Oracle Fusion

Cloud Human
Resources

Implementing Compensation

24d
Oracle Fusion Cloud Human Resources
Implementing Compensation

24d

G12529-02

Copyright © 2024, Oracle and/or its affiliates.

Author: Holly Zimmerman

Oracle Fusion Cloud Human Resources
Implementing Compensation

Contents

Get Help ................................................................................................................................ i

1 Overview of Compensation 1
Overview of Compensation Setup .............................................................................................................................................. 1
How Eligibility Works With Other Objects ................................................................................................................................ 2
Eligibility Profiles ............................................................................................................................................................................ 4

2 Setup and Maintenance Tasks 9

Base Pay Setup and Maintenance Tasks .................................................................................................................................. 9
Individual Compensation Setup and Maintenance Tasks ..................................................................................................... 11
Grade Step Progression Setup and Maintenance Tasks ....................................................................................................... 12
Workforce Compensation Setup and Maintenance Tasks ................................................................................................... 13
Total Compensation Statements Setup and Maintenance Tasks ....................................................................................... 15

3 Profile Options for Compensation Pages, Actions, and Approval 17

Notifications
CMP_COMPENSATION_RESPONSIVE_ENABLED Profile Option ........................................................................................ 17
BIP_ONLINE_NOTIFICATION_HCM_COMPENSATION Profile Option ............................................................................... 17
BIP_ONLINE_DISCLOSE_HISTORY_HCM_COMPENSATION Profile Options ................................................................... 17
BIP_ONLINE_HIDE_EDIT_HCM_COMPENSATION Profile Options ..................................................................................... 18
ORA_PER_EMPL_ENABLE_WRK_ASG_REST_LOV Profile Option ...................................................................................... 18

4 Profile Options for Salary Actions 21

HR_DISABLE_PENDING_APPROVALS_CHECK_IN _HCM_DATA_LOADER Profile Option ............................................. 21
ORA_CMP_LGT_WHEN_MISSING_SALARY_DATASECURITY Profile Option ................................................................... 21
ORA_CMP_NO_SALARY_CHANGE_WHEN_INACTIVE_CHG_ASGN Profile Option ........................................................ 22
ORA_CMP_SAL_REUSE_ASGN_ACTION_OCCURRENCE Profile Option .......................................................................... 22
ORA_CMP_SALARY_CHECKS_BEHAVIOR_IN_CHANGE_START_DATE Profile Option .................................................. 23
ORA_PER_CLE_COPY_FUT_ASG Profile Option .................................................................................................................... 23
ORA_PER_EMP_RETAIN_CHANGES Profile Option .............................................................................................................. 24
Oracle Fusion Cloud Human Resources
Implementing Compensation

ORA_PER_EMPL_DEFAULT_EFFECTIVE_DATE Profile Option ........................................................................................... 24

5 Profile Options for Individual Compensation Pages and Actions 25

CMP_DISABLE_PENDING_APPROVALS_CHECK_IN_MANAGE_CONTRIBUTION Profile Option ................................ 25
CMP_IC_DATACHECK_IN_NONCMP_FLOWS Profile Option ............................................................................................... 25
Prevent Submissions Without Changes Profile Options ...................................................................................................... 25
ORA_CMP_BIP_IC_SHOW_INPUT_VALUES Profile Option .................................................................................................. 26
ORA_CMP_LGT_WHEN_MISSING_IC_DATASECURITY Profile Option .............................................................................. 27

6 Responsive User Experience Setup 29

Search Logic Profile Options for Client List of Values ......................................................................................................... 29
Use Transaction Design Studio to Configure Field Displays .............................................................................................. 29
Displayed and Hidden Responsive Compensation Management Fields ......................................................................... 30
Displayed and Hidden Responsive Team Compensation Fields ........................................................................................ 36

7 Approvals Overview 41
How Default Approval Tasks for Salary and Individual Compensation Work .................................................................. 41
How You Configure Different Approval Flows for Individual Compensation Allocations and Personal Contributions
........................................................................................................................................................................................................... 42
How You Can Validate Salary and Responsive Individual Compensation Approval Rule Changes ............................ 43

8 Example Approval Configurations 45

Autoapprove a Salary Change If the Requester Is an HR Specialist ................................................................................. 45
Grade Determines the Levels of Approval for a Salary Change ........................................................................................ 45
Route Approval for a Salary Change According to Country and Amount ....................................................................... 47
Route Approval for Recurring Individual Allocation When the Amount Changes by a Percentage ........................... 49
Autoapprove Personal Contributions ....................................................................................................................................... 53
Route Approval for Individual Compensation or Personal Contribution Allocation by Action .................................... 54

9 Market Data 57
Overview of Market Data ........................................................................................................................................................... 57
How You Use Market Data Surveys to Create Composites ................................................................................................. 58
Compensation Types for Market Data .................................................................................................................................... 59
Overview of Supplier Structures ............................................................................................................................................... 59
How You Match a Survey Job or Position to Your Internal Data ....................................................................................... 60
Difference Between Global HR Benchmark Jobs and Survey Benchmark Jobs ............................................................. 61
Oracle Fusion Cloud Human Resources
Implementing Compensation

Import Survey for Market Data ................................................................................................................................................. 61

Market Segments ......................................................................................................................................................................... 62
Import Composites for Market Data ........................................................................................................................................ 63
Options to View Market Composites in Compensation ...................................................................................................... 64
How You Configure Market Composites Display .................................................................................................................. 65

10 Payroll Elements and Compensation 67

How Compensation Uses Payroll Elements ........................................................................................................................... 67
Before You Can Use Payroll Elements in Compensation .................................................................................................... 67
Define Elements, Balances, and Formulas ............................................................................................................................. 68
Create a Payroll Element to Use with Salary Bases ............................................................................................................... 71
Create a Payroll Element to Use with Individual Compensation Plans ............................................................................. 73
Create a Payroll Element to Use with Workforce Compensation Plans ............................................................................ 77
Conversion Rule Options for Configuring Additional Details of Payroll Elements ......................................................... 81

11 Base Pay Overview 83

Overview of Base Pay Configuration ....................................................................................................................................... 83
How Salary Basis Options Work with Salary Amounts and Calculations ......................................................................... 84
How You Store the Salary Amount and Pass It to Payroll for Processing ........................................................................ 84
How Many Salary Bases to Create ........................................................................................................................................... 86
How You Can Audit Salary Data ............................................................................................................................................... 87
Document Records for Salary ................................................................................................................................................... 87
Let Proposers Include Document Records in Salary Proposals ......................................................................................... 88

12 Salary Basis Introduction 89

Salary Basis Options for Determining Salary Amount ........................................................................................................ 89
Salary Amount Is Determined by User ................................................................................................................................... 89
Salary Amount Is Determined by Incremental Components ............................................................................................. 89
Salary Amount Is Determined by Simple Components ...................................................................................................... 90
Salary Amount Is Determined by Rates .................................................................................................................................. 92
Rounding Rules, Salary Amounts, and Decimal Places to Display .................................................................................... 94

13 Simple and Incremental Component Itemization of Salary 97

Considerations for Using Salary Bases with Incremental Components versus Simple Components ......................... 97
Simple Component Types .......................................................................................................................................................... 99
Optional Simple Components in Salary Bases .................................................................................................................... 100
Oracle Fusion Cloud Human Resources
Implementing Compensation

Example Simple Component Configurations with People Entering Values and Fixed Percentages .......................... 101
Example Simple Component Configurations with Grade Progression Rate, User Entered Values, and Fixed
Percentages .................................................................................................................................................................................. 102
How You Migrate Salary Bases with Simple Components ................................................................................................ 103
How You Enable Salary Itemization Using Incremental Components ............................................................................ 103

14 Examples of How Simple Components Work 105

A New Hire Action with Simple Components ...................................................................................................................... 105
A Change Salary Action and Simple Components ............................................................................................................. 106
The First Allocation and Next-Year Changes with Simple Components ........................................................................ 108
Working Hours Change and Simple Components ............................................................................................................... 110
Salary Frequency Change and Simple Components ........................................................................................................... 112
Component Type Changes and Simple Components ......................................................................................................... 114

15 Rates-Based Component Itemization of Salary 117

Comparison of Rate Component Types for Salary Bases ................................................................................................... 117
Element Rate Components in a Salary Basis ........................................................................................................................ 118
Derived Rate Components in a Salary Basis ......................................................................................................................... 119
Grade Rate Rate Components in a Salary Basis ................................................................................................................... 119
Value by Criteria Rate Components in a Salary Basis ......................................................................................................... 119
Database Items That Can Detect Proposed Info in Salary Value by Criteria Rate Definitions .................................... 120
Important Value by Criteria Settings for Rate Components in Salary Bases ................................................................. 122
Run Rates-based Salary Process ............................................................................................................................................. 122
Considerations for Using Salary Bases with Simple Components versus Rate Components ..................................... 123

16 Rate Component Attributes for Salary Bases 127

Base Rate Attribute for Salary Basis Rate Components ..................................................................................................... 127
Overall Salary Attribute for Salary Basis Rate Components .............................................................................................. 127
Periodicity Attribute for Salary Basis Rate Components .................................................................................................... 127
Default Value Attribute for Salary Basis Rate Components .............................................................................................. 128
FTE Attribute for Salary Basis Rate Components ................................................................................................................ 128
Factor Attribute for Salary Basis Rate Components ........................................................................................................... 128
Periodicity Conversion Formula Attribute for Salary Basis Rate Components .............................................................. 128

17 Example Rate Definition Configurations for a Salary Basis 129

Overview of Example Rate Definitions for a Salary Basis .................................................................................................. 129
Oracle Fusion Cloud Human Resources
Implementing Compensation

Create a Base Salary Rate Definition ..................................................................................................................................... 129

Create an Allowance Rate Definition for a Salary Basis ..................................................................................................... 130
Create a Short-Term Incentive Plan Rate Definition for a Salary Basis ........................................................................... 131
Create a Grade-Based Value by Criteria Definition for a Salary Basis Rate Definition ................................................. 132
Create a Grade-Based Performance Award Rate Definition for a Salary Basis ............................................................. 135
Create an Overall Salary Rate Definition for a Salary Basis ............................................................................................... 135
Create a Rates-Based Salary Basis ......................................................................................................................................... 137

18 Salary Basis FAQs 139

Can I change or delete a salary basis that's in use? ........................................................................................................... 139
Can I add effective-dated changes to the salary basis? .................................................................................................... 139
Where does the annualization factor for a salary basis that uses payroll period frequency come from? ................ 139
Can I use the same payroll element for multiple salary bases? ....................................................................................... 139
Can I update an element mapped to a salary basis that's in use? .................................................................................. 139
Can managers change the salary basis of a salary record? ............................................................................................. 140

19 Salary Ranges and Metrics 141

How You Validate Salary Changes with the Grade Range ................................................................................................. 141
Salary Range Violation Behavior for Proposed Salaries ..................................................................................................... 141
How Salary Metrics Are Calculated ........................................................................................................................................ 142

20 Salary Range Differentials 143

Overview of Salary Range Differentials ................................................................................................................................. 143
Configure Salary Range Differentials ..................................................................................................................................... 144
Basic Process to Configure and Apply Zone-Based Salary Range Differentials ........................................................... 145
Zone-Based Salary Range Differential Processing ............................................................................................................. 146
Factor Type Salary Range Differentials That Include Lower Limits ................................................................................. 149
Configure Compensation Zone Types and Zones .............................................................................................................. 149
Compensation Zone-Based Differential: Options for When Work from Home Is Yes, But Evaluation Should Use Work
Locations ....................................................................................................................................................................................... 151
Generate Compensation Zone and Address Mapping ....................................................................................................... 152
Enable Geography Validation for Compensation Zones .................................................................................................... 153
Load Compensation Zone Geographies Using CSV File Export and Import ................................................................. 154

21 Base Pay Lookups and Troubleshooting 157

Incremental Salary Component Lookups .............................................................................................................................. 157
Oracle Fusion Cloud Human Resources
Implementing Compensation

Simple Salary Component Lookups ....................................................................................................................................... 157

Troubleshoot Salary-Related Issues ....................................................................................................................................... 158

22 Default Salary from Grade Ladder Rates 161

Basic Process to Default Salary Amounts from Grade Ladder Rates ............................................................................... 161
Create a Progression Grade Ladder to Default Salary Amounts ....................................................................................... 161
FTE Adjustments When Salary Amount Is Determined by User ...................................................................................... 163
FTE Adjustments When Salary Amount Is Determined by Simple Components ......................................................... 164
Global Compensation Settings for Defaulting Salary from Grade Ladder Rates .......................................................... 164
When Salary Won't Default from the Grade Ladder ........................................................................................................... 165

23 Grade Step Progression Configuration 167

Basic Process to Manage Grade Step Progression ............................................................................................................. 167
Create a Progression Grade Ladder for Batch Processing ................................................................................................ 167
Progression Increment Options in Grade Step Progression ............................................................................................. 170
Examples of Adding Progression Rules ................................................................................................................................. 171

24 Transaction Dates and On Eligibility in Grade Step Progression 173

Processing
Progression Grade Ladder Details Transaction Date .......................................................................................................... 173
On Eligibility Option for Grade Step Transaction Date ....................................................................................................... 173
On Eligibility and Processing That Includes Future-Dated Assignments or Salaries ................................................... 174
Salary Update Details Transaction Date ................................................................................................................................ 175
Salary Start Date Exceptions for Rate Synchronization Transaction Dates ................................................................... 176
Rate Synchronization Details Transaction Date ................................................................................................................... 176
Salary End Date Exceptions for Rate Synchronization Transaction Dates ..................................................................... 177

25 Global Settings for Grade Step Progression Processing 179

Batch Settings for Grade Step Progression Processing ..................................................................................................... 179
Batch Error Conditions for Assignment Date in Grade Step Progression Processing ................................................. 180
Batch Error Conditions for Salary Date in Grade Step Progression Processing ............................................................ 182

26 Grade Step Progression Processing 185

Overview of Grade Step Progression Processing ................................................................................................................ 185
Run Grade Step Progression Process ..................................................................................................................................... 185
Oracle Fusion Cloud Human Resources
Implementing Compensation

Synchronize Grade Step Rate Process ................................................................................................................................... 185

How You Include an Assignment in Grade Step Progression Processing ...................................................................... 186
How You Include Multiple Progression Grade Ladders in a Process ............................................................................... 187
Assignment and Salary Actions in Grade Step Progression Processing ........................................................................ 188
Frequency in Grade Step Progression Processing Results ................................................................................................ 188
Effective and Transaction Dates in Grade Step Progression Processing ....................................................................... 188
Grade Step Progression Transaction Log ............................................................................................................................. 189

27 Examples of Grade Step Progression Processing 191

Propose Progression and Salary Update According to Eligibility ..................................................................................... 191
Update Salary According to New Progression Grade Ladder Rates ................................................................................ 192

28 Proposed Grade Step Progression and Salary Updates 193

Overview of Proposed Progression and Salary Updates ................................................................................................... 193
Statuses for Grade Step Processes ......................................................................................................................................... 193
Actions for Manual Progression and Synchronization Processes ................................................................................... 194
How You Can Handle Progression Processing Errors ........................................................................................................ 194

29 Adjustments to Salary Amounts in Proposed Progression and Salary 197

Updates
Overview of Parameters That Affect Salary Amounts for Proposed Progression and Salary Updates .................... 197
How Rounding Rules Affect Salary Amounts for Proposed Progression and Salary Updates ................................... 197
How the Salary Adjustment Type Affects Salary Amounts for Proposed Progression and Salary Updates ............ 198

30 Individual Compensation Plans Overview 199

Overview of Individual Compensation .................................................................................................................................. 199
Options in an Individual Compensation Plan Configuration ............................................................................................ 199
Document Type Settings for Individual Compensation .................................................................................................... 200
Payment Dates in an Individual Compensation Plan Configuration .............................................................................. 200
Eligibility in an Individual Compensation Plan Configuration .......................................................................................... 201
How Individual Compensation Plan Eligibility Works with Assignment Creation Flows ............................................. 201
How Individual Compensation Plan Eligibility Works with Assignment Correction and Update Flows ................... 201
Plan Access Restrictions in an Individual Compensation Plan Configuration .............................................................. 202
Plan Info in an Individual Compensation Plan Configuration .......................................................................................... 202
Validate Individual Compensation Plans .............................................................................................................................. 202
Journey Checklist Tasks and Individual Compensation Plan Allocations ...................................................................... 203
Oracle Fusion Cloud Human Resources
Implementing Compensation

How You Let People Submit Personal Contributions When Earlier Contributions Are Pending Approval .............. 204

31 Payment Dates in Individual Compensation Plans 205

Sync Individual Compensation Plan Dates with the Projected Hire Date in an Offer ................................................. 205
Examples of How Payment Start Dates in an Offer Sync with the Projected Hire Date ............................................. 205
Sync Individual Compensation Plan Dates with the Start Date in a Pending Worker Action .................................... 206
Examples of How Payment Start Dates in a Pending Worker Action Sync with the Start Date ................................ 207
Payment End Date Considerations for Individual Compensation Plans ........................................................................ 208
How the Projected Hire, Start, or Submission Date Works in HR Actions .................................................................... 208

32 Access and Action Options, and Option Visibility in Individual 209

Compensation Plans
Plan Access Restrictions .......................................................................................................................................................... 209
The Difference Between Plan Access Restriction and Access Security .......................................................................... 210
Copy Individual Compensation Allocations During Local and Global Transfer ............................................................ 210
Individual Compensation Plan and Option Visibility ........................................................................................................... 211

33 Example Individual Compensation Plan Configurations 213

Spot Bonus and Stock Grant Plan Configuration ................................................................................................................ 213
Car Allowance Plan Configuration .......................................................................................................................................... 213
Charity or Savings Contribution Plan Configuration .......................................................................................................... 214

34 Compensation History 215

Compensation History Categories .......................................................................................................................................... 215
How You Set Up the Other Compensation and Recurring Payments Summary Data for Compensation History ... 216

35 Stock Grants 217

Manage Stock Grants in the Integrated Workbook ............................................................................................................. 217
FAQ ................................................................................................................................................................................................. 218

36 External Data 219

External Compensation Data ................................................................................................................................................... 219
Record Type Lookups for External Compensation Data ................................................................................................... 220
Import External Compensation Data in the Integrated Workbook ................................................................................. 220
How can I add external compensation data for multiple assignments? ......................................................................... 221
Delete External Data in Compensation .................................................................................................................................. 221
Oracle Fusion Cloud Human Resources
Implementing Compensation

37 Workforce Compensation Overview, Lookups, and Security 223

Overview of Workforce Compensation .................................................................................................................................. 223
Deep Links in Workforce Compensation .............................................................................................................................. 223
Reason Lookups ......................................................................................................................................................................... 223
Nonmonetary Unit of Measure Lookups .............................................................................................................................. 224
User-Defined Column Lookups .............................................................................................................................................. 224
Workforce Compensation Security ......................................................................................................................................... 225
Considerations for Securing Access to Workforce Compensation Plans and Task Worksheets ................................ 226

38 Workforce Compensation Plans Overview 227

Overview of Workforce Compensation Plan Configuration .............................................................................................. 227
Performance Considerations for Workforce Compensation Plans .................................................................................. 227

39 Foundation: Plan Details in Workforce Compensation 229

Employment Records to Use in the Compensation Cycle ................................................................................................ 229
Active and Inactive Workforce Compensation Plans ......................................................................................................... 230
Actions and Reasons in Workforce Compensation ............................................................................................................ 230

40 Foundation: Plan Eligibility and Cycles in Workforce Compensation 233

Workforce Compensation Plan Eligibility .............................................................................................................................. 233
How Required and Optional Profiles Determine Compensation Eligibility .................................................................... 233
Option to Track People Ineligible for a Workforce Compensation Plan ......................................................................... 234
How the Options to Track and Hide Ineligible People Affect Plan Worksheets ............................................................ 234
Eligibility Profile Testing for a Workforce Compensation Plan ......................................................................................... 235
Workforce Compensation Plan Cycle Dates ......................................................................................................................... 235

41 Foundation: Hierarchies in Workforce Compensation Plans 237

Workforce Compensation Plan Hierarchies .......................................................................................................................... 237
Options to Configure Workforce Compensation Plan Hierarchies .................................................................................. 238
Formula Type Is Compensation Hierarchy Determination ................................................................................................ 239
Formula Type Is Compensation Default Access Level ....................................................................................................... 241

42 Foundation: Plan Currency, Access, Feedback Survey, and Info in 245

Workforce Compensation
Workforce Compensation Plan Currency .............................................................................................................................. 245
Oracle Fusion Cloud Human Resources
Implementing Compensation

Workforce Compensation Plan Access ................................................................................................................................. 245

Delivered User Roles and Duty Roles .................................................................................................................................... 246
How Plan Access, Eligibility, and Default Access Level for Plan Hierarchies Work Together ..................................... 247
Workforce Compensation Plan Feedback Survey ............................................................................................................... 247
Workforce Compensation Plan Information ........................................................................................................................ 248

43 Budgets: Budget Display in Workforce Compensation Plans 249

Overview of Budget Display in Workforce Compensation Plans ..................................................................................... 249
Overview Configuration in Budget Display .......................................................................................................................... 249
Summary Configuration in Budget Display ......................................................................................................................... 249
Detail Table Configuration in Budget Display ..................................................................................................................... 250
Worker List Configuration in Budget Display ....................................................................................................................... 251
Actions Configuration in Budget Display ............................................................................................................................. 252
Information Configuration in Budget Display ...................................................................................................................... 253

