Compensation management includes allocating and reviewing base salary, variable pay, cash awards, and equity components.

Get the most out of Bob

The Comp. module enables companies to run compensation cycles to review employees’ compensation packages and to give compensation component increase recommendations in line with the company budget, guidelines, and eligibility rules. You can:

  • Choose which people will participate in a particular compensation event.
  • Decide who plans and approves compensation decisions.
  • Manage a seamless compensation process in a way that's right for your company.

FYI: These features are only available to customers who have purchased the Comp. module.

Before you begin

  • Make sure that your people and payroll data are up-to-date and accurate for all employees.
  • If you’d like to use benchmarking, have your benchmark file prepared and benchmarked per participant. In the event, you’ll upload this prepared data into a specific benchmarking template. To learn more, see What is HR benchmarking?
  • Set a permission group for planners (optional) so they can review and make recommendations on planners’ worksheets. To learn more, see Create a custom permission group.
  • If you want performance to be included in the event (optional), in the Talent module, enable performance cycle ratings. To learn more, see Create a performance review cycle.

How to set up a new compensation event

  1. From the left menu, select Comp.
  2. Click + New Event.
  3. Enter the event’s setup wizard with eight steps on the left of the event setup screen.
    All changes will be saved when you click Next in each step. If you’re unsure what details to enter, you can continue with the next steps and return to complete.

Step 1: Details

  1. Enter an Event Name and a Description (optional). When you enter the module, you’ll see it on the main Comp. screen.

    Tip: Include a Description to keep yourself, other event Admins, and assigned planners up-to-date.

  2. From Participants, select whose compensation will be reviewed and who’ll appear in planners’ worksheets:
    • All employees: Automatically includes employees with a lifecycle status defined as Employed.
    • Select by condition: Includes criteria to create a defined list using specific conditions.
    • Select by name: Choose specific people you’d like to include.
  3. If you Select by condition:

    Note: All conditions must be met for a participant to be included, e.g., the conditions Lifecycle status Equals Employed, Start date Before 07/12/2020, and Base salary Greater than 200,000 will only include people who meet all these conditions.

    • Click Edit and select conditions from the dropdown menus. Condition data are drawn from Employee fields and Groups. To learn more, see Set up employee fields and Create a group.
    • Click + Add condition, then click Apply.

      Tip: As you select participants, allow as much flexibility as possible for planners to make recommendations. We recommend that you only exclude people who aren’t relevant for the cycle, e.g., people who have recently joined the company, contingent workforce, irrelevant employment types, etc. Eligibility rules will be set later in Stage 4: Components.

  4. If you Select by name, click Select, search or scroll for names, mark the checkboxes, and click Select.
  5. In Components, select how and which compensation types you’d like to review.

    Note: Compensation components are based on employee profile data. To learn more, see View and manage payroll data.

  6. Compensation reviews, as part of the contractual compensation package, can be reviewed by:
    • Review by component: Select the Compensation reviews components you’d like to review in the event. Planners will recommend an increase by exact figure or by %, per employee. The budget per component is managed separately in Step 4: Components.
    • Review OTE: All Compensation reviews components are selected automatically. Planners will propose a single % that will apply to all OTE components. The budget is managed in one place for all OTE components and not separately per component.

      Tip: Click the participant showcase to the right of the chosen compensation component, and search or scroll for people to ensure that the correct participants are included. If your Base Salary participant showcase figure differs from Participants, an employee is without a base salary, so be sure to check your payroll data. To learn more, see View and manage payroll data

  7. If you selected to Review by component, click Select, choose the components you’d like to include, Base salary; Bonus; Commission; Executive bonus, and Click Apply. Select as many compensation components as needed, add additional values, and edit existing compensation component terms to match your company language.

    Tip: If you’d like to add additional values or edit existing names, it can be done through the employee profile or employee fields.

  8. Under Cash Awards, click Select and choose the components you’d like to include, Bonus; Commission; Executive bonus.
    Cash Awards refer to lump sums of money awarded, either occasionally or periodically, for good performance, paid in addition to base salary. Select as many as needed. You can add additional values and edit existing Cash Award terms to match your company language.

