Compensation · 7.5 Example of guidelines management access for Local Admins ... 21.4 How do you...

Administration Guide CUSTOMER

SAP SuccessFactors CompensationDocument Version: Q1 2016 – March 4

Compensation

Content

1 Document History. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

2 What is SuccessFactors Compensation?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

3 Navigating Compensation Home. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

4 Creating a Super Administrator and assigning permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

5 What are Super Admins and Local Admins?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

6 Defining an additional user to be a Super Admin or Local Admin. . . . . . . . . . . . . . . . . . . . . . . . . . 12

7 What is de-centralized administration?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 147.1 Enabling de-centralized administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 147.2 Creating and managing admin groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .157.3 SuccessFactors objects that are affected by de-centralized administration. . . . . . . . . . . . . . . . . . . . . . 177.4 Access to guidelines under de-centralized administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 177.5 Example of guidelines management access for Local Admins. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 187.6 Other considerations for implementing de-centralized administration. . . . . . . . . . . . . . . . . . . . . . . . . . 19

8 Managing user data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

9 Employee import and export. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21

10 Plan set-up. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24

11 Compensation Profile setup. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

12 Company Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

13 Executive Review. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2913.1 Using Executive Review in the approval work flow. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

14 Restricting fields. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

15 Custom fields for guidelines. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

16 Creating Combined Statements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35

17 Generating and Viewing Combined Statements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

18 Automatic Creation of Manager Worksheet for New Manager during Mass Update. . . . . . . . . . . . 37

19 How do you manage guidelines?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38

2C U S T O M E R© 2016 SAP SE or an SAP affiliate company. All rights reserved.

CompensationContent

20 Working with compensation plan templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4520.1 Setting up the compensation plan templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

Modifying the compensation plan template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46How do you add rating sources?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50How do you manage guidelines?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52Manage Budget. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59Set Advanced Settings. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .67Assign Route Map to Compensation Plan Template. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70How do you add new eligibility rules?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71Eligibility Rules for EC and non-EC Users. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74"On Save" Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .75How do you configure salary pro-ration?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 75

21 Working with Compensation Guideline Models. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7721.1 What is Compensation Modeling? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7721.2 How do you set up Compensation Models?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7721.3 How do you define Role Based Permissions for Compensation Models?. . . . . . . . . . . . . . . . . . . . . . . . 7821.4 How do you create a new Compensation Model?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 79

Create new Model. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 79Enter Details. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 80Set Targets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81Review. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81

21.5 How do you modify a Compensation Model?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 83How do you set up a Guideline?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .84

21.6 What happens when you accept the system recommendations?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .87How do you edit and review recommendations?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 88

21.7 How do you publish a Compensation Model?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 88

22 Setting up work flows and route maps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9022.1 What is a route map?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 90

Loading and modifying route mapsModifying route maps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9122.2 Defining a compensation planner method. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9422.3 Enabling routing forms to a previous step. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 96

23 Setting up the Job Selector (for promotions) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9723.1 What is the Job Selector?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9723.2 What are families and roles?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9823.3 How do you create job families and roles directly in the system?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9923.4 How do you create job families and roles using a file import?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .103

24 Managing group assignments to compensation groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10624.1 Creating a compensation group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10724.2 Renaming a compensation group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 108

CompensationContent

C U S T O M E R© 2016 SAP SE or an SAP affiliate company. All rights reserved. 3

24.3 Deleting a compensation group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10824.4 Adding members to a compensation group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10924.5 Removing members from a compensation group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11124.6 Removing budgets from a compensation group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11224.7 Uploading group assignment tables to the system. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11324.8 Downloading group assignment tables from the system. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11424.9 Managing employee dynamic groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .115

Enabling dynamic groups in Provisioning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117Using Team View. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117Using multiple people pools. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119Locking group membership. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119Viewing a list of members in an employee dynamic group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120Locating the shared groups option. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 120Field categories that are available for defining groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121How groups work with Administrative Domains. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .122Using groups in the suite. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .122Creating a new group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 127

25 Creating test user files and import test users Importing and exporting users. . . . . . . . . . . . . . . 13025.1 Export employee user data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13425.2 Import Employee User Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 136

26 Using Relationships to Grant Permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14026.1 How do you create a permission role?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14126.2 How can you grant permission roles?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14226.3 Configuring Fields for Setting up Permission Groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 144

27 Setting up role-based permissions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14527.1 What are role-based permissions?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14527.2 Which modules are covered by RBP?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14927.3 Creating admin users and assigning appropriate role-based permissions. . . . . . . . . . . . . . . . . . . . . . . 157

28 Managing Creating test Compensation worksheets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16728.1 What is a compensation worksheet?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16728.2 How do you create compensation worksheets?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16728.3 How do you update compensation worksheets?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17028.4 How do you delete compensation worksheets?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17428.5 How do you manage employee form membership?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17628.6 New Worksheet UI Redesign. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17828.7 Mass Download to Excel in Manage Worksheets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17828.8 Update Compensation Worksheets Individually. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 178

29 Enabling commonly used reports. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 179


CompensationContent

29.1 How do you use roll-up reports?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17929.2 How do you use aggregate exports?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18329.3 How do you access standard Compensation ORD Reports from Community Website?. . . . . . . . . . . . . 187

30 Create New Compensation Statement Templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19030.1 Generating a new statement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19230.2 Displaying compensation statement templates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19230.3 Setting permissions for compensation statements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19330.4 Publishing selected worksheets in Employee Central. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19530.5 Assigning employees to statement groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19730.6 Creating combined statements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20030.7 Generating compensation statements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20130.8 Downloading or bulk print of compensation statements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20430.9 Recalling compensation statements. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .206

31 Cascading Budgets. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20731.1 How do you configure cascading budgets?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 207

CompensationContent


1 Document History

Q1 2016

Table 1: Changes to this Guide in Q1 2016

What's New Description More Information

February 26

Company Settings. You can now enable the following options in Company Settings page of the Compensation plan: Enable Inline Edit for Executive Review, Enable Compensation Excel offline Edit, Disable Launch Worksheet for specific group.

Company Settings [page 27]

Publishing selected worksheets in Employee Central.

You can now publish compensation changes from completed worksheet by using the 'Publish Selected Worksheets in Employee Central' option in the Compensation Plan. Previously, only an Admin could do this.

Publishing selected worksheets in Employee Central [page 195]

Modeling Compensation Guideline.

You can now model Compensation Guidelines. Compensation Guideline Modeling allows you to perform complex calculations and use reports to analyze how incentive bonus and equity should be awarded to employees across locations, performance levels, position in range and so on.

What is Compensation Modeling? [page 77]

Accessing standard compensation ORD reports from community website.

You can now download a number of pre-designed Online Report Designer (ORD) templates for Compensation. You can customize these reports to suit your business requirements after downloading them.

How do you access standard Compensation ORD Reports from Community Website? [page 187]


CompensationDocument History

2 What is SuccessFactors Compensation?

SuccessFactors Compensation is an objective way of rewarding high-performing employees and retaining valuable employees. By reinforcing your company’s pay-for-performance culture and values, your company can get a clear of who's contributing, who's not—and then pay employees accordingly. Compensation becomes a motivational tool that is built into the infrastructure and culture of a company. Compensation links pay to performance, automatically capturing an employee's information so that managers can make objective, fact-based decisions about compensation. SuccessFactors Compensation is an objective way of rewarding and retaining valuable employees.

By building the process into the SuccessFactors compensation plan template, you can:

● Reward employees based on their individual performance, increasing the chances of retaining top talents. You can even pull in ratings directly from the Performance Review form.

● Award salary increases, bonuses, and stock to high performers.● Ensure compliance to guidelines.

CompensationWhat is SuccessFactors Compensation?


3 Navigating Compensation Home

You can access the Compensation Home page from the Administration Tools main menu. On the left side of the screen, you can see a list of all the active compensation and variable pay templates in your instance. The plan type (salary, bonus, or stock) and the number of launched worksheets are also listed for quick reference. By clicking on the plan name, you can access the specific details for this plan. You can also expand or collapse the list of plan names to enlarge the working space on the right side. On the right-hand side of the screen, you can also choose to add a new compensation or variable pay plan.

If you click away from the Compensation Home page, you can quickly return by choosing Back to Admin Tools/Compensation from the top left-hand corner of the screen.

From Compensation Home, you can also access:

● Actions for all plansThe Actions for all plans link opens a page that includes administrative tasks that apply to all plans, including managing look-up tables, currency conversion rates, salary ranges, and more.

● Monitor JobsA job is a batch set of processes that are executed in the back end of an application. Also called an asynchronous process, the work involved is not visible to you, and does not limit or prevent you from using the rest of the application. The Job Monitor allows you to see if a process has completed, and access a log file that provides the results of the job.

● Aggregate ExportThe aggregate export report allows you to export all of the compensation data within the system, most commonly to import into some other system or the HRIS.

● Rollup Report The Rollup Report provides information on how each Compensation Planner spent their budget, and allocated increases to each user. When dynamic worksheet launch is used and a Planner has more than one worksheet, this report will add up all worksheets to provide budget totals for the Planner.

NoteFrom the Administration Tools main menu, you can access the Upgrade Center to access the latest updates for Compensation.


CompensationNavigating Compensation Home

4 Creating a Super Administrator and assigning permissions

You need to make sure that you can still log in after you have enabled Role-Based Permissions (RBP). For this, you have to create a Super Administrator. The Super Administrator is the only user who can log in after Role-Based Permissions (RBP) are enabled on your account.

Prerequisites

Before you begin, ensure that the configuration for Provisioning has been completed for the customer's instance.

Context

The Super Administrator (sometimes referred to as Super User or Super Admin), who is created in Provisioning, is the only user who is allowed to log in to the system after RBP is enabled. The Super Admin can grant or assign other users the right or permission to manage RBPs.

As a Super Admin, assign the permission to manage RBP to yourself and any other consultants working on the project. In addition, assign this permission to the Security Admin of the customer. To learn more about Super Administrators, see the Role-Based Permissions Handbook .

NoteLocal HR teams may choose to locally manage elements of their Compensation and Variable Pay Plan template setup. An admin with Super Admin privileges can oversee all setup activities for all local Compensation admins. Each local admin team can manage guidelines for their region, but is restricted from viewing guidelines for other regions. Large companies that administer Compensation locally may opt in to this feature. A user must have role-based privileges (RBP) or Admin Domain privileges and you must have Admin 2.0 to use this feature, which is enabled by selecting the Enable Decentralized Administration option.

Procedure

Here's what you do1. On the Company Settings page of Provisioning, scroll down until you are nearly at the bottom of the page.2. Specify entries in the following fields:

CompensationCreating a Super Administrator and assigning permissions


http://help.sap.com/disclaimer?site=https://mysp.successfactors.com/productcentral/Documents/confluence.successfactors.com_/download/attachments/61364037/RBP_Implementation_Handbook.pdf_version=1_modificationDate=1377899222000.pdf

3. On the right side of the page, select Create Admin.4. Log on to your customer's instance with the user name and password you've just created. You will be asked to

change the initial password during the first log-on.

5. Go to Administration Tools. In the Manage Employees section, select Set User Permissions Manage Permission Groups .

6. Select System Administrators, add your user name to the group, and click Done.

7. Go back to Administration Tools. In the Manage Employees section, select Set User Permissions Manage Permission Roles .

8. Select System Admin Permission .9. Scroll down to Manage Compensation, select all check boxes, and click Done.

Related Information

What are Super Admins and Local Admins? [page 11]What is de-centralized administration? [page 14]


CompensationCreating a Super Administrator and assigning permissions

5 What are Super Admins and Local Admins?

Super Admins and Local Admins are types of administrators in SuccessFactors who have varying levels of permissions and scope available to them.

SuccessFactors supports two types of administrators:

● Local Admins deal with data for only their own market, region, or team. For example, an administrator in the Canada office manages compensation for only the Canadian employees of that office. This means that the administrator in the Canada office should have access to only the local Canadian guidelines, bonus plans, business goals, and so on, and should be entered into the system as a Local Admin. A Local Admin must be a member of a local administrative group. For example, if Marcus Hoff (mhoff) and Wilma Sown (wsown) are going to be the compensation Local Admins for Canada, then in the Group Definition window, they should both be added as members of the Canada Admin Group.Access to Compensation and Variable Pay objects is determined by membership in a group whose members are granted local administrative privileges. For example, a guideline formula must be associated with an admin group. This ensures that all Local Admins who are members of the admin group associated with the guideline formula will have access to it, but Local Admins who are members of a different admin group will not.

● Super Admins supervise the compensation process across an entire organization. These administrators will have access to all data across all markets, regions, and teams, regardless of their physical location. For example, a Super Admin in the Canada office can access both the Canadian and U.S. guidelines, bonus plans, business goals, and so on.

CompensationWhat are Super Admins and Local Admins?


6 Defining an additional user to be a Super Admin or Local Admin

Use the Permission settings window to assign the permissions to a user's account to define them as a Super Admin or a Local Admin. After you define a customer's initial Super Admin, you can define additional Super Admins to ensure there is a back-up super user provisioned.

Procedure

1. To define a user as a Local Admin, assign all of the selected Permission settings shown, except for the following:

○ Decentralized Super Admin Permission○ Manage Administrative Dynamic Groups

2. To define a user as a Super Admin, assign all of the selected Permission settings shown above, including the two that were omitted for the Local Admin user.

3. For the Local Admin, enter a Group Name in the Group Definition window, choose the Username, and click Update to add them to the appropriate local admin group for their area. This step does not apply to a Super


CompensationDefining an additional user to be a Super Admin or Local Admin

Admin.

CompensationDefining an additional user to be a Super Admin or Local Admin


7 What is de-centralized administration?

The de-centralized administration functionality in the SuccessFactors Compensation and Variable Pay modules provide a way to for a global enterprise to share one template to manage compensation and variable pay processes.

Many large global organizations have de-centralized or distributed teams and processes for managing compensation and variable pay. For example, a consumer goods company headquartered in the United States might have offices across the globe in Brazil, UK, France, India, and China. Each of these offices might be responsible for their own compensation planning and have independent teams who manage their compensation processes. Therefore, the administrator of the Brazil compensation program should be able to perform his tasks independent of his counterpart in India and so on. Each country, region, or market might also have its own cycle for compensation planning. For example, the U.S. office launches its annual compensation forms in March, but Canada launches its compensation forms in May.

The de-centralized functionality provided in the Compensation and Variable Pay modules allows different administration groups, teams, markets, countries, or regions to use a single template across the entire organization to manage their compensation processes.

With this feature in place, the U.S. headquarters for the company in our example can create one compensation template to use for the entire organization covering all countries, while each country’s administrator will have access to only their country’s data and processes.

The ability to manage compensation and variable pay in a single, common template significantly reduces administrative overhead and provides the ability to view all organization-wide data in one location, which provides a holistic view.

Many security features are in place to ensure that administrators can access data only for their assigned markets, regions, teams, and groups.

7.1 Enabling de-centralized administrationThe de-centralized administration feature is typically enabled during provisioning.

You can enable de-centralized administration for a customer when you provision their account or anytime an existing customer account upgrades their instance to the required release.

When de-centralized administration is active for an instance, the Enable Decentralized Administration option appears as follows:


CompensationWhat is de-centralized administration?

7.2 Creating and managing admin groups

Admin groups are dynamic groups to which Local Admins are assigned as part of a de-centralized administration environment.

Prerequisites

To create and manage admin groups, you must be logged in as an admin with the Manage admin dynamic groups permission enabled.

Context

For the system to know which users are permitted to manage template and guidelines, you need to create an admin group and assign the appropriate Local Admin users to the group. When a guideline is created, you associate it with a specific admin group. All Local Admin users who have been granted membership in the admin group associated with that guideline will be able to view and manage the guideline. Any user who has been granted Super Admin privileges will have access to view and manage all guidelines across all admin groups that are created for your account.

Noteit is possible for a Local Admin to have multiple group memberships. For example, Carla Grant is a compensation admin for both France and Denmark. Therefore, it makes sense to set her up as a Local Admin with membership in the admin groups created for both of those locations.

Procedure

1. Select Compensation Administration Actions for All Plans Manage Admin Groups .



2. Select Create New Group.

3. In the Group Name field of the Group Definition window, type a descriptive name for the new admin group.

4. Choose the Username entries for the group members to include in this admin group, then click Update when you are finished.

Results

The Group Membership total changes to include the members you added.

NoteTo remove a member from an admin group, follow the steps to navigate to the Group Definition window, then delete the Username entry for the user from the group list before you click Update.



7.3 SuccessFactors objects that are affected by de-centralized administration

Administrators have a range of features under de-centralized administration that are applicable to managing objects in the SuccessFactors Compensation and Variable Pay modules.

De-centralized administration features apply to the following SuccessFactors objects:

● Compensation guidelines● Variable Pay guidelines● Variable Pay bonus plans● Variable Pay business goals● Variable Pay business goal weights● Variable Pay exports and validation reports

○ Import and export of gates and accelerators (the administrator should have full permissions for both bonus plans and business goals)

○ Export of bonus plans○ Export of business goals○ Export of business goal weights○ All validation reports

7.4 Access to guidelines under de-centralized administration

When de-centralized administration is in effect, Super Admins and Local Admins have different levels of access to guidelines.

Super Admins will have access to all the guidelines within a template. However, Local Admins will have access to only those guidelines that belong to their assigned admin group. For example, a Local Admin who is a member of the Canada group can access only the Canada guidelines, while the Super Admin will have access to all of the Canada Guidelines as well as all of the guidelines for Denmark and France.

The Super Admin has CRUD access to all guidelines

Under de-centralized administration, a user who is assigned as a Super Admin will have create, read, update, and delete (CRUD) access to all guidelines across all admin groups.



The Super Admin:

● Can lock guideline rules. After being locked, a guideline rule cannot be changed. If a change is required, the Super Admin will first have to unlock the rule.

● Has access to all admin groups and can re-assign a formula to different admin groups.● Has access to unassigned formulas (those formulas which have no associated admin group). Local Admins do

not have access to unassigned formulas.● Must ensure that there are no unassigned formulas, no duplicate guidelines, and formulas are in the correct

order.

NoteThe associated admin group only determines which admins can view, edit, or delete the guidelines. The application of the guideline formulas on the employee population for Compensation and Variable Pay calculations are not changed by the admin group association.

7.5 Example of guidelines management access for Local Admins

Local Admins have access to configure guidelines for only their assigned groups on the admin screens as well as the import files.

A Local Admin can only access and modify the guidelines that have been associated with the groups to which they have been added as members.

ExampleWilma Sown is a member of the Canada Admin Group, so in the import file example shown below, Wilma can access only those guidelines with an Administrator_Group marked as –Canada Admin Group.



Local Admins can be members of more than one admin group, but they still cannot access guidelines that are assigned to admin groups to which they haven't been added as a member.

ExampleWilma Sown has been added as a new member of the US admin group, and is still a member of Canada Admin Group. She will now have access to view and edit the guidelines for both the Canada and US groups. However, she still will not have access to any of the guidelines managed by members of the France Administrators admin group.

7.6 Other considerations for implementing de-centralized administration

There are a few considerations to keep in mind when you enable de-centralized administration for your customers.

When you work with the de-centralized administration feature:

1. Enable this provisioning switch: Enable Decentralized Administration [requires "Enable Compensation Admin 2.0"]

2. After the provisioning set-up is finished, the feature will be available for users. However, for the Variable Pay “Administrator_Group”, the following definition should be added to all Variable Pay Goal Plan Templates:○ <field-definition id="Administrator_Group" type="textarea" required="false" detail="false"

viewdefault="on" showlabel="false" field-show-coaching-advisor="false" cascade-update="push-down"> <field-label>Associated Group Name</field-label> </field-definition>



8 Managing user data

Context

As an administrator, you can navigate to the import/export user data screens in two ways. Both methods bring you to the same screen.

Procedure

1. From the main Admin Tools screen under the Manage Employees section, select Update User Information.2. Select Employee Import or Employee Export.3. Alternatively, from the Compensation Admin 2.0 Home page: Navigate to the Actions for all plans screen, then

select Employee Import or Employee Export.


CompensationManaging user data

9 Employee import and export

Compensation data is imported by uploading it in CSV format as part of the user import spreadsheet; data is exported in CSV format.

Context

Your SuccessFactors consultant will provide the correct data file format and data file requirements. To make corrections, you may want to export the data, adjust, and re-import the data.

To import your employee data:

Procedure

1. In Actions for all Plan, under Import/Export Data, go to the All Plans drop down and select Employee Data Import.

CompensationEmployee import and export


2. Select Browse; choose the CSV file to import, and select Validate Import File. If there are no errors, select Browse and choose the file again.The Validate Import File option will check for missing values in required fields and validate the MANAGER and HR fields contain valid, active users. If your company plans to import two separate data files (one for core user data and another for compensation data), your consultant may have disabled this validation on import. Disabling the validation on import will allow you to load a simplified file with compensation data only. In this situation, you may see errors such as ‘Missing value in Email field’ when running Validate Import File, but not when actually importing your file. Please discuss your set-up with your consultant.

3. Depending on your process, you should check all or some of the following boxes in the Specify Form routing options.Checking the Automatic insertion of new manager as next document recipient if not already option will change the route of already-created compensation forms to include the new second-level manager. This could add a new step to the route map if the new manager is not already included in the next step of the route map.

○ Do Not Transfer Documents○ Automatic insertion of new manager as next document recipient if not already.○ Automatic Inbox document transfer to new manager.○ Automatic En Route document transfer to new manager.



○ Automatic Completed document transfer to new manager.

An important point to remember about the form routing options is that with Automatic Manager Transfer, the Compensation module is different than other SuccessFactors modules. The “Manager” in the case of automatic manager transfer is the manager of the compensation planner. To transfer employees between launched forms, you will need to select Update Compensation Forms.

4. When updating compensation forms, note that selecting the Update Variable Pay forms and Update Compensation forms options will update live compensation forms, so use caution when choosing these options. After you select Update Compensation forms, additional options are presented.

5. Click Import User File.To export your employee data:6. In Actions for all Plan, under Import/Export Data, go to the All Plans drop down and select Employee Data

Export.7. When the Employee Data Export page appears, follow these steps to set up and complete the data export:

a. Select the CSV format for your export file choice.b. Select the Include User Compensation Data check box. To include all relevant compensation data in the

file, including eligibility information, select both check boxes under Include User Compensation Data. Make sure to select the form template name. You can select more than one template at a time by holding the CTRL key while selecting template names.

c. Click Export User File. You are prompted to either run or save a zipped version of the CSV file.



10 Plan set-up

After the compensation tables are finalized, you can set up your compensation plan template. This topic describes the set-up tasks recommended for administrators to prepare for each compensation cycle.

On the Compensation Administration home screen, you can see the list of your existing templates on the right hand side. To open a template, select the template name and navigate to the form template overview. From this overview page, you can view the high-level attributes of your compensation plan.

To copy an existing plan template, select the copy icon in the top left of the desired plan template. As part of the plan template copy process, you will be asked to update the plan name, pro-ration start and end dates, and the fiscal year end date.

At the top of the screen, the administrative tasks are categories for the three major phases of managing a compensation cycle: Plan Setup, Manage Worksheets, and Complete Compensation Cycle.

Form template settings under Plan Setup

Select the Plan Setup section and the Settings drop down. This page gives a high-level overview of your settings, where you can change your functional currency, route map, salary range table, and currency conversion table. The Settings drop down gives you access to Advanced Settings, which will show the detailed form settings associated with the template.

In general, there are a few settings that are typically checked for compensation forms. Please confirm with your consultants to see if this setup is right for you. Both Disable Ask For Comment Routing and Disable Ask for Edit Routing prevent managers from sending their entire team's form to other managers for feedback.

Additionally, selecting the option to Disable Send button for completed documents removes the Send Copy button from completed compensation forms. This prevents managers from sending the compensation data for their entire team to any user in the system.

In general, administrators do not want to make changes to completed forms, in which case you would select Allow edit of completed Compensation forms.