44 Budgets Budget Pools in Workforce Compensation Plans 255

Overview of Budget Pools in Workforce Compensation Plans ........................................................................................ 255
Budgeting Methods in Workforce Compensation Plan Budget Pools ............................................................................ 255
Budget Storage Methods in Workforce Compensation Plan Budget Pools .................................................................. 256
Automatically Publish Budgets in a Workforce Compensation Plan .............................................................................. 257
Budget Is in Nonmonetary Units for a Workforce Compensation Plan ......................................................................... 258
Reset Amounts When Budgets Are Unpublished in a Workforce Compensation Plan ............................................... 259
Budget Enforcement Options for Workforce Compensation Plan Budget Pools ......................................................... 260
Prevent Allocations When Budgets Are Null ........................................................................................................................ 261
Budget Group Options for Workforce Compensation Plan Budget Pools ..................................................................... 262

45 Worksheets: Overview and Basic Configuration Processes for Key 263

Columns and Actions
Overview of Task Worksheets in Workforce Compensation Plans .................................................................................. 263
Include Alerts in Task Worksheets ......................................................................................................................................... 264
Include a Budget Group in a Compensation Task Worksheet Summary ....................................................................... 265
Include Compensation Change Statements in Task Worksheets .................................................................................... 266
Include Compensation Component Columns in Task Worksheets ................................................................................. 266
Include Filters in Task Worksheets and Plan Reports ........................................................................................................ 267
Include Models in Task Worksheets ...................................................................................................................................... 267
Include Performance Rating Columns in Task Worksheets .............................................................................................. 268
Oracle Fusion Cloud Human Resources
Implementing Compensation

Notify People of Eligibility Changes, Reassignments, and Delegation Changes in a Workforce Compensation Plan
......................................................................................................................................................................................................... 268

46 Worksheets: Compensation Component 271

Compensation Components in Workforce Compensation Plan Worksheets ................................................................. 271
Compensation Component Number and Name, and Detail Table of Worksheet Display ........................................... 271
How the Compensation Component Display Order Affects Task Worksheets and Administrator Reports ............. 273
Local Currency Determination for Compensation Components ..................................................................................... 275
Nonmonetary Units for Compensation Components ........................................................................................................ 276
Budget Pools and Compensation Components .................................................................................................................. 276
How You Let Managers Track Off-Cycle and On-Cycle Compensation Against a Budget ......................................... 277
Configure Assignment Segments Options of a Compensation Component ................................................................ 277
Eligibility Profiles of Compensation Components .............................................................................................................. 278
Eligibility Profile Testing for a Compensation Component .............................................................................................. 278
Formula Type Is Compensation Currency Selection .......................................................................................................... 279

47 Worksheets: Performance Ratings 281

Overview of Performance Ratings in Workforce Compensation Plan Worksheets ...................................................... 281
Performance Management Ratings in Workforce Compensation Plan Worksheets .................................................... 281
Reasons to Set Performance Document Properties ........................................................................................................... 282
How the Performance Template Selection Affects Other Document Properties ......................................................... 282
Compensation Performance Ratings in Workforce Compensation Plan Worksheets ................................................. 283
Calibrated Performance Ratings in a Workforce Compensation Plan ............................................................................ 284

48 Worksheets: Approvals and Notifications 285

Configure Approvals for Workforce Compensation Plan Worksheets ............................................................................ 285
Approval Modes in Worksheet Approvals Configuration .................................................................................................. 285
Submit Modes in Worksheet Approval Configuration ....................................................................................................... 286
Withdraw Modes in Worksheet Approvals Configuration ................................................................................................. 286
Alternate Approver Table in Worksheet Approval Configuration .................................................................................... 287
Configure Notifications for Workforce Compensation Plan Worksheets ....................................................................... 287
Can I configure workflow in workforce compensation to route plan changes for approval? .................................... 288

49 Worksheets: Examples of Alternate Approver Configurations 289

Alternate Approver for Workforce Compensation Plan Changes Is the Final Approver ............................................. 289
Alternate Approver for Workforce Compensation Plan Changes Precedes the Final Approver ............................... 290
Oracle Fusion Cloud Human Resources
Implementing Compensation

Alternate Approver for Workforce Compensation Plan Changes Is in the Middle of the Primary Plan Hierarchy ... 292

50 Worksheets: Compensation Change Statements 295

Overview of Compensation Change Statements in Workforce Compensation Plan Worksheets ............................. 295
Statement Groups, Templates, and Worker Statement Action for Compensation Change Statements .................. 295
How You Create a Change Statement Template ................................................................................................................. 296
Download Attribute List to Add to Template ....................................................................................................................... 297
How You Can Display Different Currencies In Your Statement Template ...................................................................... 297
Ways to Configure Statement Text ........................................................................................................................................ 297
Statement Generation Timing and Output Format for Compensation Change Statements ..................................... 299
How You Generate Statements for Multiple Workers ........................................................................................................ 299
Delivery Options for Compensation Change Statements ................................................................................................. 299
How Managers Can Print and Deliver Compensation Change Statements .................................................................. 299
How Managers Can Centrally Manage and Store Compensation Change Statements .............................................. 300
How You Format a Date Variable to Display Dates in a Specific Format ........................................................................ 301
How You Format Numeric Separators and Decimal Precision for Numeric Data ......................................................... 301
How You Find Errors in Statement Template ....................................................................................................................... 301
How You Format the Same Data Differently Based on a Worker’s Location ................................................................. 301
What's the difference between workforce compensation change statements and total compensation statements?
......................................................................................................................................................................................................... 302

51 Worksheets: Worksheet Display Configurations 303

Overview of Worksheet Display in Workforce Compensation Plans .............................................................................. 303
Configure the Summary Display for Compensation Task Worksheets .......................................................................... 304
Configure the Summary Displays for Communication, Performance, and Promotion Task Worksheets ............... 305
Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets ...... 307
Approval Subtabs, Columns, and Worker Details Columns Configuration for Approvals Task Worksheets ........... 308
Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets ................................................................................................................................................................................... 310
Information Configuration in All Task Worksheet Displays ................................................................................................ 311

52 Worksheets: Column Properties 313

General Properties of Worksheet Columns ........................................................................................................................... 313
Visibility and Access Properties of Worksheet Columns ................................................................................................... 314
Default Value Properties of Worksheet Columns ................................................................................................................ 315
Cross-Reference Column Properties ...................................................................................................................................... 316
Oracle Fusion Cloud Human Resources
Implementing Compensation

Formula Type Is Compensation Default and Override ....................................................................................................... 318

Sample Compensation Default and Override Formulas ................................................................................................... 320
Salary and Element Mapping Properties of Compensation Amount Columns ............................................................. 321
Post Incremental Itemized Salary Adjustments in a Workforce Compensation Plan to HR ........................................ 321
Post Salary Compensation Amounts to Simple Components in a Workforce Compensation Plan to HR ............... 322
Rate Application Result Options for Salary Adjustments to Simple Components ....................................................... 323
Considerations for Posting Salary Adjustments to Simple Components ....................................................................... 323
How to Post Back Salary Changes for People Whose FTE is Less Than 1 ..................................................................... 324
Rounding Rule Behavior When You Post Back Salary Changes for People Whose FTE is Less Than 1 ................... 324
Rounding Rule Behavior for Base Salary – Current Column ............................................................................................ 325

53 Worksheets: Dynamic Columns in Worksheet Display Configurations 327

Overview of Dynamic Columns in Workforce Compensation Plan Worksheets ........................................................... 327
Evaluation Order, Sequence, and the Default Condition of Dynamic Worksheet Columns ....................................... 327
Triggering Events for Conditions of Dynamic Columns and Alerts ................................................................................ 328
Descriptions for Dynamic Worksheet Column Conditions ................................................................................................ 329
Basic and Advanced Tabs When Building a Condition for a Dynamic Column or an Alert ........................................ 329
Configure the Compensation Amount Dynamic Column of the Bonus Component to Reward High Performers .. 330
When to Use a Fast Formula or Dynamic Column to Display Information in a Worksheet Column ......................... 332
Copy Dynamic Column Configurations ................................................................................................................................. 333

54 Worksheets: Configuration Guidance for Salary and Budget Component 335

Columns, and Promotion Effective Date
Guidelines to Configure the Eligible Salary Component Columns .................................................................................. 335
Guidelines to Configure the Budget Amount - Worker Component Columns ............................................................. 335
Guidelines to Allocate Compensation as Percentage of Budget ..................................................................................... 336
Guidelines to Configure Default Values for the Promotion Effective Date Column ..................................................... 337
Update Grade Step as Part of a Workforce Compensation Cycle .................................................................................... 337
Proposed Grade Column When You Update the Grade Step ........................................................................................... 338
Worksheet Effects When You Update the Grade Step ....................................................................................................... 338
Base Salary - New Column When You Update the Grade Step ....................................................................................... 339
Downloaded Workbook When You Update the Grade Step ............................................................................................. 339

55 Worksheets: Miscellaneous Rate Component Columns, User-Defined 341

Columns, and External Data in Task Worksheets
Miscellaneous Rate Component Columns and User-Defined Columns ......................................................................... 341
Configure User-Defined Columns of a Workforce Compensation Plan Worksheet to Show External Data ............ 341
Oracle Fusion Cloud Human Resources
Implementing Compensation

56 Worksheets: Default Worksheet Display and Individual Worker Display 343

Default Display Settings for Workforce Compensation Plan Worksheets ...................................................................... 343
Overview of Individual Worker Display in Workforce Compensation Plan Worksheets .............................................. 343
Individual Worker Page Content in Workforce Compensation Plan Worksheets ......................................................... 344

57 Worksheets: Alerts 347

Overview of Alerts in Workforce Compensation Plan Worksheets ................................................................................. 347
Predefined Alerts for Workforce Compensation Plan Worksheets ................................................................................. 347
Alert Types for Workforce Compensation ............................................................................................................................ 348
Example Alert to Warn Managers That Their Allocated Compensation Amounts Changed ..................................... 348
Example Alert to Prevent Managers from Allocating More Than the Targeted Compensation ............................... 348
Example Alert to Notify Managers When the New Base Salary Is Greater Than the Range Maximum ................... 349

58 Worksheets: Assignment Segments 351

Overview of Assignment Segments in Workforce Compensation Plan Worksheets .................................................... 351
Basic Process to Configure Worksheet Assignment Segments ........................................................................................ 351
Data for Worksheet Assignment Segments ......................................................................................................................... 353
Visibility, Ability to Update, and Restrictions for Worksheet Assignment Segments .................................................. 354
Eligibility of Worksheet Assignment Segments .................................................................................................................. 354
The Start Workforce Compensation Cycle Process and Assignment Segments .......................................................... 355
The Refresh Workforce Compensation Data Process and Assignment Segments ...................................................... 356

59 Modeling, Reports, Filters, and Plan Analytics 357

Overview of Modeling in Workforce Compensation Plan Worksheets ........................................................................... 357
Overview of Reports in Workforce Compensation Plans .................................................................................................. 357
Administrator and Line Manager Access to OTBI and OBIEE Reports Used in Workforce Compensation Plans .... 358
How You Add Dashboard OTBI Reports to the Workforce Compensation Landing Page .......................................... 358
Dimensions and Range Increments in Worksheet Models and Plan Reports ............................................................... 359
Overview of Filters in Workforce Compensation Plan Worksheets and Reports ......................................................... 360
Overview of Landing Page Analytics in Workforce Compensation Plans ..................................................................... 360

60 Validation and Processing 363

Overview of Plan Validation and Starting the Workforce Compensation Cycle ........................................................... 363

61 Global Compensation Settings 365

General and Watchlist Global Settings for Workforce Compensation Plans ................................................................. 365
Oracle Fusion Cloud Human Resources
Implementing Compensation

Global Setting Options for Workforce Compensation Plan Notifications ...................................................................... 365
How Workforce Compensation Plan Notifications Work .................................................................................................. 366
Header and Message Text for All Workforce Compensation Plan Notifications .......................................................... 368
How can I configure the content that appears in the workforce compensation submit for approval notification? .. 369

62 Workforce Compensation Administration Overview 371

Prepare to Start a Workforce Compensation Cycle ............................................................................................................. 371
Administer Individuals and Plans During a Workforce Compensation Cycle ................................................................ 372
Close a Workforce Compensation Cycle ............................................................................................................................... 374

63 Workforce Compensation Batch Processes to Start a Compensation Cycle 375

and Refresh Data
Start Workforce Compensation Cycle and Synchronize Hierarchy Processes .............................................................. 375
Plan Not in the Choice List of the Start Workforce Compensation Cycle Process ....................................................... 376
Refresh Workforce Compensation Data Process ................................................................................................................ 376
Refresh Options for the Refresh Workforce Compensation Data Process .................................................................... 377
Formula Type Is Compensation Person Selection .............................................................................................................. 379

64 Workforce Compensation Batch Process to Transfer Workforce 383

Compensation Data
Transfer Workforce Compensation Data to HR Process .................................................................................................... 383
Element and Salary Details of Transfer Workforce Compensation Data to HR Process ............................................. 384
Stock Details of Transfer Workforce Compensation Data to HR Process ...................................................................... 384
Promotion Details of Transfer Workforce Compensation Data to HR Process ............................................................. 385
Other Details of Transfer Workforce Compensation Data to HR Process ...................................................................... 385

65 Workforce Compensation Batch Processes to Back Out and Purge Data, 387
Notify Managers, and Process Change Statement
Back Out and Purge Workforce Compensation Data Processes ..................................................................................... 387
Notify Managers About Workforce Compensation Plan Due Dates and Cycle Status Change Processes .............. 387
Process Workforce Compensation Change Statements Process .................................................................................... 388
People Can't See Their Workforce Compensation Change Statements ........................................................................ 388

66 View Compensation Administration Reports 389

Compensation and Budget Analysis Reports for Workforce Compensation ................................................................ 389
Promotions and Performance Reports for Workforce Compensation ........................................................................... 389
Oracle Fusion Cloud Human Resources
Implementing Compensation

Status and Monitoring Reports for Workforce Compensation ........................................................................................ 390

Data Processed Reports for Workforce Compensation ...................................................................................................... 391
Consolidated Posting Summary Report Data ...................................................................................................................... 391
Exports for Workforce Compensation ................................................................................................................................... 392
Batch Process Monitoring for Workforce Compensation .................................................................................................. 392
Discrimination Detection Report ............................................................................................................................................ 393

67 Active Workforce Compensation Plans and Manual Currency Conversion 395

Rates
Active Workforce Compensation Plans ................................................................................................................................. 395
Add and Change Currency Conversion Rates for a Workforce Compensation Plan Cycle ......................................... 395

68 Administer Workforce Compensation for Workers 397

Administer Individuals During Workforce Compensation Cycles .................................................................................... 397
Reprocess an Individual or Add Them to a Workforce Compensation Plan and Cycle ............................................... 397
Administer an Individual's Hierarchies and Access for a Workforce Compensation Plan Cycle ............................... 398
Administer an Individual's Manager and Processing Statuses, and Due Date for a Workforce Compensation Plan
Cycle .............................................................................................................................................................................................. 399
Administer an Individual's Eligibility for a Specific Workforce Compensation Plan Cycle ......................................... 399
Adjust Manager-Level Budgets Stored as Percentages ................................................................................................... 400

69 Examples of When to Reprocess an Individual after Starting a Workforce 401

Compensation Plan Cycle
Someone Transfers into an Organization After the Workforce Compensation Cycle Starts ...................................... 401
Someone's Data Is Corrected in HR After the Workforce Compensation Cycle Starts ................................................ 401
Someone Leaves an Organization After the Workforce Compensation Cycle Starts .................................................. 401
A Contingent Worker Becomes a Regular Worker After the Workforce Compensation Cycle Starts ....................... 402

70 Total Compensation Statement Overview 403

Guidelines to Create Total Compensation Statement Definitions .................................................................................. 403
Overview of Creating a Total Compensation Statement .................................................................................................. 404
Display Options in Statements ............................................................................................................................................... 406

71 Total Compensation Statement Components 411

Compensation Items and Sources .......................................................................................................................................... 411
Oracle Fusion Cloud Human Resources
Implementing Compensation

Formula Type for Total Compensation Item ......................................................................................................................... 413

Compensation Category Types ............................................................................................................................................... 417
Compensation Categories and Subcategories ..................................................................................................................... 418
Options to Display Category Details in a Compensation Statement .............................................................................. 419
Best Practices for Planning Statement Definitions ............................................................................................................ 420
Total Compensation Statement Options ............................................................................................................................... 421
Options to Include Descriptive Text in Compensation Statements ................................................................................ 422
Options to Configure Statement Periods, Welcome Message, and Feedback .............................................................. 423
Options to Configure Statement Eligibility and Summary Page ..................................................................................... 424
Printable Statement Templates ............................................................................................................................................... 425
FAQs .............................................................................................................................................................................................. 426

72 Total Compensation Examples 429

Create a Bonus Category ......................................................................................................................................................... 429
Create a Benefits Category ...................................................................................................................................................... 431
Create a User-Defined Category for Commissions ............................................................................................................ 435
Create a Stock History Category ............................................................................................................................................ 437
Create a Total Compensation Statement ............................................................................................................................. 439
Oracle Fusion Cloud Human Resources
Implementing Compensation
Oracle Fusion Cloud Human Resources Get Help
Implementing Compensation

Get Help
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Oracle Fusion Cloud Human Resources Get Help
Implementing Compensation

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Oracle Fusion Cloud Human Resources Chapter 1
Implementing Compensation Overview of Compensation

1 Overview of Compensation

Overview of Compensation Setup

You can plan and allocate salary and compensation for individuals and your workforce. You can also communicate
compensation information to individuals.

To get started implementing compensation, you need to have the Application Implementation Consultant role. With
that role, you can opt into the Compensation Management offering in the Setup and Maintenance work area. You can
also enable the relevant functional areas for your business.

Functional Area Description

Base Pay Collect and store salary information and pass it to payroll for processing. Also set up salary ranges
and metrics to help managers and HR specialists follow organizational policies when proposing and
approving salary changes. For example, a manager reviewing salary information for a promotion sees
that the salary is just below the midpoint of the person's grade rate. The person is a high performer, so
the manager decides to increase the salary change to be above the midpoint.

Grade Step Progression Automate people's progression through grade ladders according to eligibility criteria and rules that
reflect your progression policies. Also propose a new salary amount for the progression, or even
automatically update the salary amount. For example, automatically promote someone to the next
step of a progression grade ladder after 1 year when their performance rates 4 or higher.

Individual Compensation Design compensation plans that let managers and HR specialists allocate off-cycle compensation
to individuals, such as bonuses, tuition reimbursement, or allowances. Also design plans that let
individuals contribute to charities or savings plans. And, identify the compensation awards that
individuals can see in their compensation history.

Workforce Compensation Create compensation plans and cycles used for compensating a group of workers. Configure the type
of compensation allocated, the information displayed to managers, and whether to use budgeting.
Also configure eligibility criteria for the plan or component, and the approval hierarchy.

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Implementing Compensation Overview of Compensation

Functional Area Description

Total Compensation Statements Design and deliver statements for individuals that can include traditional forms of pay, such as salary
and individual compensation awards. You can also include nontraditional forms of pay, such as fringe
benefits, cost of benefits, and paid time off.

Market Data Analyze compensation survey data, survey jobs, survey job structures, and other survey attributes.
Survey data can include key metrics, such as percentiles and deciles.

Related Topics
• Plan Your Implementation

How Eligibility Works With Other Objects

You add eligibility criteria to an eligibility profile, and then associate the profile with an object that restricts eligibility.

The following figure shows the relationships between eligibility components.

Eligibility Criteria
You can add different types of eligibility criteria to an eligibility profile. For many common criteria, such as gender or
employment status, you can select from a list of predefined criteria values. However, you must create user-defined
criteria and derived factors before you can add them to an eligibility profile.

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Oracle Fusion Cloud Human Resources Chapter 1
Implementing Compensation Overview of Compensation

Eligibility Profile
When you add an eligibility criterion to a profile, you define how to use it to determine eligibility. For example, when you
add gender as a criterion, you must specify a gender value (male or female) and whether to include or exclude persons
who match that value.

Associating the Profile with Objects

This table describes associating eligibility profiles with different kinds of objects and whether you can attach more than
one profile.

Object that Uses an Eligibility Profile Purpose Whether You Can Attach More Than One
Profile?

Variable rate or variable coverage profile Establish the criteria required to qualify for that No
rate or coverage

Checklist task Control whether that task appears in an No

allocated checklist

Total compensation statement Apply additional eligibility criteria after No

statement generation population parameters

Benefits object Establish the eligibility criteria for specific Yes

programs, plans, and options

Compensation object Establish the eligibility for specific plans and Yes
options

Performance documents Establish the eligibility for performance Yes

documents

Check-in templates Establish the eligibility to use check-in Yes

templates for creating check-in documents

Goal plans or goal mass assignments Establish eligibility for the goal Yes

Absence plan Determine the workers who are eligible to Yes

record an absence that belongs to that plan

Related Topics
• Eligibility Profiles
• User-Defined Criteria
• Derived Factors

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Oracle Fusion Cloud Human Resources Chapter 1
Implementing Compensation Overview of Compensation

Eligibility Profiles
Create eligibility profiles to define criteria that determine whether a person qualifies for objects that you associate the
profile with. You can associate eligibility profiles with objects in a variety of business processes.