    Note: If you’d like to add additional values or edit existing names, it can be done through the employee profile or employee fields.

  9. Select either One time or By variable plan
    • If you select By variable plan, select the Variable type and Pay period from their dropdown menus. Then, click Add.
  10. Under Equity grants, click Select, choose the components you’d like to include, Options; RSU; Stock award, then click Apply. Select as many Equity grant types as needed.

    Tip: If you’d like to add additional values or edit existing names, it can be done through the employee profile or employee fields.

  11. Under Event approvers, select your final event approvers from the dropdown menu. You must have, at least, one Event approver, and this can be the CEO, CPO, or CFO, but can be anyone in the company. You can add additional approvers as necessary per compensation event. 
  12. Click Next.

Step 2: Financials

Set the event’s main currency and exchange rate(s) to review and propose compensation in local currencies.

Note: If you only selected Equity grants as compensation components in Step 1: Details, this step does not apply, and you’ll move straight to Step 3: Talent info. This is because Equity is granted in units and is different from currency.

  1. Select Event Currency from the dropdown menu. This is the currency in which the overall event budget is set.
  2. Enter Exchange Rates manually or click Download template, and Import the file with all company currencies and convert them to the main currency of the event.
    The effect of the proposed compensation change on the overall event budget will be calculated using the exchange rate set here.
  3. Click Next.

Step 3: Talent info

Include peoples’ talent information and your chosen salary benchmark data within planner worksheets (optional). To skip, click Next.

FYI: If your company hasn’t purchased the Talent module, Performance and Goals will be disabled. Benchmark and Worksheet notes will be available.

  1. In Performance, enable Load performance info to include participants’ latest performance ratings in planners’ worksheets.
    If a performance cycle wasn’t completed before the event, ratings can be refreshed from the event to show the up-to-date ratings.

    Note: Performance info will only be shown in worksheets if performance rating has been enabled in the applicable performance cycles. To learn more, see Create a performance review cycle.

  2. In Goals, enable Enable employee goals and enter the Start date and End date to include all goal-related data within the specified time range in planners’ worksheets.
  3. In Benchmark, enable the Enable benchmark upload to include external benchmark data within planners’ worksheets:
    • Click Download template and open the file.
    • Enter your benchmark data and save it.

      Note: Follow the instructions on the first sheet of the template. The second sheet includes all the selected participants of a cycle and their relevant information.

    • Click Add file, drag and drop the file, or select your file and click Open.
  4. In Worksheet notes, enable Enable worksheet notes to add a column in the worksheet for the event Admin, planners, and co-planners with permission to edit and add important notes.
  5. Click Next.

Step 4: Components

As you already know from Step 1: Details, compensation is made up of three Component types:

Compensation reviews Cash Awards Equity grants

To learn more, see Compensation reviews.

Note: These are the system’s default terms for selection. Select as many compensation components as needed, add additional values, and edit existing compensation component terms to match your company language.

Compensation reviews

These are the contractual compensation components, and planners suggest changes to peoples’ existing compensation packages.

  1. Click the Compensation reviews component to expand dropdown details, Base salary; Bonus; Commission; Executive bonus.

    Note: These are the components you selected in Step 1: Details.

  2. Enter the Effective date on which the Compensation reviews component change will occur.
  3. Select Eligibility rules:
    • All participants: Automatically includes all employees who were selected as participants in Step 1: Details.
    • Select by condition: Click Edit, and select your conditions from the dropdown menus. Here, you can focus on the specific eligible participants.
    • Select by name: Click Edit, search for the eligible participants you’d like to include, and mark the checkboxes to their left. Then, click Select.

      Note: All options will automatically include all participants selected in Step 1: Details.

  4. If you Select by condition:
    • Click Edit, and select conditions from the dropdown menus.

      Note: All conditions must be met for a participant to be eligible for the event, e.g., the conditions Start date Before 07/09/2019 and Salary effective date Before 20/10/2019. These will be added to participants’ conditions if they already exist.