CompensationPlan set-up

11 Compensation Profile setup

Context

The Compensation Profile requires UI V2. Please contact your consultant or Customer Success to enable the Compensation Profile in your environment. The Compensation Profile can be accessed from the employee name on the worksheet. It has four sections:

● employee demographic data● compensation history● salary positioning● recommendations

Only the compensation history section is configurable.

Compensation history must be configured in Actions for all Plans before it can be added to a plan template. The first step is to create “Periods” which bring together fields from one or more plans to display on each bar of the graph.

Procedure

1. Browse to Actions for all plans Compensation Profile . Select either Add/Edit compensation history to create salary and bonus periods or Add/Edit stock history to create stock periods.

2. Enter a period label. This will be displayed on the X axis of the graph.3. Enter the period description. This field does not display on the Profile, but allows you to create multiple periods

with the same label (for instance, multiple periods labeled “2014”) but one is for 2014 bonus plan templates, and another is for 2014 salary plan templates.

4. NoteYou should not combine fields that have different frequencies; for example, annualized salary and monthly merit amount.

Select a plan template, and the fields that you wish to display on the profile.5. If you wish to combine fields from different templates, select Add another plan.6. Once history periods are created in Actions for all plans, you may add the periods to a plan template. Browse

to Plan Setup Design Worksheet Define Compensation Period Data or Define Stock History Data. Select the period(s) you want to display, and select Add Period. You may select up to eight history periods.

CompensationCompensation Profile setup


Next Steps

Compensation history displays in both chart and list form. If an employee was paid in different currencies, only the list view will display, and the Planner will be advised that the graph is not available due to multiple currencies.

The history section can be set up to point to its own plan template. When this is configured, recommendations entered on the worksheet or profile will display in the history section.

The fields in the Compensation Profile are determined by the Column Designer. If the Column Designer does not include compa ratio, the compa ratio information in the salary positioning section will not display.

If the pay guide is not included in the Column Designer, the salary positioning section will not display.


CompensationCompensation Profile setup

12 Company Settings

You can now access a few features in compensation from Company Settings tab which was previously enabled through provisioning.

Prerequisites

Before you can set up the new features in Compensation, you will need to enable the relevant role-based permissions for Admin.

Enable Compensation and Variable Pay Feature Settings in Permission Settings > Manage Compensation.

Procedure

1. Navigate to the Admin Center

CompensationCompany Settings


2. In Tools Search field, type See Action for all Plans.3. In Company Settings tab, you can enable the following features:

1. Enable Compensation Excel Offline Edit: When this setting is checked, planners can download worksheet values to excel, enter recommendations and then import them back in to the system .

2. Enable Executive Review Edit-in-place: When this setting is checked, executive review screen opens as editable and you can change recommendations for all employees at the same time.

3. Disable Launch Worksheet for specific group: When this setting is checked, the option to lauch worksheet for a specific group is disabled.

4. Click Save.

NoteEnabling these features affects all plans.


CompensationCompany Settings

13 Executive Review

Executive Review is a way for users to see and/or manage the compensation planning process for a large population of employees.

What is Executive Review?

A worksheet goes to one compensation planner and only contains data for the employees that are in the compensation planner’s hierarchy. Executive Review takes data from multiple worksheets and groups the data into one view.

Related Information

Using Executive Review in the approval work flow [page 29]

13.1 Using Executive Review in the approval work flow

Executive Review enables 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.

When a user is granted Executive Review permissions, the Executive Review tab will appear in their Compensation menu. Choosing the Executive Review tab opens executive review. With 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. 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.

CompensationExecutive Review


Anyone can be granted permission to see an Executive Review. A user can either have edit or read-only permissions.

Note

The best practice is to use Permission settings Compensation to grant Executive Review read access to all target populations (select Executive Review Read Permissions and Others) and Executive Review edit access to target populations only (select Executive Review Edit Permissions and Others). This allows the planner to see all target populations in their Employees I can view list.

RecommendationBe sure to advise your customers that if they are reloading or updating data after the compensation worksheets have been created, or are updating the budget percentage through Group/Planner budget, they must run Update Worksheets under Manage Worksheets or select the Compensation specific import options on the Import Employee Data page.

Also, please make sure your customers understand that they should not be making plan template changes after worksheets have been created. This can cause unexpected results in Executive Review, and can cause the worksheet and Executive Review to become out of sync.



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 permission 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 email 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 provided in Executive Review, which is only available for viewing and editing. Users must receive the worksheet to document that a specific person has seen and approved a compensation worksheet.

Related Information

Import Employee User Data [page 136]Creating admin users and assigning appropriate role-based permissions [page 157]



14 Restricting fields

Field-based permissions are available for nearly all standard and custom fields.

Context

Field restrictions are applied to the worksheet, budget overview, Youcalc widgets, and compensation profile. If a field is restricted on the work sheet, it will also be restricted in the budget overview and Youcalc widgets. If a field that is restricted shares a budget or widget with another field, the combined budget overview or widget will be restricted. However, these permissions do not yet apply to Ad-Hoc reports.

Common use cases for restricting fields include:

● Hiding worksheet fields that are not meaningful to the Planner, such as pro-rating and salary rate units● Adding country-specific worksheet fields that are visible to Planners in one country● Creating custom fields that are only visible to HR● Designating certain fields as editable only by HR or certail levels in the organization, such as adjustments

For a complete list of fields available for field-based permissions, visit this page:

http://confluence.successfactors.com/display/ENG/List+of+fields+supporting+field+based+permission .

NoteEven if using field based permissions, you may also wish to hide fields on the form using the "Hide this column on the form" option. Columns hidden in this way can still be marked as exportable, and allow supplemental information to not be shown but still accessible if needed. This is a contrast with columns hidden using Field Based Permissions which would not be on an export at all if hidden.

To restrict fields, here's what you do:

Procedure

1. From Manage Permission Roles, select Manage Compensation and enable the option for Manage Field Permission Groups.

2. Under Plan Setup > Settings, select the option for Enable field based permissions.3. Click on the "Field Permission Groups" pill and select the applicable groups. Note that groups for "Managers",

"Second Managers", "Custom Managers", "HR Managers" and "Matrix Managers" refer to the logged in user, and not the relationship of that user to an individual on the form. So for example if a group of "Managers" is selected, then all users who are listed as a manger for another employee will have access to view the columns for "Managers", not just the specific manager of the specific employee being viewed.


CompensationRestricting fields

http://help.sap.com/disclaimer?site=http://confluence.successfactors.com/display/ENG/List+of+fields+supporting+field+based+permission

4. If an additional group needs to be created, either click "Create Permission Group" or, go to Actions for All Plans Group Assignments Manage Dynamic Groups , select Manage Field Permission Groups. From this page, you can create, delete, edit, and copy permission groups to have unique access to fields. This is where you will need to go for any editing of groups already created.

5. Return to to Settings Field Permission Groups and select the newly created roles you wish to associate with the plan.

6. NoteIn the FBP Permissions section of Design Worksheet, hover over or click the pencil icon to change a field to view only; hover over or click the eye icon to hide the field. Click Save when you have finished making your changes.

Go to Column Designer Design Worksheet and change the default permissions for the selected fields. Field visibility and edit availability by role can be changed before and after worksheets are launched.

CompensationRestricting fields


15 Custom fields for guidelines

Compensation administrators can use up to three custom fields for guidelines.

Custom fields enable an administrator to hide worksheet fields that are not meaningful to planners; add custom fields so they are available only to HR; allow certain budgets to be accessible only to senior planners; or allow certain fields to be available by country. Administrators can hide all fields associated with a program, for example, stock. A blank tab will display in place of the hidden program.

Support for custom field depends on its type.

Type of field Supported behavior

Compensation Profile Hiding a worksheet field also hides the fields on the Compensation Profile

Budget panel Hiding a worksheet field also hides the budget for the field. If the budget is shared with another program, budget information will be hidden for both programs.

Youcalc 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.

Ad hoc reports Field-based permissions will be extended to the ad hoc report framework in b1411. When implemented, hiding a field in Column Designer will hide the field in the ad hoc report.

Fields that can be hidden Most standard fields and all custom fields can be hidden. However, in 1408, bonus details cannot be hidden.

Editable custom field Not supported in 1408

Money type custom fields Not supported

Enum fields Not supported in 1408

Formula fields Not supported in 1408

Cross-tab referenced fields Not supported

To create and configure a custom field under the Design Worksheet, use Column Designer.

After a custom field has been added, it is available for selection in the Add Guideline screen.


CompensationCustom fields for guidelines

16 Creating Combined Statements

You may combine a compensation and variable pay plan template, two compensation plan templates, or two variable pay plan results into one combined statement. These statements can be downloaded from the Success Store along with compensation and variable pay templates. The reasons for more than one plan existing in your customer's organization can be two different approval processes, two different route maps, or different methods of planning.

Here's what you do

1. Go to Compensation Home and select Actions for all plans

2. Choose Manage Statement Templates and then Add/Edit Statement Templates

3. Choose Add Template – from SuccessStore – Combined Template

4. Choose a pre-loaded template from the SuccessStore and then select the plans that you want to include in the combined statement. Note that the plans are added to the combined statement template

From within the template, you can add sections and fields.

1. To add fields to the sections, you need to choose the plan from which you want the fields to be pulled. Once you choose the plan, you get the list of fields that can be pulled from that plan. You can then multi-select the fields that you want to add from the plan.

2. The fields show up in the Fields section on the right. The plan number is appended to provide information on which plan the field is associated with. The sections and fields can be configured to be conditional. For the section, you can define which plan and which field controls the visibility of the section.

CompensationCreating Combined Statements


17 Generating and Viewing Combined Statements

Procedure:

1. Go to one of the compensation plans and add a template and other plans following Complete Compensation Cycle – Rewards Statements – Manage Statement Templates.

2. Go to Select Plans and add the other plan to this one.

3. Add the statement template to the plan using the Select Template button. There is an additional column named Source Plan that provides the information on the source plans for this template.

4. Once you add the template, you can assign employees to the template and generate statements.

5. Once the statement is complete, you can download the statement under Manage Statement Templates – Actions – Download Statements.


CompensationGenerating and Viewing Combined Statements

18 Automatic Creation of Manager Worksheet for New Manager during Mass Update

1.To create a worksheet for new managers in mass update, you need to check option 'Create worksheets for new managers' in mass update option page. This option only works if the user has the 'Manage Compensation Form' permission to have worksheets create automatically for new managers in mass update.

2. To enable this option, you can select only one plan template in the compensation template dropdown list. If not, a warning message 'Create worksheets for new managers may be enabled when only one plan template is being updated. Please reduce your plan selection to one plan only' and not check that option will appear.

3. Once option 'Create worksheets for new managers' is checked, the worksheet name input box will show as a required field. You must input a name there. This name is used to compose name of worksheet to be created for new managers.

4. If 'Create worksheets by employee group' is enabled for specified compensation template, the dynamic group name will be appended to the worksheet name you provided like 'worksheet name + (dynamic group name)'. This is to avoid worksheets created for same managers but different dynamic groups having the same name.

The head of compensation planning auto-complete component is always displayed. You can input multiple head of compensation planning there. Auto-complete component will pop up matching users when you input user name there. Upon clicking one of them, that user will be selected as head of compensation planning and listed below.

You can remove a selected head of compensation planning by clicking remove button besides that user.

If 'Create worksheets by employee group' is not enabled for selected compensation template, head of compensation planning checkbox is checked by default and disabled. You can't uncheck that.

You must input at least one head of compensation planning. If 'Create worksheets by employee group' is enabled for the selected plan template, a group of employee dropdown list will be displayed. Group of employee checkbox is checked by default and disabled. You can't uncheck that. Dropdown list lists all dynamic groups used to launch worksheets for this compensation template before. All groups in that dropdown list are checked by default. You can uncheck some of them. However, you must check at least one of them. Dynamic group is used to search new managers based on all employees in that group. In this case, dynamic group is mandatory and head of compensation planning is optional. Head of compensation planning checkbox is not checked by default. You could skip it if worksheets were launched by dynamic groups only.

When you check option 'Create worksheets for new managers' and click 'Update' button to submit mass update job, the following is checked:

1. Only one compensation template is selected.

2. Worksheet name must be inputted.

3. If option 'Create worksheets by employee group' is not enabled, at least one head of compensation planning must be inputted. Otherwise, it's optional.

4. If option 'Create worksheets by employee group' is enabled, at least one dynamic group must be checked.

CompensationAutomatic Creation of Manager Worksheet for New Manager during Mass Update


19 How do you manage guidelines?

Context

You can add, clone, and delete the guidelines. There is also a decentralized administration option for guidelines.

NoteThis is an overview of how to navigate within the tool. Your Professional Services Consultant will walk you through your specific configuration.

Procedure

1. In the form template menu under the Plan Setup section, go to the Plan Details drop down and select Eligibility.You will see a list of the guidelines setup within your configuration. Depending on your configuration you may have one or many.

NoteTake special care with the Clone Rule, Change Rule Settings, and Delete Rule options. Your Professional Services Consultant will walk you through these options if they feel you may have a need to use them. Alternatively you may contact Customer Success if you feel you have a need to use these options in the future. If you have many changes to make, you can also Export and Import your rule set. Make sure you save your file as a CSV file before importing. Also, please note the file you import will overwrite your entire rule set so make sure it is complete before importing.

2. To edit a guideline:a. Select the rule name or choose View/Edit Formula.b. Select the specific element within each rule that you want to edit.

A dialog box appears with fields for you to specify a From and To, or to change the value for Min, Low, Default, High, Max, and so on. Depending on your configuration you may have more or less columns displayed in the dialog.

c. Click Save to preserve your changes.3. To add a new guideline:

a. Click Add New Formula.b. Select Click to Edit to enter each of your parameters, making sure that your entry for Formula Name is

unique, then Save your new guideline when you are done.4. On the Compensation Home screen, click the compensation plan template to which you want to add

guidelines.


CompensationHow do you manage guidelines?

5. On the Plan Setup chevron, click Plan Details, then Guidelines.

RecommendationBefore making any changes, we recommend that you back up your current configuration, in case you need to revert back or reference the prior settings. To do so, click Export to save the current configuration to a CSV file.

6. Click Add New.

7. Enter a rule or guideline name and select the rule type.

The rule type lists the different salary and stock columns for which you can create guidelines.

NoteThe following types are available:

○ Merit○ Promo○ Extra○ Extra2○ Lumpsum○ Lumpsum2○ Bonus



○ stockUnits○ stockOption○ stockOther1○ stockOther2○ stockOther3

8. In the Formula Criteria field, you can choose from the criteria Rating, Ratio Range, Job Level, Pay Grade, and Budget Group. Depending on your requirements select attributes that are needed:

Table 2:

Select this check box … If …

Rating The employee's performance rating needs to be considered during the calculation of the column value.

Ratio Range You want to base your guideline on the employee's range penetration or compa-ratio. In a subsequent step, you will have the option to specify which range should be considered.

Job Level The employee's current job level affects the guideline.

NoteThe Job Level field can be re-purposed if required. Customers often have guidelines based on other attributes, such as the employee's location or department. If your customer does not base their guidelines on job level, but they do base them on another attribute such as location, you could use the Job Level field for this purpose. (To do this, re-label the Job Level field and specify the appropriate import key when you design the compensation plan template. See Design Compensation Plan Template [page 46].)

Pay Grade The employee's current pay grade affects the guideline.

Budget Group You're applying this rule to a specific compensation group. To learn more about compensation groups, see Managing Group Assignments to Compensation Groups [page 106].

9. In the Mode field, choose between Amount and Percentage.This field determines how the value is going to be displayed. Note that Percentage is more common.

10. In the Benchmark field, choose between Compa-Ratio and Range Penetration if you selected Ratio Range.Note that this setting will be ignored if you do not select Ratio-Range as one of your formula criteria.

11. In the Hard Limit field, choose between Yes and No.If you select Yes, the manager cannot go outside the values defined. If you select No, the manager is allowed to set a value that is not within the range but a warning will be issued.

NoteThis setting applies to the Minimum and Maximum guideline columns.



12. In the Prorating field, choose between Yes and No.If you select Yes, prorating will be enabled. If you select No, the value will not be prorated.

13. In the Force Default On Rating Change field, choose between Yes and No.This setting is applied when a performance rating is changed. If you select Yes, the compensation worksheet will be updated when an employee's performance rating changes. The employee's increase recommendations will change to the default guideline values associated with the new rating. This will occur even if the manager already entered an increase according to the guideline associated with the previous rating. If you select No, nothing changes on the compensation worksheet.

14. In the High/Low Action field, choose between Warn and Allow.

Most configurations include guidelines for a minimum and maximum entry. If your configuration also has a High and Low guideline, this setting determines whether managers will receive a warning for going outside of the guidelines.

NoteWhen a range is defined, there are typically three values provided - Min, Mid (also called Def or Default), and Max. Some companies, however, choose to use a different setting - Min, Low, Mid , High, Max. These companies display the Low and High guidelines on the worksheet for the manager to refer to during their decision making. The Mid is displayed as the default value. These companies typically do not display the Min and Max guidelines on the worksheet. Instead, the Min and Max guidelines are used as a hard stop (by selecting Yes for the Hard Limit field, as described in step 8 above).

In this situation, the Low and High guidelines will display the recommended increase for an employee. For example, the manager would see a 2-5% guideline on the worksheet and receive a soft stop warning when going outside of those Low and High guidelines. The Min and Max guidelines are not displayed on the worksheet but still enforce guideline rules. For example, the Min hard stop might be 0% to prevent the manager from entering a negative increase and the Max might be 20% to prevent the manager from going over a 20% increase.

If your customer is displaying the guidelines column on the template, the default view will show the Min - Max. To change the view, you need to change the comp-payguide-pattern tag in the XML file.

Let's assume your customer has the following guideline:

Table 3:

Min Low Def High Max

0 2 3 5 10

Here are some possible XML options:

○ <comp-guideline-pattern>min-max</comp-guideline-pattern>

This will display 0% - 10% in the guideline column on the worksheet.

○ <comp-guideline-pattern>low-high</comp-guideline-pattern>


15. Optional: In the Note field, add a note, for your reference, describing the rule.16. Save your entries.

You are now ready to associate formulas with the guideline you created.



17. Click on the rule name of the guideline you just created to open the rule formulas.18. Click Export to fill in the formulas in the CSV file.

NoteYou can also enter your formulas on the UI. For more complex guidelines, however, it's easier to do it offline.

19. Fill in the formulas in the CSV file as required:

○ In the formulaName column, enter a unique formula name. This will not show on the worksheet. The rule name is only used by the administrator to reference the rule.

○ If you use ratings to define guidelines, you will see the following columns:○ In the ratingFrom column, enter the starting number for the rating in this guideline.○ In the ratingFromInclusive column, enter True or False to indicate if the From Rating is included in

the specific guideline.○ In the ratingTo column, enter the ending number for the rating in this guideline.

○ In the ratingToInclusive columns, enter True or False to indicate if the To Rating is included in the specific guideline.

ExampleHere is an example for the Rating columns:

Table 4:

ratingFrom ratingFromInclusive ratingTo ratingToInclusive

1 TRUE 3 FALSE

3 TRUE 4 TRUE

4 FALSE 5 TRUE

In the first row, we define a guideline for an employee with a rating from 1 to 2.9999. Because the ratingToInclusive is FALSE, the guideline applies to all ratings up to 3, but not the rating 3.In the second row, the guideline includes a 3 rating and a 4 rating and anything in between.In the third row, the guideline applies starting at 4.00001. A 4 rating is not included in this guideline because the ratingFromInclusive is FALSE. However, anything above 4 and up to a 5 rating is included.

○ If your customer is using benchmark data to define guidelines, you will see the following columns:○ In the ratioFrom column, provide the starting number for the compa-ratio or range penetration value.

What you set here depends on whether you selected Compa-Ratio or Range Penetration in the Benchmark field while creating the guideline.

○ In the ratioFromInclusive column, enter True or False to indicate if the From Ratio is included in the specific guideline.

○ In the ratioTo column, provide the ending number for the compa-ratio or range penetration value. What you set here depends on whether you selected Compa-Ratio or Range Penetration in the Benchmark field while creating the guideline.

○ In the ratioToInclusive column, enter True or False to indicate if the To Ratio is included in the specific guideline.



ExampleHere is an example for the Benchmark columns when using Compa-Ratio as the benchmark:

Table 5:


-9999 TRUE 50 FALSE

50 TRUE 80 FALSE

80 TRUE 120 FALSE

120 TRUE 9999 TRUE

○ In this example, the 4 rows correlate to the following:○ Row 1: less than 50○ Row 2: greater than or equal to 50 and less than 80○ Row 3: greater than or equal to 80 and less than 120○ Row 4: greater than or equal to 120

○ In the jobLevel column, enter the job level to which this guideline is applied. The values in the guideline rule must be an exact match to values in the user data file for the Job Level field.

○ In the payGrade column, enter the pay grade to which this guideline is applied.○ In the budgetGroup column, enter the compensation group to which this guideline is applied.○ In the Min column, enter the minimum value of the range.○ In the Low column, enter the lowest value of the range. This can be left blank if your customer is only using

Min and Max values. If you set the High/Low Action field to Warn when you created this guideline, a warning will be issued when the value provided touches this number.

○ In the Default column, enter the default value that will be applied to this rating. This is also the default rating that is set if the Force Default On Rating Change field was set to Yes when you created the guideline.

○ In the High column, enter the highest value of the range. This can be left blank if your customer is only using Min and Max values. If you set the High/Low Action field to Warn when you created this guideline, a warning will be issued when the value provided touches this number.

○ In the Max column, enter the maximum value of the range.Note that Min and Max are the most commonly used values. If Low and High guidelines are not needed, leave these columns blank.

20.Save your changes.21. Go back to your instance and click Import to upload the guidelines to the system. Note that the file you import

will overwrite your entire rule set so make sure it is complete before importing.

NoteYou can set a series of formulas for a rule.

The order in which you arrange your formulas is important. The tool goes through the list starting with the first formula. Once the first formula is met, it will not go through the remaining formulas. So, do validate the order once before saving your formula list.



ExampleThe following table shows a sample merit matrix that takes different job levels into account:



20 Working with compensation plan templates

A compensation plan template is the basis for compensation worksheets. The compensation plan template is organized into three main sections or tabs - Salary, Bonus, and Stock.

A compensation plan template - also sometimes abbreviated to "compensation plan" - is a configuration file that contains all the settings that pertain to a compensation process, usually for the whole organization. The settings within a template include general display configurations (such as labels), as well as all the guidelines, which may be different for different groups of people that differ by, for example, pay grade and performance.

The Salary page or tab of a compensation plan template shows the basic information managers need to give their employees a pay increase (including merit, equity, promotion, and so on) and/or lump sum bonus.

The Bonus page or tab shows information about individual (personal) goals, company goals, and/or group goals that can be used by managers to plan and allocate bonus awards. Goals can be configured directly in the compensation plan template or can come from an employee's goal plan through a Performance Management (PM) form (but not directly from the goal plan).

The Stock page or tab shows information about the stock-related components managers need to allocate stock or equity to their employees.

The Summary page or tab shows certain standard fields from each of the other three tabs (Salary, Bonus, Stock) to provide the manager with a total compensation perspective for each employee. However, it should be noted that the summary page does not support different currency views, so everything is displayed in functional currency. Additionally, standard fields such as stock and options are treated as monetary values which, depending on the particular configuration, may not make sense. Consequently, the summary page should only be used after your SuccessFactors consultant has performed careful testing of your specific configuration and determined whether it is appropriate for your situation.

The Summary page or tab shows certain standard fields from each of the other three tabs (Salary, Bonus, Stock) to provide the manager with a total compensation perspective for each employee. However, it should be noted that the summary page does not support different currency views, so everything is displayed in functional currency. Additionally, standard fields such as stock and options are treated as monetary values which, depending on the particular configuration, may not make sense. Consequently, the summary page should only be used after careful testing of the customer's specific configuration, if at all.

In addition, you may have a Reports tab where the Roll-Up Report can be accessed. See Enabling commonly used reports [page 179].