The following are key aspects of working with eligibility profiles:

• Planning and prerequisites
• Specifying the profile type, usage, and assignment usage
• Defining eligibility criteria
• Excluding from eligibility
• Assigning sequence numbers
• Adding multiple criteria
• Viewing the criteria hierarchy

Planning and Prerequisites

Before you create an eligibility profile, consider the following:

• If an eligibility profile uses any of the following to establish eligibility, you must create them before you create
the eligibility profile:
◦ Derived factors
◦ User-defined formulas
◦ User-defined criteria

• Consider whether to combine criteria into one profile or create separate profiles depending on:
◦ Whether the object for which you're creating eligibility accepts only one eligibility profile or more than
one
◦ Performance considerations

• Use names that identify the criteria being defined rather than the object with which the profile is associated,
because eligibility profiles are reusable.
Example: Use Age20-25+NonSmoker rather than Supplemental Life-Minimum Rate.

Specifying Profile Type, Usage, and Assignment Usage

This table describes the basic profile attributes that you specify when you create an eligibility profile:

Setting Description

Profile Type Use only dependent profiles for Benefits plans or plan types when determining eligibility of
participants' spouses, family members, or other individuals who qualify as dependents.

All other profiles are participant profiles.

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Oracle Fusion Cloud Human Resources Chapter 1
Implementing Compensation Overview of Compensation

Setting Description

Usage Determines the type of objects the participant profile can be associated with, such as benefits offerings
and rates, compensation plans, checklist tasks, goal plans or mass goal assignments, or performance
documents.

Selecting Global makes the profile available to multiple business process usages.

Assignment to Use Determines the assignment that the eligibility process evaluates for the person

• Select Specific assignment when the usage is Compensation or Performance.

• Select a value that includes benefit relationship when the usage is Benefits. You select this
value to restrict eligibility evaluation to active assignments that are associated with the benefits
relationship of the person on a given date. If you select other values, then you might need to
include eligibility criteria to exclude inactive assignments.
• Select one of the following values for all other usages, such as total compensation statements:

◦ Any assignment - enterprise

◦ Employee assignment only - enterprise

◦ Primary employee assignment only - enterprise

Defining Eligibility Criteria

Here's the list of eligibility criteria that you can use to configure benefit offerings:

Category Description

Personal • Gender
• Person Type
• Disabled
• Uses Tobacco
• Service Areas
• Home Location
• Postal Code Ranges
• Leave of Absence
• Termination Reason
• Qualification
• Competency
• Marital Status
• Religion

Employment • Assignment Status

• Hourly or Salaried
• Assignment Category

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Category Description

• Grade
• Job
• Position
• Payroll
• Salary Basis
• Department
• Legal Entities
• Performance Rating
• Quartile in Range
• Work Location
• Range of Scheduled Hours
• People Manager
• Job Function
• Job Family
• Hire Date
• Probation Period
• Business Unit

Derived factors • Age

• Length of Service
• Compensation
• Hours Worked
• Full-Time Equivalent
• Combined Age and Length of Service
• Benefit Groups
• Health Coverage Selected
• Participation in Another Plan
• Formula
• User-Defined Criteria

Other • Benefit Groups

• Health Coverage Selected
• Participation in Another Plan
• Formula
• User-Defined Criteria

Related coverage • Covered by Another Plan

• Covered by Another Plan in Program
• Covered by Another Plan Type in Program
• Covered by Another Program

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Category Description

• Dependent Eligible for Another Plan Type in Program

• Eligible for Another Plan
• Eligible for Another Plan Type in Program
• Enrolled in Another Option in Plan
• Enrolled in Another Plan
• Enrolled in Another Plan in Program
• Enrolled in Another Plan Type in Program
• Enrolled in Another Program
• Other Coverage

Labor Relations • Bargaining Unit

• Labor Union Member
• Union
• Collective Agreement

Some criteria, such as gender, provide a fixed set of choices. The choices for other criteria, such as person type, are
based on values defined in tables. You can define multiple criteria for a given criteria type.

Excluding from Eligibility

For each eligibility criterion that you add to a profile, you can indicate whether persons who meet the criterion are
considered eligible or are excluded from eligibility. For example, an age factor can include persons between 20 and 25
years old or exclude persons over 65.

If you:

• Exclude certain age bands, then all age bands not explicitly excluded are automatically included.
• Include certain age bands, then all age bands not explicitly included are automatically excluded.

Assigning Sequence Numbers

You must assign a sequence number to each criterion. The sequence determines the order in which the criterion is
evaluated relative to other criteria of the same type.

Adding Multiple Criteria

If you define multiple values for the same criteria type, such as two postal code ranges, a person must satisfy at least
one of the criteria to be considered eligible. For example, a person who resides in either postal range is eligible.

If you include multiple criteria of different types, such as gender and age, a person must meet at least one criterion
defined for each criteria type.

Viewing the Criteria Hierarchy

Select the View Hierarchy tab to see a list of all criteria that you have saved for this profile. The list is arranged by criteria
type.

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Related Topics
• Create a Participant Eligibility Profile
• Examples of Eligibility Profiles
• Derived Factors
• User-Defined Criteria
• Single or Multiple Eligibility Profiles

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Oracle Fusion Cloud Human Resources Chapter 2
Implementing Compensation Setup and Maintenance Tasks

2 Setup and Maintenance Tasks

Base Pay Setup and Maintenance Tasks

You can calculate, adjust, and maintain salary and hourly earnings for your people by completing these setup tasks in
the sequence listed.

Task Name Description Recommended Help

Elements Create legislative data group (LDG) payroll • Create a Payroll Element to Use with
elements to use when you configure salary Salary Bases
bases. For example, create recurring standard
earnings to handle annual salaries and hourly • Troubleshoot Salary-Related Issues
earnings.

Grades Create grades that record people's level of • Grades

compensation. And define one or more grades
that apply for jobs and positions. You use • How Grades, Grade Rates, and Sets Work
the grade rates for grades to validate salary with Legislative Data Groups
proposals.

Grade Rates Create grade rates to hold the pay values • Grade Rates
related to each grade. Grade rates linked to
salary bases typically serve as guidelines to • How Grades, Grade Rates, and Sets Work
validate that proposed salary is appropriate for with Legislative Data Groups
that grade.

Progression Grade Ladder Optionally create progression grade ladders • Grade Step Progression Setup and
to automatically move people from one grade, Maintenance Tasks
or grade and step, to the next level in a grade
ladder. For example, you want to automatically • How You Validate Salary Changes with the
move new hires to the next step after their first Grade Range
6 months on the job. • Troubleshoot Salary-Related Issues

Compensation Zones Optionally create compensation zone and • Overview of Salary Range Differentials
zone types to use in salary range differentials
that adjust base ranges by compensation or • Configure Compensation Zone Types and
wage regions. For example, you want to pay Zones
everyone working on the East Coast of the US
at 1.1 times the standard grade rate. You want
to pay everyone working on the West Coast at
1.2 times. You pay Central people the standard
grade rate and everyone in the South at 0.8
times.

Salary Range Differentials Optionally create salary range differentials to • Overview of Salary Range Differentials
adjust base salary ranges from the grade rate
associated with the salary basis. Differentials • Configure Salary Range Differentials
vary, for example, to reflect the cost of living in • How You Validate Salary Changes with the
different locations or the relative ease of hiring. Grade Range
You use these differentials when configuring
salary bases.

Configure Actions Optionally add actions to identify the cause Action Framework
when creating or changing salary. For example,

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Oracle Fusion Cloud Human Resources Chapter 2
Implementing Compensation Setup and Maintenance Tasks

Task Name Description Recommended Help

track that salary changed as part of a

promotion or transfer.

Action Reasons Optionally add reasons to associate with Action Framework

actions, mostly for reporting and analysis. For
example, when a manager changes someone's
salary as part of a transfer, have them indicate
whether it's because of cost of living.

Manage Common Lookups Optionally change or add components to the • Incremental Salary Component Lookups
CMP_SALARY_COMPONENTS and ORA_
CMP_SIMPLE_SALARY_COMPS lookup types • Simple Salary Component Lookups
to better support your reporting policies for
salary allocations. You use the incremental or
simple salary components when configuring
salary bases that let HR specialists and
managers itemize new or adjusted salary. The
itemizations reflect the different reasons for
their allocations.

Salary Basis Create salary bases that get used when creating • Overview of Base Pay Configuration
salary and help with processing. For example,
salary basis settings get used to decide salary • How Many Salary Bases to Create
amounts, currency, frequency, and metrics. And • Salary Basis Options for Determining
the payroll element linked to the salary basis Salary Amount
holds the salary amount, which gets passed to
payroll for processing. • Considerations for Using Salary Bases with
Incremental Components versus Simple
Components

Manage Task Configurations for Human Capital Optionally change default approval workflows • How Default Approval Tasks for Salary and
Management to support your salary change policies. For Individual Compensation Work
example, automatically approve salary changes
proposed by HR specialists. Route approvals • Troubleshoot Salary-Related Issues
based on country and amount. And specify the
levels of approval using grades.

Manage Profile Options Enable the applicable salary actions controlled • CMP_COMPENSATION_RESPONSIVE_ENABLED
by profile options. For example, let people use Profile Option
HCM Data Loader to load salary changes when
related salary is pending approval. Prevent • ORA_CMP_LGT_WHEN_MISSING_SALARY_DATASECU
people who don't have access to the source Profile Option
assignment salary from proposing salary • BIP_ONLINE_NOTIFICATION_HCM_COMPENSATION
during global transfers. And copy future salary Profile Option
changes during local and global transfers.
Also, if you're going to use autocomplete rules • Get Started with Autocomplete Rules
with salary objects, you need to expose the
• Overview of Profile Options
Autocomplete Rules feature.
• Create and Edit Profile Options

Sandboxes Enable a sandbox to access the HCM • How You Enable Access to Autocomplete
Experience Design Studio and Autocomplete Rules
Rules for the Salary object. You can either
manually create and enable a sandbox or • Overview of Salary
automatically create it. • Delivered Rules for Salary
• General Considerations for Salary
• Prepare to Move Salary Rules to
Production Environments

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Implementing Compensation Setup and Maintenance Tasks

Security Reference
The tasks that people can do and the data that they can see depend on their roles, duties, and privileges. For
information about these factors, see these two guides:

• Securing HCM
• Security Reference for HCM

Individual Compensation Setup and Maintenance Tasks

You can let people award compensation outside of the regular compensation cycle and manage personal contributions.
To do this, complete these setup tasks in the sequence listed.

Task Name Description Recommended Help

Elements Create legislative data group (LDG) payroll • Create a Payroll Element to Use with
elements to use when you configure individual Individual Compensation Plans
compensation plans. For example, create
recurring standard earnings to handle vehicle
or gym allowances. Create information
elements to handle stock grants and to store
nonmonetary information, such as durations or
points. Create recurring voluntary deductions
to handle savings plans and charitable
contributions. And create nonrecurring
voluntary deductions to handle onetime
charitable contributions.

Configure Actions Optionally add HR actions that specify access • Action Framework
to individual compensation plans. For example,
you can add the Transfer action to a moving • Plan Access Restrictions in an Individual
allowance plan to make the plan available when Compensation Plan Configuration
people transfer someone using that action. • Plan Access Restrictions

Eligibility Profiles Optionally create eligibility profiles to define • How Eligibility Works With Other Objects
criteria that decide whether a person qualifies
for the linked individual compensation plan • Eligibility Profiles
option. For example, identify appropriate
vehicle allowance options based on people's job
title and proximity to a specific office.

Document Types Optionally create document types to link • Document Type Settings for Individual
with options for individual compensation Compensation
plans. You can then request or require people
proposing allocations for the options attach • Options in an Individual Compensation
supporting documents. Approvers can use the Plan Configuration
documents when deciding to approve or reject
the proposals. For example, set up a vehicle
allowance option to require a vehicle details
document.

Individual Compensation Plans Create the individual compensation plans • Overview of Individual Compensation
that let managers and HR specialists award
compensation outside of the regular • Plan Access Restrictions
compensation cycle. For example, let managers
give spot bonuses or grant stock shares.

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Implementing Compensation Setup and Maintenance Tasks

Task Name Description Recommended Help

• Spot Bonus and Stock Grant Plan

Configuration
• Car Allowance Plan Configuration
• Charity or Savings Contribution Plan
Configuration

Manage Task Configurations for Human Capital Optionally change default approval workflows • How Default Approval Tasks for Salary and
Management to support your individual compensation Individual Compensation Work
allocation policies. For example, automatically
approve personal contributions. And route • How You Configure Different Approval
individual compensation and administer Flows for Individual Compensation
compensation allocations for approval. Allocations and Personal Contributions

Manage Profile Options Enable the applicable individual compensation • BIP_ONLINE_NOTIFICATION_HCM_COMPENSATION

actions controlled by profile options. For Profile Option
example, allow people to submit more personal
contributions while other contributions are • CMP_DISABLE_PENDING_APPROVALS_CHECK_IN_MA
still pending approval. Enable only people Profile Option
with relevant security privileges maintain • ORA_CMP_BIP_IC_SHOW_INPUT_VALUES
individual compensation in HR actions that Profile Option
have the section. And prevent people from
submitting a Personal Contribution, an • Overview of Profile Options
Individual Compensation, or an Administer
• Create and Edit Profile Options
Compensation action without making changes.

Map Third-Party Plans Create maps between plans and plan • None
components to transition third-party plans to
individual compensation plans.

Security Reference
The tasks that people can do and the data that they can see depend on their roles, duties, and privileges. For
information about these factors, see these two guides:

• Securing HCM
• Security Reference for HCM

Grade Step Progression Setup and Maintenance Tasks

You can move people automatically from one grade, or grade and step, to the next level in a grade ladder using grade
step progression. To do this, complete these setup tasks in the sequence listed.

Task Name Description Recommended Help

Manage Common Lookups Optionally, create groups for progression grade • Overview of Lookups
ladders using the ORA_CMP_GSP_GRADE_
LADDER_GRP lookup. You can associate • Basic Process to Manage Grade Step
progression grade ladders with a group. Then Progression
you can use the group of ladders instead of
a single ladder when processing grade step
progressions.

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Implementing Compensation Setup and Maintenance Tasks

Task Name Description Recommended Help

Progression Grade Ladder Create progression grade ladders with the • Basic Process to Manage Grade Step
grades, or grades and steps, that people should Progression
progress through, and the rules for progression.
For example, you create a grade ladder for • Create a Progression Grade Ladder for
manufacturing workers with the Job Assembly Batch Processing
II grade. The grade has three steps. Progression • Overview of HCM Data Loader
rules move people with that grade from 1 step
to the next, every 6 months. • Guidelines for Using HCM Spreadsheet
Data Loader
• Guidelines for Loading Progression Grade
Ladders
• Guidelines for Loading Progression Grade
Rates

Configure Global Settings (if the Redwood Review the default online and batch settings • Global Compensation Settings for
experience isn’t enabled) for grade step progression, and change as Defaulting Salary from Grade Ladder Rates
appropriate.
Grade Step Progression Settings (if the • Batch Settings for Grade Step Progression
Redwood experience is enabled) Processing
• Batch Error Conditions for Assignment
Date in Grade Step Progression Processing
• Batch Error Conditions for Salary Date in
Grade Step Progression Processing

Run Grade Step Progression Schedule the Run Grade Step Progression • Overview of Grade Step Progression
process to identify the assignments eligible to Processing
progress to a new grade or step.
• Run Grade Step Progression Process

Synchronize Grade Step Rate Run the Synchronize Grade Step Rate process • Overview of Grade Step Progression
according to your policies, to change people's Processing
salaries after the underlying rates for the
grades or steps change. • Synchronize Grade Step Rate Process

Security Reference
The tasks that people can do and the data that they can see depend on their roles, duties, and privileges. For
information about these factors, see these two guides:

• Securing HCM
• Security Reference for HCM

Workforce Compensation Setup and Maintenance Tasks

Complete these setup tasks to enable managers to award compensation within the regular compensation cycle.

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Implementing Compensation Setup and Maintenance Tasks

Workforce Compensation Setup and Maintenance Tasks

Task Name Description Recommended Help

Manage Workforce Compensation Lookups Review and maintain lookup values for budget • Reason Lookups
audit history, such as initial budget and budget
distributed by manager. • Nonmonetary Unit of Measure Lookups
• User-Defined Column Lookups

Workforce Compensation Plans Create and maintain compensation plans and • Overview of Workforce Compensation Plan
associated budget details. Configuration

Configure Compensation History Specify the payroll elements and input values • Compensation History Categories
that make up a worker's compensation history.
• How You Set Up the Other Compensation
and Recurring Payments Summary Data
for Compensation History

Configure Global Compensation Settings Configure properties, such as stock price and • General and Watchlist Global Settings for
watchlist availability, that apply to all group Workforce Compensation Plans
compensation plans.
• Global Setting Options for Workforce
Compensation Plan Notifications

Configure Compensation Batch Processes Configure processing parameters, such as the • Start Workforce Compensation Cycle and
maximum number of errors allowed, for each Synchronize Hierarchy Processes
batch process.
• Refresh Workforce Compensation Data
Process
• Transfer Workforce Compensation Data to
HR Process
• Back Out and Purge Workforce
Compensation Data Processes
• Process Workforce Compensation Change
Statements Process

Elements Review predefined earnings and deduction • Define Elements, Balances, and Formulas
elements and create new ones, using a
questionnaire that automatically generates
the related balances, formulas, and other
components.

Fast Formulas Review predefined formulas and create new • Define Elements, Balances, and Formulas
ones to validate or calculate data for benefits,
human resources, absences, or payroll. • Overview of Using Formulas

Derived Factors Create and update application-calculated • Derived Factors

eligibility criteria that can change over time,
such as participant age or length of service.

Manage Action Reasons Review predefined action reasons that track • Action Framework
changes to data, and create new ones.

Profile Rating Models Create and update models for rating the • Rating Models
performance, potential, and proficiency level of
workers.

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Security Reference
The tasks that people can do and the data that they can see depend on their roles, duties, and privileges. For
information about these factors, see these two guides:

• Securing HCM
• Security Reference for HCM

Related Topics
• Overview of Workforce Compensation

Total Compensation Statements Setup and Maintenance

Tasks
Complete these setup tasks to enable people to define and generate a total compensation statement.

Total Compensation Statements Setup and Maintenance Tasks

Task List Task Name Description Recommended Help

Define Total Compensation Configure the design, content, • Overview of Creating a Total
Statements and delivery of a compensation Compensation Statement
statement that includes
nontraditional forms of pay. For
example, you can include fringe
benefits, cost of benefits, and paid
time off, as well as base pay and
variable compensation.

Compensation Items Create the lowest level of detail • Compensation Items and
displayed in total compensation Sources
statements originating from
sources such as payroll balances or
element entries.

Compensation Categories Create and configure categories • Compensation Category

to display similar types of Types
compensation information in
tabular format in compensation • Compensation Categories and
statements. Subcategories

Statement Definitions Create and configure statement • Guidelines to Create Total

definitions that determine the Compensation Statement
structure and period of the Definitions
statement, the compensation
displayed, and the graphs and • Best Practices for Planning
information text that appear on the Statement Definitions
statement.

Configure Global Settings Configure options, such as stock • Overview of Creating a Total
price and watchlist availability, that Compensation Statement
apply to all generated statements.

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Oracle Fusion Cloud Human Resources Chapter 2
Implementing Compensation Setup and Maintenance Tasks

Task List Task Name Description Recommended Help

Manage External Compensation Manage lookup type used to • External Compensation Data
Data Lookups identify and categorize data from
a third-party application that you • Record Type Lookups for
import for use in a compensation External Compensation Data
business process.

Configure Compensation Batch Configure processing parameters, • Overview of Creating a Total

Parameters such as the maximum number Compensation Statement
of errors allowed, for each batch
process.

Manage Payroll Objects Create and configure payroll • Compensation Items and
elements, such as earnings and Sources
deductions, as well as payroll
balances and formulas used to
manage compensation.

Balance Definitions Review the predefined balance • Define Elements, Balances,

definitions and create ones as and Formulas
needed, including specifying
assigned dimensions and feeds.

Fast Formulas Review predefined formulas and • Define Elements, Balances,

create new ones to validate or and Formulas
calculate data for benefits, human
resources, absences, or payroll.

Security Reference
The tasks that people can do and the data that they can see depend on their roles, duties, and privileges. For
information about these factors, see these two guides:

• Securing HCM
• Security Reference for HCM

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Oracle Fusion Cloud Human Resources Chapter 3
Implementing Compensation Profile Options for Compensation Pages, Actions, and
Approval Notifications

3 Profile Options for Compensation Pages,

Actions, and Approval Notifications

CMP_COMPENSATION_RESPONSIVE_ENABLED Profile
Option
To let everyone use the responsive compensation pages that adjust to the screen size of their devices, use this
opton. It's enabled by default. For the enabled profile option to work, you also need to create and enable the
HCM_RESPONSIVE_PAGES_ENABLED profile option.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

BIP_ONLINE_NOTIFICATION_HCM_COMPENSATION
Profile Option
To generate BI approval notifications for all compensation actions, such as Change Salary and Individual Compensation,
create and enable this option. For the enabled profile option to work, you also need to create and enable the
BIP_ONLINE_NOTIFICATION_HCM profile option.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

BIP_ONLINE_DISCLOSE_HISTORY_HCM_COMPENSATION
Profile Options
To have the approval notification Approvers section include a Show Details link instead of listing submission and
approval details, create and enable these options. You reduce the initial notification content while still letting people see
the details when appropriate.