    • Click + Add condition, then click Apply.
  5. If you Select by name, click Select, search or scroll for names, mark the checkboxes, and click Select.
  6. Enable Guidelines (optional) to create your company’s guidance for planners. Planners' recommendations should be based on these guidelines, which refer to one or more employee attributes, e.g., Site, Department, Employment type, Status, etc.
    • Click +Add guidelines for attributes.
    • From the dropdown menu, mark the checkboxes and click Apply.
      Drag attributes using the three-lined icon to the left of each to order them.
    • Click Apply.

      Note: If an attribute is missing, create a new List custom field. To learn more, see Set up employee fields. Then, map all relevant participants to this custom field by import. To learn more see Update people data.

      Tip: Use up to two attributes. If you add multiple attributes, you can set guidelines for each combination with up to the 100-row limitation in the Guideline matrix.

  7. If you enabled Guidelines, define the Number of guideline values for attributes, and enter your Recommended range (%) for increases. Add One, Two (min-max), or Three (min-mid-max) guideline values for attributes:
    • One: Enter a single recommendation in Recommended range (%).
    • Two (min-max): Enter a recommended Min and a Max.
    • Three (min-mid-max): Enter a recommended Min, Mid, and Max, with the mid being any number between min and max.
  8. Enter your Budget for the overall event (optional). Alternatively, click Calculate by percentage.

    Note: You can choose to leave it blank for now and enter the budget later.

    • If you select Calculate by percentage, you can Increase by fixed %. If you also applied guidelines, you can Increase using guidelines %.
    • If you select Increase by fixed %, enter the percent increase amount in the % field. This will automatically calculate the required budget using a bottom-up calculation derived from eligible participants’ current plans.
    • If you select Increase using guidelines %, it depends on the Number of guideline values for attributes selected:
      • One: Required budget is calculated automatically.
      • Two (min-max): From the Recommended increase dropdown menu, select Minimum %, Average %, or Maximum %. Then, click Apply.
      • Three (min-mid-max): From the Recommended increase dropdown menu, select Minimum %, Midpoint %, and Maximum %. Then, click Apply.

        Note: Treat this as a general budgeting assumption. Planners can still propose higher or lower increases per participant.

  9. Click Next.

Note: In Step 1: Details, if you chose to Review by component, you'll need to repeat the instructions for each compensation component separately. If you chose to Review OTE, you only need to set it up once as OTE combines all Compensation reviews components. This does not include Cash Award or Equity.

Cash Awards

Cash Awards are lump sums of money awarded to people, either occasionally or periodically, for good performance, paid in addition to base salary.

  1. Click the Cash Award component to expand dropdown details.

    Note: These are the components you selected in Step 1: Details.

  2. Enter the Award Date to set the date on which the approved compensation changes will go into effect.
  3. Enter the Award Period to define the start and end dates of the period for which the Cash Award will be awarded.
  4. In Step 1: Details, if you defined the Cash Award as One time:
    • In the Cash Award component, Bonus; Commission; Executive bonus; Eligible Salary, set the eligible on-target Cash Award that will be used for award calculations by:
      • By effective date: The eligible salary will be the salary that was applicable in the selected effective date–a single point in time.
      • Avg. in award period: The eligible salary will be calculated as a weighted average of the salaries applicable to each individual in the selected lifecycle statuses, during the award period.
  5. In Step 1: Details, if you defined the Cash Award as By variable plan:
    • In Eligible on-target award, set the eligible on-target Cash Award that will be used for award calculations by:
        • By effective date: The eligible on-target variable amount will be the on-target variable amount that was applicable on the selected effective date – a single point in time.
        • Avg. in award period: The eligible on-target variable amount will be calculated as a weighted average of the on-target variable amounts applicable to each individual in the selected lifecycle statuses during the award period.
      Example

      If a Cash Award is calculated for an on-target variable amount of $60,000 in the first half of the year and increased to $62,000 in the second half of the year, the eligible Cash Award calculation will be $61,000 for a full year of work.

      Note: Selecting from these two options is only available if you have defined a period for this component. If not, By effective date will be automatically selected.

  6. Select Eligibility rules:
    • All participants: Automatically includes all employees who were selected as participants in Step 1: Details.
    • Select by condition: Click Edit, and select your conditions from the dropdown menus. Here, you can focus on the specific eligible participants.
    • Select by name: Click Edit, search for the participants you’d like to include, and mark the checkboxes to their left. Then, click Select.