After the compensation plan template is configured, you can create any number of worksheets from the template. A compensation worksheet is an instance of the compensation plan template. It's similar to a PM form in that it can be routed through different stages, such as modification, signature (which is less common for Compensation), completed. In a normal compensation process, a compensation worksheet is created for each compensation planner, usually people manager, and then goes through the configured work flow until it's completed.

To implement Compensation in your customer's instance:

1. Upload a compensation plan template (which is an XML file)2. Clean up the initial template by removing unnecessary settings that may be included in the standard

configuration but are not used by your customer

CompensationWorking with compensation plan templates


3. Configure the compensation template according to your customer's requirements (see Setting Up Compensation Plan Templates [page 46]).

20.1 Setting up the compensation plan templates

20.1.1 Modifying the compensation plan template

After you upload the initial XML templatethe initial XML template has been uploaded, you will find it in the list displayed on the left side of the Compensation Home screen.

Once you've uploaded the initial XML template (see Loading and Cleaning Up the Initial Compensation Plan Template [page 45]), you can find it in the list displayed to the left side of the Compensation Home screen.

To open a compensation plan template, click on the template's name in the list displayed to the left side of the Compensation Home screen, which navigates to the template overview. From this overview page, you can view the high-level attributes of your compensation plan template.

At the top of the screen, the administrative tasks are categorized into the three major phases of managing a compensation cycle: Plan Setup, Manage Worksheets, and Complete Compensation Cycle. The following sections focus on the Plan Setup phase.

You can use the Design Worksheets task to add, edit, and delete columns in your compensation plan template. You can add both standard and custom columns. Columns mapping to different requirements you might have related to the Salary, Bonus, and Stock tabs are available. If you have a requirement for a column that does not exist in the list of standard columns, you can create a custom column.



20.1.1.1 How do you use formulas in custom columns?

You can enter formulas for all types of custom columns, for example, String, Money, Percent, Amount, and Date.

Context

To use a formula in a custom column:

Procedure

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

2. On the Plan Setup chevron, click Design Worksheet, then Design Worksheet.3. On the left side, click the column where you wish to add the formula.4. Set the Read-only option to Yes.5. Make sure the Import Key option is empty. Import keys cannot be used with formulas.6. Use the appropriate symbols in your formula.

Table 6:

To perform this calculation (Operation) ... Use this symbol in your formula (Operator) ...

Add +

Subtract -

Multiply *

Divide /

Calculate Remainder (Mod) %

Logical AND &&

Logical OR ||

Logical NOT !

Less than <

Greater than >

Less than equal to <=

Greater than equal to >=

Logical EQUAL ==

Logical NOT EQUAL !=

7. You can also create complex formulas. To do so, you can add the functions shown in the following table to your formula.



Table 7:

You can use this operator … For the following …

lookup('lookup_table_name', key1...key5, outputIndex)

Must have a string_literal as the first argument to indicate the lookup table name, the lookup keys must be of string type, and outputIndex is an integer from 1 to 5.

The lookup function always returns a string. To use it in a numeric operation, you need to wrap it with toNumber.

toNumber(string_value) Convert String data to Number. If the string_value submitted for your formula is not a number, the formula evaluation will fail.

toString(number_value) Converts Number data to String

if(cond, value1, value2) The entry for cond can be any expression that evaluates to a true or false Boolean value.

The entries for value1 and value2 can be of type String, Number, or Date, but they must both be of the same type.

toDate(string_value, date_format) Converts a date string, based on the format to a date object.

The entry for date_format can be a string literal (for example, mm/dd/yyyy) or a variable.

dateDiff(date1, date2) Returns the number of days that are different between the two given date values. Only returns an integer value; fractional days are discarded.

Notedate operations should always use the date functions. Other operators will not work when dates are used in a formula. For example, date1-date2 is not a valid formula, but dateDiff(date1, date2) is a valid formula.



You can use this operator … For the following …

round('up'|'down'|'halfUp', value) Rounds the given value to the nearest integer, based on the chosen rounding mode.

When you round a number up, the number is rounded away from zero. For example, 5.5 is rounded to 6. Similarly, -5.5 is rounded to -6.

When you round a number down, the number is rounded towards zero. For example, 5.5 is rounded to 5. Similarly, -5.5 is rounded to -5.

When you round a number halfUp, if the number has a decimal value of .5 or greater, the number is rounded up to the next integer if positive or down to the next integer if negative. If the number has a decimal value less than .5, the number is rounded down if positive and rounded up if the number is negative.

The table below provides a few examples on what happens to a number when it is rounded up, rounded down, or rounded halfUp. Use this table as a reference to get the desired results.

ExampleThe manager’s recommended bonus amount is multiplied by a corporate achievement percent or factor to arrive at the final bonus payout.

You create the following formula:

lumpSum2*(CUSTOM_CorpPF/100)



In this formula, the manager’s recommended bonus amount is stored in the lumpSum2 field and the corporate achievement percent or factor is stored in a custom field called CUSTOM_CorpPF.

The formula takes the value from lumpSum2 and multiplies it by the CUSTOM_CorpPF to get the final bonus payout. Because the CUSTOM_CorpPF is a Percent type field, we divide by 100.

Rather than creating really long formulas, we recommend creating custom fields and then making reference to these custom fields in another formula:

ExampleThe bonus calculation of the previous example includes a business unit achievement or factor, which can vary based on the employee's business unit.

The easiest way to approach this task is with a two-step process:

1. Create a formula to hold the current year's business unit achievement or factor:

lookup('2014BusUnitAchievement',busunit,1)

Create a custom field that contains a formula that reference’s a lookup table to retrieve the correct business unit achievement or factor. In this formula, the lookup table name is 2014BusUnitAchievement. The busunit part of the formula tells the system to reference a field named busunit to get the key and compare it to the first (indicated by the "1") value column in the lookup table.

RecommendationName the lookup table with the plan year (for example, 2014BusUnitAchievement). It is best practice to create new lookup tables every year, so including the year in the table name will help remind you to create a new table the following year.

2. Create a formula to include the current year's business unit achievement or factor in the bonus payout:

lumpSum2*(CorpPF/100)*(busunitpct/100)

Now that you have the current year's business unit achievement or factor pulling into a custom field (busunitpct), you can reference that field in your existing formulas.

20.1.2 How do you add rating sources?

Procedure

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

2. On the Plan Setup chevron, click Plan Details, then Rating Sources.



3. Click Add New Rating Source, select a form, define for which page or tab you want to use the rating source and set up your source as required.

○ If you want to pull PM ratings in from a PM form or forms, specify if the ratings should come from completed forms only and whether you want to use the manual rating from a PM form or the calculated rating. We recommend leaving the default settings No for both fields.

○ If you want to import ratings into the compensation worksheet in the user data file, enter an import key.○ If you don't want to pull PM ratings in from a PM form or forms, select a scale from the drop down menu.

Note that the default scale is ascending, with 1 being the lowest and 5 the highest rating. Rating scales are defined in Performance Management.

○ Select a rating type from the drop down menu:



The following rating types are available:○ Default

Use this rating type to pull the default rating from the performance review. In most cases, this is the same as the overall performance rating.

○ overallCompetencyUse this rating type to pull the overall competency rating in objcomp-summary-section of a performance review form.

○ overallObjectiveUse this rating type to pull the overall objective rating in objcomp-summary-section of a performance review form.

○ overallPerformanceUse this rating type to pull the overall performance rating from a performance review form. Note that this is the most commonly used rating type.

○ overallPotentialUse this rating type to pull the overall potential rating in perfpot-summary-section of a performance review form.

NoteYou only need to select a rating type if you selected No for the Use Calculated Rating field. Otherwise, the rating type setting will be ignored.

NoteWhen an employee has multiple performance reviews, the system will use the checkRatingSourceAcrossTemplates tag in the XML to determine the behavior.○ If the checkRatingSourceAcrossTemplates attribute is set to true , than the compensation

template will get the latest performance rating from the most recent performance review○ If the checkRatingSourceAcrossTemplates attribute is set to false , the compensation template will

start with the first defined rating source to look for the performance rating. If no form is found for an employee from the first rating source on the list, it will check for the next rating on the list.

20.1.3 How do you manage guidelines?

The Guideline Matrix allows you to manage the guidelines set up for your configuration.

Context

You can add, clone, and delete the guidelines. There is also a decentralized administration option for guidelines.

NoteThis is an overview of how to navigate within the tool. Your Professional Services Consultant will walk you through your specific configuration.



Procedure

1. In the form template menu under the Plan Setup section, go to the Plan Details drop down and select Eligibility.You will see a list of the guidelines setup within your configuration. Depending on your configuration you may have one or many.

NoteTake special care with the Clone Rule, Change Rule Settings, and Delete Rule options. Your Professional Services Consultant will walk you through these options if they feel you may have a need to use them. Alternatively you may contact Customer Success if you feel you have a need to use these options in the future. If you have many changes to make, you can also Export and Import your rule set. Make sure you save your file as a CSV file before importing. Also, please note the file you import will overwrite your entire rule set so make sure it is complete before importing.

2. To edit a guideline:a. Select the rule name or choose View/Edit Formula.b. Select the specific element within each rule that you want to edit.

A dialog box appears with fields for you to specify a From and To, or to change the value for Min, Low, Default, High, Max, and so on. Depending on your configuration you may have more or less columns displayed in the dialog.

c. Click Save to preserve your changes.3. To add a new guideline:

a. Click Add New Formula.b. Select Click to Edit to enter each of your parameters, making sure that your entry for Formula Name is

unique, then Save your new guideline when you are done.4. On the Compensation Home screen, click the compensation plan template to which you want to add

guidelines.5. On the Plan Setup chevron, click Plan Details, then Guidelines.

RecommendationBefore making any changes, we recommend that you back up your current configuration, in case you need to revert back or reference the prior settings. To do so, click Export to save the current configuration to a CSV file.

6. Click Add New.



7. Enter a rule or guideline name and select the rule type.

The rule type lists the different salary and stock columns for which you can create guidelines.

NoteThe following types are available:

○ Merit○ Promo○ Extra○ Extra2○ Lumpsum○ Lumpsum2○ Bonus○ stockUnits○ stockOption○ stockOther1○ stockOther2○ stockOther3

8. In the Formula Criteria field, you can choose from the criteria Rating, Ratio Range, Job Level, Pay Grade, and Budget Group. Depending on your requirements select attributes that are needed:



Table 8:

Select this check box … If …

Rating The employee's performance rating needs to be considered during the calculation of the column value.

Ratio Range You want to base your guideline on the employee's range penetration or compa-ratio. In a subsequent step, you will have the option to specify which range should be considered.

Job Level The employee's current job level affects the guideline.

NoteThe Job Level field can be re-purposed if required. Customers often have guidelines based on other attributes, such as the employee's location or department. If your customer does not base their guidelines on job level, but they do base them on another attribute such as location, you could use the Job Level field for this purpose. (To do this, re-label the Job Level field and specify the appropriate import key when you design the compensation plan template. See Design Compensation Plan Template [page 46].)

Pay Grade The employee's current pay grade affects the guideline.

Budget Group You're applying this rule to a specific compensation group. To learn more about compensation groups, see Managing Group Assignments to Compensation Groups [page 106].

9. In the Mode field, choose between Amount and Percentage.This field determines how the value is going to be displayed. Note that Percentage is more common.

10. In the Benchmark field, choose between Compa-Ratio and Range Penetration if you selected Ratio Range.Note that this setting will be ignored if you do not select Ratio-Range as one of your formula criteria.

11. In the Hard Limit field, choose between Yes and No.If you select Yes, the manager cannot go outside the values defined. If you select No, the manager is allowed to set a value that is not within the range but a warning will be issued.

NoteThis setting applies to the Minimum and Maximum guideline columns.

12. In the Prorating field, choose between Yes and No.If you select Yes, prorating will be enabled. If you select No, the value will not be prorated.

13. In the Force Default On Rating Change field, choose between Yes and No.This setting is applied when a performance rating is changed. If you select Yes, the compensation worksheet will be updated when an employee's performance rating changes. The employee's increase recommendations will change to the default guideline values associated with the new rating. This will occur even if the manager already entered an increase according to the guideline associated with the previous rating. If you select No, nothing changes on the compensation worksheet.



14. In the High/Low Action field, choose between Warn and Allow.

Most configurations include guidelines for a minimum and maximum entry. If your configuration also has a High and Low guideline, this setting determines whether managers will receive a warning for going outside of the guidelines.

NoteWhen a range is defined, there are typically three values provided - Min, Mid (also called Def or Default), and Max. Some companies, however, choose to use a different setting - Min, Low, Mid , High, Max. These companies display the Low and High guidelines on the worksheet for the manager to refer to during their decision making. The Mid is displayed as the default value. These companies typically do not display the Min and Max guidelines on the worksheet. Instead, the Min and Max guidelines are used as a hard stop (by selecting Yes for the Hard Limit field, as described in step 8 above).

In this situation, the Low and High guidelines will display the recommended increase for an employee. For example, the manager would see a 2-5% guideline on the worksheet and receive a soft stop warning when going outside of those Low and High guidelines. The Min and Max guidelines are not displayed on the worksheet but still enforce guideline rules. For example, the Min hard stop might be 0% to prevent the manager from entering a negative increase and the Max might be 20% to prevent the manager from going over a 20% increase.

If your customer is displaying the guidelines column on the template, the default view will show the Min - Max. To change the view, you need to change the comp-payguide-pattern tag in the XML file.

Let's assume your customer has the following guideline:

Table 9:

Min Low Def High Max

0 2 3 5 10

Here are some possible XML options:

○ <comp-guideline-pattern>min-max</comp-guideline-pattern>


○ <comp-guideline-pattern>low-high</comp-guideline-pattern>


15. Optional: In the Note field, add a note, for your reference, describing the rule.16. Save your entries.

You are now ready to associate formulas with the guideline you created.17. Click on the rule name of the guideline you just created to open the rule formulas.18. Click Export to fill in the formulas in the CSV file.

NoteYou can also enter your formulas on the UI. For more complex guidelines, however, it's easier to do it offline.

19. Fill in the formulas in the CSV file as required:



○ In the formulaName column, enter a unique formula name. This will not show on the worksheet. The rule name is only used by the administrator to reference the rule.

○ If you use ratings to define guidelines, you will see the following columns:○ In the ratingFrom column, enter the starting number for the rating in this guideline.○ In the ratingFromInclusive column, enter True or False to indicate if the From Rating is included in

the specific guideline.○ In the ratingTo column, enter the ending number for the rating in this guideline.

○ In the ratingToInclusive columns, enter True or False to indicate if the To Rating is included in the specific guideline.

ExampleHere is an example for the Rating columns:

Table 10:


1 TRUE 3 FALSE

3 TRUE 4 TRUE

4 FALSE 5 TRUE

In the first row, we define a guideline for an employee with a rating from 1 to 2.9999. Because the ratingToInclusive is FALSE, the guideline applies to all ratings up to 3, but not the rating 3.In the second row, the guideline includes a 3 rating and a 4 rating and anything in between.In the third row, the guideline applies starting at 4.00001. A 4 rating is not included in this guideline because the ratingFromInclusive is FALSE. However, anything above 4 and up to a 5 rating is included.

○ If your customer is using benchmark data to define guidelines, you will see the following columns:○ In the ratioFrom column, provide the starting number for the compa-ratio or range penetration value.

What you set here depends on whether you selected Compa-Ratio or Range Penetration in the Benchmark field while creating the guideline.

○ In the ratioFromInclusive column, enter True or False to indicate if the From Ratio is included in the specific guideline.

○ In the ratioTo column, provide the ending number for the compa-ratio or range penetration value. What you set here depends on whether you selected Compa-Ratio or Range Penetration in the Benchmark field while creating the guideline.

○ In the ratioToInclusive column, enter True or False to indicate if the To Ratio is included in the specific guideline.

ExampleHere is an example for the Benchmark columns when using Compa-Ratio as the benchmark:

Table 11:


-9999 TRUE 50 FALSE




50 TRUE 80 FALSE

80 TRUE 120 FALSE

120 TRUE 9999 TRUE

○ In this example, the 4 rows correlate to the following:○ Row 1: less than 50○ Row 2: greater than or equal to 50 and less than 80○ Row 3: greater than or equal to 80 and less than 120○ Row 4: greater than or equal to 120

○ In the jobLevel column, enter the job level to which this guideline is applied. The values in the guideline rule must be an exact match to values in the user data file for the Job Level field.

○ In the payGrade column, enter the pay grade to which this guideline is applied.○ In the budgetGroup column, enter the compensation group to which this guideline is applied.○ In the Min column, enter the minimum value of the range.○ In the Low column, enter the lowest value of the range. This can be left blank if your customer is only using

Min and Max values. If you set the High/Low Action field to Warn when you created this guideline, a warning will be issued when the value provided touches this number.

○ In the Default column, enter the default value that will be applied to this rating. This is also the default rating that is set if the Force Default On Rating Change field was set to Yes when you created the guideline.

○ In the High column, enter the highest value of the range. This can be left blank if your customer is only using Min and Max values. If you set the High/Low Action field to Warn when you created this guideline, a warning will be issued when the value provided touches this number.

○ In the Max column, enter the maximum value of the range.Note that Min and Max are the most commonly used values. If Low and High guidelines are not needed, leave these columns blank.

20.Save your changes.21. Go back to your instance and click Import to upload the guidelines to the system. Note that the file you import

will overwrite your entire rule set so make sure it is complete before importing.

NoteYou can set a series of formulas for a rule.

The order in which you arrange your formulas is important. The tool goes through the list starting with the first formula. Once the first formula is met, it will not go through the remaining formulas. So, do validate the order once before saving your formula list.



ExampleThe following table shows a sample merit matrix that takes different job levels into account:

20.1.4 Manage Budget

Your customer's answers to the following questions given during kickoff or in the Configuration Workbook indicate what you need to do in this chapter:

To effectively manage your budget, you should first gather the following details:

● How is the budget determined?● Are there multiple budget pools?● Which components have budget? (Merit, Lump Sum, Total Salary, and so on)● Is the budget limit hard or soft? Can planners go over budget?

There are many types of budget that can be set up. The most common practice is to set up budgets by groups.

20.1.4.1 Consolidated Budget and Advanced Budget Screens

The budget and advanced budget screens have been combined into one and more validations have been added to the new screen.

Configuring Include Budget Setting

All settings are available on the advanced settings screen and the added validations.



On the navigation pane under Manage Plan Details, you can see that there is now only one option: Budget.

1. Go to Compensation Home and choose a compensation plan2. Go to Plan Setup - Settings.

The Include Budget setting has been added under Form/Worksheet Display Settings whereas previously this was done in the XML.

20.1.4.2 How do you add budget calculations?

Context

To add budget calculations:

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, click Plan Details, then Budget.3. Click Add Budget Calculation.



4. Select a mode from the drop down menu.

The following modes for budget calculation are available:

Table 12:

If you select this mode … The budget is … What you need to know …

PercentOfCurSal Calculated as a percentage of the current salary for all employees. You must enter the percentage in the Budget Value field.

If you select Template from the Based On drop down, every individual that receives the template will be assigned the same budget value.

This method is used mostly for salary budgeting.

Advantages:

○ Easy to configure for SuccessFactors and customer

○ Less risk○ Easy to test

Disadvantages:

○ After forms are launched you cannot change the percentage.

Everyone gets the same percentage.

PercentOfMeritTarget

PercentOfLumpsumTarget

PercentOfLumpsum2Target

Calculated as a percentage of a field other than current salary. For example, calculate 3% budget of eligible earnings (imported using Merit Target field), rather than salary. You must enter the percentage in the Budget Value field.

This mode is not used as often as other methods.

Advantages:

○ Flexible because it's not based on salary.

Disadvantages:

○ Another field that must be calculated and passed to SuccessFactors.

○ Not dynamic – even if targets are reloaded, the budget does not recalculate.

DeltaOfCurSal Calculated based on the employee's current salary +/- a static amount, such as 5000. You must enter the static amount in the Budget Value field.

This mode is not common and was added for a specific customer.

This mode is uncommon and is not typically used

DirectAmount Equal to the value entered in the Budget Value field.

This is the most common approach to

stock budgeting. Select Based On

User .

Advantages:

○ Dynamic, so changes can be made once worksheet has been created.



If you select this mode … The budget is … What you need to know …

Guideline Calculated based on the default guideline for each employee. Default guidelines are assigned based on attributes such as performance rating, pay grade, job level, etc.

This feature can help you determine budgets based on performance and benchmarks without the need to calculate outside of the system.

When this mode is used, the basedOn field is ignored.

Advantages:

○ Flexible because it's not based on salary.

○ Based on employee performance and benchmarks.

Disadvantages:

○ All budgets are based on this method – you cannot give one manager more than another.

○ You must display the default guideline (cannot default an increase to 0%).

PercentOfBonusTarget Applicable to Bonus tab only. Bonus budget is calculated as the total of the employee's individual bonus targets (select User from the Based On drop down menu), multiplied by a given factor, as specified in the Budget Value field.

This is the most common method for bonus budgeting.

Advantages:

○ Flexible because it's based on each employee.

○ Dynamic. If budgets need to change, just reload in the correct target amount.

○ Easy to set up.○ Most customers calculate this al

ready.

PercentOfCustomField Applicable to Salary tab only. Salary budget is based on a percentage (typically 100%) of a custom field. You must enter the percentage in the Budget Value field. Custom fields typically use a look-up table or other fields on the worksheet to arrive at the budget amount for each employee. You must specify the custom field containing the budget amount in the Based Custom field (under Advanced Options). If you select User from the Based On drop down menu, the percentage must be imported through the field specified in the Import Key field (in Advanced Options).

Custom budgets do not prorate automatically and do not automatically consider eligibility or rate frequency. It's assumed that the custom field used by the budget will include these calculations if needed.

Advantages:

○ Most flexible because it can be based on any custom calculation in the worksheet

Disadvantages:

○ Can be complex to set up○ Requires thorough testing for all

situations such as ineligible employees, hourly employees, and pro-ration.

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. Depending on the mode you selected ,this is a percentage or an amount. Note that you should only enter an amount when using the DirectAmount mode.

8. Specify if the budget calculation is based on user, group, template, or planner.

Table 13:

If you select … This means …

User The budget percentage will be taken from the value imported for each employee.

The following modes are supported: Percent of Current Salary; Percent of Merit Target; Percent of Lumpsum Target; Percent of Lumpsum2 Target; Direct Amount; Delta of Current Salary; Percent of Bonus Target; Percent of Custom Field.

Group The budget percentage will be taken from group percentages created by the administrator. Budget family and groups must be set up in Administration Tools (see Managing Group Assignments to Compensation Groups [page 106]), and a family name must be defined in the budget rule (see Family Name field).

Only the PercentofCustomField mode is supported.

Template The budget percentage will be taken from the template.

The following modes are supported: PercentofCurrentSalary, PercentofMeritTarget, PercentofLumpsumTarget, PercentofLumpsum2Target, and PercentofCustomField.

Planner The budget amount is granted through Administration Tools to each compensation planner. This is sometimes called Cascading Budgets. This budgeting option is not common. SeeAdd-On Option: Cascading Budgets [page 207].

Only the DirectAmount mode is supported.

9. If required, make advanced settings:



Table 14:

Select … To …

Include Ineligible Determine if ineligible employees should be included in the budget calculation.

Family Name Used only for budgets where Group was selected from the Based On drop down menu Enter the name of the configured budget family.

Prorating Your organization may use date-based pro-ration or imported pro-ration percentages to calculate a pro-ration percentage for each employee. Select Yes to prorate the budget for each employee by the applicable pro-ration percentage.

Hide Percentage Hide the display of the budget percentage, showing only the budget amount.

Import Key Imported field containing the budget percentage for the Percent of Custom Field mode.

Base Custom Field Custom field containing budget value to be used for the Percent of Custom Field mode.

Note that the Allocation Columns option and the Use Final Payout for VP Budget check box refer to Variable Pay.