• BIP_ONLINE_DISCLOSE_HISTORY_HCM_COMPENSATION_CHANGESALARYAPPROVALTASK applies to
notifications for the Change Salary and Administer Salary tasks.

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Oracle Fusion Cloud Human Resources Chapter 3
Implementing Compensation Profile Options for Compensation Pages, Actions, and
Approval Notifications
• BIP_ONLINE_DISCLOSE_HISTORY_HCM_COMPENSATION_VARIABLEALLOCATIONTASK applies to
notifications for the Manage Personal Contributions, Individual Compensation, and Administer Individual
Compensation tasks.
For the preceding profiles to work after you enable them, you also need to create and enable these profile options:

• BIP_ONLINE_DISCLOSE_HISTORY_HCM
• BIP_ONLINE_DISCLOSE_HISTORY_HCM_COMPENSATION
When you enable or disable these profile options, you affect all notifications generated after that change.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

BIP_ONLINE_HIDE_EDIT_HCM_COMPENSATION Profile
Options
To hide the Edit button on approval compensation notifications, create and enable these options.

• BIP_ONLINE_HIDE_EDIT_HCM_COMPENSATION_CHANGESALARYAPPROVALTASK applies to notifications for

the Change Salary and Administer Salary tasks.
• BIP_ONLINE_HIDE_EDIT_HCM_COMPENSATION_VARIABLEALLOCATIONTASK applies to notifications for the
Manage Personal Contributions, Individual Compensation, and Administer Individual Compensation tasks.
For the preceding profiles to work after you enable them, you also need to create and enable these profile options:

• BIP_ONLINE_HIDE_EDIT_HCM
• BIP_ONLINE_HIDE_EDIT_HCM_COMPENSATION
When you enable or disable these profile options, you affect all notifications generated after that change.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

ORA_PER_EMPL_ENABLE_WRK_ASG_REST_LOV Profile
Option
Identify the appropriate assignment in compensation responsive pages by configuring other assignment attributes to
display in the Business Title switcher. To do this, use the REST LOV in the Business Title LOV by setting the profile value
to Y.

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Oracle Fusion Cloud Human Resources Chapter 3
Implementing Compensation Profile Options for Compensation Pages, Actions, and
Approval Notifications
Here's the general behavior of the REST Business Title LOV:

• It appears on the My Compensation, Compensation Info page only when the selected person has more than
one assignment.
• It lists assignments that are in any of these HR Statuses: Active, Suspended, Inactive.
• It lists all assignment types except the Offer assignment.
• It supports assignment-level security and lists only those assignments for the selected person that the signed
in person has access to.
The ORA_PER_EMPL_ENABLE_WRK_ASG_REST_LOV profile option setting isn't specific to the My Compensation and
Compensation Info pages. It applies to all HCM products that use the new Business Title LOV.

Related Topics
• Employment Profile Options

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Oracle Fusion Cloud Human Resources Chapter 3
Implementing Compensation Profile Options for Compensation Pages, Actions, and
Approval Notifications

20
Oracle Fusion Cloud Human Resources Chapter 4
Implementing Compensation Profile Options for Salary Actions

4 Profile Options for Salary Actions

HR_DISABLE_PENDING_APPROVALS_CHECK_IN
_HCM_DATA_LOADER Profile Option
To load salary changes with HCM Data Loader when related salary is pending approval, enable this option.

The actions pending approvals can be from a standalone salary action, such as Change Salary. Or they can be when
salary is part of HR actions that include salary changes, such as Promote or Transfer.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

ORA_CMP_LGT_WHEN_MISSING_SALARY_DATASECURITY
Profile Option
To prevent salary proposals during Global Transfer actions, when the proposers don’t have permission to access the
source assignment salary, enable this option. Or you can prevent copying salary from the source assignment, but still let
people propose it.

In either case, the option applies only when source and destination legal employer have the same legislative data group.

Profile Value Outcome

Copy and allow entry (default) Copy the salary from the source assignment and let people make changes.

Don’t copy but allow entry Don't copy the salary from the source assignment, but let people propose a new salary.

Don’t copy nor allow entry Don't copy the salary from the source assignment and don't let people propose a new salary.

When the global transfer can't copy salary from the source assignment to the destination assignment, people can
propose salary regardless of the profile configuration. When people have data security access on the source assignment
salary, the global transfer copies future salary for certain salary basis types. But when they don’t have access, the global
transfer doesn't copy future salary, even when people can propose the salary.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

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Oracle Fusion Cloud Human Resources Chapter 4
Implementing Compensation Profile Options for Salary Actions

ORA_CMP_NO_SALARY_CHANGE_WHEN_INACTIVE_CHG_AS
Profile Option
To let people change salary in the Change Assignment action for an inactive assignment or an assignment that will
become inactive, disable this profile option. By default, this enabled profile option prevents people from changing salary
in these instances.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

ORA_CMP_SAL_REUSE_ASGN_ACTION_OCCURRENCE
Profile Option
To make salary reuse the action occurrence identifier of the assignment whenever a matching action and reason exists
for the salary start date, enable this option.

We recommend that you enable this profile option only if you’re using responsive pages and the enhanced Employment
Info page released in 22C. Enabling the profile option can affect the action occurrence identifier of the previous salary.
For example, you've salary on 2010, 2016, and 2021.
• When an HR specialist creates a salary for 2022, the processing tries to reuse the action occurrence identifier
for the 2022 salary and 2021 salary.
• When they change the 2021 salary, processing tries to reuse the action occurrence identifier for the 2021 salary.
• When they delete the 2021 salary, processing tries to reuse the action occurrence identifier for the 2016 salary.
Whenever someone creates or deletes a salary, processing accesses the previous salary to correct the end date. Thus
processing also tries to reuse the action occurrence identifier for that salary. Reuse of action occurrence happens
whenever people create or correct salary independently using tools, actions and pages, and processes:
• Tools examples:

◦ HCM Data Loader or HCM Spreadsheet Data Loader and Salary object
◦ Salaries REST API
◦ Download Salaries

• Responsive action and page examples:

◦ Change Salary (Line Manager)

◦ Change Salary (Compensation Manager)
◦ Edit Salary from Compensation Info
◦ Salary History

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Oracle Fusion Cloud Human Resources Chapter 4
Implementing Compensation Profile Options for Salary Actions

◦ Local and Global Transfer

◦ Combined Correction and Deletion Employment Details (introduced in 22C update)
• Process examples:
◦ Run Rates-based Salary Process
◦ Run Grade Step Progression
◦ Synchronize Grade Step Rates
◦ Workforce Compensation Transfer (only when posting salary, without assignment changes)
◦ Mass Legal Employer Change
• Classic action and page example:
◦ Change Salary
When assignment has multiple changes on the same day with the same action and reason, we link the salary to the
most recent action occurrence. The action occurrence won't get reused while posting assignment and salary changes
from Workforce Compensation, because it posts salary changes before assignment changes.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

ORA_CMP_SALARY_CHECKS_BEHAVIOR_IN_CHANGE_START
Profile Option
To specify how to handle salary validation failures when someone's hire date changes, use this option. The
application checks for salary-related issues and displays an error or warning message depending on the profile option
configuration.

When a validation fails and the profile option is set to Error, people can't submit their transaction. But, if the profile
option is set to Warning, they get a warning message and can submit their transaction if they ignore the warning.

These are the checks affected by this profile option:

• Is a salary change proposal pending approval?
• Does more than one salary exist for the assignment?
• Is the salary basis no longer active?
• Does the salary amount violate the salary range on the proposed hire date?

ORA_PER_CLE_COPY_FUT_ASG Profile Option

To copy future salary changes as part of the Local and Global Transfer flow, enable this option. For the copy to happen,
the source and destination employers need to have the same legislative data group.

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Oracle Fusion Cloud Human Resources Chapter 4
Implementing Compensation Profile Options for Salary Actions

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

ORA_PER_EMP_RETAIN_CHANGES Profile Option

To keep salary changes made during various actions when the proposer returns to the when section and changes the
start date, enable this option.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

ORA_PER_EMPL_DEFAULT_EFFECTIVE_DATE Profile
Option
Use this option to not default the when date in the responsive Change Salary flow. When you want to make sure that the
proposer enters a date, set the profile value for this option to N.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

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Oracle Fusion Cloud Human Resources Chapter 5
Implementing Compensation Profile Options for Individual Compensation Pages and
Actions

5 Profile Options for Individual Compensation

Pages and Actions

CMP_DISABLE_PENDING_APPROVALS_CHECK_IN_MANAGE_
Profile Option
To let individuals submit more personal contributions while other contributions are pending approval, enable this
option. Also configure access details for the individual compensation plan so that people can't update or stop
contributions using the Manage Personal Contributions action.

This profile option affects only individuals submitting personal contributions. Even when it's enabled, people using
these actions to submit new allocations still have to wait for pending approvals to be resolved:

• Individual Compensation
• Administer Compensation

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

CMP_IC_DATACHECK_IN_NONCMP_FLOWS Profile
Option
To ensure that only people with relevant data security privileges maintain individual compensation in HR actions that
have the section, enable this option. People without the necessary privileges who try to add individual compensation
get an error about insufficient privileges.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

Prevent Submissions Without Changes Profile Options

To prevent people from submitting a Personal Contribution, an Individual Compensation, or an Administer
Compensation action without making changes, you need to enable these options. Or you can warn them instead that
they haven’t made changes.

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Oracle Fusion Cloud Human Resources Chapter 5
Implementing Compensation Profile Options for Individual Compensation Pages and
Actions

Profile Description

ORA_CMP_PERSONAL_CONTRIBUTION_ Let individuals submit personal contributions without any changes.

BLANKSUBMIT

ORA_CMP_INDIVIDUAL_COMPENSATION_ Let people submit allocations without any changes when they use the Individual Compensation task.
BLANKSUBMIT

ORA_CMP_ADMINISTER_ Let people submit allocations without any changes when they use the Administer Compensation task.
COMPENSATION_BLANKSUBMIT

You can set the individual profile to one of these options:

• Error: Raise an error when an individual tries to submit without any changes.
• Warning: Raise a warning when an individual tries to submit without any changes.
• Allow: Let the individual submit without any changes.
Processing tracks changes made in the Individual Compensation section to show the warning or error. Approvers can
still edit and submit allocations without making changes, even when you enable any of these options.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

ORA_CMP_BIP_IC_SHOW_INPUT_VALUES Profile Option

To include input values in the approval notifications for the Manage Personal Contribution, Individual Compensation,
and Administer Individual Compensation actions, enable this option. Then approvers can view all the proposed input
values and not just the primary input value.

The notification includes the lookup code meanings instead of codes, and the values stored in the input values
columns. It doesn't include the meaning or descriptions when the values use validations, such as Value Set and
Validation Source.

When you enable or disable this profile option, you affect all notifications generated after that change.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

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Oracle Fusion Cloud Human Resources Chapter 5
Implementing Compensation Profile Options for Individual Compensation Pages and
Actions

ORA_CMP_LGT_WHEN_MISSING_IC_DATASECURITY
Profile Option
To prevent individual compensation proposals during Global Transfer actions when the proposers don’t have
permission to access the source assignment allocations, enable this option. Or prevent copying individual
compensation allocations from the source assignment, but still let people propose it.

In either case, the option applies only when source and destination legal employer have the same legislative data group.

Profile Value Outcome

Copy and allow entry (default) Copy the individual compensation allocations from the source assignment and let people make
changes.

Don’t copy but allow entry Don't copy the individual compensation allocations from the source assignment, but let people
propose a new salary.

Don’t copy nor allow entry Don't copy the individual compensation allocations from the source assignment and don't let people
propose a new salary.

When the global transfer can't copy individual compensation allocations to the destination assignment, people can
propose allocations regardless of the profile configuration.

Related Topics
• Overview of Profile Options
• Create and Edit Profile Options

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Oracle Fusion Cloud Human Resources Chapter 5
Implementing Compensation Profile Options for Individual Compensation Pages and
Actions

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Oracle Fusion Cloud Human Resources Chapter 6
Implementing Compensation Responsive User Experience Setup

6 Responsive User Experience Setup

Search Logic Profile Options for Client List of Values

You can use the logic <codeph>CONTAINS</codeph> to create the client list of values. This returns results containing
the characters you enter.

Optionally, for individual list of values, you could change this logic to <codeph>STARTS WITH</codeph>, to return
results that start with the search characters you enter.

For example, when you search for a person with the name John Smith while using the logic CONTAINS, you can search by
'jo' or 'sm' or 'th'. When you use the logic STARTS WITH, your search must start with 'j'.

Use the logic STARTS WITH when your list contains thousands of values (more than 15,000 records) to improve the search
performance. Or, if you don't partition your data by set ID.

Note: If you change the search logic for a client list of values, the logic changes in all pages where the list of values is
used.

Related Topics
• Search Logic Profile Options for Client List of Values in Global Human Resources

Use Transaction Design Studio to Configure Field

Displays
Use the Transaction Design Studio (TDS) to configure transactions and pages for responsive applications. TDS is
available within the HCM Experience Design Studio.

You can control the visibility of attributes that are displayed either as Delivered or Enabled, and the availability of fields
and sections of a transaction based on the user's role, person's business unit, or legal employer.

By default, the responsive pages display the often used attributes and hide the less often used attributes. Use Page
Composer to personalize the responsive pages and display the attributes and tabs delivered within the feature.

Here's how you start HCM Experience Design Studio:

1. Sign in to the application as Human Capital Management Application Administrator with Access HCM Page
Configurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR_PRIV) privilege. This privilege provides
you access to TDS in HCM Experience Design Studio.
2. Enable a sandbox to compose data for configuring business objects. On the Home page, click the HCM
Experience Design Studio quick action under the My Client Groups tab.
3. Under Settings and Actions, click Edit Pages.
4. Select the site layer and click OK.

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Oracle Fusion Cloud Human Resources Chapter 6
Implementing Compensation Responsive User Experience Setup

Related Topics
• Overview of Page Modification

Displayed and Hidden Responsive Compensation

Management Fields
You can configure compensation management fields using Transaction Design Studio.

My Compensation
You can configure these attributes, which make up the My Compensation page.

Attribute Displayed Comments

Current Salary Yes Section

Additional Compensation Yes Section

Personal Contribution Yes Section

Prior Salary Yes Section

Total Compensation Statements Yes Section

Workforce Compensation Yes Section

Shares Yes Section

Recurring and One-Time Payments Yes Section

Salary Yes Salary section attribute

Adjustment Yes Salary section attribute

Action No Salary section attribute

Action Reason No Salary section attribute

Start Date Yes Salary section attribute

Effective Period No Salary section attribute

End Date No Salary section attribute

Annual Salary Yes Salary section attribute

Annualized Full-Time Salary No Salary section attribute

Grade ladder Yes Salary section attribute

Grade Name No Salary section attribute

Grade Step No Salary section attribute

Salary Range No Salary section attribute

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Oracle Fusion Cloud Human Resources Chapter 6
Implementing Compensation Responsive User Experience Setup

Attribute Displayed Comments

Salary Range Midpoint No Salary section attribute

Range Position Yes Salary section attribute

Compa-Ratio No Salary section attribute

Quartile No Salary section attribute

Quintile No Salary section attribute

Next Salary Review Date No Salary section attribute

Adjustment Amount Yes Salary section attribute, displayed with the

salary basis type of components type

Adjustment Percentage Yes Salary section attribute, displayed with the

salary basis type of components type

Percentage Yes Salary section attribute, displayed with the

salary basis type of components type

Amount Yes Salary section attribute, displayed with the

salary basis type of components type

Annual Amount Yes Salary section attribute, displayed with the

salary basis type of components type

Annualized Full-Time Amount No Salary section attribute, displayed with the

salary basis type of components type

Salary Amount Yes Salary drill-down attribute

Estimated Stock Price No Stock

Estimated Value of Vested Shares No Stock

Estimated Value of Unvested Shares No Stock

Business Title No

Compensation Info
You can configure these attributes on the Compensation page.

Attribute Displayed Comments

Current Salary Yes Section

Show Future and Prior Salary. Yes Section

Additional Compensation Yes Section

Shares Yes Section

Recurring and One-Time Payments Yes Section

Salary Yes Salary section attribute

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Implementing Compensation Responsive User Experience Setup

Attribute Displayed Comments

Adjustment Yes Salary section attribute

Start Date Yes Salary section attribute

Effective Period No Salary section attribute

Action Yes Salary section attribute

Action Reason Yes Salary section attribute

Salary Basis Yes Salary section attribute

End Date No Salary section attribute

Annual Salary Yes Salary section attribute

Annualized Full-Time Salary No Salary section attribute

Grade ladder Yes Salary section attribute

Grade Name No Salary section attribute

Grade Step No Salary section attribute

Salary Range No Salary section attribute

Salary Range Midpoint No Salary section attribute

Range Position Yes Salary section attribute

Compa-Ratio No Salary section attribute

Quartile No Salary section attribute

Quintile No Salary section attribute

Next Salary Review Date No Salary section attribute

Adjustment Amount Yes Salary section attribute, displayed with the

salary basis type of components type

Adjustment Percentage Yes Salary section attribute, displayed with the

salary basis type of components type

Percentage Yes Salary section attribute, displayed with the

salary basis type of components type

Amount Yes Salary section attribute, displayed with the

salary basis type of components type

Annual Amount Yes Salary section attribute, displayed with the

salary basis type of components type

Annualized Full-Time Amount No Salary section attribute, displayed with the

salary basis type of components type

Currency Yes None

Estimated Stock Price No Stock

Estimated Value of Vested Shares No Stock

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Oracle Fusion Cloud Human Resources Chapter 6
Implementing Compensation Responsive User Experience Setup

Attribute Displayed Comments

Estimated Value of Unvested Shares No Stock

Currency No None

Business Title No None

Salary Attributes
You can configure these salary attributes, which make up the salary sections on various compensation pages. They're
also part of various Offer and HR flows, such as Offer, Hire, Promote, and Transfer.

Attribute Displayed Comments

Start Date Yes None

Action Yes None

Action Reason Yes None

End Date No None

Salary Basis Yes None

Salary Amount Yes None

Adjustment Amount Yes For salary components, the value appears in the
table.

This attribute doesn't appear in the new Offers

and New Hire flows delivered in 18C.

Adjustment Percentage Yes For salary components, the value appears in the
table.

This attribute doesn't appear in the new Offers

and New Hire flows delivered in 18C.

Annual Salary Yes None

Annualized Full-Time Salary No None

Next Salary Review Date No None

Grade Name Yes None

Salary Range No Analytic displays salary range when available.

Salary Range Mid Point No None

Compa-Ratio Yes None

Range Position No None

Quartile No None

Quintile No None

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Attribute Displayed Comments

Currency No None

Shares Section
You can configure these stock shares attributes on the My Compensation and Compensation Info pages.

Attribute Displayed Comments

Total Shares Yes None

Vested Shares Yes None

Unvested shares Yes None

Granted Yes None

Original Grant Price Yes None

Estimated Stock Price No Hidden by default

Estimated Value of Vested Shares No Hidden by default

Estimated Value of Unvested Shares No Hidden by default

Unvested Value Yes None

Salary History
You can configure the attributes in the two regions on the Salary History pages.

Salary History section

Attribute Displayed Comments

Start Date Yes None

Action Yes None

Action Reason Yes None

End Date No None

Salary Basis Yes None

Salary Amount Yes None

Adjustment Amount Yes None

Adjustment Percentage Yes None

Annual Salary Yes None

Next Salary Review Date Yes None

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Oracle Fusion Cloud Human Resources Chapter 6
Implementing Compensation Responsive User Experience Setup

Attribute Displayed Comments

Placement in Salary Range Yes None

Quartile Yes None

Quintile No None

Compa-Ratio Yes None

Range Position No None

Salary Range No None

Salary Range Midpoint No None

Created By No None

Created On No None

Updated By No None

Updated On No None

Grade Ladder Yes Appears when on grade ladder

Grade name Yes None

Grade Step Yes Appears when on grade ladder, step

Comments and Attachments Yes Controls the display of the Comments and
Attachment section

Currency to Use No None

Salary Details section

Attribute Displayed Comments

Start Date Yes None

Action Yes None

Action Reason Yes None

End Date No None

Salary Basis Yes None

Salary Amount Yes None

Adjustment Amount Yes None

Adjustment Percentage Yes None

Annual Salary Yes None

Annualized Full-Time Salary Yes None

Next Salary Review Date Yes None

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Attribute Displayed Comments

Compa-Ratio Yes None

Quartile Yes None

Quintile Yes None

Range Position Yes None

Reason Yes None

Salary Range Yes None

Salary Range Midpoint Yes None

Compensation Zone Yes Appears while using compensation zone based

differential profile

Compensation Zone Type Yes Appears while using compensation zone based
differential profile

Working at Home Yes Appears while using compensation zone based

differential profile

Grade Ladder Yes Appears when on grade ladder

Grade name Yes None

Grade Step Yes Appears when on grade ladder, step

Currency to Use No None

Prior Salary Yes None

Related Topics
• Use Transaction Design Studio to Configure Field Displays

Displayed and Hidden Responsive Team Compensation

Fields
You can configure team compensation fields using Transaction Design Studio.