      Note: All options will automatically include all participants selected in Step 1: Details.

  7. If you Select by condition:
    • Click Edit, and from the left to right dropdown menus, select the required conditions.

      Note: All conditions must be met for a participant to be eligible for the event.

    • Click + Add condition, then click Apply.
  8. If you Select by name, click Select, search or scroll for names, mark the checkboxes, and click Select.
  9. Enable Guidelines (optional) to create your company’s guidance for planners. Planners' recommendations should be based on these guidelines, which refer to one or more employee attributes, e.g., Site, Department, Employment type, Status, etc.
    • Click +Add guidelines for attributes.
    • From the dropdown menu, mark the checkboxes and click Apply. Drag attributes using the three-lined icon to the left of each to order them.
    • Click Apply.

      Note: If an attribute is missing, create a new List custom field. To learn more, see Set up employee fields. Then, map all relevant participants to this custom field by import. To learn more see Update people data.

      Tip: Use up to two attributes. If you add multiple attributes, you can set guidelines for each combination with up to the 100-row limitation in the Guideline matrix.

  10. If you enabled Guidelines, define the Number of guideline values for attributes, then enter your Recommended range (%) for increases. You can add One, Two (min-max), or Three (min-mid-max) guideline values for attributes:
    • One: Enter a single recommendation in Recommended range (%).
    • Two (min-max): Enter a recommended Min and a Max.
    • Three (min-mid-max): Enter a recommended Min, Mid, and Max, with the mid being any number between min and max.
  11. In Proration, set the parameters on which proration will be calculated for which the final Cash Award will be paid.

    Note: This will be enabled only if you have defined the Cash Award period.

    Example

    If only the Employed lifecycle status is selected, a participant who started a job in the middle of the Cash Award period will receive 50% of the Cash Award. If Employed and Parental leave are selected, a participant who joined before the Cash Award period began, and went on parental leave in the middle of the period, will receive 100% of the Cash Award.

    Note: The Employed status is selected by default.

    Example

    A participant who worked at 50% FTE during the first half of the Cash Award period, and full time during the second half will get 75% of the Cash Award.

    Note: You can select Prorate by FTE only if you have selected Prorate by lifecycle.

  12. Enter your Budget for the overall event (optional). Alternatively, click Calculate by percentage.

    Note: You can also choose to leave it blank for now, and enter the budget later.

    • If you select to Calculate by percentage, you can do it by fixed %. If you also applied guidelines you can also do it by using guidelines %.
    • If you select by fixed %, enter the percent increase amount in the % field. This will automatically calculate the required budget using a bottom-up calculation derived from eligible participants’ current plans.
    • If you select Increase using guidelines %, it depends on the Number of guideline values for attributes selected:
      • One: Required budget is calculated automatically.
      • Two (min-max): From the Recommended increase dropdown menu, select Minimum %, Average %, or Maximum %. Then, click Apply.
      • Three (min-mid-max): From the Recommended increase dropdown menu, select Minimum %, Midpoint %, and Maximum %. Then, click Apply.

        Note: Treat this as a general budgeting assumption. Planners can still propose higher or lower increases per participant.

  13. Click Next.

Equity grants

Components are long-term share-based grants and are budgeted in terms of share units, e.g., RSU and Options.

Note: This setup is optional.

  1. Click on the Equity component, Options; RSU; Stock, to expand dropdown details.

    Note: These are the components you selected in Step 1: Details.

  2. In Grant Info, click Add to enter the general grant details.
    • Select the Grant type from the dropdown menu:
      • Initial: Grant based on start date.
      • Merit: Grant based on accomplishments.
    • To edit Grant types, expand the dropdown, click Edit list, click Add, and enter the grant type. Click Save to include it, and then Save to update the list.
    • Enter the Grant date: The date on which the equity grant is approved by the company's board of directors.
    • Enter the Vesting start date: The date from which the vesting schedule starts. This date can be retroactive to the Grant date.
    • Enter the Vesting schedule.

      Note: Predefine this through your Settings, in Equity. To learn more, see Set up a Vesting Schedule.