RecommendationSince the UI sometimes messes up the source code, we recommend you also check budgets in the XML file.

The settings used for budgeting are controlled through the XML near the end of the template file in the budget-calc element.

<budget-calc useFor="salary" budgetOn="merit" mode="PercentOfCurSal" basedOn="template"includeIneligible="false" prorating="false" hidePercentage="false"



useFinalPayoutForVPBudget="false" applyRounding="true">3.5</budget-calc>

If you set up your budget according to the steps described above, you should only see one block of XML code for each budget you set up. If you removed or changed your budget in the UI multiple times, you may see too many budgets in your XML. Clean up the XML to only include the budgets you truly want. Remove any code that is not relevant or that is a duplicate.

10. Enter a budget label.

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

NoteIf your customer would like to change the color of the budget label, this can only be done in the XML file by adding the backgroungColor tag.

20.1.4.3 How do you add budget rules?

Procedure

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

2. On the Plan Setup chevron, click Plan Details, then Budget.3. Click Add Budget Rule and set up the rule as required.



4. From the Use For drop down menu, determine the scope of the budget setting. Does it apply to all budgets set up for the Salary, Bonus, or Stock tab, or for budgets set up for all tabs?

5. From the Allow Exceed? drop down menu, select the required option.

The following options are available:

Table 15:

If you select … The following happens …

allow The planner can exceed the budget without any error/warning message.

warn The planner can exceed the budget, but will receive a warning message. This is the most common setting).

disallow An error message will be displayed if the planner exceeds the budget.

If you select this setting, the worksheet cannot be routed to the next step until the recommendations are revised to be within budget.

6. In the Allow Save on Exceed? field, click the required option.

Table 16:

If you click … The following happens …

allow If the planner exceeds the budget, they are still able to save their worksheet. This is the most common setting.

warn If the planner exceeds the budget, they cannot save their plan until the recommendations are revised to be within budget.

RecommendationTo create a soft stop, select warn from the Allow Exceed? drop down menu and click Yes in the Allow Save on Exceed field.

To create a hard stop, select disallow from the Allow Exceed? drop down menu and click Yes or No in the Allow Save on Exceed field.

7. In the Budget Exceed Warn Message field enter the warning message ("soft stop") or error message ("hard stop") the planner receives if budget is exceeded.



20.1.5 Set Advanced Settings

Context

Procedure

1. On the Compensation Home screen, click the compensation plan template for which you want to make settings.

2. Click Plan Setup to open the Settings page:

The Settings page gives a high-level overview of your settings. You can change your functional currency, route map, salary range table, and currency conversion table on this page. These topics are described in more detail



in other chapters of this handbook. Once you've created your route map, salary range table, or currency conversion table as described in chapters 5.3, 7.2, and 7.1, you should come to the Settings page to create the link between the tables and the compensation plan template.

You can also edit salary pro-ration settings on this page. See How do you configure salary proration? [page 75]

RecommendationSelect the Enable Guideline Optimization check box to improve system performance if you have many compensation guidelines. Although this check box can be selected for any number of guidelines, it's strongly recommended if you have over 1,000 guidelines.

3. Select Advanced Settings from the drop down menu.

The Advance Settings drop down will show the detailed worksheet settings associated with this template. You should work with the team to make sure they understand which settings are relevant to their configuration. These settings are typically not changed very often after the initial setup.

This table gives you an overview of some of the settings we recommend for compensation worksheets. Leave all other default settings checked unless you have specific requirements.

Table 17:

This setting … Means …

This setting prevents the compensation worksheet from automatically transferring to a new 2nd level manager when changes are made to the employee data. In Compensation, the "Manager" in this section refers to the manager of the compensation planner. When the manager of the compensation planner changes, you can choose to automatically transfer the planner's worksheet to the planner's new manager. Selecting the Do Not Transfer Documents check box will prevent the automatic transfer of worksheets. If this option is checked, the automatic transfer settings upon User Import will be ignored. You should discuss this setting with the team to understand their desired behavior.

These two settings prevent managers from sending their entire team’s worksheet to other managers for feedback.

RecommendationSelect both check boxes since compensation worksheets include an entire team of data and should not be sent to users outside of the route map.




This setting removes the Send Copy button from completed compensation worksheets. This prevents managers from sending the compensation data for their entire team to any user in the system.

RecommendationSelect this check box to prevent users outside of the route map from seeing confidential compensation data.

This setting allows administrators to make changes to completed worksheets.

RecommendationDo not select this check box since administrators in general don't want to do this.

This setting should be checked if the team plans to enable roll-up reports. To learn more about roll-up reports, see How do you use rollup reports? [page 179]

This setting controls the behavior of Executive Review. If this check box is selected, the Executive Review screen will not automatically populate with user data. The user will need to select from the filter options and click Update to populate data.

RecommendationDo not select this check box. Most users typically want the report to load with data when the screen is first opened.

This setting is only relevant when using budget mode = DirectAmount and Budget Based On = planner. Do not select this check box unless your budget uses these settings.




This setting is only relevant if you want to use Hierarchy Based Approvals (also known as HBA) to manage work flow and approvals.

RecommendationThis option is generally not recommended for most users, since the screen still allows managers to make edits. There is no way to control whether a user has edit capability on this screen.

20.1.6 Assign Route Map to Compensation Plan Template

Context

Note that like PM forms, the route map is attached to the compensation worksheet when the plan template is created. Modifications to the route map impact only compensation worksheets created from that point forward, not previously created worksheets.

Procedure

Here's how you assign a route map to your template1. On the Compensation Home screen, click the compensation plan template to which you want to assign the

route map.2. On the Plan Setup chevron, click Settings, then Settings.3. Select the route map you want to assign from the Route Map dropdown menu and save your changes.

Results

Here's how you check if the right route map is assigned to your template



1. Go to Administration Tools. In the Company Processes &Cycles portlet, click Company Settings and then Manage Route maps.

2. On the Route MapsList page, click the numbered link under Related Templates to confirm that the right route map is linked to your template.

If you want to modify the route map, click the appropriate route map name to open the route map settings. See How do you load and modify route maps? [page 91]

20.1.7 How do you add new eligibility rules?

The eligibility engine lets you easily create business rules that work as filters to determine who belongs to which group and whether the group is eligible for merit raises, salary increases, promotions, and so on.

Context

Your Professional Services Consultant will advise you on whether or not the Eligibility Rules apply to your configuration. If your configuration manages eligibility through the employee import file, these screens will not apply to you. For example, the COMPENSATION_ELIGIBLE flag in the data import file will override any selections made in the eligibility engine. The imported eligibility flag should not be used with the eligibility engine discussed in this section.



Procedure

1. On the Compensation Home screen, click the compensation plan template for which you want to define eligibility rules.

2. On the Plan Setup chevron, click Plan Details, then Eligibility.

3. Click Add Rule.

4. Enter a rule name and click Add.

5. Select the standard and custom fields (from those enabled in the compensation plan template) that you want to use in a rule condition.



6. Click the fields you added to create the conditions.

For example, if your company follows a compensation cycle from January to December, you might want to create a rule that states all employees joining after Sept 1 are not eligible for salary increases.

7. Select the fields that the conditions will affect to indicate what the population is eligible for.

For each item specified in the list, select Yes, No, or Not Applicable.

Please note that it's assumed that all users are eligible unless a rule excluding them is created. You only need to create rules to EXCLUDE employees from the program.

○ Click Yes, if all employees meeting the condition you just created are eligible for the selected component. For example, selecting Yes next to Merit indicates all employees meeting this condition are eligible for an increase in salary.

NoteThis setting is not required. You only need to define rules to exclude employees. Leaving the setting as Not Applicable will have the same effect as selecting Yes.

○ Click No if all employees meeting the condition you just created shouldn't be awarded this component. For example, you might want to create a condition that says all employees who have joined after 6 months from the start of the compensation planning period should not get a salary increase applied to current salary. In such a case, you'd select No next to Merit. So, while employees meeting the condition are normally eligible for an increase in salary, they won't get a salary increase because they have been in the company for less than 6 months.

○ Click Not Applicable if that component does not apply to employees meeting the defined conditions. This is the default setting. You can leave this default setting if you do not wish to exclude the employees meeting this condition from the specified component.

NoteYou only need to define rules to exclude employees. Leaving the setting as Not Applicable will have the same effect as selecting Yes.



NoteIf you select MBOBonus, you can also define what the bonus target % is for the employees falling into this rule (note that this is used for the MBO tab only and not for lump sum or any other targets).

8. Save your changes and click Apply to apply the newly created rules to the compensation plan template.

NoteAdministrators must apply rules every time a change is made or employee data that impacts eligibility changes. Be sure to thoroughly test the eligibility rules for the entire organization during the test phase. The system assumes all users are eligible unless they are specifically excluded by an eligibility rule.

RecommendationWe strongly recommend that the customer thoroughly tests the eligibility rules for their ENTIRE organization during the test phase. The system assumes ALL users are eligible unless they are specifically excluded by an eligibility rule. This behavior is often not expected by the customer, so it's critical that they conduct thorough testing to ensure the rules are setup for all possible scenarios.

20.1.8 Eligibility Rules for EC and non-EC Users

Eligibility rules for both EC and non-EC users can now be defined on the same screen. If your company uses EC for some employees and SAP HCM for others, you can enable the hybrid flag on the settings page, allowing a compensation administrator to create and manage eligibility rules within compensation for the employees sourced in both the user directory and Employee Central.

Configuring Eligibility Rules

1. Go to the Compensation home page and open a compensation plan.2. Go to Plan Setup and Settings3. Select Hybrid Templateunder Employee Central Settings.

You will now be able to set eligibility rules for both EC and non-EC users.



4. Go to Plan Details, choose Eligibility and Add rule.You can select between EC Rule and Non-EC Rule.

20.1.9 "On Save" Rules

If "On Save" rules are defined for the pay component then they will be triggered as part of publishing when the compensation administrator publishes a new pay component to Employee Central. If this slows down the publishing process, there is also the option to turn off the rule in the template's Advanced Settings.

Configuring "On Save" Rules

"On Save" rules are set by default.

1. To opt out, go to an EC-enabled compensation plan and choose Plan Setup.2. Go to Advanced Settingsand select the checkbox Do not trigger EC rules for Comp EC publish.

20.1.10 How do you configure salary pro-ration?

Procedure

1. On the Compensation Home screen, click the compensation plan template for which you want to set up salary pro-ration.

2. On the Plan Setup chevron, click Settings, then Settings.3. Click Enable Salary Proration to specify that salary guidelines will be adjusted for employees whose salaries

are subject to pro-ration.4. In the Prorate based on field, choose between Date and Percentage.

If you select Date, you must enter a pro-ration start date and a pro-ration end date.

If you select Percentage, you must enter percentages in the SALARY_PRORATING column of the user data file. Note that percentages should be entered in whole numbers, for example, 70, 80, 55, 40, and so on and not .70, .80, .55, .40 or 70%, 80%, 55%, 40%.

5. In the Proration Date field, enter a start date and an end date if you selected Date in the step before.6. In the Prorate salaries based on field, choose between Hire Date and Enter Prorating Start and End date from

User file.

If you select Hire Date, the pro-ration will be based on the hire date of the specific employee in the user data file.

If you select Enter Prorating Start and End date from User file, the pro-ration will be based on the dates entered in the SALARY_PRORATING_START_DATE column and the SALARY_PRORATING_END_DATE column in the user data file. In addition, you need to update the import keys for the Prorating Start Date and Prorating End Date fields in your compensation plan template. See Design the Compensation Plan Template [page 46].



7. Save your changes.

NoteYou must enable salary pro-ration to prorate budgets and guidelines.

For budgets, click Plan Details then Budget. Click Add Budget Calculation then See advanced options and select Yes in the Prorating field.

For guidelines, click to Plan Details then Guidelines. Click Add New Rule and select Yes in the Prorating field.



21 Working with Compensation Guideline Models

21.1 What is Compensation Modeling? Compensation Modeling allows you to perform complex calculations and analyze how base salary and equity should be awarded to employees across locations, performance levels, position in range and so on.

For example, you might want to:

● Model the cost of incorporating salary survey information on competitive market increases by country, industry, and job classification.

● Have firm targets in place from a works council, union, or the finance department.● Measure the impact of adjusting pay guides or updating exchange rates.

An integrated modeling and planning tool helps you with a number of benefits such as:

● You can eliminate the need for excel spreadsheets.● You can get access to your organization’s wide data for more holistic planning.● You can drill-down and roll-up at desired level of granularity.● You can also create new compensation templates based on best chosen model.● After the planning cycle, you can analyze how much budget was spent, or how LTI was allocated, by country,

position in range, performance rating, or other attribute.

21.2 How do you set up Compensation Models?Using Compensation Modeling, you can avoid using complex excel spreadsheets to make decisions taken in geographical or divisional areas because data is not easily available on spreadsheet.

You can perform a set of operations to create Compensation Models. Here's an overview of setting up compensation model.

CompensationWorking with Compensation Guideline Models


21.3 How do you define Role Based Permissions for Compensation Models?

Prerequisites

Before you can set up Compensation Models, you will need to enable the Enable Generic Objects and Enable the Attachment Manager options in Provisioning. Contact SAP Support to enable these options.

You also need to enable the relevant role-based permissions for Admin, to enable Compensation Modeling in your SAP SuccessFactors system.

Procedure

1. Navigate to the Admin Center.2. In Tools Search field, type Manage Permission Roles.3. Click Create New, to enter a new role for Compensation Admin.4. Select the Permissions tab.5. Under Administration Permissions, select the permission Manage Compensation > Manage Compensation

Modeling.6. Also, set permissions for Metadata framework > Manage Data.7. Click Done.



21.4 How do you create a new Compensation Model?

You can create a new model or edit an existing one by selecting guideline model for a particular compensation plan from the left-hand side menu on the screen. You need to follow the below steps to do so:

NoteGuideline modeling is available only for compensation plans having guideline rules defined.

21.4.1 Create new Model

Your first step to create compensation model would be to create your new plan template:

Procedure

1. Navigate to Admin Center2. In Tools Search field, type Go to Compensation Home.

3. Select any of the compensation source plan template and select copy .4. Enter the name and new dates for your plan.5. Create the new plan. This is your new base template for the modeling program.



21.4.2 Enter Details

Procedure

1. From your newly created template, click Guideline Modeling .

2. Click Add New Model3. Make sure you select the field from the drop down, enter the name and description.

System uses the existing guideline rules in the field template, based on the component being modeled.4. Click Next.

The system will use the compensation source template for rating information, and the new plan template for eligibility rules, pay guides, guidelines, currency and exchange rates.



21.4.3 Set Targets

Targets can be set as a benchmark for the overall guideline cost, and also for individual targets for the overall plan. The individual targets must be one of the guideline attributes in your new plan template. For instance, if guidelines are based on country, position in range, and rating, then you must select one of these three attributes for individual targets.

Once you select the field and enter the details, you can now set budget target for guidelines. You can set target by amount or percentage by selecting "Set Target” tab.

When you mouse over on the target information, you get details on the base amount, total amount, actual and assigned amount.

You can set the overall amount and adjust your groups to this total amount by toggling or entering the total value. System will convert salaries to the selected currency, using the exchange rate table selected in compensation plan.

This kicks off a background job which can be tracked via the Compensation Job Monitor, accessible from Compensation Home.

21.4.4 Review

Once the model is created, you can review and change your guideline model setup and also adjust individual values.

Context

Guideline model system displays the following:

1. Areas that require attention such as guideline exceeding the target, employees below the range and so on. See section 1.



2. Recommendations. See section 2.3. Model details, matrix setup and cost in selected currency for each guideline. See section 3. You can also

refresh and recalculate the guideline.

21.4.4.1 Edit and Review Targets

You might want to review and edit target to meet the overall guideline budget.

Procedure

1. In the Guideline Modeling review section, click edit to update the target details.2. You can edit the target for each level, which you think is exceeding the budget.3. Click Save.

21.4.4.2 Add, Edit and Review Guidelines

Context

Once the models are created, you can add, edit and delete guidelines for each model. For more information, you can refer How do you set up a Guideline? [page 84]



21.5 How do you modify a Compensation Model?

You can also edit and view the Guideline Models once it is created.

Procedure

1. Navigate to the Admin Center.2. In Tools Search field, type Go to Compensation Home.

3. Click Guideline Modeling from compensation home.4. Select any of the models you want to edit.

5. Click Edit Model .6. You can edit the Guideline name and Description.7. Click Next to edit the target details.8. In the Set Targets section, edit the target details.9. Click Save.

You can add multiple Guideline models for a particular compensation plan. Guideline Model displays the following:

○ Each Guideline Model displays the current and target value.○ You can sort the models in model name, create time and last modify order.○ You can delete multiple models. There is no limit on the number of models to be deleted.



○ You can also refresh the models.○ Additionally, you can search for models.

21.5.1 How do you set up a Guideline?

Along with the set of guidelines defined in your source plan template, you can also add, edit and delete a new guideline.

21.5.1.1 Adding a Guideline

You can add a new guideline to the existing guidelines.

Procedure


3. Click Guideline Modeling from compensation home.4. Select any of the models.

5. Click Add new Guideline .6. Make sure you enter the Order, Name and Currency. Enter the currency in Min, Low, Default, High, Max order.7. Click Save.

NoteWhen you add a new guideline to a model, you have to rerun the model to update the guideline assignments and costs.



21.5.1.2 Editing a Guideline

Once the Guideline is created, you can edit the values to adjust your overall cost.

System displays the minimum, Low, default, high and max values in editable format (if range has been selected). You can edit any of the values, and click out of the cell to return to view mode.

You can also view the number of employees associated for each Job level. Additionally, you can also sort the guidelines in ascending or descending order.

21.5.1.3 Changing a Guideline Order

When you change the guideline order, the user assignment to the affected guideline will also be changed. This is because the system processes the guideline assignments from least to most restrictive; if a user matches a higher level guideline, their assignment will change. This changes the guideline cost.

Context

Changing the guideline order will change the user assignment to the affected guidelines. This is because the system processes the guideline assignments from least to most restrictive; if a user matches a higher level guideline, their assignment will change. This changes the guideline cost.



Procedure

1. Click on the guideline order number.2. You can either enter the order number in the box or select the number.3. Click Update.

NoteWhen you change the order of the guideline, you have to rerun the model to update the guideline order.

21.5.1.4 Deleting a Guideline

You can also delete a number of guidelines by selecting the guideline checkbox and clicking delete.

21.5.1.5 Filtering a Guideline

Filtering for a certain set of guidelines is a powerful way to make changes to guideline values. For instance, you might want to filter for all guidelines in a certain country, or guidelines for a particular performance rating. You can filter models based on the name, default value, cost and employee count. Upon Save, changes to the guideline costs will be immediately reflected in each row.

Procedure

1. Click filter .2. Enter the details such as name, job level, default value, cost.3. Click Apply.



21.6 What happens when you accept the system recommendations?

The system will suggest ways such that the guidelines can be aligned with the targets. When you accept the system recommendation, the guideline values on the affected rows are increased or decreased proportionately.

For example, if the system recommendation is to decrease all guidelines for a country by 5%, the min, low, default, high, and max values will all be decreased by 5%.

NoteWhen you accept the system recommendations, the changes are immediately reflected in the model and you dont need to rerun the model.



21.6.1 How do you edit and review recommendations?

Editing recommendations will help you meet the target.

Procedure

1. In the Guideline Modeling review section, click on any of the recommendation link.2. Based on the target value and current value, you can adjust your groups to the total amount or percentage by

toggling or entering the total value.3. Click Update.

NoteWhen you edit the system recommendations, the changes are immediately reflected in the model and you dont need to rerun the model.

21.7 How do you publish a Compensation Model?

You can publish each model once it is created.

Procedure


3. Click Guideline Modeling from compensation home.



4. Select Push to live template.5. Select any model and click push to live template.

If you select push to live of a program that has already been published, all guidelines will be over written.

You can push multiple models to live within one plan, and they will be added to the system as long as they are of a different type.

NoteOnce worksheets have been created from the source template, you will no longer be able to push guidelines to the template.



22 Setting up work flows and route maps

22.1 What is a route map?

A route map determines the work flow a compensation worksheet follows.

Compensation worksheets need to be passed by or routed to several employees. For example, a compensation worksheet may be configured to start with the manager, move on to the second level manager for review, and then move on to the HR representative for approval. The path taken by a worksheet is determined by a route map.

When you route a compensation worksheet, you're electronically passing the worksheet to another employee. The worksheet continues to transfer from employee to employee, sometimes going back and forth a couple of times between two employees, until all work on the worksheet is complete.

SuccessFactors automates the entire routing process for worksheets by using work flow sequences. Each worksheet includes a work flow sequence that determines all the people who will see the worksheet and the order in which they'll receive it. During the compensation planning event, SuccessFactors tracks the routing progress of your worksheet, and only displays the relevant routing options. In this way, all the people who need to see your compensation worksheet are already automatically scheduled to receive it, and you can easily follow the progress of the plan even when it's on a route to other employees.

The routing phase you're currently in is always highlighted, while the other phases are dimmed. The available routing options are listed either as buttons or as menu choices. When you're ready to send the worksheet, choose the option you want to use, and the worksheet is sent accordingly.

A route map is assigned to a compensation plan template when the template is configured. The route map can be routed through different stages, such as modify, signature, and completed.

You can modify the route map for a worksheet by adding, re-ordering, or removing routing steps.

NoteWhen you modify a route map, the changes you make will only be reflected in new compensation worksheets that you create from that point onwards. Those changes are not retroactive and will not be applied to any worksheets you created before modifying the route map.

Related Information

Loading and modifying route mapsModifying route maps [page 91]Assign Route Map to Compensation Plan Template [page 70]


CompensationSetting up work flows and route maps

22.1.1 Loading and modifying route mapsModifying route maps

A route map determines the work flow a compensation worksheet follows.

Prerequisites

Before you can modify a route map, you first need to load it. Follow these steps to load a route map.

1. Go to Administration Tools. In the Company Processes & Cycles port-let, click Company Settings, then Manage Route maps.

2. From the Add New Route Map menu, select Choose from Library to see a list of route maps from the Success Store library to choose from.



3. Choose one of the pre-built route maps that is closest to fitting your requirements and click Add to my Instance.

4. Change the name of the route map and add a description.

NoteYou can always delete a route map.

You're now ready to adapt the route map to your needs.

NoteCompensation only uses the Modify steps.

Context



Procedure

To add a new Modify step, follow these steps1. Click on the green plus (+) sign to add a new Modify step.

2. Enter a step name.

This is the name that will appear on the compensation worksheet. The label of each step in the route map is visible to the planner.

3. Enter a step description.

This description will appear in the employee's To Do List on their Home page. If you don't enter anything here, the step name will be used. We recommend entering a step description.

4. Enter a step type.

You can choose from Single Role, Iterative, or Collaboration.5. Select the appropriate role.

○ The first level planner is the E role for any planning hierarchy method○ For the standard hierarchy, the next level up is EM○ For the designated hierarchy, the next level up is EA○ For the Standard Hierarchy with designated Compensation Planner, the next level up is EM

NoteIn Compensation, the "Employee" role is actually the Compensation Planner. This is confusing, but important. In order to send the form to the employee's direct manager, select Employee from the drop down menu. The "Manager" role is the Second Level Manager (the manager of the direct manager) and the "Second Level Manager" role is actually the third level (the manager of the Second Level Manager).

6. (Optional) Enter a start date.

You can select the Enforce start date option to define that its users can start working on this step only when this date has passed. The Enforce start date is rarely used in Compensation.

7. (Optional) Enter an exit date.

If you enter an exit date, the worksheet cannot be sent on before this date has passed. Step exit dates are optional.

8. (Optional) Enter a due date.

This date defines when the step is due. It is used often in Compensation but is not required.

You can select the Automatic send on due date option to define that the system sends the worksheet on to the next step when the defined due date has passed. This option is not used very often in Compensation. If you do select the Automatic send on due date option, only use the Always send regardless of validation option.