Assignment
You can configure these assignment attributes, which make up the Overview, Compensation, and Talent tabs of the My
Team pages.

Attribute Displayed Comments

Image Yes None

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Oracle Fusion Cloud Human Resources Chapter 6
Implementing Compensation Responsive User Experience Setup

Attribute Displayed Comments

Person Display Name Yes None

Business Title Yes Formerly known as Assignment Name. For

incumbents, this field isn't displayed by default.

Number of direct reports and total number of Yes None

reports

Text for non-primary assignments Yes None

Text for suspended assignments Yes None

Icon and text for dotted line/matrix Yes Includes text for relationship type. Line
relationships manager relationships don't display this field.

Text for worker type Yes Not displayed for individuals.

Person List Name No None

Preferred Name (or Known As) and Last Name No None

Person Number No None

Assignment Number No None

Job Name No None

Job Code No None

Job Name and Job Code No None

Position Name No None

Position Code No None

Position Name and Position Code No None

Location Name No None

Location Code No None

Location Name and Location Code No None

Country Name No None

Country Code No None

Location Name and Country Code No None

Local Time and Location Name No None

Work E-mail Address No None

Work Phone Number No None

Assignment Type No None

Legal Employer No None

Legislation No None

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Attribute Displayed Comments

Legislation Code No None

Cost Center No None

Department Name No None

Grade Name No None

Grade Code No None

Service Years No None

Business Unit No None

Current Salary, Currency and Basis No None

Salary Range, Currency and Basis No None

Compa-Ratio No None

Development Goals No None

Performance Goals No None

Performance No None

Potential No None

Risk of Loss No None

Impact of Loss No None

Talent Score No None

Team Compensation
You can configure this team compensation attribute.

Attribute Displayed

Current to Use Yes

Position
You can configure these position attributes, which make up the Overview, Compensation, and Talent tabs of the My
Team pages.

Attribute Displayed Comments

Position Name Yes None

Position Code Yes None

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Attribute Displayed Comments

Business Unit Yes This field isn't displayed by default on mobile

devices.

Number of direct reports and total number of Yes None

reports

Headcount and FTE of incumbents Yes None

Headcount and FTE of open positions Yes None

Department Name No None

Location Name No None

Job Name No None

Entry Grade No None

Valid Grades No None

Grade Ladder No None

Position Headcount and FTE No None

Hiring Status No None

Type No None

Requisition
You can configure these requisition attributes on the Overview tab of the My Team pages.

Attribute Displayed

Requisition Title Yes

Requisition Number Yes

Requisition Status Yes

Recruiter Yes

Number of Candidates No

Days Since Opened No

Location No

Department No

Work Location No

Job Name No

Job Family No

Job Function No

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Attribute Displayed

Job Grade No

Requisition Template No

Internal Title No

Number to Hire No

Unlimited Hire No

Vacancy
You can configure these vacancy attributes on the Overview tab of the My Team pages.

Attribute Displayed

Vacancy Job Yes

Department Yes

Location Yes

Openings Yes

Requisition Number No

Position Name No

Remaining Openings No

Related Topics
• Use Transaction Design Studio to Configure Field Displays

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Oracle Fusion Cloud Human Resources Chapter 7
Implementing Compensation Approvals Overview

7 Approvals Overview

How Default Approval Tasks for Salary and Individual

Compensation Work
You can route salary changes, individual compensation allocations, and workforce compensation allocations to the
appropriate approvers using approval workflow tasks.

You can configure the approval rules to support your compensation policies using these tasks in the Define Approval
Management for Human Capital Management task list:
• Manage Task Configurations for Human Capital Management
• Manage Approval Groups
To find the task list, click Search on the Setup and Maintenance work area, Tasks panel tab.

Manage Task Configurations for Human Capital Management

Approval tasks are event-driven configurations containing rules that identify the approval routing and approvers for
business objects, such as salary changes and compensation allocations.

• On the task Configuration tab of the workflows, the Once per stage task aggregation ensures that the approval
process sends only one notification per approver.
• The Assignees tab provides a technical view of each task and is where you go to the task rules.

Here's what the default compensation approval tasks do:

Task Name Description

ChangeSalaryApprovalTask Runs when someone submits a salary change from the Salary section of compensation page, or using
the Change Salary task or quick action. This approval task doesn't run for changes identified by the
Run Grade Step Progression or Synchronize Grade Step Rates processes.

Sends actionable notifications to the manager of the person who's salary is changing, to approve or
reject the salary changes.

• If the manager rejects the change, the task is complete.

• If the manager approves the change, the task sends an actionable notification to their manager
to approve or reject the change. Regardless of the second manager's action, the task stops at this
level of the supervisor hierarchy.

SalaryHistsoryApprovalTask Runs when someone submits a salary change from the Salary History action, quick action, or task.

Sends actionable notifications to the approver, to approve or reject the salary changes.

VariableAllocationTask Runs when someone submits an individual compensation or personal contribution allocation.

Sends actionable notifications to the manager of the person getting the individual compensation
allocation or making the personal contribution, to approve or reject the allocation.

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Task Name Description

• If the manager rejects the allocation, the task is complete.

• If the manager approves the allocation, the task sends an actionable notification to their manager
to approve or reject the allocation. Regardless of the second manager's action, the task stops at
this level of the supervisor hierarchy.

None of these approval workflow tasks include threshold rules by default. You can configure thresholds according to
salary change percentage, salary change amount, current and new compa-ratio, grade, job, and so on. For example, you
can create a rule using this IF statement that routes salary approvals when the salary change exceeds 10 percent:
Task.payload.getSalaryApprovalValuesResponse.result/value.newChangePercent more than 10.00.

Manage Approval Groups

By default, the delivered actionable approval workflow tasks route time cards using the dynamically decided supervisor
hierarchy. You can identify specific approvers to route to instead using the Manage Approval Groups task.

ApprovalTimeRecordGroup attribute values vary by implementation. To figure out your value mapping, create your own
data model report in the Reports and Analytics work area using this query:
select * from FUSION.cmp_col_attr_map where LOCATION like 'Approval' and ENTERPRISE_ID = <ent_id>;

Tip: You can define rules on the primary input value using the Worker's Other Compensation.Details.Amount
attribute.

Related Topics
• How You Define Approvals for Human Capital Management
• The Manager Hierarchy: How It's Maintained
• Guidelines for Managing Approval Rules
• Approver Types
• HCM Approval Rules

How You Configure Different Approval Flows for

Individual Compensation Allocations and Personal
Contributions
To configure different approval flows for individual compensation allocations and personal contributions, include the
module identifier for the action in your rules.

Action Module Identifier

Individual Compensation (Task.payload.transactionApprovalRequest.moduleIdentifier == "Change Variable

Allocation")

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Action Module Identifier

Manage Personal Contribution (Task.payload.transactionApprovalRequest.moduleIdentifier == "Make Personal

Contribution")

Administer Individual Compensation (Task.payload.transactionApprovalRequest.moduleIdentifier == "Administer

Variable Allocation")

Related Topics
• How Default Approval Tasks for Salary and Individual Compensation Work
• Route Approval for Individual Compensation or Personal Contribution Allocation by Action

How You Can Validate Salary and Responsive Individual

Compensation Approval Rule Changes
Test approval rule changes for responsive salary and individual compensation processes and actions without creating
and submitting any new transactions. This way, you can debug and incrementally build conditional logic for approval
rules, then instantaneously see the effects.

Use the HCM Approval Rules page and Transaction Console for these responsive processes and actions:

Salary Processes and Actions Individual Compensation Processes and Actions

• Administer Individual Compensation • Administer Individual Compensation

• Manage Individual Compensation • Manage Individual Compensation
• Manage Personal Contributions • Manage Personal Contributions

This validation doesn't apply to classic individual compensation workflows because you can see the approval chain on
the transaction Review page.

You need to first commit any changes you make to the approval rules before you simulate the rules. You can search for
transactions by name, who created them, and created during a date range. To further refine your results, use the Status
field. The available statuses are Draft, In Progress, and Failed. Select from the list of filtered transactions and use those
values to simulate the approval rule results.

Tip: To test the approval flow configuration for new transactions, you need to disable bypass approvals. But you can
test the approval flow configuration for pending, draft, and failed transactions when bypass approvals is enabled.

Note:

For more information, see these Oracle HCM Cloud Common Features Release 13 Transaction Console documents (ID
2430452.1) on My Oracle Support.

• The Basics of Approval Rules

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• The Basics of Transaction Console

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8 Example Approval Configurations

Autoapprove a Salary Change If the Requester Is an HR

Specialist
You control salary approvals with the ChangeSalaryApprovalTask workflow. Here's how you can configure the default
workflow to automatically approve salary changes if the requester has the HR Specialist role.

Scenario
Edit approval workflows using the Manage Task Configurations for Human Capital Management task in the Setup and
Maintenance work area. Complete this configuration of the THEN fields on the Assignees tab.

THEN Field Value

List Builder Supervisory

Response Type Required

This response type makes the notification actionable, instead of just informational.

Number of levels 1

Starting Participant HierarchyBuilder.getManager("supervisory",Task.payload.transactionApprovalRequest.Reque

Top Participant HierarchyBuilder.getManager("supervisory",Task.payload.transactionApprovalRequest.Reque

Auto Action Enabled True

Auto Action "APPROVE"

Rule Name AutoapproveHRSpecialist

Related Topics
• How Default Approval Tasks for Salary and Individual Compensation Work

Grade Determines the Levels of Approval for a Salary

Change
You control salary approvals with the ChangeSalaryApprovalTask workflow.

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Here's an idea of how you can configure the default workflow to set different levels of required approval. In this
example, the required levels depend on the grade. If the requester's grade is X, then require only one level of approval. If
the requester's grade is Y, then require two levels of approval.

Edit approval workflows using the Manage Task Configurations for Human Capital Management task in the Setup and
Maintenance work area. Complete these steps on the Assignees tab.

1. Create the rule where the requester's grade is X.

2. Create the rule where the requester's grade is Y.
a. Create this IF expression:
Task.payload.Requestor's Assignment.result.grade.toUpperCase() is "Y"

b. Complete the THEN fields, as shown here.

Then Field Value

List Builder Supervisory

Response Type Required

This response type makes the notification actionable, instead of just informational.

Number of levels 2

Starting Participant HierarchyBuilder.getManager("supervisory",Task.payload.transactionApprovalRequ

Top Participant HierarchyBuilder.getManagerOfHierarchyPrincipal("supervisory",HierarchyBuilder

("supervisory",Task.payload.transactionApprovalRequest.Requestor,-1,null,null

Auto Action Enabled False

Auto Action null

Rule Name 2LevelsforGradeY

3. Create the rule where the requester's grade is X.

a. Create this IF expression:
Task.payload.Requestor's Assignment.result.grade.toUpperCase() is "Y"

b. Complete the THEN fields, as shown here.

Then Field Value

List Builder Supervisory

Response Type Required

This response type makes the notification actionable, instead of just informational.

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Then Field Value

Number of levels 1

Starting Participant HierarchyBuilder.getManager("supervisory",Task.payload.transactionApprovalRequ

Top Participant HierarchyBuilder.getManager("supervisory",Task.payload.transactionApprovalRequ

Auto Action Enabled False

Auto Action null

Rule Name 1LevelforGradeX

Related Topics
• How Default Approval Tasks for Salary and Individual Compensation Work

Route Approval for a Salary Change According to

Country and Amount
You control salary approvals with the ChangeSalaryApprovalTask workflow.

Here's an idea of how you can configure the default workflow to route the approval depending on the country and
amount. In this example, the country is the US. If the amount is more than 10,000, the approval routes to X and Y and
then the area of responsibility. If the amount is less than 10,000, it routes to only the area of responsibility.

Edit approval workflows using the Manage Task Configurations for Human Capital Management task in the Setup and
Maintenance work area. Complete these steps on the Assignees tab.

1. Create the rule where the country is US and the amount is more than 10,000.
a. Create this IF expression:
Task.payload.Requestor's Assignment.result.legislationCode.toUpperCase() is "US"
andSalaryApproval.newChangeAmount.doubleValue() more than 10000

b. Complete the THEN fields for users X, as shown here.

THEN Field Value

List Builder Resource

Response Type Required

This response type makes the notification actionable, instead of just informational.

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THEN Field Value

Users X

Groups null

Application Role null

Rule Name USover1000usersX

c. Complete the THEN fields for users Y, as shown here.

THEN Field Value

List Builder Resource

Response Type Required

This response type makes the notification actionable, instead of just informational.

Users Y

Groups null

Application Role null

Rule Name USover1000usersY

d. Complete the THEN fields for users according to their area of responsibility, as shown here.

THEN Field Value

List Builder Resource

Response Type Required

This response type makes the notification actionable, instead of just informational.

Users GetRepresentative("HR_REP",Task.payload.Worker's Current

Representative.result)

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THEN Field Value

Groups null

Application Role null

Rule Name USover1000usersAOR

2. Create the rule where the country is US and the amount is less than 10,000.
a. Create this IF expression:
Task.payload.Requestor's Assignment.result.legislationCode.toUpperCase() is "US"
andSalaryApproval.newChangeAmount.doubleValue() less than 10000

b. Complete the THEN fields, as shown here.

THEN Field Value

List Builder Resource

Response Type Required

This response type makes the notification actionable, instead of just informational.

Users GetRepresentative("HR_REP",Task.payload.Worker's Current

Representative.result)

Groups null

Application Role null

Rule Name USunder1000usersAOR

Related Topics
• How Default Approval Tasks for Salary and Individual Compensation Work

Route Approval for Recurring Individual Allocation When

the Amount Changes by a Percentage
You control individual compensation approvals with the VariableAllocationTask workflow.

Here's how you can configure the default workflow to handle approvals for percentage changes to recurring awards
made using responsive compensation pages. You use an approval configuration like this because the responsive pages
split updates at submission. In this example, you configure these variable allocation rules to account for both recurring
and nonrecurring elements associated with the awards and contributions.

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Rule Name Purpose

RecurUnder10% Route recurring awards and contributions with changes that are less than 10%.

OnetimeUnder10% Route onetime awards and contributions with changes that are less than 10%.

Onetime10%plus Route onetime awards and contributions with changes that are 10% or more.

Recur10%plus Route recurring awards and contributions with changes that are 10% or more.

CAUTION: To make sure that any simultaneous updates happen correctly, confirm that the elements associated with
the individual compensation plans have Multiple entries not allowed selected.

Edit approval workflows using the Manage Task Configurations for Human Capital Management task in the Setup and
Maintenance work area. Complete these steps on the Assignees tab.

1. Enable advanced mode.

a. Expand the VariableAllocatiRules rule.
b. Click the Show Advanced Settings icon, which is between the Expand icon and the rule name.
c. Select Advanced Mode.
2. Create the RecurUnder10% rule.
a. Create this IF expression:
Task is a Task
and
Lists is a Lists
and
Each {
ICD is a Worker's Other Compensation Details and
FirstAmouont = ICD.Amount.doubleValue() and
Frequency = ICD.Other Compensation Award Frequency and
FirstPlanId = ICD.planId and
FirstOptionId = ICD.Other Compensation Option Id and
Mflag = ICD.multipleEntriesAllowedFlag.toUpperCase()
and
ICD2 is a Worker's Other Compensation Details and
SecondAmount = ICD2.Amount.doubleValue()
ChangePercent = ((SecondAmount-FirstAmount/FirstAmount)*100
SecondPlanId = ICD1.planId
SecondOptionId = ICD2.Other Compensation Option Id
(Frequency is "R" and
Mflag is "Y" and
SecondPlanId is FirstPlanId and
SecondOptionId is FirstOptionId and
ChangePercent less than 10.00 and
ChangePercent more than 0)
}

b. Complete the THEN fields, as shown here.

THEN Field Value

List Builder Resource

Response Time Required

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THEN Field Value

This response type makes the notification actionable, instead of just informational.

Users X

Groups null

Application Role null

Rule Name "RecurUnder10%"

Dimension Id null

3. Create the OnetimeUnder10% rule.

a. Create this IF expression:
Task is a Task
and
Lists is a Lists
and
Each {
ICD is a Worker's Other Compensation Details and
ICD.Other Compensation Change in Value Percentage less than 10.00
}

b. Complete the THEN fields, as shown here.

THEN Field Value

List Builder Resource

Response Time Required

Users X

Groups null

Application Role null

Rule Name "OnetimeUnder10%"

Dimension Id null

4. Create the Onetime10%plus rule.

a. Create this IF expression:
Tasks is a Task
and
Lists is a Lists
and
Each {
ICD is a Worker's Other Compensation Details and
ICD.Other Compensation Change in Value Percentage.doubleValue() same or more than 10.00
}

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b. Complete the THEN fields, as shown here.

THEN Field Value

List Builder Resource

Response Time Required

This response type makes the notification actionable, instead of just informational.

Users X

Groups null

Application Role null

Rule Name "Onetime10%plus"

Dimension Id null

5. Create the Recur10%plus rule.

a. Create this IF expression:
Task is a Task
and
Lists is a Lists
and
Each {
ICD is a Worker's Other Compensation Details and
FirstAmount = ICD.Amount.doubleValue() and
Frequency = ICD.Other Compensation Award Frequency and
FirstPlanId = ICD.planId and
FirstOptionId = ICD.Other Compensation Option Id and
Mflag = ICD.multipleEntriesAllowedFlag.toUpperCase()
and
ICD2 is a Worker's Other Compensation Details and
SecondAmount = ICD2.Amount.doubleValue()
ChangePercent = ((SecondAmount-FirstAmount)/FirstAmount)*100
SecondPlanId = ICD2.planId
SecondOptionId = ICD2.Other Compensation Option Id
(ChangePercent same or more than 10.00 and
Frequency is "R" and
Mflag is "Y" and
SecondPlanId is FirstPlanId and
SecondOptionId is FirstOptionId and
ChangePercent more than 0)
}

b. Complete the THEN fields, as shown here.

THEN Field Value

List Builder Resource

Response Time Required

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THEN Field Value

Users X

Groups null

Application Role null

Rule Name "Recur10%plus"

Dimension Id null

Related Topics
• How Default Approval Tasks for Salary and Individual Compensation Work

Autoapprove Personal Contributions

You control salary approvals with the VariableAllocationTask workflow. Here's how you can configure the default
workflow to automatically approve personal contributions.

Edit approval workflows using the Manage Task Configurations for Human Capital Management task in the Setup and
Maintenance work area. Complete these steps on the Assignees tab.

1. Create this IF expression:

(Task.payload.transactionApprovalRequest.moduleIdentifier == "Make Personal Contribution")

2. Complete the THEN fields, as shown here.

THEN Field Value

List Builder Supervisory

Response Type Required

This response type makes the notification actionable, instead of just informational.

Number of levels 1

Starting Participant HierarchyBuilder.getPrincipal(Task.payload.transactionApprovalRequest.Requestor,-1,n

Top Participant HierarchyBuilder.getPrincipal(Task.payload.transactionApprovalRequest.Requestor,-1,n

Auto Action Enabled True

Auto Action "APPROVE"

Rule Name AutoapprovePersonalContribution

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Related Topics
• How Default Approval Tasks for Salary and Individual Compensation Work

Route Approval for Individual Compensation or Personal

Contribution Allocation by Action
You can route individual compensation and personal contribution allocations to different approvers depending on the
action used to make the allocation. Make these changes to individual compensation and personal contribution approval
rules using the Navigator > Tools > Transaction Console task.

1. On the Transaction Manager: Transactions page, click the Approval Rules tab.
2. On the Transaction Manager: Rules page, search for and click any process you want to change:
◦ Administer Individual Compensation
◦ Manage Individual Compensation
◦ Manage Personal Contributions
3. If the process configuration bypasses approvals, click the Bypass Approvals icon to turn off the bypass.
4. Add a rule.
a. Click the corresponding Configure Rules icon.
b. On the Approval Rules page, click the Add New Rule icon.
c. On the graphic, click the rule oval that just appeared, for example, Rule1.
5. Configure the rule to route by the module identifier.
a. In the Rule: Add Details section, enter a rule name, such as Administer Action, Manage Action, or
Contribution Action.
b. Click Configure Rule Conditions.
c. On the Condition Details dialog box, click the box with the existing expression 1 == 1.
d. Click Edit Selection.
e. On the Approval Rules: Edit Condition Expression dialog box, change Enter a number to Select from
attribute.
f. In the Select Attribute list, select transactionApprovalRequest > moduleIdentifier.
g. Change Select Operator to ==.
h. Change Select value type to Enter a string.
i. In the field that appears, enter the appropriate module identifier:

Action Module Identifier

Make Personal Contribution Make Personal Contribution

Individual Compensation Change Variable Allocation

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Action Module Identifier

Administer Individual Compensation Administer Variable Allocation

j. Click OK.
k. On the Condition Details dialog box, review the expression. It should look something like this expression for
the Administer Individual Compensation module identifier:
(transactionApprovalRequest.moduleIdentifier == "Administer Variable Allocation")

l. Click OK.
6. Add the approver.
a. On the Approval Rules page graphic, in the path of your new rule, click the THEN object to highlight it.
b. In the Approvers pane, click the Add Approver Participant icon next to the appropriate approver, such as
Representative.
c. Click Submit.

