Exploring Compensation Plan Settings

Once the copy is made, you configure the plan to the exact specifications you want to apply for that cycle. The settings page has different sections.

• Plan Information

  This section displays the plan name, template ID, when it was last updated and how many worksheets have been launched based on this template. The fiscal year end date refers to the year-end review period.

  Display settings allow administrators additional flexibility on how patterns are displayed in the worksheet.

  Default Sorting

  Sort employee names by First Name or Last Name and by Ascending or Descending order.

  Display Budget

  Determines if budget panel will be displayed. If deselected, the budget panel will not display even if there is budget calculation configured in plan.

  Display Total

  Setting which determines if column total will be displayed or not. If deselected, even custom fields configured to show a column total will not be displayed.

  Rating Label Format

  Determines how performance ratings will be displayed: text, numeric, or number-text. Leading practice recommends using text to have more meaningful impact at steering rewards than numeric.

  Pay Guide Format

  Determines pay guide pattern. Can only use the following keywords: min, def, and max Def refers to mid-point.

  Salary Guideline Pattern

  Determines guideline display pattern on the Salary tab. Can use the following keywords: min, low, def, high, and max.

  Stock Guideline Pattern

  Determines guideline display pattern on the Stock tab. Can use the following keywords: min, low, def, high, and max.

  Benchmark Coloring

  Benchmarks (Compa-Ratio and Range Penetration) can be color coded based on the percentages of where an employee’s current pay sits. May also be done for Range Penetration.

  

• Eligibility Settings

  This section allows you to define the starting point for your eligibility. When you start with All Employees are Eligible, you will need to create eligibility rules to exclude those who do not qualify for the compensation planning. If you start with No Employees are Eligible, you will need to create eligibility rules to include those who qualify.

• Approval Process

  This section displays the available route map that you want to associate with the current plan.

A route map defines the steps each compensation worksheet will follow. This step is typically configured during the previous implementation cycle. Modifications to the route map impact only compensation worksheets created from that point forward, not previously created worksheets.

A new route map can be created either by using a pre-configured templates from SuccessStore or by building your own workflow.

Route maps can be:

• Single Role – Assigning the route map step to a role or user.

• Iterative – Assigning the step to two or more users. Admins will have to assign who among the users will get the form first and who will move the form to the next step.

• Collaborative – Assigning the steps to two or more users who will simultaneously get the form in their inbox, but only one user can open the form at a time. By choosing Save & Close after updating a worksheet, the changes appear to other planners in this collaborative step.

Select Save & Close to update the worksheet for all other planners within the Collaborative step of a route map.

A route map uses SAP SuccessFactors system roles to figure out to whom to send the form. In a compensation route map, Employee (E) roles specifically refers to compensation planners, unlike in Performance Management where E roles refer to individual contributors. This distinction guarantees that only planners receive the compensation forms.

A leading practice in compensation is to create a route map where the compensation administrator is the first recipient of the forms. This staging step allows for admins to check on forms before they are sent to the managers’ folder.

This feature can be utilized in the Salary and Stock worksheets and will force a planner to add comments. The forced comment will occur when the planner makes a recommendation that triggers this setting. Triggers can be configured for any of the following scenarios:

• An employee is given a raise, stock, or options that are OUTSIDE the guidelines.
• An employee is NOT given a raise, stock, or options.
• ANYTIME an employee is given a raise, stock, or options.

• When the trigger occurs, the bubble icon displays. Hovering the mouse over the icon will give a message to the planner.
• At this time, the planner can still save the form if the bubble is red or in violation.
• If the planner tries to send the form, the system will perform a hard stop and a message will display below the route map.

To enter a comment, the planner selects the comment icon.

Forced comments are configured in Compensation Home by navigating to Plan Setup→Design Worksheet→Define Standard→Validation Rules.

This section displays the Currency conversion rate tables in the dropdown. It is recommended that each compensation cycle has its own currency conversion rate table. If you have not created a new conversion table for the current cycle, go back to the previous module topic to review the steps.

Functional Currency usually refers to the organization’s primary currency and, in most cases, it follows the currency of where the company is headquartered.

The salary pay range (or Salary Pay Matrix) and any attributes can be associated in the plan using the dropdown. It is recommended that each compensation cycle has its own salary pay range.

When Salary Proration is enabled salary guidelines will be adjusted for employees whose employment is not coterminous with the compensation cycle. Proration can be calculated based on:

• Date
• Percentage

This method allows administrators to specify the start and end dates of the compensation planning period, and the start date of the employee in the role. The system will then calculate the portion of the year (in %) that the employee has been in the role and prorate based on that percentage.

For example: Compensation Cycle: 01/01/2017 to 12/31/2017. Salary prorating start and end dates of employees must be entered in the user data file.

In this method, your organization calculates the percentage outside of the SAP SuccessFactors system and imports the percentage in the user data file.

The Enable Guideline Optimization checkbox enables the system to store the guideline rules and formula in the database to improve the loading performance of the planning sheet. If you check this checkbox and then update the guidelines after worksheet generation, the guidelines will be updated on the planning sheet. If disabled, then the compensation worksheet will need to be deleted and regenerated to display any guideline changes.

This setting is used in conjunction with Role-Based Permissions. When enabled, administrators can set field visibility based on groups.

This feature will allow the administrators to set certain compensation fields visible only to a group (for example, visible to HR and not the compensation planners). Select Create Permission Group to create additional roles. Members can be added to the group by using the category dropdown.

• Hiding a worksheet field also hides the fields on the Compensation Profile.
• Hiding a worksheet field also hides the budget for the field. If budget is shared with another program, budget information will be hidden for both programs.
• Hiding a worksheet field also hides any Youcalc widgets that are associated with that field. If the widget is displaying information on other programs, the entire widget will be hidden.
• Keep in mind that Field Based Permissions (FBP) won’t override field attributes (read-only or editable, visible or hidden, and so on). A read-only field cannot be made editable by using FBP and a hidden field cannot be made visible by using FBP. If, for instance, you want to make a field editable for some people and read-only for others, you have to define it as editable in the first place and then use FBP permission to revoke edit permission for a given target population.

Enable Suppress Statement prevents generating statements for employees using configured custom fields.

Enable Planner Audit allows your planners to download a file with details of field values (up to 25 fields) that have been modified by other planners. The inclusion of notes fields allows for greater visibility within worksheets, executive review as well as import and export of data.

• The settings page has different sections, such as Plan Information, Default Sorting, Display Budget, Rating Label Format, Salary Guideline Pattern, and Benchmark Coloring.
• A route map defines the steps each compensation worksheet will follow. This step is typically configured during the previous implementation cycle. Modifications to the route map impact only compensation worksheets created from that point forward, not previously created worksheets.
• A route map uses SAP SuccessFactors system roles to figure out to whom to send the form. In a compensation route map, Employee (E) roles specifically refers to compensation planners, unlike in Performance Management where E roles refer to individual contributors.
• The Forced Comment feature can be utilized in the Salary and Stock worksheets and will force a planner to add comments. The forced comment will occur when the planner makes a recommendation that triggers this setting.