9. Save your entries.

NoteWhen creating the route map, pay attention to how many worksheets mid-level and senior-level managers may be required to review. Since it is a worksheet-based process, each worksheet would need to be opened. Don’t create a process that is burdensome.



Next Steps

To modify an existing step, choose the name of the step and make your changes.

To delete a step, choose the Delete icon.

22.2 Defining a compensation planner method

A compensation planner method is associated with a defined configuration template.

Context

After you've determined which hierarchy to use and made sure the user data file is set up accordingly, you are ready to configure your compensation plan template with the appropriate compensation planner method.

To configure the compensation planner method to associate with your configured compensation plan template, follow these steps.

Procedure

1. Go to Administration Tools. In the Company Processes & Cycles port-let, click Compensation, then Compensation Home.

2. Choose the plan template for which you want to define the compensation planner and click the Plan Setup chevron.

3. Choose Manage Users, then click Define Planners.

4. Select the method of planner from the menu.



○ Standard Hierarchy: This hierarchy is based on the employee import that is also being used for the rest of the suite. The hierarchy will follow the management structure defined in the MANAGER field on the user data file.

○ Rollup Hierarchy: This hierarchy allows you to roll up (or modify) planner responsibilities to managers higher up in the organization. Compensation planners are identified in the user data file with the planner flag COMPENSATION_PLANNER_XX, where XX is replaced with the form template number. Please confirm the appropriate flag with your PS Consultant.

○ Custom Hierarchy: This hierarchy uses a compensation-specific hierarchy defined in the SECOND_MANAGER field on the user data file. Your consultant will help you determine if a separate management hierarchy is required for your compensation purposes.

5. Search for the head of hierarchy or a specific planner to drill down the planning hierarchy. Use the triangle next to each planner to expand or collapse a hierarchy.

6. To check for breaks in the planning hierarchy or other potential gaps, select one of the reports from the Troubleshooting Information menu.

Related Information

Creating test user files and import test users Importing and exporting users [page 130]



22.3 Enabling routing forms to a previous step

Planners can return one or more worksheets to a previous step on the route map. Forced comments can be edited or removed by the comment's author.

Context

To enable routing forms to a previous step:

Procedure

1. Through Admin Tools, enable the advanced setting Enable form routing to previous step.

2. Enable a new legacy permission under Admin Tools Manage Security Administrative PrivilegesManaging documents .



23 Setting up the Job Selector (for promotions)

The Job Selector feature within Compensation relies on two sets of data from the Admin menu. When enabled, the Job Selector can be accessed from both the worksheet and the profile.

● Families and Roles, which are reached by selecting Admin Tools Company Settings Manage Job RolesFamilies and Roles . From this window you can create new Families or edit existing ones.

● Job Code and Pay Grade Mapping tables, which can be found in the Compensation Home screen under Actions for all Plans.

NoteIf you have enabled the V12 worksheet, the Job Selector may only be accessed from the Compensation Profile.

23.1 What is the Job Selector?

The Job Selector (sometimes also referred to as the Promotion Selector) is a function that allows customers to manage job changes or promotions as part of the compensation planning process. This feature enables the manager or compensation planner to choose the appropriate new job title based on the families and roles that are maintained in the system. If the function has been enabled, you find this function on the compensation worksheet if you scroll to the Action column on the far right and click on the icon.

On the popup window you can then select the appropriate job family, job role, and job code. The system will then update the corresponding pay grade.

CompensationSetting up the Job Selector (for promotions)


23.2 What are families and roles?

NoteYou only need to set job families and roles if your customer wants to use the Job Selector function.

Families and Roles is an area in the system that is used by several other modules, such as Recruiting and Performance Management. It consists of the following entities:

● Job familiesJob families are used to broadly define job categories in your company. For example, your company might choose to have job families based on the function type — such as Executives and Information Technology. These job families, in turn, are then used to group associated job roles.

● Job rolesJob roles are titles used to describe a designation held by an employee within the company. Job roles specific to a group are bundled together under a single job family. For example, the roles IT Manager, Database Administrator, and System Administrator might be bundled under the family Information Technology while the roles Director, Vice President, and CEO might be bundled under the family Executives.

● Job codesA job code is a naming convention used to identify a job role within your company. For example, for the job role of Database Administrator, you can use a job code like DBA. This job code is then assigned to every Database



Administrator employee in your company. Job codes are used to pull the appropriate job-related information to automatically populate forms and worksheets.To create job families and roles in the system, you can either create each family and role manually or you can load a CSV file to the system.You should discuss with your customer whether they want to use new or existing job families or roles or use default ones defined by SuccessFactors.

NoteAs job families and roles are used in other modules as well, you should keep in mind that certain coordination efforts might be necessary. If other modules have already been implemented and the Compensation module is not the first one, it is likely that job families have already been set up. In this case you only have to map the appropriate pay grades to the families and roles.

23.3 How do you create job families and roles directly in the system?

Context

If you don't have too many job families and roles, creating them directly in the system might be the easiest method. Here's how it works:

Procedure

1. On the Administration Tools screen, click Company Settings, then Manage Job Roles.The list of families and roles appears.

2. Choose Add New Family, Add New Family.3. Enter a name for the new job family and click Save Edits.



Next Steps

Here's how you add roles to a job family

1. Click on the name of the job family you want to edit.2. Click Create New Role.3. Enter the appropriate details for the new role and click Save and Close.

You can add job titles and codes from the Job Code drop down menus.4. If you select a job code, you should select Default as Usage value.



Here's how you edit existing roles

1. Click on the name of the role you want to edit.2. Click Edit Properties. Make the necessary changes to the role, such as editing the role name, adding or

removing job codes, or changing the description.3. Click Save and Close.



NoteCompetencies are not used by the compensation module. If other modules have already been implemented and the Compensation module is not the first one, it is likely that competencies have already assigned to a role. However, competencies are not required for the Job Selector to work.

Here's how you delete existing families and roles:

If a family or role is obsolete or no longer needed, select the check box next to it and click Delete.

CautionBefore you delete job families and roles, make sure that they aren't needed by other modules. Deletion is done centrally, so consider the impacts to other modules when deleting families and roles.

NoteYou can also use default job families from the library, if they match your customer's requirements, and add job codes to them.

In this case click Add New Family, then Add Roles from Library. From the SuccessStore screen, select the appropriate job family and click Add to my Instance.



23.4 How do you create job families and roles using a file import?

Context

If you have a long list of job families and roles in place, we recommend you to upload them to the system using a table.

Create or use an existing CSV file with no headers, and with the following columns:

● Column A – indicates if the row is for a family, role or competency● Column B – family name (must be the same for all rows)● Column C – role title:

○ Optional description for a family row○ Role title for roles & competencies

● Column D – role description:○ Leave field blank for a family row○ Role description for roles

Optional: If you have multiple job codes for a single role, create or use a second file with the following columns:

● Column A – JOBCODE: job Code● Column B – FAMILY: family Name (make sure it matches exactly with file 1)● Column C – ROLE: role title (make sure it matches exactly with file 1)● Column D – MODULE: always use value "Default"



Procedure

Here's how you upload file(s) to the system:1. On the Administration Tools screen, click Company Settings, then Import Job Roles.2. On the Job Family/Roles/Competency Mapping Import screen, click Browse… and select your CSV file.3. There are two options to choose for importing the file contents for job families and roles. If you want to keep

the families and roles existing in the system and add the new ones from the file, select the do not delete them and merge the new content mappings with existing content mappings options. These choices will add new families and/or roles, but not delete ones that already exist.

CautionBe careful when deleting families and roles. These are used by other modules, such as Recruiting and Performance Management. No module can use families and roles after they are removed.

4. Click Import.



5. NoteAfter families and roles have been established, the administrator can import associated Job Codes.

Check that the table contents have been properly imported into the system by going to the Administration Tools screen and clicking Company Settings, then Manage Job Roles. The screen shot below reflects the file contents used in the examples and screen shots above.



24 Managing group assignments to compensation groups

Compensation groups (sometimes also referred to as budget groups) allow you to assign a subset of your employee population to a group and then use those groups in your configuration of guidelines and budgets.

The use of compensation groups is optional. Depending on the requirements, you may or may not use compensation groups as part of your configuration.

Consider using compensation groups in the following scenarios:

● Budgeting by Group:Compensation groups are useful when you need to assign each group a different budget percentage.Consider the following example:Let's assume the company has its presence in multiple locations and follows a different budget strategy for each country. The budget for US is 5%, for Canada it is 6%, and for UK it is 4%. They have a manager who has employees across all locations.In such a scenario, the budget will need to be calculated by location and then added up to create the budget pool for that manager.To simplify calculation, you can use compensation groups. In this example, you will create one compensation group for each country. So, all US-based employees will be grouped under the US compensation group, all Canadian employees under the Canada compensation group, and all UK-based employees under the UK compensation group.If you create compensation groups, you can subsequently assign a compensation plan template to a group of employees.

● Guidelines by Group:If the team wants to apply merit guidelines for different groups of employees, you can create a new set of guidelines for merit. As formula criteria select Budget Group.Consider the following example:You have merit guidelines based on performance review rating and business unit. Employees in the retail division with a high performance rating should receive a merit increase between 4 % and 5 %. Employees in the Sales and Marketing division with a medium performance rating should receive a merit increase between 7 % and 8 %.In this example, you could create guidelines based on two attributes: Performance Rating and Budget Groups . You would create a group called "Retail" and a group called "Sales and Marketing" and then assign employees to the appropriate group. In this way, you can create guidelines that are based on groups. To learn more about creating guidelines, see How do you add guidelines? [page 52]Compensation groups can be used to group employees however it makes sense for a given situation. Sometimes compensation groups are used to group employees by country, by job level, by equity eligibility level, or by a custom grouping.

NoteCompensation groups do not update dynamically when an employee changes groups. For example, if an employee transfers from one country to another, their compensation group would not automatically update. For this reason, compensation groups can be an administrative challenge to manage. The administrator should update group memberships often if they plan to update data throughout the compensation cycle.


CompensationManaging group assignments to compensation groups

NoteSometimes you can use another attribute such as Job Level to group employees for the purposes of creating guidelines. In the second example above for guidelines by group, another configuration option could be to re-purpose the Job Level field with Division. By populating the Job level field with Division, you can define guidelines using Job Level instead of compensation groups. Compensation groups are used when it is not possible to re-purpose the Job Level field.

24.1 Creating a compensation group

Context

Procedure

To create a compensation group, follow these steps:1. Go to Compensation Home and click Actions for all plans.2. Click Group Assignments.3. On the Manage Groups screen, enter a name for your compensation group.4. Click Create Group.



24.2 Renaming a compensation group

Context

Procedure

To rename a compensation group, follow these steps:1. If you need to rename a group, go to Compensation Home and click Actions for all plans.2. Click Group Assignments.3. From the Group drop down menu in the middle section of the screen, choose the group you want to rename.4. Enter the new name and click Rename group.

24.3 Deleting a compensation group

Prerequisites

Before you delete a group, make sure that the group has no members or budgets assigned to it. Otherwise you won't be able to delete the group. If there are members assigned, remove the members from the group first. If there are budgets assigned, remove them before deleting the compensation group.

Context

NoteIf you have already launched compensation workbooks for a group, you cannot delete the group.

Procedure

To delete a group that is not being used and is no longer required, follow these steps:1. Go to Compensation Home and click Actions for all plans.



2. Click Group Assignments.3. From the Group drop down menu at the bottom of the screen, choose the group you want to delete.4. Click Delete group.

24.4 Adding members to a compensation group

As soon as you have the required compensation groups in place, you can either assign individual members or groups of members to them.

Context

To use Admin Tools to add members to a compensation group, follow these steps:

Procedure

1. Go to Compensation Home and click Actions for all plans.2. Click Group Assignments, then Assign Employees to Group.

○ To assign groups of members to a compensation group, make sure you have the Assign groups of users to a group option selected.○ Select your group of employees using the available filters. By doing so, you can search for employees

in certain divisions, departments, and locations, for example.

NoteThe filters take immediate effect, although the employees are not individually displayed.

○ From the Target Group drop down menu, select a compensation group.○ Click Assign to target group. The displayed success message then shows you how many employees

were added to the group.



○ To assign individual members to a compensation group, make sure you have the Assign individual users to a group option selected.Search for the employee you want to assign using the filters and text search options.From the Target Group drop down menu, select the compensation group you created earlier (or another suitable compensation group).Click Search Users.In the table at the bottom of the screen, select the check box next to the employee name and click Assign to target group.



RecommendationAssigning individual members can be the preferable option because you can search for names and display them before you actually assign them to a group.

Related Information

Uploading group assignment tables to the system [page 113]

24.5 Removing members from a compensation group

Context



Procedure

To remove members from a compensation group, follow these steps:1. If you need to remove members from a group, go to Compensation Home and click Actions for all plans.2. Click Group Assignments, then Assign Employees to Group.3. From the Target Group drop down menu, select the compensation group you want to remove members from.4. Select the users that you want to remove from the group. You can either select the option Assign individual

users to a group to search for individual users one at a time, or you can use the filters to select a group of users at one time. If you do not select options from the filters, but instead leave the filters set to All, then you will remove all users in that group. If you select a filter such as a specific division, then only the users in that division will be removed from the group.

5. Click Remove from target group.

24.6 Removing budgets from a compensation group

Context

Procedure

To remove budgets from a compensation group:1. Go to Compensation Home and click Actions for all plans.2. Click Group Assignments, then Manage Families and Groups.3. From the Family List section, select the appropriate family. Then select the appropriate geographic group.4. Select the check boxes for the budgets you want to remove and click Delete.



24.7 Uploading group assignment tables to the system

If you have a table available containing user IDs and the respective group they are assigned to, you can also upload this to the system.

Prerequisites

The table can either be in CSV or XML format and must include the following columns:

● USERID● GROUP

Context

To upload group assignment tables to the system, follow these steps:

Procedure

1. Go to Compensation Home and click Actions for all plans.2. Click Group Assignments, then Import Group Assignment.3. Click Browse… and select your file.4. Choose whether you want to keep existing group assignments or whether you want to replace existing

assignments for listed or active employees by selecting the corresponding radio button.

Here's what the two replacing options mean:

○ Replace group memberships for listed users: Replace user group for those users who are listed in the import file (see chapter 10 ).

○ Replace group memberships for all active users:Remove all active user groups in the entire company and keep user groups only who are listed in the import file (see chapter 10 ).

5. If you can assume that empty groups aren't needed, select the Remove empty groups check box.6. Click Import Groups.



24.8 Downloading group assignment tables from the system

If you want to edit a group assignment table and then upload it again to the system or if you want to verify what has been imported to the system before, you can download the existing assignments from the system into a CSV or XML table.

Context

To download group assignment tables from the system, follow these steps:

Procedure

1. Go to Compensation Home and click Actions for all plans.2. Click Group Assignments, then Export Group Assignment.3. Choose whether you want to download the table in CSV or XML format and click Export Groups.4. Save a local copy of the file.



24.9 Managing employee dynamic groups

With the employee dynamic groups feature, you can create your own people-based group definitions. These group definitions can be used in several locations in the application, such as reporting or administrative tasks.

The employee dynamic groups feature is an upgrade to the groups feature. It is essentially a saved, criteria-based query of the available users. It includes a management screen that is displayed when you choose Admin ToolsManage Employee Groups , a new look and feel for creating and editing group definitions, and major enhancements to group editing for more powerful group definitions.

We do not have any plans to stop supporting the old Dynamic Groups. However, we do not want to add any new customers to the old feature.

NoteThere is no migration path from the old dynamic groups to the new dynamic groups. Users will have to create desired new groups from scratch. Turning on the new version of dynamic groups will not harm the old groups. The new groups are kept in a different framework. You can go back and forth between the two groups framework without side effect, but there is no way to move the groups definitions between frameworks.

Employee dynamic groups help you create and save lots of group definitions to make repeatable tasks easier, such as reporting or administrative actions.

NoteThis feature does not automate permissions management. Automation of permissions is done by a separate feature called Role Based Permissions (RBP).

Here is a summary of the cool features this add-on option provides.

● Lots of user-based fields are available to define your groups

RestrictionThe tool will expose only those fields which are publicly viewable, as defined in the field permissions of Employee Files.

● New Groups Management page under Options gives you a central page to perform tasks like create, edit, delete, and clone your groups. You can also hide or show your groups by enabling or disabling the Show? option. The Show? option controls whether the group appears in the lists where groups are usable in the suite (for example, Dashboard Filters).

● Major team filter enhancements



● Multiple people pools● Group membership can be locked● Group membership count is displayed, with a way to drill in to view specific users

NoteEmployee dynamic groups are not shared. Groups that are created by a user are visible only to the user that created them. This means that an administrator cannot manage a group created by another user.

We may consider sharing features at a future date.

Related Information

Enabling dynamic groups in Provisioning [page 117]Field categories that are available for defining groups [page 121]Using multiple people pools [page 119]Locking group membership [page 119]Viewing a list of members in an employee dynamic group [page 120]Using Team View [page 117]How groups work with Administrative Domains [page 122]Creating a new group [page 127]



24.9.1 Enabling dynamic groups in Provisioning

The add-on dynamic groups feature must be enabled through Provisioning before a customer can use it.

Procedure

In Provisioning Company Settings select Dynamic Groups V2 (My Groups).

NoteThe old version of Dynamic Groups is now deprecated. We do not want to enable the old Dynamic Groups feature for any new customers, but existing customers may continue to use the feature.

24.9.2 Using Team View

The Team View choice for People View allows you to define hierarchical groups with multiple levels, even when using Matrix, HR and Custom reporting relationships.

Using the Team View option, you can define a group of two levels deep using the Matrix Reporting relationship, in the following fashion:

Example"Carla Grant's Matrix Reports, and the Direct Reports of Carla's Matrix Reports"



The relationship for this team configuration would appear as follows:



24.9.3 Using multiple people pools

People pools are used to identify people who meet your criteria.

Each group can have multiple people pools. For example, say you have two different office locations: Office A and Office B. Each office has a Sales team and a Finance team.

Use one pool when:

Everyone fits in your search criteria. For example, when you want to include Sales employees and Finance employees from both offices.

Use multiple pools when:

Only some people fit in each search criteria. For example, when you only want to include Sales employees from Office A and Finance employees from Office B. In this example, you would create two separate pools.

24.9.4 Locking group membership

Group definitions are basically stored queries, so their membership is dynamic. If you do not want your membership to change, you can lock the group membership. This saves the list of users that met the group criteria at the point in time when you locked the group.

The number of people in the group today can be different than the number of people in the group tomorrow. For example, if you have a group defined as "Everyone in the Engineering department" and a new person is hired for that department tomorrow, the membership increases by one.

After a group is locked, you cannot edit the group membership without first unlocking the group.

NoteWhen you unlock a group, it returns to being dynamic. Re-lock the group after making your changes if you want the group with your additions to be locked.



24.9.5 Viewing a list of members in an employee dynamic group

You can view the list of members in an employee dynamic group by clicking the group's Membership total.

A count of each employee dynamic group's membership is displayed in the Groups Management page and in the Group Edit page. To view the membership count for a specific employee dynamic group, while in the Group Edit page, select the Update button.

To view a navigable list of all members in a specific employee dynamic group, click the number listed for that group's Membership.

24.9.6 Locating the shared groups option

The shared groups option appears in several locations, some of which depend on your assigned permissions.

The shared groups option appears in the Succession Matrix Filter Options pages.

In a system that uses role-based permissions (RBP) or in a non-RBP system where you have been granted "Detailed Reporting Privileges", the shared groups option will also appear in the following locations.

● Dashboards Filter Options● List View Filter Options● Spreadsheet Report Filter Options



24.9.7 Field categories that are available for defining groups

Publicly readable fields mean the field permissions are set to be publicly readable in the Employee Filespermissions settings.

The fields that appear in Groups Edit Screen come from the super-set of user-based field IDs are as follows.

NoteOnly publicly readable fields will be exposed from this list.

The actual order of appearance for these fields in the Groups Edit Screen is alphabetical, based on the field label value in the user's selected language.

24.9.7.1 Further restricting the list of exposed fields

To further restrict the list of exposed fields in an employee dynamic group, contact your SuccessFactors support person.

You can further restrict the fields exposed in employee dynamic groups by explicitly listing the field IDs to expose.

In the Employee Files Data Model, using the <dg-filters> tag as shown below. Consult the sf-form.dtd for more details.

<dg-filters> <my-filter> <standard-element-ref refid="department"/> <standard-element-ref refid="location"/> </my-filter></dg-filters>



24.9.7.2 Defining public readable fields

In both RBP and non-RBP systems, public readable fields are defined in the Employee Files Data Model (also known as "star readable" fields).

Below is an example for defining publically readable fields in the Employee Files Data Model (aka the Succession Data Model).

<element-permission type="read"> <description>Allow everyone to read non-sensitive data</description><role-name>*</role-name><standard-element-ref refid="department"/><standard-element-ref refid="jobcode"/><standard-element-ref refid="hireDate"/>………</element-permission>

24.9.8 How groups work with Administrative Domains

Administrative Domains are just another contextual permissions setting that controls access to people.

The rule of "permissions are always enforced" applies. There is no exception to this rule.

For example, suppose you have defined a group as "All people in the Sales Department". If your Administrative Domain is restricted to "All people in the Software Division", then using this group for Mass Create Forms would result in forms being created for "All people in the Sales Department of the Software Division". In other words, it is an intersection of your group definition with the administrative domain. This is the same example as in the reporting context.

Permissions are always applied. Technically speaking, we intersect the permissions restrictions with your group definition.

24.9.9 Using groups in the suite

Groups are defined in Options Groups .

Defined groups can be used in Filter Options under the Reports tab, and also in Admin Tools for actions that apply to groups.

Related Information

Using Groups in Dashboards Filter Options [page 123]Using Groups in Matrix Grid Report [page 124]Using Groups in Admin Tools: granting succession planning permission to a group [page 125]



24.9.9.1 Using Groups in Dashboards Filter Options

Prerequisites

Users must have "Detailed Reporting Privileges" in to view Groups in Filter Options in the Dashboards, List Views, and Spreadsheet views.

Context

To use Groups in Dashboards, follow these steps:

Procedure

1. Select Dashboards to open the Dashboards page.The Dashboards page is displayed.



2. Click the icon to display Filter Options.3. In Show, select the Groups option.4. Select one or more Group(s) entries.5. Click the Update button.

Related Information

How permissions are enforced when a group is used [page 128]

24.9.9.2 Using Groups in Matrix Grid Report

Prerequisites

Users must have the "Succession Management and Matrix Report Permission". Groups are filtered against this permission when running matrix grid reports.

Context

To use Groups in Matrix Grid Report, follow these steps:

Procedure

1. Choose Performance-Potential Matrix to open the Matrix Grid Report page.The Matrix Grid Report page appears.



2. In Show, select the Group option.3. Choose a Group entry.4. To generate a report for the selected Group, click the Generate Report button.

Related Information


24.9.9.3 Using Groups in Admin Tools: granting succession planning permission to a group

Prerequisites

(Optional) "Administrative Domains" permission. If "Administrative Domains" permission is enabled for a user, then using groups in Admin Tools will filter against your administrative domain



Context

NoteThis does not automate permissions. Instead, permissions will be granted to the users that match the group definition at the moment you grant the permissions.

To use Groups in Admin Tools, follow these steps:

Procedure

1. Open the Admin Tools page.The Admin Tools page appears.



2. Select a group in the With: list.

Related Information


24.9.10 Creating a new group

Use the Groups Management to create a new group.

Prerequisites

Ensure that the Dynamic Groups V2 (My Groups) feature has been enabled in provisioning. After that, you can log into the application as any user and create a group.

Procedure

1. To create a group, select Options Groups .

The Groups management screen appears.

2. Click the Create New Group button.

The Group Definition screen appears.



3. Name your group and start defining your field categories. For example, if you want a group of all users who were hired before October 1, 2009, select the Hire Date field category in the Pick a category… list.

