determine whether a worker is eligible to advance to a specific grade or step within aprogression grade ladder.


Glossary

255

rank

Worker's assigned rank indicating where the individual stands with respect to others in a manager's organization, where1 is the highest performing, or most valuable, worker.

ranking percentile

Value given to a worker that represents the percentile rank among total workers ranked in a manager's organization,where 100 is the highest ranked worker.

ranking score

Calculated value between 0 and 100 using all rankings given to a worker by all managers subordinate to the worker'smanager.

rating model

A scale used to measure the performance and proficiency of workers.

salary basis

Defines validation and payroll details for worker base pay. It identifies the currency and period of the quoted basepay and the factor used to annualize base pay. It optionally identifies components or rates used to itemize salaryadjustments and the grade rate used to validate salary.

total compensation statement

A statement that communicates compensation, rewards, and benefits to workers. The statement can include traditionalcompensation and compensation often overlooked by workers.

user-defined criteria

Factors used to determine eligibility for objects such as benefits offerings and rates.


Glossary

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