    • Select the Grant status from the dropdown menu:
      • Granted
      • Pending Approval

        Note: To change Pending approval to Granted, you can either manually enter employee profiles one by one, or import and override the relevant row with the grant number. As grant numbers are unique identifiers, they will override the existing value listed–from Pending Approval to Granted.

      • Enter the Option expiration date to reflect the time in which you can no longer exercise your options, e.g. 2030.
      • Enter the Exercise plan where the price is that which an employee pays the company for shares purchased when exercising options. The price is listed by unit and currency of unit, e.g., 2.00 USD.

        Note: The grant price must be set on the grant date.

      • Enter the Vesting term: The overall vesting period, e.g., four years.
      • Under Reason, add any comments you may have or information you feel is missing.

    Note: If you apply different values per audience type, you’ll need to manually enter or import these values after the event is approved and completed or create a new component.

  3. Click Apply.

  4. Select Eligibility rules:

    • All participants: Automatically includes all employees who were selected as participants in Step 1: Details.
    • Select by condition: Click Edit, and select your conditions from the dropdown menus. Here, you can focus on the specific eligible participants.
    • Select by name: Click Edit, search for the participants you’d like to include, and mark the checkboxes to their left. Then, click Select.

      Note: All options will automatically include all participants selected in Step 1: Details.

  5. Enable Guidelines (optional) to create your company’s guidance for planners. Planners' recommendations should be based on these guidelines, which refer to one or more employee attributes, eg., Site, Department, Employment type, Status, etc.

    • Click +Add guidelines for attributes.
    • From the dropdown menu, mark the checkboxes and click Apply. Drag attributes using the three-lined icon to the left of each to order them.
    • Click Apply.

      Tip: Use up to two attributes. If you add multiple attributes, you can set guidelines for each combination with up to the 100-row limitation in the Guideline matrix.

  6. If you enabled Guidelines, define the Number of guideline values for attributes, then enter your Recommended range (# of units) for increases. You can add One, Two (min-max), or Three (min-mid-max) guideline values for attributes:
    • One: Enter a single recommendation in the Recommended range (# of units) column.
    • Two (min-max): Enter a recommended Min and a Max.
    • Three (min-mid-max): Enter a recommended Min, Mid, and Max, with the mid being any number between min and max.
  7. Enter your Budget, the number of units, to set the overall grants budget in this event (optional).
    Notes:
    • You can choose to leave it blank for now and enter the budget later.
    • Treat this as a general budgeting assumption. Planners can still propose higher or lower increases per employee.
  8. Click Next.

Step 5: Employee Updates

Link compensation allocation to employee updates workflows using the list of your existing flows, e.g., a promotion flow. To learn more about how to set up an employee update flow, see Set up a custom flow with approvals. This step is optional; if you’d like to skip it, click Next.

  1. Enable employee updates to select the employee updates that planners will be able to trigger from within the worksheet from an existing flows list.
  2. Search or scroll for the flows you’d like to include from the Update type dropdown, and mark the checkbox. A list of the participants who match the flow you’ve chosen will appear.
  3. Click Next.

Planners and reviewers can now propose an employee update flow to participants while they review the compensation worksheets.

Notes:
  • Once triggered from the Comp. event, any approval flow will be canceled, and the event approval flow will override it. Once an event has been formally approved, the flow will also be approved.
  • Any budget recommendations within a flow won’t be deducted from the budget set for the event.
  • It’s recommended to set flows with general information only and not budget. All budget recommendations should be made from within the worksheet.

Step 6: Planners & Worksheets

Select your planners, define the hierarchy base, and allocate the budget.

There are three roles involved in planning and reviewing the compensation event, in addition to the event admin who creates the event and the final event approver.

Planners Co-planners Reviewers
Planners are the main people working on the worksheet. They are the first to evaluate directly and suggest compensation changes for the participants in their worksheets and are typically direct or indirect reports. Planners select co-planners to make and review compensation recommendations for people in the event. Planners decide on the recommendations for their participants.

Select planners, and assign participants to planners

  1. Click Select Planners.
  2. Select planners:
    • By condition: Click + Add condition to select conditions using the value fields in the dropdown menus. Add as many as needed.

      Note: The default condition is to include all managers as planners.