4. You can make multiple selections within a single category, and you can select multiple categories. For example, if you want a group of "All the engineers and product managers in San Mateo", you would define this with two categories as follows:a. Pick category Department from the Pick a category... list. A popup with a list of departments appears.b. Select Engineering and Product Management from the list of departments.c. Click the Add Another Category button.d. Choose the Location category. A popup with a list of locations appears.e. Select San Mateo from the list of locations.

24.9.10.1 How permissions are enforced when a group is used

Permissions are always enforced contextually when a group is used.

For example, consider a group that is defined as "All Employees in San Mateo". If you use this group in the Performance-Potential Matrix report, where your permissions are set to allow you to report only on the Engineering department, then the net result of the report output will be "All Engineers in San Mateo". Technically speaking, this is the intersection of your group definition with your contextual permissions.

These permissions apply when using groups throughout the suite:

● Dashboards:Requires "Detailed Reporting Rights" permission. Groups are filtered against this permission in Dashboards.



● Matrix Grid Reports:(How vs What, and Performance vs Potential). Requires "Succession Management and Matrix Report Permission". Groups are filtered against this permission when running matrix grid reports.

● Admin Tools:(Optional) Administrative Domains permission. If Administrative Domains are enabled for a user, then using groups in Admin Tools will filter against your administrative domain.



25 Creating test user files and import test users Importing and exporting users

In order to check how your implementation works and whether you've set up everything correctly, you should create test user files and import them into the system. Then you can do the necessary testing steps.

Once you create a test user file, you can also share this file with your customer as a sample of the data file that they should create for their employees.

RecommendationOnce users exist in the system, they normally can't be deleted. Although there's typically no reason why test users shouldn't be imported into the test instance, you should discuss with your customer whether they want test users to be imported into their production system. Some customers may want to keep their production systems clean from test data while others may want to have the possibility to do testing there as well.

The import of test user data follows the same process as importing real user data. This means you can follow the instructions below for both test data and real data.

The user data file (the UDF) contains all the information associated with a user in the SuccessFactors system. The UDF can contain many types of user data, including basic employee demographic data and employee compensation data.

Most customers implementing compensation already loaded basic user demographic information into SuccessFactors. Data in this core employee user data file is typically determined by the company's HR database. This includes information like employee name, manager name, location, division and joining date. This core user data file is sometimes referred to as the BizX File. This information is normally imported to the system in the course of the first module to be implemented.

Employee compensation data, on the other hand, is employee user data plus compensation information about the employee and will be displayed on the compensation worksheets. So, the employee compensation data would include additional details related to the different salary components like base salary, bonus, stocks, and adjustments. You should discuss with your customer what compensation data they exactly need.

Some customers prefer to add their compensation data as additional columns at the end of the employee data file. However, many customers choose to keep the two files separate. This means that they load their basic employee data (the BizX file) separately from their compensation data. Even if the customer loads these files separately, the employee data and compensation data are both stored in the same user data file (or UDF).

Employee user data files can vary widely. Below are some examples of what test user files could look like.

Employee user data files can vary widely. The test user data you create should reflect your customer's needs. Below are some examples of what test user files could look like.


CompensationCreating test user files and import test users Importing and exporting users

Sample Test User File 1

Sample Test User File - Part 1

Sample Test User File - Part 2



Columns generally contained in the user data file

The following table describes the data columns recommended for the user data file. As the user data file probably exists already in the customer's implementation, you can use this table for reference purposes.

Only the following two columns are technically required and have to appear in the following order:

● STATUS● USERID

NoteAll number formats support decimals, but not other number separators, such as commas. Date formats have to follow US formats.

Table 18:

Column Description Valid values and requirements

STATUS Determines whether the employee is an active or inactive employee.

Your options are:

active

The employee can log in, use all available features, and will show up in search results and reports.

inactive

The employee can't log in. All employee information and forms remain in the system, but are frozen in their current state. Inactive employees don't show up in search results and can be filtered out in reports.

USERID The unique identifier of the employee.

The USERID is assigned by the system and is used for tracking individual employee records in the system. The USERID is permanently associated with the employee.

Must be at least 4 characters long.

Can never be changed, even if the employee's name changes.

USERNAME The unique username assigned to the employee.

The USERNAME is used to log into SuccessFactors.

Must be between 1 and 100 characters long.

Can be changed as needed, for example, when a person marries and wants to use a different name.

FIRSTNAME The employee's first name. This name will be shown in SuccessFactors.


LASTNAME The employee's last name. This name will be shown in SuccessFactors.





GENDER The gender of the employee.

Writing Assistant needs this information to use the correct gender pronoun (for example, he/his or she/her) when suggesting feedback text.

Your options are:

M male

F female

EMAIL The complete e-mail address of the employee.

Used for notifications, alerts, and resetting passwords.

Must be a complete e-mail address, for example [email protected].

MANAGER Identifies the employee's manager. Your options are:

Manager’s USERID

NoteDon't use the manager’s username.

NO_MANAGER

Highest level employee or any employee without a manager, such as a CEO

NoteYou must enter NO_MANAGER for any employee without a manager. You can't leave this column empty.

HR Identifies the human resources (HR) representative assigned to the employee.

Your options are:

HR representative's USERID

NoteDon't use the HR representative's username.

NO_HR

No HR representative is assigned to the employee

NoteYou must enter NO_HR for any employee without an HR representative. You can't leave this column empty.




TIMEZONE Identifies the time zone in which the employee works.

Must be a valid value, for example PST for Pacific Standard Time.

If you don't specify a value, Eastern Standard Time (EST) is used by default.

Compensation-specific fields columns

There are various compensation-specific columns that your customer might need. Because these data fields are optional, you should make sure that the data fields prepared reflect only those that are being used in the implementation based on your customer's configuration.

If you create fields for your customer that are not part of the standard delivery, make sure to use the prefix "CUSTOM_" for the column name (row 1, see below). When you create the corresponding custom field in the Design Worksheet area, you have to enter this exact name in the Import Key field. You can, of course, enter another name that will be displayed on the compensation worksheet in the Column Name field.

25.1 Export employee user data

Context

If the customer is already using other SuccessFactors modules, you can download a list of existing users from the system. You can use this file as the basis for updating or importing user information according to your customer's needs. After you have made the necessary changes, you can then upload the file to the system.

Procedure

Here's what you do1. Go to Compensation Home and click Actions for all plans.2. Click All Plans, then Employee Data Export.3. Click on the CSV format (most common) option.

If you want to retrieve a file that lists active users only, expand the Specify Export Options section and select Valid users only.



NoteThe system differentiates between active and inactive users. Active users are all users in an employment relationship, while inactive users are users who for various reasons have no access to the system anymore. Inactive users can be, for example, retired employees, former employees, or, depending on the company, employees on parental leave.

4. Make sure that the Short format: only system fields option is not selected. If this option is selected, compensation data cannot be downloaded.

Expand the Specify Compensation Data Updating Options section and select the Include User Compensation Data option. This will bring up more options.

To include all relevant compensation data in the file including eligibility information, select both check boxes as shown in the screen shot below and select the relevant compensation plan template(s). You can select more than one template at a time by holding the CTRL key while clicking template names.

5. Click Export User File.

Save a local copy of the zipped CSV file. Now you can adapt it as needed before you upload it back to the system.

RecommendationIf you're going to add compensation-specific user data to the file you downloaded from the system, you can either leave all existing data in the file and just add your compensation data, or you can delete everything except for the first two columns (STATUS, USERID) from the file and then add the missing data. In the latter



case you must make sure that the Provisioning setting Assign default required field values for new users if none specified is enabled, so that the later import of the file will be successful.

25.2 Import Employee User Data

Context

To import the test user data, use a CSV file you have created or adapted.

Procedure

1. Go to Admin Tools. In the Manage Employees portlet, click Update User Information, then Import Employee Data.

2. Scroll down to the bottom of the screen. Click Browse … and select your file.

NoteThe Validate Import File Data option will check for missing values in required fields and validate the MANAGER and HR fields contain valid, active users. If your company plans to import compensation data separately (as data might be coming from different sources), you should disable this validation on import. Disabling the validation on import will allow you to load a simplified file with compensation data only. In this situation, you may see errors such as "Missing value in Email field" when running the option, but not when actually importing your file.

3. Depending on your process, you should select the following options in the Automatic Manager Transfer section:○ Automatic insertion of new manager as next document recipient if not already.

NoteChecking this option will change the route of already-created compensation worksheets to include the new second-level manager. This could ADD a new step to the route map if the new second-level manager is not already included in the next step of the route map.

○ Automatic Inbox document transfer to new manager.○ Automatic En Route document transfer to new manager.○ Automatic Completed document transfer to new manager.

CautionThe Automatic Manager Transfer section in the compensation module is different than other SuccessFactors modules. The “Manager” in the case of automatic manager transfer is the manager of the compensation planner. The options above will transfer forms from the old second-level manager to



the new second-level manager. In order to transfer employees on launched forms to the new compensation planner, you will need to select Update Compensation forms as described below.

4. In the Compensation specific options for import section, you can select the following options:○ Update Variable Pay forms.○ Update Compensation forms.

5. Note that these options will update live compensation worksheets, so use caution when choosing these radio buttons.

6. Once you select Update Compensation forms, additional options are presented:

Based on the explanations below you can decide whether you need to select these additional options.

NoteIf you do not select any of the additional options, in-progress compensation worksheets will still update. Any of the standard fields that are always reloadable will update, as well any custom fields that are marked as reloadable. If your compensation worksheets pull in a performance review rating from a PM form, the PM rating will update. This task will also refresh data from tables such as the salary pay matrix, look-up tables, and the currency conversion tables.



Table 19:

If you select this option … This happens …

Synchronize Bonus Data with PM Form This option only applies to configurations which utilize the Bonus tab (MBO) tab. When compensation worksheets are opened or updated, they will synchronize certain bonus data from the PM form, such as Goal Ratings or Weights. However, by default bonus changes such as an addition or removal of a goal will not be synchronized. Use of this option will include add/remove of goals to the Update Compensation Forms process.

New Hire: Add new members to compensation form Checking this option will update compensation worksheets to add new users to a previously launched compensation worksheet.

Change in User’s Manager and/or Second Manager: Move users compensation data from old manager to current manager

Checking this option will move an employee from one compensation worksheet to another if the manager changes. Please check with your SuccessFactors consultant to understand how manager changes are reflected in other places in the tool, such as Executive Review.

Remove Inactive Employees From Compensation Forms Removes inactive (terminated) employees from in-progress compensation worksheets.

Remove Inactive planner's Compensation Forms Deletes compensation worksheets when a planner is inactivated (terminated). Use caution when checking this box. This will delete the planner’s entire form, even if there are still users on the form. Make sure you first move the employees to a new form before deleting inactive planner forms.

Update Compensation Forms to reflect user's eligibility changes (if any)

Checking this option will update a user's eligibility for each of the compensation components. For example, if a user was previously eligible for merit but has since moved to an ineligible position, checking this box will make that user ineligible. This check box uses the eligibility flags in the user data file.

Rules already set up through the Compensation Template's Eligibility Rules Engine. Apply those to the Compensation Forms as Well

Checking this option will update a user's eligibility for each of the compensation components. For example, if a user was previously eligible for merit but has since moved to an ineligible position, checking this box will make that user ineligible. This check box uses the eligibility rule engine in Admin Tools. If you set up eligibility rules though the rules engine, checking this box will have the same effect as clicking the Apply button on the Eligibility screen.

Update Budget Compensation worksheet budgets can be configured to dynamically re-calculate the budget amounts every time the form is opened. This option allows the admin to re-calculate the budget amounts for forms regardless of the form configuration. It is recommended to always check this box so that budgets update with changes to employee salary or other data that may impact the budget.




Apply the above selected updates to completed compensation forms as well

If this option is selected, the Apply Data Updates process will also affect Completed forms. This option and Executive Edit are the only two ways by which Completed forms can be modified. Use this option with extreme caution, as most users do not want to make updates to completed compensation worksheets. Make sure not to update completed forms inadvertently.

Send e-mail notification to planners whose form entries have changed

This option will send a notification to the compensation planner when certain information is changed by using this Update Compensation forms option. For example, a new manager would receive an e-mail to notify them when a new employee has been moved to their form.

NoteOften the real compensation data updates are run manually during the compensation cycles. There is a possibility to schedule regular import jobs (as is usually done for the general user data, for example nightly) for the relevant period of time, but this cannot be done by the customer as these jobs are created and maintained in Provisioning. If your customer wants regular import jobs to be scheduled, you can set this up as a scheduled job in Provisioning or they can contact Customer Success after Go Live.



26 Using Relationships to Grant Permissions

General Relationship Types

There are five relationships that can be specified through employee fields, and managed through tools like the employee data. The five relationships are:

● Manager● Second/Alternate Manager● HR Manager● Matrix Manager● Custom Manager

Hierarchical relationships are characterized by a reporting line between the granted user and the target user. These are relationships between employees and their managers, and employees and their second managers or alternate managers.

Non-hierarchical relationships on the other hand are single-level relationships. These include the relationship of an employee to the HR manager, the matrix manager and custom manager.

While each employee can have only one Manager, one Second Manager and one HR Manager, they can have multiple Matrix Managers and Custom Managers.

Employee Central only: Relationship Types for Global Assignments

If employees have global assignments (that is, a job in another country), they have both a home manager and a host manager. In addition, they have a home HR manager and a host HR manager. All managers need to have access to both the home jobs of the employees as well as to the host jobs of the employees. This is covered by the following additional relationship types for global assignments:

● Home Managers● Home HR Managers● Host Managers● Host HR Managers


CompensationUsing Relationships to Grant Permissions

26.1 How do you create a permission role?

Procedure

1. Go to Administration Tools.2. In the Manage Employees portlet, select Set User Permissions.3. In the Set User Permissions section, select Manage Permission Roles.

The Permission Role List page opens.4. To add a Permission Role, click the Create New button.

The Permission Role Detail page opens.5. In the Role Name field, type a name describing of what the role allows you to do.6. In the Description field, provide a statement describing what the role allows an employee to do. Add a note

about when the role was created and by whom.7. In the Permission Settings section, click the Permission button to specify the permission you want to assign to

the role.

The Permission Settings window opens.8. On the left side of the page, you'll see the different permission categories. Click a permission category to

reveal the different permissions.

The list of permissions associated with this category is displayed.

9. Select the checkboxes next to the permissions you'd like to grant to the role.10. Click the Done button when you finish marking your selections.11. In the Grant this role to section, click the Add button to select the employees to be granted this permission.



The Grant this role to page opens.

12. Grant the permissions and specify the target population according to what you have defined in the workbook. For a detailed description, see the section How can you grant permission roles? [page 142]

13. For some permissions, it might be necessary to exclude the granted users from applying the permissions on themselves. For this, select Exclude Granted User from having the permission access to him/herself.

ExampleIf the role grants permission to edit the salary, you want to prevent the members of this permission group to be able to edit their own salary as well.

14. Click the Done button to assign this role to the defined users. You are taken back to the Permission Role Detail page.

15. Click the Save Changes button to complete creating the role.

Next Steps

Once this role is successfully created, the new role will be listed on the Permission Role List page.

26.2 How can you grant permission roles?

You can grant a permission role to everyone, or to a subset of employees determined by permission groups or relationships.



● Permission groups: You assign a permission role to a defined group of users. However, relationships can also play a role here as you can define that the granted user's managers have the same permissions. You can also define how many levels up in the hierarchy you want this permission to be granted.

NoteIf you allow the respective managers to have the same permissions, this may have a negative impact on the performance. The hierarchy then has to be checked whenever such a manager tries to access an element which was permissioned this way.

NoteIf you want to grant a role to a named user, you first have to create a group and add the user to this group. Then you can grant the role to the just created group.

● In the second case, you use relationships (for example, manager -employee relationship) derived from the job relationship object. These relationships can be hierarchical or non-hierarchical. You can find more information in the following chapter Using Relationships to Grant Permissions [page 140].

Depending on the permissions included in the role, you might also have to define the target population. Not all permissions require you to define a target population. For example, if the permission includes just the access to an application (such as the Learning Access Permission), there is no need to add a target group. For each permission it's indicated on the screen by a "t" whether it needs a target population. Target populations can also be groups or can be derived from relationships.



26.3 Configuring Fields for Setting up Permission Groups

When you create groups, you select the group members according to specific selection criteria. You can configure which selection criteria should show up on the screen where you define permission groups.



27 Setting up role-based permissions

Role-based permissions (RBP) manage the permissions in the SuccessFactors suite. RBP controls access to the applications and what users can see and edit. RBP is a suite-wide authorization concept which applies to the majority of modules.

You can find details about what is covered by RBP and where other authorization mechanisms apply under What´s covered by RBP? [page 149].

NoteOn a single instance, you cannot mix RBP with the old permission framework. If several modules are in use and RBP is mandatory for one, you must configure RBP for all modules.

If multiple instances are used, we recommend as well using either RBP or the old permission framework on all instances. Although it's not a technical limitation - you can have RBP on one instance and the old permission framework on other instances - it's better to go for one solution from a maintenance and governance perspective.

For complete details on using RBP, see Role-Based Permissions Handbook.

Related Information

What are role-based permissions? [page 145]Which modules are covered by RBP? [page 149]Creating admin users and assigning appropriate role-based permissions [page 157]

27.1 What are role-based permissions?

Role-Based Permissions (RBP) manage the permissions in the SuccessFactors suite. RBP controls access to the applications and what users can see and edit. It's a suite-wide authorization concept which applies to the majority of modules.

The main elements in RBP are permission groups and permission roles.

What are permission groups?

Permission groups are used to define groups of employees who share specific attributes. You can use various attributes to select the group members, for example a user's department, country, or Job Code.

CompensationSetting up role-based permissions


ExampleThere might be a permission group called "Human Resources in US" which would list all US-based employees who work in the HR department. To define this group, you would specify that users must match the selection criteria "Country = United States" and "Department = HR".

The attributes or selection criteria that are available for defining groups are configurable.

In RBP, you can assign permission roles to permission groups. In addition, you use groups to define the target population a granted user has access to.

ExampleThe group "Human Resources in US" might have access to the group "US Employees".

Groups configured with criteria other than specific user names are dynamic, which means that the assignment of employees into and out of a group is automated. For example, a group of granted users can be “All employees in the Sales department”. As employees are transferred into and out of the sales department, their permissions will automatically adjust. This automation will save you time and money. This is especially beneficial for large organizations that need higher levels of administrative efficiency.

What are permission roles?

A role is a set of permissions. As such, a permission role controls the access rights an employee or group of employees has to the application or employee data. Role-based permissions allow you to grant a role to a specific employee, a manager, a group, or to all employees in the company. The roles can provide very granular permissions, as this example illustrates:

ExampleThere might be roles like "HR Compensation and Benefits Manager", "HR Manager for Sales", and "HR Learning and Development Manager". While all three are HR managers, their roles have been distinctly carved out — one handling compensation and benefits, another handling the sales team, and the third handling learning and development.

Customers can have as many permission roles as their companies require.

How are groups and roles connected?

While roles define what is allowed, the groups define who is allowed to do it (granted users) and for whom (target users). This graphic illustrates the principle:



Once a role is defined, you grant the role to one or more groups of users represented by the circles on the left. Then you restrict the granted users to perform the role on target users. For example, you may decide that managers (the left circle) can view dashboards (defined in the role) on their team (the right circle).

You can grant a role to many different user groups which in turn have different target user groups. Thus, you can easily achieve a high degree of granularity.

ExampleYou could have a "Regional HR Administrator" role and use permission groups to make sure that US Admins are limited to managing employees in the United States, while Europe Admins are limited to managing employees in Europe, or AsiaPac Admins are limited to managing employees in AsiaPac. You would have only a single role called "Regional HR Administrator" and would use groups to control access. Your groups would be "AsiaPac Admins", "US Admins", "Europe Admins", "AsiaPac Employees", "US Employees", and "Europe Employees".



The role-based permission framework allows as many roles in the system as a company requires. At the same time, each role can have a different level of permission granularity.

For detailed information about granting roles, see How can you grant permission roles? [page 142]

RBP Features

The features of RBP include:

● Administrator definable roles● Automation of permissions assigned to users● Definition of user access based on employee attributes, hierarchies and relationships, and exclusion rules● Auditing of changes to security (who, what, when)● Copy permission configuration between systems

NoteRBP is approved for organizations with up to 300,000 employees. We will continue to raise this bar in the future. When in doubt, contact product management.



Related Information

Which modules are covered by RBP? [page 149]

27.2 Which modules are covered by RBP?

RBP controls the access to most modules. The page permissions (that is, what data and functionality appears on the page) are partly controlled by RBP and partly controlled by other mechanisms, depending on the requirements of the modules.

For some modules it is mandatory to use RBP. If several modules are in use and RBP is mandatory for one, you must configure RBP for all modules. You cannot mix RBP with the old permission framework.

If multiple instances are used we recommend using either RBP or the old permission framework on all instances. Although it's not a technical limitation - you can have RBP on one instance and the old permission framework on other instances - it's better to go for one solution from a maintenance and governance perspective.

The following graphic provides an overview of where RBP is used and where other mechanisms are in place. In the table below, you will find details on RBP coverage for each module.



Here are two examples which illustrate how other mechanisms then RBP control access to elements and functions for some modules:

Goals

For Goals, you set the permission to access the goal plans and some other access permissions in RBP.

However, with that, the permissioned users are not allowed to create, edit or cascade goals. These permissions are derived from the custom-specific goal plan xml file. This xml file specifies which roles (such as, employee,



manager, HR manager) are allowed to view and edit goals. The following table shows the part of the workbook where these permissions are specified:

In addition, in the employee import file each employee is assigned to a dedicated manager and HR manager. Only the HR manager determined here can see and edit fields in an employee's goal plan. It's a 1:1 relationship, so as a consequence, it's not possible to grant multiple HR representatives access to a specific development plan. The following shows an excerpt of such an employee import file:



Performance Management

Permissions to access the Performance Management Tab and to create a performance management form are provided in RBP.

Who is involved in each workflow step is defined in a route map. Permissions to do changes, for example rate the performance and potential, is hard coded in the corresponding form xml file. Both the rout map and the form xml file use the predefined roles, such as E, EM, and EH. That is, ultimately the role a user has and the relationships defined in the employee import file determine who is allowed to work on performance management forms.

Table 20: Details on RBP Module Coverage

Module Is it covered in RBP? Controlled by RBP Not controlled by RBP

Admin Tools Everything within Admin Tools

Calibration ● Access to Calibration tab● Access to employees

whom the user will see within Calibration

Within Calibration, specific permissions grant read, write, edit, and finalize authorization for individual sessions.

Career Access to Careers tab and sub-tabs

Once the Career tabs and sub-tabs are permissioned under RBP, all sub tabs, postings, and so on, are visible. There are no deeper permissions available by RBP, the module, or xml.




CDP User Permissions

● Access to development tab

● Access to career worksheet tab

● Access to development plan template, career worksheet template, learning activity template

● Access to Career Development Plan (CDP) Learning Activity Mass Add

● Access to development admin permission

Administrator Permissions

● Access to Import Development Goals

● Access to Manage Learning Activity Catalogs

● Access to Manage Learning Activity to Competency Mappings

● Access to Manage Career Path

● Access to Manage User Relationship for Learning Administrator and Educational Representative

● Access to Manage Import Learning Activity by Web Service

Permissions within Goal Plans, such as creating, editing, or cascading goals.

Company Info Company Info menu is visible for everybody

Compensation/Variable Pay ● Access to tabs and sub tabs within Compensation and Variable Pay

● Permission to read and edit executive reviews

● Permission within compensation forms

● RBP does not apply to compensation plan level

Employee Central

RBP is mandatory

Access to EC and page permissions

Employee Profile ● Access to Employee Profile (Live Profile Access)

● Field level permissions to employee data




Goals ● Access to Goal tab● Access to Allow Role to

Create Group Goal (Group Goal 2.0)

● Access to Allow Role to Assign Add Group Goal 2.0 to other Users

● Access to Execution Map under Goal Execution

● Access to Meeting Agenda under Goal Execution

● Access to Status Report under Goal Execution

● Access to Goal Plan(s)● Administrator permis

sions● Access to Import Goals● Access to Import/Export

Goals library● Access to Manage Con

figuration of Goal Execution

Permissions within Goal Plans, such as creating, editing, or cascading goals. However, for/to whom the employee can create, edit, cascade goals is controlled by the target population of the "Access to Goal Plans" permission item.