Related Topics
• How You Configure Different Approval Flows for Individual Compensation Allocations and Personal
Contributions

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Implementing Compensation Market Data

9 Market Data

Overview of Market Data

Various job evaluation methods exist as a way to price jobs according to their worth. Market data are a method to price
jobs that are externally focused, so you attract and retain workers based on the labor market.

The foundation for any job evaluation method, including market data, is to start with good job descriptions.

You might want to compare your salaries, salary ranges, and other compensation such as bonus or stock to prepared
industry-wide data to make sure your compensation is in line with your company’s goals. For example, you might want
to make sure you award your people at the 50th percentile of the industry average by job and location. Or you might
want to award base pay at a lower percentile but award stock at a higher level.

With market data you map external survey jobs and locations with internal jobs and locations. Then, you import the
surveys and use the market data subject area in OTBI to consolidate the data. After you create composites of your
survey data, you import these composites. Finally you can display the composites in the worksheet or administer
workers in Workforce Compensation.

You can find the market data tasks in the Compensation work area under Market Data.

Here's a diagram that shows you the market data task flow:

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How You Use Market Data Surveys to Create Composites

Surveys are market data from an individual supplier. Composites are aggregated survey data.

Here are the steps that you take to import and use survey data and convert them to composites.
1. Decide which surveys to buy and participate in.
2. Receive surveys from suppliers.
3. Use OTBI to help you complete surveys.
4. Return surveys to the suppliers.
5. Receive survey results from each supplier.
6. Import the surveys using the Import Survey task.
7. Use OTBI to analyze your people’s data versus the surveys’ data.
8. Take any actions based on your analysis, such as, updating salary ranges or aligning salaries with the market.
9. Use OTBI to aggregate surveys into composites.

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10. Import composites using the Import Composites task.

11. Display composites in Workforce Compensation.
12. Line managers and administrators make compensation allocation decisions based on the composites.

Note: If you already have composites, you can start from step 10. However, in that case, the survey data won’t be in
the subject area.

Related Topics
• Overview of Market Data
• Import Survey for Market Data
• Import Composites for Market Data

Compensation Types for Market Data

Your first task is to define the compensation types that you want to display in market data. Compensation types let you
identify different kinds of pay, such as base salary and bonus, and import survey data for each type.

You can find the Compensation Types page in the Compensation work area under Market Data.

The Compensation Types page is where you identify the market target. For example, if you target the 50th percentile of
the market for Base Salary then you can select that option. If you target the 40th percentile for base salary and the 60th
percentile for bonus, then this is where you identify that mix of pay. The target appears in market composites wherever
they occur in the application.

We deliver several common compensation types, but you can add your own. For example, you might want to offer
supplemental life insurance to executives and review that across competitors in the survey data. Create a compensation
type with the name Executive Benefit Supplemental Life Insurance. Select the Compensation Group of Benefits and a
Data Type of Other.

If you need to set market targets separately for different countries, create and load survey data in that manner. For
example, if the India salary market target is 60% and United States is 50%, create separate compensation types for
them. Load the India salary with one compensation type and the US salary with another.

Related Topics
• Overview of Market Data

Overview of Supplier Structures

The Supplier Structures page in the compensation work area iis where you match your internal jobs and locations to
survey jobs and locations.

You start by adding your suppliers and their surveys. You can have multiple suppliers and each supplier can have
multiple surveys. On the Manage Job List page, you load or manually add survey jobs and match them to your internal
jobs or positions. On the Manage Location List page, you can load or manually add survey locations and match them to
internal locations. You can match several internal locations to a survey location.

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Here's a list of the subtasks under the supplier structures task:

Page Description

Manage Surveys You add your suppliers and their surveys on this page. You can have multiple suppliers and each
supplier can have multiple surveys. You add details for each supplier. For example, you can add a
supplier like Hay. And then you can add surveys from Hay like Hay Professional Survey and Hay
Executive Survey.

Manage Job Structures You can associate job function, job family and other structures to survey jobs. These are entirely
optional. If you do use these values you need to configure them before you add jobs. Then, you can
select the attributes from job structures when you’re in the Manage Job List page. Job structurers
are Job Family, Job Function, Career Stream or Band, or Career Level. You can use the Manage Jobs
Structures task to contain info about the survey jobs per se. This associates these Job Structures to
survey jobs only. It's not tied to internal jobs.

Manage Job List You can load or manually add survey jobs or positions and match them to your internal jobs or
positions. At the top of the page there’s info about the number of survey jobs and what you’ve
matched. If you want to use any of the Job Structures (Job Function, Job Family, Career Stream or
Band, Career Level or Other Level) associated to Survey Jobs, be sure to add them first or they won't be
available to select. These are optional.

You use the Job Match Notes section to record notes about why job matches change over time. For
example, last year you might have recorded internal Accountant 1 as a match to survey Accountant.
But this year changes in the internal job description for Accountant 1 no longer matches the survey
description for Accountant. Because you might need to explain this to the survey auditor at a later
time, it’s a good idea to make a note about your decision when it occurred.

Manage Location List On the Manage Location List page, you can load or manually add survey locations and match them to
internal locations. You can match many internal locations to a survey location.

You can map on a many to 1 basis here. This is helpful especially if the survey location is broader than
your internal locations. For example, if the survey location is Northern California, then you can include
all of your Northern California locations, such as Pleansanton and Oakland in the mapping.

This helps your downstream analysis by associating the survey data with all the employees in those
internal locations. Another example is if the survey data is by country, and you have a few locations in
that country.

Related Topics
• Overview of Market Data

How You Match a Survey Job or Position to Your Internal

Data
In the Match Internal Job or Position section, you match the survey job to your job or position.

Search for the internal job or position code that matches the survey job. If you’ve identified parent benchmark jobs in
Global HR, the child jobs appear below the match.

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Related Topics
• Overview of Supplier Structures

Difference Between Global HR Benchmark Jobs and

Survey Benchmark Jobs
The Parent Job or Global HR Benchmark indicator refers to a setting in Jobs in Global HR.

Here's the difference between Global HR Benchmark jobs and Survey Benchmark jobs.

• Survey benchmark jobs are matched to internal jobs or positions in Supplier Structures. Any of your internal
jobs that you match to survey jobs, are survey benchmark jobs.
• Parent Job or Global HR benchmark jobs are indicated that way in the job table, and have child jobs associated
with them.

Related Topics
• Overview of Supplier Structures

Import Survey for Market Data

Surveys are market data from an individual supplier.

You can use the Create Import Template button on the Import Market Data page to invoke the HSDL.You can only load
surveys and not manually add them. However, after you load them, you can modify editable columns like dates, and
percentiles. You can use the HCM Data Loader to create survey records when you implement Market Data for the first
time or provide regular updates.
Before you start
Here’s some things to consider before you begin.

• You need to have a supplier and a survey, with survey jobs and locations, before you import surveys. You can
use existing compensation types.
• The Batch Name, Supplier Code, Survey Code, Survey Location Code, Survey Job Code, Compensation
Type Code, and Industry fields are required.
• The industry column can’t be blank. It can be All, ALL, #NULL, or anything else.

Here's what to do
1. Create the market data workbook in the Compensation work area.
a. On the Tasks panel tab under Market Data click Import Survey.
b. On the Import Survey page, click Create Import Template to create the workbook.

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2. Enter survey data.

Add enough rows to accommodate your supplier's data. Copy the market data and paste them into cells with a white
background. The workbook adds a symbol in the Changed field to mark the rows that you added. Reordering or
removing columns in the import file causes the upload process to fail.

3. When you're done, click Upload. The application uploads only those rows that are marked as Changed. It ignores
any changes in cells without a white background.

CAUTION: Don't select the Upload and then immediately download option when prompted during an upload.
The data that you uploaded immediately downloads back into the workbook, hiding any errors that occurred
during the upload.

4. Validate changes.
On the Import Survey page, search for and select the start date and record type, or other search criteria.

5. Resolve errors.
The upload process automatically updates the Status cell in each workbook row. If there are errors that require
review, the process:

a. Rolls back the change in the application.

b. Sets the workbook row status to Upload Failed
c. Continues to the next workbook row
To view and resolve an error:

a. Double-click Update Failed in the Status field.

b. Fix any data issues in the workbook.
c. Upload the latest changes.
New uploads to existing data make date-effective changes to the data.

Use the Data Exchange work area under My Client Groups to see the upload. You see if the process completed
successfully and learn about any error messages.

Related Topics
• Overview of Market Data
• Guidelines for Loading Market Data Objects

Market Segments
Market segments are groups of locations.

After you review your survey and internal locations you can select segments or locations based on geographic labor
market pay differences. You can find the Market Segments task in the Compensation work area under Market Data.

You can decide, for example, that some of your market data should use internal locations for market comparisons, while
other portions of your organization need segmentation. You might want to consolidate internal locations into market
segments if your composites in some locations are all the same. Let’s say you have 3 offices in the San Francisco Bay
Area, and the market data for those is the same.

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Rather than loading the same data 3 times into 3 locations, you can create a market segment that includes your 3
locations and load the composites once. You might decide that the administrative jobs data differs enough locally in
the Bay Area that you want to use internal locations for those jobs. However, the manager jobs don’t have such local
differentiations. Load the administrative jobs using internal locations, and load the managerial jobs using segments.

Related Topics
• Overview of Market Data

Import Composites for Market Data

Composites are aggregated survey data. They're summaries of all survey data.

Composites are mapped to your internal jobs or positions, and internal locations or segments.

Note: If you use only 1 survey, the survey tables hold the raw survey data from the supplier, while the composite table
holds your vetted data that you prepared for line manager consumption.

You can use the Create Import Template button on the Import Market Composite page to invoke the HDSL You can
also use the HCM Data Loader to upload the consolidated surveys from the suppliers.

Before you start

Here’s some things to consider before you begin.

• Make sure to load only segment or location within a row, and not both. If you use location, you need to make
sure the segment column has a #NULL in it.
• Similarly, make sure to load only job or position within a row, and not both. If you use position, you need to
make sure the job column has #NULL in it.
• The industry column can’t be blank. It can be All, ALL, #NULL, or anything else.
• Use internal codes for jobs, positions or locations, and not the survey codes you use to load composites.
• Remember: composites are no longer raw survey data, but aggregations of all the surveys, so any individual
survey codes no longer apply.

To use the imported data, you need to complete one or both of these tasks, either before or after the import:

• To view in workforce compensation you need to enter a market composite effective date for the plan cycle.
• To see the individual worker view you need to create a market composite tile in the individual worker view task.

Here's what to do
1. Create the market data workbook in the Compensation work area.
a. On the Tasks panel tab under Market Data click Import Composites.
b. On the Import Composites page, click Create Import Template and select either Load by Segment or
Load by Location to create the workbook.

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2. Enter composite data.

Add enough rows to accommodate your composite data. Copy the composites and paste them into cells with a white
background. The workbook adds a symbol in the Changed field to mark the rows that you added. Reordering or
removing columns in the import file causes the upload process to fail.

3. When you're done, click Upload. The application uploads only those rows that are marked as Changed. It ignores
any changes in cells without a white background.

CAUTION: Don't select the Upload and then immediately download option when prompted during an upload.
The data that you uploaded immediately downloads back into the workbook, hiding any errors that occurred
during the upload.

4. Validate changes.
a. On the Import Composites page, search for and select the start date and record type, or other search
criteria.
5. Resolve errors.
The upload process automatically updates the Status cell in each workbook row. If there are errors that require
review, the process:
a. Rolls back the change in the application.
b. Sets the workbook row status to Upload Failed
c. Continues to the next workbook row
To view and resolve an error:
a. Double-click Update Failed in the Status field.
b. Fix any data issues in the workbook.
c. Upload the latest changes.
New uploads to existing data make date-effective changes to the data.

Use the Data Exchange work area under My Client Groups to see the upload. You see if the process completed
successfully and learn about any error messages.

Related Topics
• Overview of Market Data
• Guidelines for Loading Market Data Objects

Options to View Market Composites in Compensation

You can view market composites in workforce compensation and in market data.

Market Composite Views

To view in workforce compensation you need to do the following in the Workforce Compensation Plans setup task:

• Enter a market composite effective date on the Configure Plan Cycles page.
• Enable market composites column on the Configure Worksheet Page Layout page, Detail Table tab, Additional
Information section.

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• Enable Individual Worker View and create a market composite tile on the Individual Worker View page.

Line managers and administrators can view market composites in multiple ways.

Role Location

Line Manager Market Composites Region in the Compensation Info page, This is accessible via the Compensation
Info quick action in the My Team tab.

Line Manager or Compensation Manager Market Composites dialog box on the Workforce Compensation Worksheet

Individual Worker View page on the Workforce Compensation Worksheet

Compensation Manager Administer Workers page, Compensation tab in the Compensation work area

Compensation Analyst View Market Composites page in the Compensation work area

Related Topics
• Overview of Market Data
• How You Configure Market Composites Display

How You Configure Market Composites Display

You can select and label market composites for display in the downstream application using the Configure Market
Composites Display task.

You can populate all the columns in the composites table, so professional users have access to complete data, while
controlling the downstream consumption of specific columns. You select and label market composites for display in the
downstream application using the Configure Market Composites Display task.

On the Configure Market Composites Display page, first use the tabs to select the downstream application page. Next,
use the add action to include the compensation types and then use the list of values to select the compensation types
you want to display. Enter a compensation types display name if you want it to appear with a friendly label. Additionally,
enable the Market Target as desired. You can also enter a market target display name if you want it to appear with a
different label. You define the market targets within the compensation types task.

After you save, you can click the compensation types name link to go to the Configure Composite Columns subtask
where you enable the percentiles that you want to appear. You can also enable the chart and select various other
columns.

Related Topics
• Options to View Market Composites in Compensation
• Compensation Types for Market Data

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10 Payroll Elements and Compensation

How Compensation Uses Payroll Elements

Oracle Fusion Global Human Resources, Oracle Fusion Cloud Compensation, and Oracle Fusion Cloud Total
Compensation Statement record compensation. They then transfer the compensation to payroll providers, and store
custom data at the worker level using payroll elements.

People then link these elements to salary bases, individual and workforce compensation plans, and total compensation
statements.

Compensation Object Element Use

Salary basis Create element entries that pass salary amounts to payroll.

Individual compensation plan option Record allocation amounts using the element input values. The element can also decide costing.

Create element entries that pass stock grant dates and numbers of shares granted. You can also
post stock awards directly to the compensation stock table. Use the Stock Grants task, the integrated
workbook, HCM Data Loader, or HCM Spreadsheet Data Loader.

Nonsalary workforce compensation Create element entries that the Transfer Workforce Compensation Data to HR process uses to pass the
component component amount, including lump sums. The process also uses them to pass stock grant dates and
numbers of shares granted.

You can also post stock awards directly to the compensation stock table. Use the Stock Grants task, the
integrated workbook, HCM Data Loader, or HCM Spreadsheet Data Loader.

Total compensation statement A source of the actual compensation shown for the mapped compensation items.

To hold worker-level data referenced or used in a calculation during a workforce compensation cycle, you can create an
information element with multiple input values. Then people configuring workforce compensation plans can use a fast
formula to display the element entry values in appropriate worksheet columns.

Before You Can Use Payroll Elements in Compensation

Whether you've Oracle Fusion Cloud Global Payroll Interface or Oracle Fusion Cloud Global Payroll, you must define
payroll statutory units to use in Oracle Fusion Cloud Compensation. You must also associate a legislative data group
with each unit.

Do this using the Manage Legal Entities and Manage Legal Entity HCM Information tasks. It ensures that when
you hire people, payroll relationships get created automatically. People need these payroll relationships to get their
compensation element entries created.

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Payroll Definitions
The payroll definition supplies each person's pay period frequency and end dates. Even if you use a third-party payroll
provider, you need to define a payroll if any of these conditions apply:

• You want to use nonrecurring elements.

Note: We recommend that you assign payrolls to everyone, even when using only recurring elements.

• You want to create a salary basis that uses a frequency of Payroll period.
• You're implementing total compensation statements and these conditions apply:
◦ You use recurring elements and want total compensation statements to prorate salary element
entries when someone gets hired during a payroll period. You also want the proration to happen when
someone's employment is terminated during a payroll period.
◦ You want to let individuals view their total compensation statement details to see payroll period amounts.
• You license Oracle Global Payroll Interface.

You don’t need to define payroll definitions when both of these conditions apply:

• You use only recurring elements defined at the assignment level.

• You store salary at the assignment level of a legal employer.

But if you use compensation history, all compensation awards appear in the recurring payment sections as end-of-year
amounts.

Consolidation Groups
If you create payroll definitions, you need to also define consolidation groups. Each legislative data group that you
define elements for needs to have at least one consolidation group.

Define Elements, Balances, and Formulas

The Define Elements, Balances, and Formulas task list contains the tasks required for creating payroll elements for
compensation, absences, time and labor, and HR management.

You can also use this task list if you're recording earnings, deductions, and other payroll data for reporting,
compensation and benefits calculations, or transferring data to a third-party payroll provider.

Note: If you're using Oracle Global Payroll, use the Define Payroll task list instead. The Define Payroll task list includes
other tasks required to set up payroll processing.

Required Tasks
Your business requirements and product usage decide which required tasks you need to complete. The required tasks
include:

• Elements

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• Payroll Definitions, which is usually required to support elements

• Consolidation Groups, which is required for creating payroll definitions

If you use predefined Payroll Interface extracts to transfer data to a third-party payroll provider, you might need to
create element subclassifications, balances, organization payment methods, and object groups. See the Global Payroll
Interface documentation for more information.

Before You Begin

Before you start the Define Elements, Balances, and Formulas task list, complete the tasks these offerings contain.

Task Use To Why It's Important

Manage Legal Entities Create payroll statutory units. Ensures that hiring employees automatically
creates payroll relationship records.

Manage Legal Entity HCM Information Associate a legislative data group with each Ensures that hiring employees automatically
payroll statutory unit. creates payroll relationship records.

Manage Features by Country or Territory Select Payroll Interface as the extension for any Ensures that you use the appropriate element
countries or territories where you extract HR templates to create earnings.
data to send to a third-party payroll provider.

Configure Legislations for Human Resources

Use this task to create and edit legislative data for a country or territory that doesn't have a predefined country
extension. It guides you through configuring some payroll objects and values required for creating elements, including:

• Tax year start date

• Period of service on rehire rules
• Default currency
• Element classifications
• Component groups
• Payment types

Note: Complete this task before the other tasks in this task list.

Elements
Use elements to communicate payment and distribution information to payroll applications from the source
applications listed in the following table.

Source Application Element Purpose

Compensation • Earnings and deduction elements, such as bonuses, overtime earnings, and voluntary
deductions.
• Information elements to load user-defined data to use during a workforce compensation cycle.

Benefits • Deduction elements to record activity rate calculation results, such as:

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Source Application Element Purpose

◦ Employee contributions and employer distributions for medical options

◦ Flex credits for flex benefits

• Earnings elements to disburse unused credits as cash.

Time and Labor Time card details such as salary, overtime hours, and shift unit payments.

Absence Management Absence details such as number of hours, days absent, or accrual absence balance details.

Payroll Definitions
The payroll definition supplies the payroll period frequency and dates, which some applications use for payroll
calculations. A payroll is assigned to the assignment record of an employee, it indicates the payroll frequency for the
assignment such as weekly. This table shows which applications require payroll definitions.

Application Payroll Definition Required? Usage Conditions

Global Payroll Interface Yes, optional Required if you run the Calculate Gross
Earnings process

Compensation Yes, optional Required if you capture salary with a frequency

of payroll period

Benefits Optional Required to use the payroll period frequency to

calculate communicated rates or values passed
to payroll.

Time and Labor Optional N/A

Absence Management Optional N/A

Consolidation Groups
You must have at least one consolidation group for each legislative data group where you create elements. Payroll
definitions require a consolidation group.

Other Payroll-Related Setup Tasks

Your implementation might require other tasks from My Client Groups.

Task Requirements

Organization Payment Methods To record personal payment methods for your employees, you need to create organization payment
methods and associate them with your payroll definitions. Organization payment methods define the
combination of payment type and currency to use for payments to employees or external parties.

Element Classifications Primary element classifications are predefined. If you run the Calculate Gross Earnings process
(provided with Global Payroll Interface), you might create subclassifications to feed user-defined
balances.

Fast Formulas The Elements task provides predefined payroll formulas for payroll interface users. You can also write
formulas for several uses, including:

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Task Requirements

• Validating user entries into element input values

• Configuring compensation, benefit, and accrual plan rules
• Calculating periodic values for gross earnings and defining element skip rules for the Calculate
Gross Earnings process (provided with Global Payroll Interface)

Balance Definitions If you're using Global Payroll Interface, creating earnings elements creates balances automatically. You
can edit these generated balance definitions.
If you're using the Calculate Gross Earnings process, you might want to create other balances for
extracts or reporting.

Object Groups You can create object groups to specify subsets of elements or payroll relationships to include in a
report or process, such as the Calculate Gross Earnings process.

