How do you recall compensation statements?

Note

Removing a worksheet from the system does not remove any generated statements; these must be recalled separately.

Procedure

Here's what you do

1. Go to Compensation Home and choose Complete Compensation Cycle Rewards Statements Recall Statements .

2. Select the method for statement recall – by statement template, employee name, or for a group of

employees. Select by employee name requires that you enter a First Name and Last Name. Select for a group of employees requires you to enter user names for the employees (copy and paste up to 500 names). 3. Click Recall Statements to remove compensation statements from the system.

13 Add-On Option: Executive Review

13.1 How should executive review be used in the approval

work flow?

What is Executive Review?

Executive Review is a way to see and/or manage the compensation planning process for a large population of employees. A worksheet goes to one compensation planner and only contains data for the employees that are in the compensation planner’s hierarchy. Executive review groups data from multiple worksheets into one view. Executive Review allows a user to see all the data that a compensation planner can see on a worksheet (including demographic data, merit increases, adjustments, and any other data field that appears on a compensation worksheet). The difference is that in executive review, all the employees from multiple worksheets are listed on one page. The user with executive review permission does not necessarily have to be included in the worksheet’s route map in order to see the data.

When a user is granted executive review permissions, the Executive Review tab will appear in their Compensation menu. Clicking on this tab opens executive review. Executive review gives users the ability to filter, sort, view, and export data by any demographic field. Here are some of the commonly used filter options.

Anyone can be granted permission to see executive review. A user can either have Edit or Read-Only permissions.

How does executive review work with a route map?

Executive review is not tied to the route map in any way. A person with executive review could be in the work flow or not, and could be inside or outside of the hierarchy. An individual worksheet's route map does not impact executive review. Typically, companies choose to have a holding step in the route map where all worksheets are sent to an administrator’s in box. Executive review is used at this time to view the data in the worksheets, even if the persons using executive review do not have the worksheet in their in box.

Can a user approve compensation planning in executive review?

No, there is no approval feature in executive review. It is view/edit only. Users must receive the worksheet in order to document that a specific person has seen and approved a compensation worksheet.

14 Add-on option: cascading budgets

This is a UI-based budgeting tool that allows managers to cascade budgets downward.

The key benefits of cascading budgets are … The negative points of cascading budgets are ….

Flexible because it is not based on same percentage for everyone

How many managers really want to do this?

Managers can decide budget for his/her direct reports Complex to set up Dynamic! If budgets need to change, just reload in the

new percentages

Complex to use

UI based – admin can control Very few have used this budget feature

14.1 How do you configure cascading budgets?

Context

To configure a cascading budget:

Procedure

1. On the Compensation Home screen, click the compensation plan template to which you want to add budget calculations.

2. On the Plan Setup chevron, select Plan Details then Budget. 3. Click Add Budget Calculation.

4. Select the Direct Amount mode from the drop down menu.

5. From the Use For drop down menu, select the tab or page of the compensation plan template the budget applies to.

6. Select the field(s) that will be included in the budget allocation (for example, Total row of the budget box). Note that you can include multiple standard fields (for example, Merit +Extra), or custom fields, but cannot include standard fields mixed with custom fields. Instead, create a new custom field that includes the required standard and custom fields and use that as the budget allocation field.

7. Enter a budget value as an amount.

8. Specify that the budget calculation is based on planner. 9. If required, make advanced settings.

This is the label that will appear in the budget box on the planning form. 11. Save your changes.

To learn more about budgets, see Manage Budget. 12. Click the Manage Worksheets chevron.

13. Under Budget, click Budget Assignment.

14. Click Add Head of Hierarchy and select the user to be the person at the top of the budget “chain” using the Find User capability.

15. Put a percentage or amount that person has to allocate.

16. Click the blue arrow icon to send the budget to the head of hierarchy.

17. Click the person’s name.

The Cascade Budget check box indicates permission to cascade budget to their direct/indirect reports. Note that only employees who have two or more levels below will have the Cascade Budget check box available.

18. Put in a percentage or an amount next to each employee's name and save to set the budget for those planners.

19. Select the Cascade Budget check box, and click Propagate next to the planner’s name to cascade the budget down to that planner where he/she can then determine the amount to be applied to his/her planners' budgets. If you do not want planners to determine their own budget assignment (e.g., you want budget assignments to be an administrator-only activity), do not click the Cascade Budget box(es). Instead, simply click the Propagate button for each planner to cascade the budget down to each planner.

Results

The above steps show how cascading can be done by someone who has Admin rights. Here's how you assign permission for budget assignment to an employee:

1. Go to Administration Tools. In the Manage Employees portlet, click Set User Permissions, then Manage Permission Roles.

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