Home Page ● Everyone sees the home page

● Items visible on the Home Page are based on user’s permissions to those individual items/portlets

● Administrators can enable or disable out-of-the-box portlets. When an out-of-the-box portlet is enabled, it will appear for all users. Modules control what content will appear in the portlet, so this can be a mix of RBP and non-RBP controls depending on the portlet. Administrators can add custom portlets and use dynamic groups (outside of RBP) to control who sees the custom portlets.

Jam Access to Jam Permissions within Jam




Job Profile Builder 2.0

RBP is mandatory

Access to Job Profile Builder and page permissions

Learning Access to Learning menu Permissions within the Learning module

MDF Position Management

RBP is mandatory

Access to MDF Position Management and page permissions

Onboarding

RBP is mandatory

● For corporate users (that is HR and admins) in 1308 we will pass a group assignment that is created in RBP to onboarding admin. The onboarding admin then reads the group assignment and determines what content in the compliance tool should be exposed to the user.

● Page permissions are a mixture of manager discretion and RBP. A manager gives new hires access to some information before their first day on the job. That includes looking at the profiles of their future team, buddies (mentors), and other people the manager recommends. However, RBP controls what data from the selected users the new hires can see. The new hires will not be able to see other people or the whole org of the corporation.

Hiring managers automatically gain access to onboarding (it appears in the main menu navigation) if one of their team members is actively being onboarded. This is not through RBP.

Performance ● Access to Performance tab

● Access to Create Forms

Permissions within forms (that is, required fields)




Recruiting ● All features under Recruiting Permissions in Permission Settings

● Administrator permissions (allows the admin to give the user access to certain links in Admin Tools)

● The permission to create forms and the reports permissions are shared with the other modules – both are covered by RBP.

● Recruiting tab● Any user with access to a

requisition for any reason has irrevocable access to the Recruiting tab.

● Form template permission grants access, but there are also other ways employees may have access. For example, if a form is routed to them, if they are added as an operator to the form, or if certain feature permissions are granted to them

Reports Menu – Dashboards & Analytics

Controlled by RBP:

● Access to specific dashboards and reports under Analytics

● Access to target populations the user will be able to report on

Limited RBP control:

● For ad hoc reports, the access to specific reporting sub domain schemas is controlled via RBP, but access to specific reports is done via “sharing”, which is not controlled by RBP. Sharing is user based. Though if, for example an RCM report is shared with a user that does not have RCM sub domain schema access, then it will not run.

Cell and field level permissions are not adhered to in ad hoc reports or dashboards, except for Employee Profile (opt-in).

Reports Menu – Workforce Analytics

Access to Workforce Analytics is controlled via the “Inform Reports” permission in RBP.

Permission controls within WFA. There is a concept of RBP in WFA but it is a separate RBP permission page within WFA app and does not link through to BizX RBP.




Succession ● Access to Succession tab● Access to Succession

Org Chart, Succession Planning, Matrix Grid (9-box) and Talent Search

● Access to all Succession admin functions, including Succession Management, Position Set-up, Matrix Grid admin tools, Sync Position Model

● Beyond access to specific succession features, RBP also controls "target population" for users – which users and what details can be viewed by the logged in user. These include:

● Position details of users, which are controlled by position specific permission

● Field level details of positions

● Ability to view users on search results

● Ability to view users on matrix grid reports

● Ability to view users on succession org chart and lineage chart

Configuration of the 9 Box and Succession Org Chart. For example, if a client opts to include gender or minority on these as a configuration decision, this will not honor RBP settings that may have excluded visibility of same.

The same is true for talent search. RBP limits who shows up, but does not respect field level permissions set up in RBP.

27.3 Creating admin users and assigning appropriate role-based permissions

Admin users manage which users have access to the data and tools used in a SuccessFactors implementation.

Context

There are three kinds of admin users for each instance:

● The Super Administrator (sometimes referred to as Super User) can grant other users the right to manage role-based permissions (RBP). See Creating a Super Administrator and Assigning Permissions [page 9].

● A Security Admin is responsible for managing security through roles and permission groups in the role-based permissions.



● An Admin is any user with access to the Administration Tools.

NoteThe RBP concept assumes that there are just a few users with access to managing role-based permissions per company. You typically really want to keep the number of people able to maintain RBP as limited as possible because there should be no need to frequently update the RBP settings.

Procedure

Here's how you grant the permission to manage role-based permissions:1. Go to Administration Tools. In the Manage Employees portlet, click Set User Permissions, then click Manage

Role-Based Permission Access.

NoteOnly Super Admins will see the Manage Role-Based Permission Access link when they log in. Security Admins who are not Super Admins will not see this link.

2. Select Add User.3. Search for and select the employee(s) to whom you want to grant the permission.4. Click Grant Permission.

Next Steps

Commonly used roles in Compensation

The following table lists a few commonly created groups and roles for managing Compensation. You can use these roles as a starting point to review with your customer which roles are relevant for their process. When you decide which roles are relevant, you can use the steps below to set up the permissions.



Table 21:

Sample role name Which groups are typically included in this role?

What is the target population of the role?

What types of permissions are usually granted to this role?

Compensation Administrators Users that will manage Compensation administration

All employees ● Executive Review Edit Access

● All Compensation Administration Permissions

● All reports and dashboards

● Route Map Management● Form Template Manage

ment● Document Management● Manage Users via User

Import and User Export* (optional, sometimes customers will keep this permission at a higher super admin level)

Direct Managers All managers The manager's direct reports Compensation Management Permission

Executive Review Read Access

Ad Hoc Reports and dashboards (optional, depending on the organization)

Executives Senior Leadership Team Everyone below them in the management hierarchy

Executive Review Edit Access


HR Business Partners Human Resource Professionals

Everyone in their HR jurisdiction

Compensation Management Permission

Executive Review Read Access


Here's how you grant permissions for Compensation administration:

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

2. Click the relevant group, add the name(s) of your customer's compensation administrator(s) to the group and click Done. To learn more about permission groups, see the RBP Implementation Handbook .




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

4. Click the relevant role and then click Permission. To learn more about permission roles, see the RBP Implementation Handbook .

5. Under Administrator Permissions, scroll down to Manage Compensation, select the check boxes as required, and click Done.

NoteMost customers choose the Select All check box under the Manage Compensation section to allow their administrators the ability to perform any admin task related to compensation.





6. Scroll down to Manage Form Templates, and select the check boxes as required. The check boxes used by Compensation include: Form Templates, Rating Scales, and Routing Maps. The other check boxes shown in the screen shot below are related to other modules.

7. Scroll down to Manage System Properties and select the E-Mail Notification Template Settings check box to allow an administrator to access e-mail notification.

Here's how you grant permissions for reports:

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

2. Select the relevant role and then click Permission. To learn more about permission roles, see the RBP Implementation Handbook .

3. Under User Permissions, scroll down to Reports Permission and select the required reports under Create Ad-Hoc Report and Run Ad-Hoc Report.





4. Under Administrator Permissions scroll down to Manage Dashboards/Reports and select the required check boxes.

Here's how you grant permissions for executive review:


2. Select the relevant role and then click Permission. To learn more about permission roles, see the RBP Implementation Handbook .

3. Under User Permissions, scroll down to Compensation and select the required compensation plan template(s) under Executive Review Read Permission and Executive Review Edit Permission.





To learn more about executive review, see Add-On Option: Executive Review [page 29].

Here's how you grant permissions for compensation planners:

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

2. Click the relevant role and then click Permission . To learn more about permission roles, see RBP Implementation Handbook .

3. Under Administrator Permissions scroll down to Manage Compensation and select the Compensation Management Permission check box.

4. Under Administrator Permissions scroll down to Manage Dashboards/Reports and select the required check boxes.





Here's how you grant permissions for executive review:


2. Select the relevant role and click Permission. To learn more about permission roles, see the RBP Implementation Handbook .





3. Under User Permissions, scroll down to Compensation and select the required compensation plan template(s) under Executive Review Read Permission and Executive Review Edit Permission.

Here's how you grant permissions for compensation planners:


2. Select the relevant role and click Permission. To learn more about permission roles, see RBP Implementation Handbook .

3. Under Administrator Permissions scroll down to Manage Compensation and select the Compensation Management Permission check box.





NoteThe Compensation Management Permission should be granted to any user that will have access to edit the compensation worksheets. This permission allows a user to see the Compensation tab in their home screen drop down. It also allows a user to make comments on a compensation worksheet. If this permission is not granted to a compensation planner, they will see an error message that they have insufficient permissions when they try to edit a comment.

Related Information

What are role-based permissions? [page 145]Which modules are covered by RBP? [page 149]



28 Managing Creating test Compensation worksheets

28.1 What is a compensation worksheet?

Compensation worksheets - also sometimes referred to as compensation forms- provide 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, which then goes through the configured work flow until it is completed. The manager's recommendations are routed to executive managers for approval or calibration using the flow configured in the route map.

Once the preparation is complete, you are ready to launch worksheets to planners and begin the compensation cycle.

Once you've finished configuring the compensation plan template, you’re ready to create test compensation worksheets.

28.2 How do you create compensation worksheets?

Prerequisites

If the compensation worksheet is going to be linked to a PM form, the PM form must be created first, and the compensation worksheet created second, in order to establish a link between the two.

Context

To open a template, click on the template name and you will navigate to the form template overview. At the top of the screen, the administrative tasks are categories into the three major phases of managing a compensation cycle: Plan Setup, Manage Worksheets, and Complete Compensation Cycle. This section focuses on the Manage Worksheets section.

CompensationManaging Creating test Compensation worksheets


On the Compensation Home screen, there is a list of existing templates on the left hand side.

Procedure

1. Click the template for which you want to create a worksheet and click the Manage Worksheets chevron.2. Click Create Worksheets to mass launch worksheets to your planners.3. On the Launch Compensation Worksheets, enter the details as required:From the Launch Compensation

Worksheets popup, select the following settings to launch compensation forms: You may launch worksheets for all Planners, or for a specific group of worksheets:

○ Compensation Plan:Enter a name for the compensation worksheet. What is entered here will be the prefix for all compensation worksheets that are created from this screen. This name will be visible in manager in boxes.

NoteTypically, customers will choose a name such as "2014 Compensation Planning" or "2013 Annual Salary Program" for their Go Live. However, during the testing phase, we recommend that the consultant and customer create a naming convention to identify the testing cycle. For example, you may chose the name "Iteration 2 Test Oct 25 v3" or any naming convention that makes sense. This will help to maintain version control during testing when you may create worksheets for multiple rounds of testing.○ Enter the start date (for example, Jan 1), the end date (for example, Dec 31). The start and end

dates are for display purposes only. The planner will see the dates at the top of the compensation worksheet and in their compensation worksheet in box. The due date of the plan is typically the date by which the compensation planning process should be complete and based on which reminders that will be sent out. All three date fields are required.If you select the Document Due Notification and Document Late Notification options in the e-mail notification settings, the e-mails will be sent based on the due date entered here.



Once e-mail notifications are enabled in general using the above mentioned options, you still can disable them for a particular compensation plan template, if desired. To do this, go to the relevant template and choose Plan Setup Settings Advanced Settings . Select the options Disable Late Notification and Disable Due Notification.

○ Planners○ Head of Compensation Planning:

Enter or search for the name of the topmost compensation decision maker in your customer's worksheet approval flow. This is typically the name of the CEO. Worksheets will be created for every compensation planner in that hierarchy. You may select the Find Employee link to search for the head of hierarchy.

○ Create worksheet for Head of Planning only:Select this check box to create only one compensation worksheet containing the direct reports of the person entered as head of hierarchy, rather than forms for all employees from the head of hierarchy down through the organization.

RecommendationThe Create worksheet for Head of Planning only check box is a particularly useful option to select when conducting testing, as only a single compensation worksheet will be created.

○ Send e-mail notification to planner(s):Select this check box to send out an e-mail notification when the compensation worksheet is created (applicable only if the Document Creation Notification option is enabled).

4. Click Launch Plan to create a compensation worksheet for all compensation planners in the selected hierarchy.

To check the progress of this job, go back to the Compensation Home screen and click Monitor Jobs. You can filter for your job by Job Id, Job Type, Job Status, and Submission Time. In addition, you can select how many jobs to display per page and jump to the next page and back, respectively.



NoteYou must have permission to use the job monitor. This is granted through RBP in the Compensation Administration Permissions section.

5. Alternatively, you canTo check status, click on Manage Worksheets. If there’s nothing displayed there, the job is still in progress and the plan is not yet available.

Results

After launching worksheets, the administrator will receive an email notification when forms are launched successfully. The launch process could take up to 1 hour depending on the number for forms created.

28.3 How do you update compensation worksheets?

Context

When you make changes to employee data, budget or performance ratings in performance appraisals, this information is reflected in the compensation worksheets and will need to be updated. The functions described below enable you to update all the worksheets attached to a compensation plan template or to update worksheets for specific employees, respectively.

The most common reasons for running the Update all worksheets function are:

● When a manager makes a change to a performance rating, the compensation worksheet is only updated with the change when it’s opened, refreshed, or saved. To make sure you’re exporting the most current data, you can use this feature to update performance ratings on all compensation worksheets prior to export.

● A new user data file is imported with updated user information, such as new title, salary, or location. Run the Update all worksheets function to refresh data on compensation worksheets.

● An administrator changes the data in a look-up table and wants to update data to refresh the in-progress compensation worksheets.



● When a new hire or termination occurs, you may choose to automatically manage these employee changes during compensation planning. You can specify the actions you want to take for each change scenario and those changes are automatically applied to all in-progress compensation worksheets.

● When there's a manager change, you can choose to automatically move an employee to the new manager's worksheet. You can also choose to automatically remove inactive employee or planner worksheets.

● Tip: Run the Apply Data Updates function prior to exporting data. Be aware that this update may take several hours to run, depending on the number of compensation worksheets and employees being exported.

NoteThese updates can only be made after the employee changes are reflected in the latest user import and user status page, meaning that you must update those areas first.

The Apply Data Updates process replicates the process of opening a Compensation worksheet as far as reloading of data, just without the requirement of actually opening the form. This is particularly useful when multiple forms need to be updated but it is not expected that users will be opening the forms for any other reason. In addition, applying data updates to Compensation forms will allow the updated data to be used by Executive Review and Compensation Planning reports. Otherwise, the earlier data will be reflected.

Here's how you update all compensation worksheets

Procedure

1. If you your update applies to all employees covered by a compensation plan template, first click on the Manage Worksheets chevron, then scroll down to the Update Worksheets chapter and click Update all worksheets.

2. From the Compensation Template drop down menu, select the appropriate plan template and select the check boxes for the types of updates you want to import.

In addition to simulating the opening of a form, the Apply Data Updates process supports some optional actions. These actions are always executed via the Update Compensation Forms process, but are optional for the Template process so that an administrator can choose to exclude unnecessary actions and reduce the amount of required processing time.



Table 22:


Synchronize Bonus Data with PM Form This option only applies to configurations that utilize the Bonus (MBO) tab. When compensation worksheets are opened or updated, they will synchronize certain bonus data from the PM form, such as goal ratings or weights. However, by default bonus changes such as an addition or removal of a goal will not be synchronized. If you select this option, these bonus changes will be synchronized. This setting will be ignored if the selected template does not include the MBO tab.

Add new member to compensation form If you select this option, compensation worksheets will be updated to add new employees on a previously launched compensation worksheet. New employees are employees hired and added as a user in the SuccessFactors system after the administrator created worksheets.




Change in User’s Manager and/or Second Manager If you select this option, an employee will be moved from one compensation worksheet to another if the manager changes.

Keep in mind that manger changes are reflected in other places, such as the Executive Review.

NoteThis setting will only work if the new manager already has an existing compensation worksheet. If the new manager did not previously have any direct reports and therefore did not previously have a compensation worksheet, there is no worksheet available to transfer an employee to. The administrator will receive an error in the confirmation e-mail to indicate that the employee was not transferred. The administrator must create a worksheet for the new manager manually.

Remove Inactive Employees From Compensation Forms If you select this option, inactive (terminated) employees will be removed from in-progress compensation worksheet.

Remove Inactive planner's Compensation Forms If you select this option, compensation worksheets will be deleted when a planner is deactivated (terminated).

Use caution when selecting this check box. This will delete the planner’s entire worksheet, even if there are still employees on the worksheet. Make sure you first move the employees to a new worksheet before deleting an inactive planner worksheet.

Update Compensation Worksheets to reflect employee's eligibility changes (if any)

If the configuration uses imported eligibility flags (for example, COMPENSATION_ELIGIBLE) in the user data file, you can change the eligibility from TRUE to FALSE or from FALSE to TRUE after launching forms. If such data changes are imported on the user data file, check this box and run Update all worksheets to ensure the new eligibility is reflected on the compensation worksheet.

NoteIf an employee was previously eligible to appear on the worksheet but has become ineligible since creating compensation worksheets, the employee will still appear on the form after selecting this box, but their data will now be grayed out.




Rules already set up through the Compensation Template's Eligibility Rules Engine. Apply those to the Compensation Worksheets as Well

If a configuration controls eligibility through the eligibility rules engine, you can use this check box to update an employee's eligibility should their relevant data change. For example, if an employee's country or job level changes, and that data is used to determine their eligibility for a compensation program, this setting will update the employee's record on the compensation worksheet to make them eligible or ineligible based on the eligibility rule and the employee's newly updated data.

Update Budget Compensation worksheet budgets can be configured to dynamically re-calculate the budget amounts every time the worksheet is opened.

If you select this option, the admin can re-calculate the budget amounts for worksheets regardless of the worksheet configuration.

Apply the above selected updates to completed compensation worksheets as well

If you select this option, the Update all worksheets process will also affect completed worksheets.

Use this option with extreme caution, as you may most customers do not want to make updates to completed compensation worksheets. Make sure not to update completed worksheets inadvertently.

Send e-mail notification to planners whose form entries have changed

This option will send a notification to the compensation planner when certain information is changed by using this Update all worksheets option. For example, a new manager would receive an e-mail to notify them when a new employee has been moved to their form.

3. Click Update.

28.4 How do you delete compensation worksheets?

Context

Select Manage Worksheets and click the Manage Worksheets button to see a list of all launched worksheets. You can also delete worksheets from this screen.

There are two ways to delete compensation worksheets. The first method described here is appropriate for deleting a small number of worksheets (less than 100) at a time. If you need to mass delete more than 100 worksheets, we recommend the second method described below.



Procedure

Here's what you doMethod 1: Using Compensation Admin screens to quickly delete a small number of worksheets1. On the Manage Worksheets chevron, click Manage Worksheets.2. On the pop up window that appears, select the box next to the name(s) of the worksheet(s) you wish to delete,

and then click Delete.

NoteAs soon as you click Delete, the selected forms will be deleted without any further confirmation. Be careful to select the correct forms so as not to delete any inadvertently.

Next Steps

Method 2: Using the Delete Document screen to search for a specific form to delete or mass delete forms

1. Go to Admin Tools. Under Manage Team Members, choose Manage Forms by User, then Delete Form.2. The Delete Documents screen allows you to search for a document by user or any number of attributes. As you

can see, this way is much easier if you have a large number of worksheets launched and need to find a specific worksheet, since method 1 only lists all the documents.

RecommendationYou can search for documents by template. Since the Delete Documents screen will give you access to all documents, including performance review documents, you will need to be careful which forms you delete. For this reason, it is a good idea to always include the template name in the search.



3. Click Select next to Form Template to search for the appropriate template name, then click Search.4. Once you find the relevant documents, selecting them all and click Delete.

28.5 How do you manage employee form membership?

Context

“Members” of a compensation form (employees) are typically moved, added, or deleted for one of the following reasons:

● An employee changes compensation planners (e.g., managers) and the Administrator needs to move the employee to the new planner’s compensation form.

● An employee joins the company and the Administrator needs to manually enter him/her into the appropriate planner’s compensation form; if the compensation forms have already been created and the employee is eligible to participate in this cycle.

● An employee leaves the company and the Administrator needs to manually remove the employee from the appropriate planner’s compensation form.



To move members of a compensation form, follow the appropriate steps for the reason:

Procedure

1. Click on the Manage Worksheets chevron.2. To move members between plans:

a. Under Move member(s) from one plan to another, select a Compensation Form.b. Choose the compensation Source plan you want to move the member(s) from.c. Choose the compensation Target plan you want to move the member(s) to.d. Locate the name of the member(s) you want to move and select the box.e. (optional) If you want to send e-mail notification to the member(s) being moved, select the notification

option.f. Click Move to move the member(s) you selected. If you selected the notification option, e-mail messages

are sent to all employees included in the move.3. To add members to existing plans:

a. Under Add member(s) to existing plans, type the user name of the employee you want to add. (Click the Find User link to search if you don't know the user name.)

b. Choose the Compensation Form.c. Choose the Compensation Plan.d. Choose the Compensation Component to add the employee: Salary, Bonus, Stock, or All.e. (optional) Select Add budget as well to add the employee into the budget.f. (optional) If you want to send e-mail notification to the member(s) being added, select the notification

option.g. Click Add to add the employee(s) you selected. If you selected the notification option, an e-mail message

is sent to the employee(s) who were added.4. To delete members from plans:

a. Under Delete member(s) from existing plans, type the user name of the employee you want to delete. (Click the Find User link to search if you don't know the user name.)

b. Choose the Compensation Form.c. Choose the Compensation Plan.d. Choose the Compensation Component to delete the employee: Salary, Bonus, Stock, or All.e. (optional) Select Delete budget as well to delete the employee from the budget.f. (optional) If you want to send e-mail notification to the employee(s) being deleted, select the notification

option.g. Click Delete to delete the employee(s) you selected. If you selected the notification option, an e-mail

message is sent to the employee(s) who were deleted.



28.6 New Worksheet UI Redesign

The worksheet and executive review pages have been re-designed to accommodate longer tab labels, for example, on Salary Planning.

Configuring the New Worksheet

You can enable the new worksheet via the Upgrade Center.

On the new worksheet and executive review pages, you will see that:

1. The budget/metrics/instruction tab has been moved to the right2. The currency selector is next to the worksheet filter3. The filter displays the number of filters in place

28.7 Mass Download to Excel in Manage Worksheets

Users can now select multiple forms and download all selected forms to an Excel zip file in one step. The download will be done through a scheduled job; job progress can be tracked via the Job Monitor.

1. Go to Compensation Home and select a compensation plan.2. Choose Manage Worksheets - Manage Worksheets.

From this screen, you can select which worksheets you want to export to excel and then select the tab Export as MS Excel.

28.8 Update Compensation Worksheets Individually

This update allows single compensation worksheets to be updated individually.

1. Go to a compensation plan and choose Manage Worksheets.2. Choose Update Worksheets - Update a Specific Worksheet.

There are several new actions that you can complete from this screen, such as adding a new hire to the compensation worksheet, removing inactive employees, updating the budget and sending an e-mail notification to planners whose worksheet entries have changed.



29 Enabling commonly used reports

Reports provide information on various data in a summarized form.

This section describes the most commonly used reports that are used with Compensation. For information about customizing reports, please contact Customer Success.

NoteReports can be customized or developed to exactly meet customer requirements. If your customer requires custom reports, you should refer them to the premium reports team. These can then be developed in a separate implementation project.

29.1 How do you use roll-up reports?

Context

A compensation roll-up report provides a summary of compensation data and budget information. It also allows you to see exactly what the compensation planner sees using drill-down capability into individual compensation worksheets. While you can drill down into the report, you cannot make changes. To make in-line changes, use the executive review.

Roll-up reports are available in two places. The reports can be generated by a compensation administrator through the Admin Tools page. You can also enable roll-up reports on the compensation worksheet.