Related Topics
• Overview of Using Formulas
• Payroll Definitions
• Payroll Balance Definitions
• How Payroll Elements Hold Information for Multiple Features

Create a Payroll Element to Use with Salary Bases

Configure the payroll element for use in recurring base pay, such as annual salaries and hourly earnings. This guidance
applies to US legislative data groups (LDG).

You can use the same payroll element with multiple salary bases if they've the same currency. You can’t use the same
element for salary bases, individual compensation plans, and workforce compensation plans, or a combination.
1. On the My Client Groups > Compensation page, click Elements.
2. On the Elements page, click the Create icon.
3. On the Create Element dialog box, complete these steps:
a. Select a US LDG.
b. Select the primary classification, such as Standard Earnings. The listed classifications depend on the LDG
that you selected.
c. Optionally select the secondary classification, such as Regular. When the selections don't really match your
purpose, you can skip this step.
d. Select the appropriate category, if required, such as Standard.
e. Click Continue.
4. On the Create Element: Basic Information page, complete these steps:
a. Enter a descriptive name that lets you and others easily figure out the use or purpose of the element.
Make sure that the name starts with a letter and contains only letters, numbers, spaces, hyphens, or a
combination of these. It can't contain any special characters.
You can include a prefix, such as SB that lets people easily identify that the element is for a salary basis. You
don't want people using the same element in different compensation objects because it can lead to payroll

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conflicts. It can also lead to unexpected deletions of salary or individual compensation. Two example
names are SB US Annual Salary and SB California Hourly Wages.

b. Complete these basic information fields.

Field Value Guidance

Reporting Name Enter the name that you want to show in compensation history, on reports, and on payslips
for this earnings payroll element.

Reporting names need to be unique for elements that you add to compensation history.

Effective Date Enter 1/1/1951.

Enter an early date so that the element is available for use immediately in your salary bases,
and individual and workforce compensation plans.

Currency Select US Dollar.

Decides each individual’s local salary currency.

What is the earliest entry date for this Select First Standard Earning Date.
element?

What is the latest entry date for this This date decides how element entries process after someone's job is terminated or they're
element? transferred to another payroll. Select the value that fits your business process.

At which employment level should Select Assignment.

this element be attached?
Term-level elements aren’t supported.

c. Specify that this element recurs each payroll period.

d. Specify whether a person can have more than one entry for this element in a payroll period. To let people
link the same salary element to multiple salary bases, select Yes.
e. To accept the remaining default values, click Next.
5. If your implementation includes it, on the Create Element: Additional Details page, complete these steps:
a. Select the calculation rule, such as Flat amount.
b. Select the default periodicity, which is the frequency that the salary basis stores the amount in. The value
should be the same as the salary basis frequency, such as Hourly, Weekly, or Monthly.
c. Select the conversion rule for the element. For the calculation used by each conversion rule, see Conversion
Rule Options for Configuring Additional Details of Payroll Elements.
d. To accept the default values for the remaining rules, click Next.

If you use Global Payroll or Global Payroll Interface, configure more details for base pay elements, such as
proration and retroactive changes.

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6. On the Create Element: Review page, complete these steps:

a. Review all your rules and options to ensure that every value is correct.
b. To create the element, click Submit.
7. On the Element Summary page, complete these steps:
a. Review the generated input values. To link the element to a salary basis, the element needs to have a
monetary input value and the Periodicity input value.
- If your implementation includes Global Payroll, you can use the automatically created Amount input
value as is with no extra configuration. If Amount wasn’t automatically created, you need to create a
monetary input value so that people can link the element to a salary basis.
- If the primary classification is Standard Earnings, the Periodicity input value was automatically
created. If the primary classification is Information, you need to create it.
b. Make the element eligible for everyone to use. The element will apply only to people assigned the salary
basis linked to this payroll element.
i. In the Elements Overview section, select Element Eligibility.
ii. On the Actions menu, select Create Element Eligibility.
iii. In the General Information section, Element Eligibility Name field, enter the element name with the
suffix Open. For example, for the SB US Annual Salary payroll element, the element eligibility name
would be SB US Annual Salary Open.
iv. Enter the same effective date for element eligibility that you did for the element effective date, such
as 1/1/1951.
v. To prevent the creation of duplicate element entries when creating or loading salary, make sure that
the Automatic entry option is clear.
c. Click Submit.
d. Click Done.

Related Topics
• How Element Classification Components Work Together
• Payroll Element Eligibility
• Options to Determine an Element's Latest Entry Date
• Periodicity Conversion
• How Payroll Elements Hold Information for Multiple Features

Create a Payroll Element to Use with Individual

Compensation Plans
Configure the payroll element for use in recurring or nonrecurring individual compensation allocations, voluntary
contributions, and nonmonetary information. For example, use it for allowances, spot bonuses, stock grants, retirement
savings plans, charitable donations, and storage of duration or points information.

You can use a payroll element in only one option of one individual compensation plan. And you need to use different
elements for salary bases and individual compensation plans.

This guidance applies to US legislative data groups (LDG).

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1. On the My Client Groups > Compensation page, click Elements.

2. On the Elements page, click the Create icon.
3. On the Create Element dialog box, complete these steps:
a. Select a US LDG.
b. Select the primary classification. The listed classifications depend on the LDG that you selected.

Element Use Suggested Primary Classification

Recurring plan payments Standard Earnings

Nonrecurring plan payments for Supplemental Earnings

bonus or lump sum elements

Recurring and nonrecurring voluntary Voluntary Deductions or Pretax Deductions

deductions for individuals’ savings
contributions and charitable
deductions

Stock grants and awards Information

Storing nonmonetary information

c. Optionally select the secondary classification. When the selections don't really match your purpose, you
can skip this step.

Element Use Suggested Secondary Classification

Recurring plan payments Regular Not Worked

Nonrecurring plan payments Awards and Prizes, Bonus, another relevant option, or leave it blank.

Recurring and nonrecurring voluntary Select the relevant option. Otherwise, leave it blank.
deductions

Stock grants Leave it blank.

Storing nonmonetary information

d. Select the appropriate category, if required, such as Standard.

e. Click Continue.
4. On the Create Element: Basic Information page, complete these steps:
a. Enter a descriptive name that lets you and others easily figure out the use or purpose of the element.
Make sure that the name starts with a letter and contains only letters, numbers, spaces, hyphens, or a
combination of these. It can't contain any special characters.

You can include a prefix, such as IC that lets people easily identify that the element is for an individual
compensation plan. You don't want people using the same element in different compensation objects
because it can lead to payroll conflicts. It can also lead to unexpected deletions of salary or individual

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compensation. Example names are IC Gym Allowance, IC Car Allowance, IC Quarterly US Sales Award, IC
New Hire Stock Grant, and IC Red Cross Contribution.
b. Complete these basic information fields.

Field Value Guidance

Reporting Name Enter the name that you want to show in compensation history, on reports, and on payslips
for this earnings payroll element.

Reporting names need to be unique for elements that you add to compensation history.

Effective Date Enter 1/1/1951.

Enter an early date so that the element is available for use immediately in your salary bases,
and individual and workforce compensation plans.

Currency Select US Dollar.

Identifies the currency of the entered and displayed allocation, deduction, or contribution
amount.

What is the earliest entry date for this Select First Standard Earning Date.
element?

What is the latest entry date for this This date decides how element entries process after someone's job is terminated or they're
element? transferred to another payroll. Select the value that fits your business process.

At which employment level should Select Assignment.

this element be attached?
Relationship-level and term-level elements aren’t supported.

c. Specify whether this element recurs each payroll period or requires an explicit (nonrecurring) entry, such as
a bonus, stock grant, or onetime charitable donation.
d. Specify whether a person can have more than one entry for this element in a payroll period. To let people
link the same element to multiple individual compensation plans, select Yes.
e. To accept the remaining default values, click Next.

For Information elements, skip to the Double-Check Your Selections and Submit the Element section by
clicking Next again.

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5. If your implementation includes it, on the Create Element: Additional Details page, complete these steps:
a. Select the calculation rule. For recurring and nonrecurring plan payments and nonrecurring voluntary
deductions, select Flat amount. For recurring voluntary deductions, select Flat amount or Percentage of
Earnings.
b. Select the default periodicity, which is the frequency that the plan stores the amount in.

Element Use Value Guidance

Recurring plan payments The typical value is Monthly.

Nonrecurring plan payments Quarterly, Annually, or Periodically

Nonrecurring voluntary deductions

Recurring voluntary deductions Typically the same periodicity as base pay, such as Annually or Monthly

c. Select the conversion rule for the element. For the calculation used by each conversion rule, see Conversion
Rule Options for Configuring Additional Details of Payroll Elements.
d. To accept the default values for the remaining rules, click Next.
6. On the Create Element: Review page, complete these steps:
a. Review all your rules and options to ensure that every value is correct.
b. To create the element, click Submit.
7. On the Element Summary page, complete these steps:
a. Review the generated input values.

- For the input value that you link to the plan option, make sure that Special Purpose is Primary
input value. Typically, this is the Amount input value. If the value wasn’t automatically created, you
can manually add and configure it here. On individual compensation pages and in notifications,
the primary input value appears in the Value column. Detail pages show other input values. And
notifications can show other input values if the ORA_CMP_BIP_IC_SHOW_INPUT_VALUES profile
option is enabled.
- For each input value that doesn't apply to the plan, deselect the Displayed and Allow User Entry
options, if they aren’t already clear.
- For stock grant information elements, make sure that an input value with the Number unit of
measure has Special Purpose set to Primary Input Value. The element date feeds the Grant Date
column of the stock history table and the primary input value feeds the Shares Granted column. The
Shares section of people's Compensation page uses these values. Depending on configurations,
people's total compensation statements can also use them.
- For storage of nonmonetary information, make sure that Primary Input Value doesn't have Money as
the unit of measure.
b. To validate input values entered on individual compensation pages, add the relevant validation fast
formula. For example, add a validation formula to enforce length of service requirements. A recipient's
service must be more than 10 years to get a proposed award of 1,000 USD or more. The proposed
allocation for anyone with shorter service must be less.

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c. Optionally complete the steps to set up minimum and maximum values when you use these elements with
individual compensation plans:

- Standard earnings elements with a Regular Not Worked secondary classification

- Supplemental earnings elements

Setup steps:

i.
In the Element Overview, Input Values section, select Amount.
ii.
In the Input Values section, on the Edit menu, select Correct.
iii.
In the Default Entry Values and Validation section, enter a minimum or maximum value, or both.
iv.Select Warning or Error, as appropriate.
◦ Warning: Show a message when the manager or HR specialist enters an amount that's below
the minimum value or above the maximum value, if set. This usage enables them to still
continue with their submissions.
◦ Error: Show a message when someone enters an amount that's below the minimum value or
above the maximum value, if set. This usage prevents them from continuing until they enter an
amount that's within the specified limits.
d. Make the element eligible for everyone to use. The element will apply only to people assigned the salary
basis linked to this payroll element.

i. In the Elements Overview section, select Element Eligibility.

ii. On the Actions menu, select Create Element Eligibility.
iii. In the General Information section, Element Eligibility Name field, enter the element name with the
suffix Open. For example, for the IC Gym Allowance payroll element, the element eligibility name
would be IC Gym Allowance Open.
e. Click Submit.
f. Click Done.

Related Topics
• How Element Classification Components Work Together
• Payroll Element Eligibility
• Options to Determine an Element's Latest Entry Date
• Periodicity Conversion
• How Payroll Elements Hold Information for Multiple Features

Create a Payroll Element to Use with Workforce

Compensation Plans
Configure the payroll element for use in recurring or nonrecurring workforce compensation allocations and
nonmonetary information. For example, use it for allowances, spot bonuses, and stock grants. Also use it to store
duration or points information and custom worker data.

This guidance applies to US legislative data groups (LDG).

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You can use the same payroll element with multiple workforce compensation plans if they have the same currency. You
can’t use the same element for different components in a workforce compensation plan. You also can’t use the same
element for salary bases, individual compensation plans, and workforce compensation plans, or a combination.

1. On the My Client Groups > Compensation page, click Elements.

2. On the Elements page, click the Create icon.
3. On the Create Element dialog box, complete these steps:
a. Select a US LDG.
b. Select the primary classification. The listed classifications depend on the LDG that you selected.

Element Use Suggested Primary Classification

Recurring plan payments Standard Earnings

Nonrecurring plan payments for Supplemental Earnings

bonus or lump sum elements

Stock grants and awards Information

Storing nonmonetary information

c. Optionally select the secondary classification. When the selections don't really match your purpose, you
can skip this step.

Element Use Suggested Secondary Classification

Recurring plan payments Regular Not Worked

Nonrecurring plan payments Awards and Prizes, Bonus, another relevant option, or leave it blank.

Stock grants Leave it blank.

Storing nonmonetary information

d. Select the appropriate category, if required, such as Standard.

e. Click Continue.
4. On the Create Element: Basic Information page, complete these steps:
a. Enter a descriptive name that lets you and others easily figure out the use or purpose of the element.
Make sure that the name starts with a letter and contains only letters, numbers, spaces, hyphens, or a
combination of these. It can't contain any special characters.
You can include a prefix, such as WFC that lets people easily identify that the element is for a workforce
compensation plan. You don't want people using the same element in different compensation objects

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because it can lead to payroll conflicts. It can also lead to unexpected deletions of salary or compensation.
Example names are WFC Gym Allowance, WFCC Car Allowance, and WFC Quarterly US Sales Award.

b. Complete these basic information fields.

Field Value Guidance

Reporting Name Enter the name that you want to show in compensation history, on reports, and on payslips
for this earnings payroll element.

Reporting names need to be unique for elements that you add to compensation history.

Effective Date Enter 1/1/1951.

Enter an early date so that the element is available for use immediately in your salary bases,
and individual and workforce compensation plans.

Currency Select US Dollar.

Workforce compensation components with a local currency determination code of Salary

Basis Currency use the currency of the element linked to the individual’s salary basis.

What is the earliest entry date for this Select First Standard Earning Date.
element?

What is the latest entry date for this This date determines how element entries process after someone's job is terminated or
element? they're transferred to another payroll. Select the value that fits your business process.

At which employment level should Select Assignment or Term.

this element be attached?

c. Specify whether this element recurs each payroll period or requires an explicit (nonrecurring) entry, such as
a bonus or stock grant.
d. Specify whether a person can have more than one entry for this element in a payroll period. To let people
link the same element to multiple workforce compensation plans, select Yes.
e. To accept the remaining default values, click Next.
For Information elements, skip to the Double-Check Your Selections and Submit the Element section by
clicking Next again.

5. If your implementation includes it, on the Create Element: Additional Details page, complete these steps:
a. For the calculation rule, select Flat amount.
b. Select the default periodicity, which is the frequency that the plan stores the amount in.

Element Use Value Guidance

Recurring plan payments The typical value is Monthly.

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Element Use Value Guidance

Nonrecurring plan payments Quarterly, Annually, or Periodically

c. Select the conversion rule for the element. For the calculation used by each conversion rule, see Conversion
Rule Options for Configuring Additional Details of Payroll Elements.
d. To accept the default values for the remaining rules, click Next.
6. On the Create Element: Review page, complete these steps:
a. Review all your rules and options to ensure that every value is correct.
b. To create the element, click Submit.
7. On the Element Summary page, complete these steps:
a. Review the generated input values.
- For the input value that you link to the compensation component, make sure that Special Purpose
is Primary input value. Typically, this is the Amount input value. If the value wasn’t automatically
created, you can manually add and configure it here.
- For each input value that doesn't apply to the plan, deselect the Displayed and Allow User Entry
options, if they aren’t already clear.
- For stock grant information elements, make sure that an input value with the Number unit of
measure has Special Purpose set to Primary Input Value. The element date feeds the Grant Date
column of the stock history table and the primary input value feeds the Shares Granted column. The
Shares section of people's Compensation page uses these values. Depending on configurations,
people's total compensation statements can also use them.
- For storage of nonmonetary information, make sure that Primary Input Value doesn't have Money as
the unit of measure.
b. Make the element eligible for everyone to use. The element will apply only to people assigned the salary
basis linked to this payroll element.
i. In the Elements Overview section, select Element Eligibility.
ii. On the Actions menu, select Create Element Eligibility.
iii. In the General Information section, Element Eligibility Name field, enter the element name with the
suffix Open. For example, for the WFC Gym Allowance payroll element, the element eligibility name
would be WFC Gym Allowance Open.
c. Click Submit.
d. Click Done.

Related Topics
• How Element Classification Components Work Together
• Payroll Element Eligibility
• Options to Determine an Element's Latest Entry Date
• Periodicity Conversion
• How Payroll Elements Hold Information for Multiple Features

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Conversion Rule Options for Configuring Additional

Details of Payroll Elements
Use this information to help you select the correct conversion rule when you're configuring the additional details for
payroll elements linked to compensation objects.

Conversion Rule Calculation Example

Standard Rate Annualized 1. Convert the source amount and NA

periodicity to an annual value using
default values of 2080 hours, 260 working
days.
2. Convert the amount to the required
periodicity and rate.

Standard Rate Daily 1. Calculate a daily rate using default value NA

260 working days.
2. Convert the amount to the required output
periodicity and rate.

Standard Working Hours Rate Annualized 1. Convert the source amount and working Scenario: The person works 40 hours a week
hours to an annual value. Use the person's with a monthly salary of 1000 US dollars.
standard working hours.
2. Calculate the rate. Calculation: ((1000*12) / (40.00*52) = 5.77 an
hour

Assignment Working Hours Rate Annualized 1. Convert the source amount and working Scenario: The person works 40 hours a week,
hours to an annual value. Use the person's with a 37.5 standard working hours a week, and
working hours. a monthly salary of 1000 US dollars.
2. Calculate the rate.
Calculation: ((1000*12) / (37.50*52) = 6.15 an
hour

Periodic Work Schedule Rate Annualized 1. Convert the monetary value and work Scenario for a person assigned a monthly
schedule to an annual value. Use the payroll:
person's work schedule for the payroll
period for daily and hourly conversions. • The person has a monthly salary of 1000
2. Calculate the rate. US dollars.
• The formula checks the work schedule
details for the month.
Daily conversion calculation: 1000 a month / 20
days in the month = 50

For a person not assigned a payroll: The

calculation uses the weekly rate and converts
the result to an annual amount. The calculation
then divides the annual amount by the number
of days or hours in that week, according to the
work schedule.

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Implementing Compensation Base Pay Overview

11 Base Pay Overview

Overview of Base Pay Configuration

Base pay is a person's salary amount. Managers and HR specialists view and adjust this amount or any component
amounts or percentages over the time someone works in their organization. Each salary record they manage has an
associated salary basis.

Here's how the salary basis configuration works with salary records and payroll processing.

• Calculations use the frequency and annualization factor of the salary basis to decide the annualized salary that
appears on the salary record. Calculations also use these salary basis settings and the full-time equivalent value
from the employment record to decide the annualized full-time salary.
• The salary record uses any salary components configured on the salary basis to itemize salary adjustments for
reports, such as merit and location.
• The payroll element associated with the salary basis holds the salary amount entered on the salary record. The
basis passes that amount to payroll for processing.
• The grade rate and differential profile associated with the salary basis decide the salary metrics and validation
messages people see on the salary record. Associating them with the salary basis is optional, so they aren't part
of every salary basis configuration.

You configure grades, grade rates, progression grade ladders, rate definitions, and payroll elements using the Base Pay
task list in the Compensation work area. You can also manage lookups, actions, and action reasons.

Related Topics
• How You Enable Salary Itemization Using Incremental Components
• How You Store the Salary Amount and Pass It to Payroll for Processing
• How Salary Metrics Are Calculated

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How Salary Basis Options Work with Salary Amounts and

Calculations
The interval used to quote and store salary, such as hourly or annually, is the frequency of the salary basis associated
with the salary record.

The annualization factor is the numeric multiplier for the frequency. Calculations use the factor and the salary amount
to decide the annual salary amount, as these examples show.

Frequency Annualization Factor Salary (USD) Annual Salary (USD)

Annually 1 50,000 50,000

Monthly 12 10,000 120,000

Hourly 2080 100 208,000

Related Topics
• Overview of Base Pay Configuration
• Examples of Annual Salary and Annualized Full-Time Salary Calculations
• How You Change a Salary to Account for a Changed FTE

How You Store the Salary Amount and Pass It to Payroll

for Processing
The salary basis holds the overall salary amount from the salary record. It passes the amount to the element entry for
payroll processing each pay period.

Legislative Data Group (LDG)

You configure each salary basis for a specified LDG. If your organization has multiple LDGs, you need to create a
uniquely named salary basis for each unique set of characteristics applicable to each LDG. The LDG limits the payroll
elements that you can associate with the salary basis.

Payroll Element
You attach a single payroll element to each salary basis to hold the overall salary amount. The elements that you can
select from meet these criteria:

• They're valid for the selected LDG.

• They recur.

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• They're either Earning or Information elements.

• They include eligibility definitions.
The required element eligibility definition can include eligibility criteria. We recommend that you leave the
eligibility open on the payroll element.

Make sure that individual compensation doesn't also use the element you select. Using the same element across
compensation objects can lead to payroll conflicts. It can also lead to unexpected deletions of salary or individual
compensation.

Restrictions
You can link recurring elements to multiple salary bases only if they meet these conditions:

• Headquarters-based grades have a base pay of X.