    • By name: Search or scroll to find the people you’d like to include and mark the checkbox on the left.
  3. Assign participants:
    • By ‘reports to’ hierarchy: Participants will be assigned to planners’ worksheets based on their direct or indirect managers.
    • By employee reference: Assign participants by an employee reference, unrelated to company ‘reports to’ hierarchy. To learn more, see Set up employee fields.
  4. If you chose to use By employee reference, make sure to first Select Planners by the employee reference category, i.e., HRBP, Site manager, etc. After that, Assign participants by selecting By employee reference, and use the same employee reference category selected as planners, i.e., HRPB; Site manager, etc.
  5. Click Select.

    Note: You’ll see a preview of the Admin’s view of the compensation event. It will appear as a planning tree based on your planner’s selection of whether to assign participants By ‘reports to’ hierarchy or By employee reference.

  6. If you see the notification You have x participants with no planner assigned to them at the top of the screen:
    • Click Assign participants to a planner.
    • Select a planner from the upper dropdown.
    • Search or scroll for the people you’d like to assign to that planner and mark the checkbox to their left in the Employee Selection.
    • Repeat as needed.
Notes:
  • After an event has been launched, participants can’t be added or removed but can be moved to other planners.
  • You can add or remove individual planners after worksheets have been created on the condition that the event has not launched, i.e., invite at least one planner.

Add co-planners

  1. The Co-planners column in the worksheet preview is on the right-hand side of the table. Use the horizontal scroll bar under the worksheet table until you see it.
  2. Hover over the field of the intended planner and click Select to add that co-planner.
  3. From the dropdown menu, search or scroll for the people you’d like to select, and click Apply.

    Note: Co-planners cannot be added to a worksheet where they are participants.

  4. Repeat as needed per planner.
  5. In the dropdown menu, under the worksheet, select the permissions you’d like to give the chosen co-planners: View and comment (default), Submit and edit recommendation, and Edit worksheet notes.

    Note: Edit worksheet notes can be selected if worksheet notes were enabled in Step 3: Talent info.

  6. Click Apply.

Replace Reviewer

  1. Click on the three-dot menu in the planner row.
  2. Select Replace Reviewer.
  3. From the dropdown menu, select your New Reviewer.
  4. Choose the planner’s new reviewer from the dropdown and click on their name.

Allocate budget

Allocate different compensation component budgets, per planner, in the compensation event.

  1. Above the worksheet to the right, click Allocate budget.
  2. Allocate a budget per component type by Base salary, Variable pay, and Cash Award (only if defined as a one-time payment).
  3. Click the component you’d like to allocate the budget to.
    The default is Increase by fixed %. If you defined guidelines in Step 4: Components, you can use Increase using guidelines %.
    • If you select Increase using guidelines %, it depends on the Number of guideline values for attributes selected:
      • One: Required budget is calculated automatically.
      • Two (min-max): From the Recommended increase dropdown menu, select Minimum %, Average %, or Maximum %. Then, click Apply.
      • Three (min-mid-max): From the Recommended increase dropdown menu, select Minimum %, Midpoint %, and Maximum %. Then, click Apply.
  4. If you select to Increase by fixed %, enter the percent increase or award in the % field. This will automatically calculate the required budget using a bottom-up calculation derived from eligible participants’ current compensation components.
  5. Click Apply.
  6. Repeat for component types as necessary.
  7. Click Next.

Note: Treat this as a general budgeting assumption. Planners can still propose higher or lower increases per participant.

Step 7: Worksheet alerts

Include alerts to guide people with permission to view worksheets, i.e., planners, co-planners, reviewers, and the final approver. Alerts help these stakeholders identify any irregularities and address them in real-time.

There are four types of alerts:

  • Eligibility: Alerts stakeholders if a participant’s eligibility does not align with a compensation recommendation.
  • Maximum recommendation: Alerts stakeholders if their recommendation exceeds the maximum recommended %, as defined.
  • Guidelines: These alerts are activated if you enabled Guidelines when setting up Components in Step 4: Components. They let your stakeholders know if their recommendations fall below or above the guidelines initially set.
  • Benchmark: These alerts are activated if you’ve included benchmark data in Step 3: Talent info. They let your stakeholders know if their recommendations fall below or above benchmark guidelines and the compensation ratio target.