In order to generate the roll-up report as an administrator, you must have permissions to the compensation roll-up administrative permission. This can be granted through Role-Based Permissions (RBP). To learn more about granting RBP access, seeSetting Up Role-Based Permissions [page 145]. After the administrator has the appropriate permission, you can access roll-up reports in the following way:

Procedure

1. On the Compensation Home screen, click Rollup.

The Compensation Rollup for Administrator page opens.2. In the Planner field, enter the user name for the compensation planner (that is, manager) you want to generate

the report for.3. Click Find Plans to bring up a list of compensation plan templates associated with that manager.

CompensationEnabling commonly used reports


4. Select the name of a template you want to generate a report for.

This opens the roll-up report for the selected compensation plan template.5. The roll-up report enables you to see summary views for the planner, including a sum of the compensation

components and budget. This view is the same as a planner can see on a roll-up report in their compensation worksheet.To download and save a local copy of the report, select Export as MS Excel.

6. To drill down further and make changes, click the Annual Compensation Plan for <manager name> link.

Results

Roll-up reports can also be enabled on the compensation worksheet. Compensation planners can see the roll-up report as a separate tab on their compensation worksheet. In this way, the planner can drill down their hierarchy to see the budget roll-up for their organization.

In order to enable the roll-up report on the compensation worksheet, make sure the following tag is included in your XML template after the comp-include-summary tag section:

Code Syntax

<comp-include-report></comp-include-report>

After the tag is included in the XML, go to the advanced settings section of the plan setup to enable roll-up reports.

To learn more about changing advanced settings, see Set Advanced Settings [page 67].

NoteCompensation roll up reports can be configured to use the standard management hierarchy (default) or can be set to use the hierarchy established during the creation of the compensation plan template.

To use the custom hierarchy, the setting must be set in Provisioning. Here's how:

1. Log on to your Provisioning system and click on the name of your company.2. Under Edit Company Settings, click Company Settings.



3. Select Use form creation hierarchy instead of current hierarchy for Compensation Rollup.

4. Click Save Feature.

Manager changes and the roll-up report

As delivered, the roll up report is based on the current manager/second manager hierarchy within the system, just like the executive review. If the hierarchy within the system changes, but employees aren't moved from the old manager to new manager’s form, the roll up report hierarchy will break and you will receive a message like this: The report could not be completed as requested due to insufficient permission.

Here are some points to consider or to discuss with your customer to ensure the above error does not occur:

● If your customer decides to use the compensation planner flag, they cannot use the roll-up report. The compensation planner hierarchy is not supported in the roll up report. You will need to disable the roll up report via the compensation plan template for the compensation worksheet. To do this, go to your compensation plan template, and then choose Plan Setup Settings Advanced Settings . Scroll down to Enable Roll-up Reports and clear the corresponding check box.

● If your customer is using regular manager or second manager hierarchy, have your customer check the following option upon importing their employee file. This will ensure employees are always moved from the old manager/second manager to the new manager/second manager’s form.



● If your customer does not want to move employees to the new manager’s form when there's a hierarchy change (and if this is the case they either shouldn’t be using the executive review or should understand that the executive review is always based on system hierarchy, not on form membership), then you must select the following option in Provisioning:

This will ensure the roll-up report looks at the hierarchy based on form membership and not the system hierarchy.

NoteThe roll-up report on the compensation worksheet will only work for compensation planners that are included in the compensation hierarchy. If the compensation worksheet is sent to a user outside of the hierarchy (for example, to the HR user), the user will see the following message when they try to access the roll-up report: The report could not be completed as requested due to insufficient permission.



If the route map includes a user such as HR or a user-defined step for someone that is not included in the management hierarchy, this error will always appear for that user. The roll-up report is based on the management hierarchy, so only users in the management hierarchy can access the roll-up in the form route map.

29.2 How do you use aggregate exports?

Context

An aggregate export allows the administrator to export all of the compensation data within the system, most commonly to import into some other system or the HRIS. This export file cannot be customized. It can either be exported in short format (that is, including basic user information and compensation worksheet data) or it can include more comprehensive user data and goals (if applicable) as well as compensation worksheet data.

NoteAlthough this export was commonly used in the past, most customers prefer to use ad hoc reporting to export a simple file from the tool. The aggregate export will include a large raw data dump of all compensation data available in the tool. If your customer is looking for a simplified report, they can consider creating an ad hoc report for just the data they will need.

The export file will display one line for each time the employee appears on a compensation worksheet for the template selected. This means for example, if the user is on two different forms, then you will see two records for that user. For this reason, we recommend that you clone and create a new compensation plan template each year so that you can easily report on the current cycle.

Procedure

Here's what you do1. On the Compensation Home screen, click Aggregate Export.

The Compensation Aggregate Export page opens.2. From the Compensation Template drop down menu, select the compensation plan template you want to

generate the export for.3. Specify if you want to include more detailed user information (meaning all data contained in the employee

import file) and/or user goals by selecting the corresponding check boxes.4. If you don't specify any dates under More Options, data from all compensation worksheets, including those not

yet completed will be included in the report.



5. Click Compensation Aggregate Export and enter a name in the displayed pop-up window.6. The report will be generated in a scheduled background job and you will be notified by e-mail, if applicable, as

soon as the report is ready to be downloaded. Alternatively, you can click on the Scheduled Reports link to check the processing status of the report. The aggregated plan data is exported to a v4e file (see instructions for opening a v4e file below).

NoteBy default, all visible and standard columns will be included in the aggregate export. In order for a custom hidden field to appear on the aggregate export, it must be defined as "exportable" in field definition.

Results

Here's how you open a v4e file:

This file format, v4e, is a SuccessFactors file format. It does not stand for anything, and came into existence when the SuccessFactors engineers were looking for an alternative to CSV files (comma separated file). They decided to use the carat symbol ^ as the delimiter to differentiate from the typical comma which can naturally occur in sentences. Therefore you can think of our v4e files as simply a CSV flat file that uses the delimiter ^ instead of, used in regular CSV files.

The reason why some files are exported as v4e and cannot be opened and viewed in Excel is because the files or reports have more than 1000 rows of data. Excel formatting is always going to have issues with very large file sizes, because the system must hold the entire results in memory to do the formatting. In the SuccessFactors system, there is a parameter named excelLimit which determines what file format the report export will use. If the result size is over this excelLimit , the file format will be v4e, otherwise it uses XLS. There is a limit of 1000 records for export to Excel.



To cut down on processing time and file size, the SuccessFactors application saves the file or report as a v4e file. In order to open and view v4e files in Excel, you need to convert it to XLS. The instructions to open a v4e file are below.

1. Save the v4e file out to your hard drive/network drive.2. Open Excel.

3. In Excel click on File Open (set file type to see All Files) (open v4e file) .4. Text Import Wizard – three steps to open the file.

5. Click Next.



6. Specify ^ (shift 6) as the delimiter.

7. Click Next.8. Columns with leading zeroes – click on column and convert to text.

9. Click Finish.



29.3 How do you access standard Compensation ORD Reports from Community Website?

You can now download a number of pre-designed Online Report Designer (ORD) templates for Compensation.

Prerequisites

● Ensure you have Report Transfer enabled in Analytics. Contact SAP Support enable the Report Transfer permissions.

● Ensure you have saved the Report Template Package (for bulk loading all available report templates) and/or the individual files (for loading selected reports) from the Customer Community to your computer.

● Ensure you have the necessary permissions to access the Report Designer functions.

NoteThe Report transfer process will overwrite any existing report that has the same name as the transferred template.

Procedure

1. Navigate to Analytics > Reporting2. Select Report Transfer3. Click Upload.4. The 'To Organization' field is automatically populated with your instance name.5. Click Browse and navigate to where the report template is stored/saved.6. Click Load Package.7. Once loaded, the reports available in the template file will appear in a list in the Available Reports section.

8. Additionally, you can drag all or individual reports/folders from Available Reports section and drop them to Selected Reports section and click Upload selections.



9. You can also view the status of Report Transfer and check for errors in an Online Report Designer. During the report transfer, validation of the ORD template will occur automatically and error messages are displayed.

10. Once the reports are loaded and successfully validated, the final step is to check that the ORD template is returning valid results. Navigate to Report Designer and select Preview.





30 Create New Compensation Statement Templates

Context

Compensation Statement templates can be created in two ways:

● Work with Premium Reporting team to create a custom compensation statement. Requires SOW and separate implementation project.

NotePlease work with your Sales Representative if you are interested in purchasing a new compensation statement. Or, contact Customer Success if you are interested in making changes to a previously developed statement.

● Use Self-Service tool to create simple compensation or variable pay statements based on pre-set configuration options.

You can create simple compensation statement templates for your customer.

Procedure

Here's what you do to use the self-service tool to create a new compensation statement1. Go to Compensation Home and click Actions for all plans.2. Click Manage Statement Templates.3. Click Add from Success Store.


CompensationCreate New Compensation Statement Templates

4. Select the radio button next to personal compensation statement or personal variable pay statement and click Add to my Instance. Enter a name for the statement and click Save.

5. On the screen displayed you can make some minor changes to the default template, such as changing the field labels, logo, and text.

6. You can make the following adjustments:○ Upload the company logo and change the title of the statement by clicking on the default logo and entering

the appropriate URL.○ Customize the statement text to fit the company and culture. Change the signature to that of the

organization’s leader.○ Change the order of the compensation fields by dragging them up or down. Add new sections and fields

from the compensation plan template from which you want to create statements or delete fields you don't need. You can also change field names.

NoteThe SuccessStore statement templates have limited configuration options. These simple statements may not work for your organization. For example, the statement currently does not accommodate multiple currencies or languages. If your organization requires a more complex statement, please work with Customer Success or your Sales representative to purchase a custom developed statement.



30.1 Generating a new statement

Context

To generate a new statement, follow these steps:

Procedure

1. Load the combined statement templates from Actions for all Plans.2. From the primary plan template, load additional plan templates.3. Associate the combined statement with the plans.4. Set viewing permissions.5. Associate employee groups with each template.6. Generate the statement.

30.2 Displaying compensation statement templates

Context

Procedure

Here's what you do1. Go to Compensation Home and click Actions for all plans.2. Click Manage Statement Templates. Scroll down to the Personal Compensation Statement Templates section.

Your statement will be listed here.3. From here, you can also edit the template, if necessary.



NoteIf your customer wants to copy a compensation statement for a new compensation cycle, they have to contact Customer Success.

30.3 Setting permissions for compensation statements

Context

You can set default permissions for all compensation, variable pay, and combined statements, or assign permissions per statement template.

Procedure

Here's what you do1. Go to Compensation Home and click Actions for all plans.2. Click Manage Statement Templates, then Set Default Template Permissions.3. Select the roles that will have permission to see a compensation statement in the compensation statement

portlet on the employee profile. Click Save.



NoteIf your customer wants to copy a compensation statement for a new compensation cycle, they have to contact Customer Success.

Results

Setting permissions on compensation plan template level

You can also set permissions on compensation plan template level, so that different statement templates have different visibility permissions.

1. To do so, go to the compensation plan template you are going to launch and choose Complete Compensation Cycle Rewards Statements Select Statement Templates .

2. Click Select Templates. Link a new compensation statement to your compensation plan template by selecting the relevant template and clicking Select.

3. Once you have linked the statement template to the compensation plan template and saved your changes, you can manage permissions for the roles that should see generated statements. Click on the Actions dropdown menu for the statement template and select Manage Permissions.

4. In the Manage Permissions popup window, select Change permissions for who can view generated statements. Select the roles that should see this statement on the compensation statement in the compensation statement portlet on the employee profile. You can also select generated statements are not viewable to ensure the statements are hidden from all roles. Click Done.



NotePlease be aware of the following behavior when Role Based Permissions (RBP) are enabled:

If the permissions are defined at the statement template level as described above, then these permissions will override the default permissions (which in case of Non RBP is the Data Model permission and in case of RBP it’s the RBP permissions).

If the permissions are defined at the statement template level in Comp Admin 2.0 then this takes the precedence, however they will have to specifically assign the permissions for the roles per template (otherwise it’s the default permissions).

30.4 Publishing selected worksheets in Employee Central

You can now select and publish specific completed worksheet in Employee Central for a selected Compensation Plan template.

Procedure

1. Navigate to the Admin Center.2. In Tools search field, type Go to Compensation Home and select the compensation plan template you want to

publish. Select Complete Compensation Cycle tab.3. Click Publish Selected Worksheet in Employee Central.4. Publish selected worksheets displays a multi-select search field for Employee, Division, Department and

Location.5. Based on the search options, a list of worksheets are displayed.6. Select the worksheet(s) to publish and click Submit.



7. Once the process is complete, you will now receive an email notification to your registered mail address.

NoteThe process could take some time, depending on the number of forms. If you do not receive any notification regarding your process, contact our SAP Support.

8. While publishing selected worksheet, if there are no compensation forms for the selected template, a warning message is displayed:



30.5 Assigning employees to statement groups

Context

The statement template assignment process is where the Admin matches up the template with the relevant employee attributes.

Keep in mind that you must route compensation worksheets to the Complete step of the route map in order to launch compensation worksheets. If the Assigned Employees column does not update or the number does not look accurate, you probably need to first send all forms to complete.

Procedure

Here's what you do1. Go to Compensation Home and select the compensation plan template you are going to launch and choose

Complete Compensation Cycle Rewards Statements Select Statement Templates .2. Click on the Actions dropdown menu for the statement template and select Assign Employees.

NoteThe order of the statement templates in the section determines the assignment priority, and this is managed through the up and down arrows. For instance, let’s say a company wants to have a specific template for executives, and templates localized for each country for everyone else. The executive template would be added to the top of the section, followed by the localized templates. Executives would be assigned to the executive template regardless of their geography.

Each plan template must have a default template. By default, the statement template listed at the bottom will become the default template, and any employee who does not meet the criteria for the templates above will be assigned to this template. For this reason, the Assign Employees option is only available when more than one statement template is displayed on this screen and linked to your compensation plan template. You can add different templates by clicking Select Templates to add additional templates (as described above). If you want to use the same statement template, but launch it to different groups of employees at different times, you can also click the green plus icon to copy and add the same template.

Note that inactive employees are always assigned to the default template.



3. In the Group Definition popup window you can assign employees to a particular template based on the data filter criteria you have available. Enter a group name, and add categories to define the groups. You can also exclude certain employee groups. For example, the screenshot below defines a group for all employees in Germany except those in the Finance Department.

NoteYou can change the employee assignments until statements are generated by selecting the Unlock at the bottom of the screen. Once any statements have been generated, you will need to recall all statements in order to change the group assignments.

4. Click Save & Refresh. The number of employees that meet your criteria are displayed in the Assigned Employees column.



Next Steps

How assigned groups impact bulk printing and statement generation

If you need to create multiple statement groups (rather than just assigning everyone to the same group), be thoughtful about the way you assign employees to those groups. In many cases, organizations create multiple groups because they have different statements for different parts of their organization. However, there are other reasons to create groups, even if you only have one statement.

In some cases, you may assign employees to a group because the statements are generated at different times for different groups in your organization. For example, one division may communicate increases in February and another in April. Assigning employees to different statement generation groups allows you to generate statements at different times. A typical use case is to localize the statement templates, and assign employees based on locale.

In other cases, you may wish to create groups based on the way you wish to print them. For example, if your organization requires bulk printing by country, you should create statement groups by country. That way, the administrator can easily print all statements for a particular country at once and email the statements to the Country Manager.

The last statement template listed in the section is automatically the default template. When there are employees whose attributes do not match any of the assigned groupings for the plan, they will be assigned to this template. Note that inactive employees who are eligible for the plan are always assigned to the default group.



30.6 Creating combined statements

Context

You may combine a compensation and variable pay plan template, two compensation plan templates, or two variable pay plan results into one combined statement. The reasons for more than one plan existing in your customer's organization can be two different approval processes, two different route maps, or different methods of planning.

You may combine a compensation and variable pay plan, two compensation plans, or two variable pay plan results into one combined statement. Note, however, that this functionality is available only for custom-developed statements, and is not available for statements developed from SuccessStore templates.

From within the primary plan, select a secondary plan. You will need to assign at least one statement template to the primary plan, secondary plan, and combined statement sections of the page.

Procedure

Here's what you do1. Go to Compensation Home and select the primary compensation plan template you are going to launch and

choose Complete Compensation Cycle Rewards Statements Select Statement Templates .2. Click Add Secondary Plan. Select the plan you want to combine with the primary plan and click OK.



3. Now assign at least one statement template to the primary plan, secondary plan, and combined statement sections of the screen using the Select Templates button. A maximum of two plan templates can be combined on the statement.

30.7 Generating compensation statements

Context

Generating the compensation statement is a process that can be done several times as the compensation worksheets are in the process of being completed or one time after all of the worksheets are completed. Compensation statements will only be created for worksheets that are completed – employees who are being planned on worksheets that are still in-progress will not have compensation statements created.

Before you generate statements, make sure the corresponding worksheets are marked as complete as compensation statements will only be generated for completed compensation worksheets.

If RBP is enabled, ensure that Manager Compensation Statements is enabled for the relevant users.



Procedure

Here's what you do1. Select the compensation plan template for which you want to generate compensation statements.

2. Choose Complete Compensation Cycle Rewards Statements Generate Statements .There are three options for generating statements:1. by statement template;2. by employee, or3. by group of employees.

3. Select the compensation plan(s) to use for the source data.The compensation template name should display already, since you associated the statement to the form template in a previous step. If not, go back to the Select Statement Templates screen to associate the statement to your form template.

NoteMake sure the forms are marked as complete. Compensation statement will only generate for completed compensation forms.

4. Select the method for statement generation: by statement template, employee name, or for a group of employees. Select by employee name requires entries for First Name and Last Name. Select for a group of employees requires entries for user names (copy and paste up to 500).

5. For the second and third option, the system validates the users and notifies the Admin if the user is either ineligible, not found, or the Admin does not have permission to generate a statement for this employee.

6. Click Generate Statements to generate compensation statements to employees in completed compensation worksheets.





30.8 Downloading or bulk print of compensation statements

Context

Statements must first be generated before they can be downloaded or printed. The “Bulk Print” functionality is technically the ability to save the statements as a PDF file, which can be saved, emailed, or printed in bulk. Statements may be downloaded using the options available for statement generation.

Procedure

Here's what you do1. Go to Compensation Home and select the compensation plan template you are going to launch and choose

Complete Compensation Cycle Rewards Statements Select Statement Templates .2. On the left side, select the Actions drop down and then select Print Statements. You can also print all

statements from the icon next to “save & refresh”.3. In the Print Statements pop up screen, create a name for the statement job. In the Select the file type drop

down, select on the following options:

○ One Large PDFAll statements will save to one PDF document. This makes for easy bulk printing, since the administrator will only need to print one document to print all statements at once.

○ Multiple Small PDFsEach statement will be saved as an individual PDF document. This method makes it easy to print one statement at a time.

4. Click Print.A job is scheduled to save the PDF document. The next window allows you to check the print status. You will also receive an email when the job is complete.



5. To download statements for a user or a group of users, or to download all statements, click Download Statements.

Results

How do you download statements for a particular group?

There are two places where you can access the statement download feature. Once statements have been generated for a template, a new action appears on the row, for printing statements associated with the template. There is a second download setting that is enabled once statements have been generated at the top right side of the screen. From this setting, statements can be downloaded by template, by employee name, or for a group of user names. For performance reasons, the system limits the number of user names to 500.

Administrators may have a reason to bulk print statements for a particular group. For example, an administrator may wish to print statements for a particular country or division, and then email those statements to the appropriate manager or HR representative.

In order to create a print job for a particular group, follow the instructions in the How do you assign employees to statement groups? [page 197] chapter. When you assign employees to statement groups, consider the way you



wish to print the statements. For example, if your customer's organization requires bulk printing by country, you should create statement groups by country.

After statement groups are created and statements are generated according to those groups, you can easily bulk print all statements for that group.

NotePlanners can bulk print statements from the worksheet, but only if the worksheet owner is also the first line manager. If the employee has been moved to another worksheet, the worksheet owner will not be able to view or print the statement. Planners can print statements from the worksheet if its related to a single plan only; Combined Statements can be printed from the Employee Profile.

30.9 Recalling compensation statements

Context

Similar to the options for generating statements, there are three options for recalling statements: 1) by statement template; 2) by employee; and 3) by a group of employees, up to 500 user names at one time.

NoteRemoving 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.



31 Cascading Budgets

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

Table 23:

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

31.1 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.

CompensationCascading Budgets


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

RecommendationSince the UI sometimes messes up the source code, we recommend you also check budgets in the XML file.

The settings used for cascading budgeting are controlled through the XML near the end of the template file in the budget-calc element. By using basedOn=”planner”, you can create a budget by clicking Budget Assignment in the Budget Section on the Manage Worksheets chevron in Admin Tools. In this screen you can add the head of hierarchy as desired, and then assign budget all the way down the hierarchy.

Here's an XML example:

<budget-calc useFor="salary" budgetOn="finalSalary" mode="DirectAmount" basedOn="planner" includeIneligible="false" prorating="false">0.0</budget-calc>

Also, make sure that the desired autoCalcBudgetXXX attributes are set to true , so that existing forms will pick up changes to the cascaded budgets. If these are set to false, the changes will not be picked up:

<comp-calculation lumpSumInSalaryBudget="false" fiscalYearEnd="2006-12-31" autoCalcBudgetForSalary="false" autoCalcBudgetForBonus="false" autoCalcBudgetForStock="false">

10. Enter a budget label.

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 [page 59].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:


2. Scroll down to Administrator Permissions and select the Budget Assignment check box.

To learn more about role-based permissions, see Setting Up Role-Based Permissions [page 145].



Important Disclaimers and Legal Information

Coding SamplesAny software coding and/or code lines / strings ("Code") included in this documentation are only examples and are not intended to be used in a productive system environment. The Code is only intended to better explain and visualize the syntax and phrasing rules of certain coding. SAP does not warrant the correctness and completeness of the Code given herein, and SAP shall not be liable for errors or damages caused by the usage of the Code, unless damages were caused by SAP intentionally or by SAP's gross negligence.

AccessibilityThe information contained in the SAP documentation represents SAP's current view of accessibility criteria as of the date of publication; it is in no way intended to be a binding guideline on how to ensure accessibility of software products. SAP in particular disclaims any liability in relation to this document. This disclaimer, however, does not apply in cases of wilful misconduct or gross negligence of SAP. Furthermore, this document does not result in any direct or indirect contractual obligations of SAP.

Gender-Neutral LanguageAs far as possible, SAP documentation is gender neutral. Depending on the context, the reader is addressed directly with "you", or a gender-neutral noun (such as "sales person" or "working days") is used. If when referring to members of both sexes, however, the third-person singular cannot be avoided or a gender-neutral noun does not exist, SAP reserves the right to use the masculine form of the noun and pronoun. This is to ensure that the documentation remains comprehensible.

Internet HyperlinksThe SAP documentation may contain hyperlinks to the Internet. These hyperlinks are intended to serve as a hint about where to find related information. SAP does not warrant the availability and correctness of this related information or the ability of this information to serve a particular purpose. SAP shall not be liable for any damages caused by the use of related information unless damages have been caused by SAP's gross negligence or willful misconduct. All links are categorized for transparency (see: http://help.sap.com/disclaimer).

CompensationImportant Disclaimers and Legal Information


http://help.sap.com/disclaimer/

go.sap.com/registration/contact.html

© 2016 SAP SE or an SAP affiliate company. All rights reserved.No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company. The information contained herein may be changed without prior notice.Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors. National product specifications may vary.These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP or its affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP or SAP affiliate company products and services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as constituting an additional warranty.SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate company) in Germany and other countries. All other product and service names mentioned are the trademarks of their respective companies.Please see http://www.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.

https://go.sap.com/registration/contact.html

https://go.sap.com/registration/contact.html

http://www.sap.com/corporate-en/legal/copyright/index.epx

http://www.sap.com/corporate-en/legal/copyright/index.epx

Date post:	10-Aug-2018
Category:	Documents
Upload:	dodiep
View:	212 times
Download:	0 times