Navigating the Compensation Planning Worksheet Interface

The Compensation Planning interface displays information that you, as the customer, have determined is most relevant to the planner, providing easily available links to more in-depth information. An individual compensation planning form contains a list of the manager’s employees and other information, including performance, compensation, merit increase guidelines, and budget data (information you deem necessary for managers to make recommendations for their team members).

As the planner decides on compensation awards for an individual, the system will calculate the total compensation package and the remaining budget allocation.

If your configuration allows, planners may add notes and activate a promotion. Depending on your business process, additional configuration options include requiring notes, executing promotions, requiring managers to be within budget or guidelines, and adjusting most column labels and form text.

Compensation Worksheets

Compensation worksheets provides Managers a framework to recommend promotions, salary adjustments, bonus allocations, stock grants, and other changes to their team's salary composition.

In a normal compensation process, a compensation worksheet is created for each compensation planner, usually a people manager, or HR representative. Administrators can create compensation worksheets within a compensation plan template from the Launch Compensation Worksheets page.

On the Compensation Planning worksheet, you will find links in the upper left corner.

Many configurations have a Summary and/or Reports link.

If your configuration has additional worksheets, such as Stock or SAP SuccessFactors Variable Pay, these will also be listed here.

The names of these links are configurable.

Updating Compensation Worksheets

When there are changes to employee data, budget or performance ratings in performance appraisals, the information is reflected in the compensation worksheets and needs to be updated. Administrators can update all worksheets attached to a compensation plan template or update the worksheets for specific employees.

Scheduled Job Manager

If needed, the job may be run later or on a schedule, Administrators can configure the Update Compensation Forms for Template job in Job Scheduler.

The Salary sheet is the default worksheet for most implementations. The Salary sheet displays information about an employee’s current salary, performance rating, and other information fields configured by your organization.

The main purpose of this sheet is to provide managers with the information they need to make informed merit, adjustment, lump sum, and other decisions.

The Stock worksheet is for organizations where long-term incentives are part of a compensation package.

The Stock tab is typically only used when stock planning is conducted in units versus currency amounts. For example, 100 RSUs versus 10,000 USD.

The worksheet also includes tabs to display the budget, metrics, route map views, and instructions on how to use the worksheet. The Functional Currency drop-down menu allows you to choose the Currency to be displayed on the worksheet.

After a recommendation has been entered, planners send the form to the next step on the route map. A dialog window allows you to add comments on the compensation plan for the next person to review (if routing email notifications have been enabled for the instance).

Compensation Worksheet Features:

• Includes tabs for displaying budget, performance metrics, route map views, and usage instructions, providing a holistic view and guidance for compensation planning.
• Default Salary Worksheet presents key information like an employee's current salary, performance ratings, and other configurable fields, aiding managers in making informed compensation decisions.
• Designed to equip managers with comprehensive data for decisions regarding merit adjustments, lump sums, and other salary-related changes, enhancing informed planning processes.

Based on the content in this section, please review the list of implementation decisions your company may need to make before implementation begins and discuss them with your stakeholders, project team, and SAP SuccessFactors implementation consultants. In this way, you will be better prepared to begin the implementation

• What type of roles does your organization currently use?
• What types of access should these roles have to their own information?
• What access should these roles have to other employees’ information?
• What permission groups would you like to create?
• What target groups would they have administrator permissions over?