Activate alerts

  1. Enable the alerts you’d like to show in the worksheets.
  2. Select between Warning and Error.
    • Warning: When a recommendation doesn’t align with the worksheet alert rules set up. Planners can still submit worksheets with warnings.
    • Error: When a recommendation doesn’t align with the worksheet alert rules set up, and Planners cannot submit the worksheet until they rectify the error within the worksheet.

      Note: An Admin can submit or approve worksheets with an Error alert.

  3. Repeat as needed.
  4. Click Next.

Step 8: Notifications

Set up and use notifications to invite, remind, and receive final approval.

  1. Click the From dropdown menu and select from who the invitation will be sent. You only need to do this once–for all notification types.
  2. Enter a Subject and Message. The default text that you see can be customized.
  3. Click + in the top right corner of the Message box to include Employee, Reports To, and Second Level Manager details. From each detail’s dropdown menu, select the details you’d like to include, e.g., Employee First name; Reports To Email; Second Level Manager Email.

    Tip: Use the rich text editor toolbar at the bottom of the Message box.

  4. Confirm and click Finish setup.
    You’ll be prompted to view your compensation event, from which you can launch your event by inviting your planners to start reviewing.

Note: Notifications will only be created once you click Finish setup. You can then trigger them from the main screen once created. Once set up, only you’ll be able to view and edit the event worksheets.

FAQs

How do I add or re-select planners after setting up the compensation event?
You can only add or re-select planners if you haven't launched the event. Go back to set up, using the 3 dot menu, to Step 6, and click the Actions dropdown menu at the top of the page. Select Re-select Planners to choose different planners to replace existing ones. Select Add Planner to add a new planner to an existing list. If you add a planner to an existing list, they’ll be added to the list but have no participants. Participants are not automatically assigned to the new planner. You must manually select and move participants from the current planner to the new one.

How do I remove planners?
Click on the three-dot menu in the planner row. Then, select Remove as a planner. Planners can be removed as long as the event was not launched.

What happens if I remove a planner?
If a removed planner has a reviewer, typically the next person up in the org chart, the removed planner’s participants will be automatically assigned to that reviewer. If the planner does not have a reviewer, the participants will be unassigned and no longer be a part of the event. Avoid this by manually moving participants to the new planner before you remove the planner.

How do I remove co-planners?
Click on the three-dot menu in the planner row, and select Remove co-planner(s). Once you click Remove co-planner(s), all co-planners for that specific planner will be removed. Co-planners can be added or removed before and during the event.

How do I move participants to a different planner?
Click on the three-dot menu in the Planners row. This planner’s participants are the ones you’d like to reassign. Select Move Participants To Another Planner. From the New Planner dropdown menu, select the new planner. Select the people you want to reassign to the new planner, and click Apply. Repeat as needed per planner.

How do I change the budgets once the compensation event is running?
You can edit a budget once it's launched by a planner or import budget changes in bulk. To edit a budget allocation individually, select the three-dot menu to the right of a planner, select Edit budget, then select the relevant budget you'd like to change. Make the changes, then click Save. Select the three-dot menu above the planners table to edit budgets in bulk. Download the import template, make the budget changes in the template or your spreadsheet, upload the file, then click Import.

Can I duplicate an existing compensation event setup, regardless of the event's status, to save time and get the new event running sooner?
Yes, compensation event duplication creates an exact duplicate of all the rules and settings you've set up in the original event, after which you may edit anything to reflect the needs of your new event, e.g., budgets, eligibility rules, guidelines, and more. To duplicate a compensation event, from the left menu, select Comp then click the three-dot menu of the event you'd like to copy. Select Duplicate and the new event will be at the top in Draft status, displaying the same name as the original event with "copy" at the end. Click on Continue of the new event, edit the Event name, and review the event setup to make any needed changes.

What is the difference between components and compensation components/types?
In the section called Components, of the Compensation management wizard, you can select how and which compensation types you’d like to review. Compensation components also referred to as compensation types, are based on employee profile data and are a part of the compensation package such as Base salary and Bonuses.