• Grades for all other locations have a base pay of X - 2%.

Input Value
An element can have multiple input values. The element input value that you select in the salary basis, such as Amount,
is the value that stores the salary amount.

The monetary amount stored in the element entry is the salary amount in the salary information for the person's
assignment. That salary amount is in the frequency of the person's salary basis, such as annually or hourly.

If you don't use Oracle Fusion Global Payroll, you can store the salary amount using information payroll elements.

• If the element includes the Periodicity input value, the element entry stores the annual salary amount.
• If the element doesn't include the Periodicity input value, the element entry stores the salary amount in the
same frequency as the salary basis.

Here's how the payroll formula processes the input values of element entries received in the frequency of the salary
basis:

Salary Basis Frequency Amount Passed to Payroll Payroll Processing

Annually Annual amount Converts the annual amount to the appropriate

payroll period amount.

Hourly Hourly rate Multiplies the hourly rate by the number of

hours reported for the payroll period.

The resulting base pay earnings appear on the payslip for the payroll element associated with the salary basis.

Currency
The element currency automatically decides the salary basis currency used to pay the person.

Reference
The Configuring Payroll Elements for Use in Oracle Fusion Compensation document (ID 1589502.1) explains how
compensation uses payroll elements. It also explains how to configure the elements for specific uses.

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Related Topics
• Overview of Base Pay Configuration
• Create a Payroll Element to Use with Salary Bases

How Many Salary Bases to Create

You need to create a separate salary basis, for each unique combination of the following characteristics associated with
a worker's base pay.

A good practice if you require many salary bases in your organization is to use descriptive names. Examples are CA
Hourly Wages, UK Annual Salary with Components, and Adjunct Pay 3 Credit Courses.

Legislative Data Group (LDG)

How many LDGs are in your enterprise? You can create salary bases within a particular LDG. You can't share salary bases
across LDGs. Each salary basis name and each salary basis code must be unique within a legislative data group (LDG).

Frequency and Annualization Factor

How many different frequencies for quoting base pay are in use? People with multiple assignments on different payroll
frequencies need to have a different salary basis associated with each assignment.

Do any of the frequencies have multiple annualization factors for base pay? Your number of salary bases increases by
one for each extra annualization factor in each separate LDG.

Payroll Element and Currency

Do you want to use the same payroll element for different salary bases? You can do this if the element has these
configurations:

• It's a recurring earnings element.

• It allows multiple entries in the same period.

How many currencies do you pay people in, within a single LDG? You need one payroll element for each currency within
an LDG. You also need a separate salary basis for each payroll element.

Components
Do you want to itemize salary? You need one extra salary basis for each unique collection of components.

Grade Rates and Differential Profiles

How many grade rates are you using? The number of salary bases increases by one for each grade rate in use. You can
reduce the number of grade rates by using a differential profile. Profiles with the compensation zone or compensation
zone and business unit criteria can have grade rates configured instead of multipliers. The number of salary bases
increases by one for each differential profile in use.

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Rounding Rules and Decimal Precision

How many different rounding rules do you use for salary amount? The number of salary bases increases by one for
each rounding rule in use.

How many different decimal places do you display? The number of salary bases increases by one for each decimal
precision in use.

Related Topics
• Incremental Salary Component Lookups
• How Salary Basis Options Work with Salary Amounts and Calculations
• Create a Payroll Element to Use with Salary Bases
• Grade Rates

How You Can Audit Salary Data

You need to enable audit for salary data using the Manage Audit Policies task.

Document Records for Salary

Proposers can attach document records while submitting salary proposals using responsive Change Salary and Salary
History actions. Approvers can view the attachments while deciding to approve or reject the proposal.

After approval, the attachments are available in the individual's document records. People can also see the attached
document records on the My Compensation and Compensation Info salary details pages.

Proposers can include document records of both Person and Assignment types. And actions tag document records with
the action occurrence identifier. Here's what happens to salary and the document record during certain scenarios, and
depending on your setup:

Scenario What Happens

During global transfer that copies salary • The Global Transfer action copies salary to the destination legal employer.
• The action moves the assignment-level document record. But it doesn’t link the document to the
copied salary.

When someone uses Change Salary to • The action creates an action occurrence.
correct a salary created with HR actions,
such as Hire, Promote, and Local and • The document of record created with the original transaction isn’t visible.
Global Transfer

When someone uses Change Salary to • The process doesn’t create an action occurrence.
correct a salary created with compensation
actions, such as Change Salary or Salary • The document of record created with the original transaction is visible.
History

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Scenario What Happens

When you've Reuse Action Occurrence • Actions reuse the action occurrence when the effective date, action, and reason match that of the
Identifier enabled assignment. The document of record created with the original transaction is visible and people
can’t delete it.
• Actions create an action occurrence when the effective date, action, and reason are different. The
document of record created with the original transaction isn’t visible.

When you've Combined Correction and • Actions overwrite the action occurrence with the value selected by the proposer in the action. If
Deletion for Assignment, Salary, and the proposer’s selection is different from that of the salary, then the document of record attached
Document Records on View Employment to the salary isn’t visible.
Details Page enabled

Let Proposers Include Document Records in Salary

Proposals
Make the Document Records section visible so that proposers can include documents in their salary proposals. And
optionally filter the types of documents that they can include by action.

1. Make the Document Records section visible in these Transaction Design Studio rules:
◦ Change Salary
◦ Salary History
◦ My Compensation
◦ Compensation Info
2. Optionally, filter the document types by action. If you don’t do this filtering, proposers can add all document types
allowed by their document type security profiles. This filtering applies only when proposers add new document
records.
a. In the Setup and Maintenance work area, search for and click the Manage Enterprise HCM Information
task.
b. Search for HCM Flow and Document Type Mapping.
c. Select the document types for these HCM flows:
- Change Salary for Line Manager
- Change Salary for Compensation Manager
- Salary History

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12 Salary Basis Introduction

Salary Basis Options for Determining Salary Amount

When you configure a salary basis, you need to specify whether it determines the salary amount by user, by incremental
components, by simple components, or by rate components.

Related Topics
• Salary Amount Is Determined by User
• Salary Amount Is Determined by Incremental Components
• FTE Adjustments When Salary Amount Is Determined by Simple Components
• Salary Amount Is Determined by Simple Components
• Salary Amount Is Determined by Rates

Salary Amount Is Determined by User

With this type of salary basis, HR specialists or managers enter salary amounts, adjustment amounts, or adjustment
percentages when changing salary. You can use this type to determine salary amounts using grade step progression.

Related Topics
• Basic Process to Default Salary Amounts from Grade Ladder Rates

Salary Amount Is Determined by Incremental

Components
With this type of salary basis, HCM specialists or managers itemize the salary adjustment using incremental
components provided by the basis. Or they select the components when changing salary. Which method they use
depends on the salary basis configuration.

CAUTION: To determine salary amounts using grade step progression, don't select this type of salary basis.

Only the first salary record itemizes the entire salary amount. All later salary records itemize only the adjustment
amount, using percentages or amounts.

Example
On the first salary record, the HR specialist defines a 28,000 USD salary, as shown here.

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Component Amount

Base 20,000

Merit 5,000

Location 3,000

The next year, the manager adjusts that person's salary to 32,000 USD, as shown here.

Component Adjustment Amount Adjustment Percentage

Base 5,000 18

Merit 0 0

Location -1,000 -0.04

Related Topics
• Incremental Salary Component Lookups

Salary Amount Is Determined by Simple Components

With this type of salary basis, HCM specialists or managers itemize salary changes using simple components. For
example, this $100 salary is made up of four itemizations.

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Each component has its own characteristic and change history, and affects salary in a different way. For example,
a component can be a fixed or user-enterable amount. Or it can be a fixed or user-enterable percentage of another
component. And you can add the component to the overall salary, subtract it from the overall salary, or make it
independent of the overall salary.

Tip: You should use the simple components on responsive pages with salary information. Don't use classic pages to
create, change, or delete salary that uses simple components. You can use classic pages to view simple component
information.

Example
Here's a person's initial salary determined by three simple components and how their manager uses theses
components to adjust their salary a year later. On their first salary record, the HCM specialist defines their 25,000 USD
salary, as shown here.

Component Amount

Base 20,000

Merit 5,000

Location 3,000

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The next year, their manager adjusts their salary to 32,000 USD, as shown here.

Component Amount Adjustment Amount Adjustment Percentage Prior Value

Base 25,000 5,000 25 20,000

Merit 5,000 0 0 5,000

Location 2,000 -1,000 -33.33 3,000

Related Topics
• Simple Salary Component Lookups
• Example Simple Component Configurations with People Entering Values and Fixed Percentages
• Example Simple Component Configurations with Grade Progression Rate, User Entered Values, and Fixed
Percentages

Salary Amount Is Determined by Rates

With this type of salary basis, HCM specialists or managers itemize the salary adjustment using Oracle Fusion Cloud
Global Payroll rate definitions. The overall salary is calculated by summing and subtracting other rates included in the
salary basis.

Rates can be entered by users or calculated by multiplying a factor against another rate value. They can also be derived
using value by criteria or the progression grade ladder. The rates included in the salary basis can have default values.
They can also have frequencies and currencies that are different from those for the overall salary.

CAUTION: Don't include formula-based rate definitions and rate contributors in a salary basis. Also don't use
formulas for validation or to default values. Fast formula database items can't access data proposed in flows and not
yet saved to the database.

You create salary basis rate components using the payroll Rate Definitions quick action for My Client Groups. Be sure to
link a rate definition to only one salary basis to avoid issues when moving a worker to another basis.

Examples
Here, a person's overall salary is calculated by summing three other rate components. Two of the components have the
same frequency as the overall salary component, and one component has a different frequency.

Salary Component Frequency Component Value Source Example

Annual Base Annual User entered 40,000

Allowance 1 Annual User entered 20,000

Incentive Monthly Defaulted from an element entry 1,000

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Salary Component Frequency Component Value Source Example

Overall Salary Annual Calculated with this expression: Annual Base + Allowance 1 + (Incentive 72,000
x 12)

40,000 + 20,000 + (1,000 x 12)

40,000 + 20,000 + 12,000

Here, a person's overall salary is calculated by summing two other rate components. Both components have the same
frequency as the overall salary component.

Salary Component Frequency Component Value Source Example

Annual Base Annual User entered 40,000

Housing Allowance Annual Calculated with workers at headquarters getting 50 percent of their annual base 20,000
and all others getting 40 percent

Overall Salary Annual Calculated using this expression: Annual Base + Housing Allowance 60,000

40,000 + (40,000 x .50)

40,000 + 20,000

Here, a person's overall salary is calculated by summing four other rate components. One of the components has the
same frequency as the overall salary component, and the other three components have a different frequency.

Salary Component Frequency Component Value Source Example

Annual Base Annual User entered 48,000

Housing Allowance Monthly Calculated as 50 percent of monthly base 2,000

(Annual Base / 12) x .50

(48,000 / 12) x .50

4,000 x .50

Special Allowance Monthly Defaulted from an element entry 1,000

Variable Incentive Monthly Specified factor to apply to the Annual Base component, the calculated value is 1%
loaded into an element entry

Overall Salary Annual Calculated with this expression: Annual Base + (Housing Allowance x 12) 84,480
+ (Special Allowance x 12) + (Variable Allowance x 12)

48,000 + (2,000 x 12) + (1,000 x 12) + (80,000 x .01)

48,000 + 24,000 + 12,000 + 480

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Rounding Rules, Salary Amounts, and Decimal Places to

Display
You can specify separate rounding rules for the salary amount, annualized values, and salary ranges on a salary basis.
You can also specify the decimal places to show for all numeric salary values that you see on the salary record.

Use the Salary Basis task in the Compensation Management work area.

Rounding Rules and Usages

Here's how amounts and ranges use each rounding rule.

Rounding Rule Usage

Salary amount Used by calculations that include the salary amount, for example:

• To increase a salary using a percentage, such as 3.5%

• To convert the salary to a different frequency, such as from monthly to annually
• To prorate the salary based on a specific full-time equivalent, such as from 1 FTE to 0.5 FTE
It’s also used when calculating simple component amounts from percentages or adjustment
percentages. The rounding rule doesn’t apply to the overall salary amount because it’s a sum of the
component amounts.

Annualized values Specifies how the annual salary and annualized full-time salary amounts appear.

Salary range Specifies how salary ranges appear and when calculating revised salary ranges, for example:

• To convert the salary range from one frequency to another

• To apply salary differentials

The rounding rules always affect amounts and values from when you set them and onward. They don't affect previously
calculated amounts and values. Here's how you can ensure consistency across historical and current salary amounts:

1. Create another salary basis with new rules instead of editing an existing salary basis.
2. Update the salary records with this new salary basis from a specific date.
You can use loading tools, such as HCM Data Loader and HCM Spreadsheet Data Loader to make this transition
seamless. Be sure to set the old salary basis to Inactive. This way it's no longer available for people to add it as part of
their salary proposals.

Rounding Rule Place and Decimal Place to Display

We recommend that you match the decimal place of your salary amount rounding rule with the decimal place to display.
Here's what happens when the decimal and rounding rule places don't match.

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Mismatch Issue Example Scenario Example Results

If the decimal place to display is longer than Salary amount: 15.7923234 Calculations round the amount to 15.79 and
your rounding rule place, salary amounts have salary pages display the amount as 15.7900.
extra zeroes at the end. Decimal place to display: 4

Rounding rule: Nearest .01

If the decimal place to display is shorter than Salary amount: 15.7923234 Calculations round the amount to 15.7923 and
your rounding rule place, salary amounts get salary pages display the amount as 15.79.
truncated. Decimal place to display: 2

Rounding rule: Nearest .0001

Payroll element entries ignore the decimal place to display from the salary basis because the elements always use the
decimal place of the currency definition. For example, US currency is defined to 2 decimal places. Even if you set your
salary amount display to 4 places, the element entries round the amount to 2 places.

Related Topics
• Overview of Base Pay Configuration
• Can HCM Data Loader round salary amounts when it loads salary information?

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Implementing Compensation Simple and Incremental Component Itemization of Salary

13 Simple and Incremental Component

Itemization of Salary

Considerations for Using Salary Bases with Incremental

Components versus Simple Components
When you configure salary bases, you can use incremental or simple components to itemize salary adjustments. The
incremental and simple components that you can configure come from lookups and their values can be either an
amount or a percentage.

Consider these key differences when selecting the salary basis type.

Criteria Incremental Components Simple Components

Source of component names CMP_SALARY_COMPONENTS lookup ORA_CMP_SIMPLE_SALARY_COMPS lookup

Component types None User entered amount

User entered percentage

Fixed amount

Fixed percentage

Overall salary

Progression grade ladder rate

Input type A Person can enter an amount or a percentage When allowed, a person can enter an amount
against the incremental component. or a percentage. The percentage applies
to the amount of another, specified simple
component. A person can also enter the
adjustment amount or percentage to apply to
the previous simple component value.

Default value None You can configure the simple components to

use static default values or values provided by
progression grade ladder rates.

You can even configure the components to

use default values calculated by applying
percentages to other specific simple
components. For example, you can calculate a
car or housing allowance as a percentage of a
base salary.

Amount or percentage Can be either

Adjustment history The adjustment applies to only the current Adjustments apply to the current and future
salary record. salary records.

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Criteria Incremental Components Simple Components

Example scenario: In 2001 the worker gets a merit component of $100. In 2002, they get a $10
increase and in 2003, they get a $15 increase.

Results: Their salary history shows the Results: Their salary history for the simple merit
incremental merit component amount of $100 component shows the amount of $100 in 2001,
in 2001. It shows the adjustment amounts of $110 in 2002, and $125 in 2003.
$10 in 2002 and $15 in 2003.
The history of a simple component is preserved
Their history doesn't show the calculated when the salary basis changes and both
amount of $110 in 2002 or $125 in 2003. bases use simple components of the same
component type.

Visibility of previous amount None. People proposing or reviewing proposed People proposing and reviewing proposed
salary changes can’t see the previous amounts salary changes can see previous amounts or
or percentages. percentages.

Effect of full-time equivalent (FTE) None Each value gets adjusted for FTE.

Effect on overall salary The individual values are added to the previous You can specify whether the individual values
salary amount to decide the new overall salary. add to or subtract from the overall salary
amount. You can also configure individual
values to be independent of the overall salary.

Required or optional You can configure a fixed set of incremental You specify whether they're optional. People
components that always show when people need to provide values for any required
propose salary changes. Or, you can let them simple components when they propose salary
select the incremental components they want changes. And, they can select the optional
to use in their salary proposal, if any. components they want to include, if any.

Grade Step Progression

Consider these key differences when selecting the salary basis type of a salary basis used in grade step progression:

Criteria Incremental Components Simple Components

Populate salary from progression grade ladder No Yes when the simple component type is
Progression grade ladder rate

Grade step progression batch processes Not available Available

Integration
Consider these key integration differences when selecting the salary basis type:

Criteria Incremental Components Simple Components

Workforce Compensation
Available
Total Compensation Statements

Oracle Transactional Business Intelligence Can include

(OTBI) reports

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Criteria Incremental Components Simple Components

Global Payroll Available

Supported flows HR actions, Offers, Change Salary, Salary History

Approval payload Attributes available

Notifications shows component break up GHR actions, Offers, Change Salary, Salary Change Salary, Salary History
History
Also available in GHR data models

HCM Data Loader Salary Basis and Salary Supported

Allocation objects

HCM Extracts User entities (UEs) and database item (DBI) groups available

Global transfer Supported when you can let HCM specialists Supported
and managers select the incremental
components to use in their salary proposal, if
any

REST services Supported

Download salaries Supported Not supported

Database view CMP_ASG_SALARY_COMPONENTS_V CMP_ASG_SALARY_SIMPLE_CMPTS_V

Audit Available

Autocomplete There's no new object available to set defaults for either incremental or simple component
values. You can default only the salary basis, not other attributes, such as component amounts or
percentages.

Related Topics
• Salary Amount Is Determined by Incremental Components
• Salary Amount Is Determined by Simple Components

Simple Component Types

You can include up to six different types of simple components in a salary basis configuration.

Type of Simple Component Description

User entered amount The person proposing salary can enter the amount.

User entered percentage The person proposing salary can enter the percentage, which is then applied to the specified
component.

Fixed amount The amount comes from the salary basis configuration and the person proposing salary can't override
it.

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Type of Simple Component Description

Fixed percentage The percentage comes from the salary basis configuration and the person proposing salary can't
override it. The percentage applies to the other, specified component.

Overall salary The amount is calculated from the other component amounts that are configured to add to or subtract
from the overall salary. The person proposing salary can't override the amount.

Progression grade ladder rate The amount comes from the progression grade ladder configuration. it can be either the grade rate
value or grade step rate value. The person proposing salary can overwrite the value.

Related Topics
• Create a Progression Grade Ladder to Default Salary Amounts
• Create a Progression Grade Ladder for Batch Processing

Optional Simple Components in Salary Bases

People proposing salary add or remove optional simple components in responsive flows using the Choose Components
menu. They’re included at the end of the salary details table instead of the position specified by the sequence set on the
salary basis.

The optional components do appear in the specified sequence when people view salary history.

HCM specialists and line managers all see the same optional components for the salary basis. If you need only HCM
specialists to add them, consider adding guidance on pages with salary information that discourages line managers
from adding them.

Tip: You can't include simple components when you use classic Change Salary pages or Salary sections.

You've three options for the Optional attribute:

Option Effect on the Simple Component

No It's required and appears in all salary changes.

Yes, don't carry forward It’s optional and won't ever appear automatically when proposing or creating salary through scheduled
processes, HCM Data Loader, and HCM Spreadsheet Data Loader. The person proposing a salary
change needs to select the component to include it in their proposal. They need to do this for each
salary proposal, even if the current salary includes the optional component.

Yes, carry forward It’s optional and won’t automatically appear as a part of the first salary proposal. The person proposing
a salary change needs to select the component to include it in their proposal. After they include, it
continues to appear in future salary changes.

For example, the salary basis has car allowance set as an optional component to carry forward. A line
manager adds the car allowance to their worker’s salary change. All future salary proposals for that
worker continue to include the car allowance component until it’s explicitly removed.

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Example Simple Component Configurations with People

Entering Values and Fixed Percentages
Here are two examples of how you can configure simple components for people to enter amounts and percentages to
add to the overall salary. You can also include simple components that are fixed percentages and independent of the
overall salary.

Example 1
The first example has three simple components that add to an overall salary component. It also has two fixed
percentage components that are independent of the overall salary.

Component Type Component Effect on Overall Default Value Example

Percentage Applies Salary
To

Basic salary User entered amount NA Add NA 100,000

Housing User entered NA Add 50% 50,000

percentage

Flexible benefit plan User entered amount NA Add NA 60,000

Annual gross pay Overall salary NA NA NA 210,000

Provident fund Fixed percentage Basic salary None 12% 12,000

Gratuity Fixed percentage Basic salary None 4.81% 4,810

Example 2
The second example also has three simple components that add to an overall salary component. And, it has three fixed
percentage components that are independent of the overall salary.

Component Type Component Effect on Overall Default Value Example

Percentage Applies Salary
To

Basic salary User entered amount NA Add NA 100,000

Housing User entered NA Add 40% 40,000

percentage

Special allowance User entered amount NA Add NA 60,000

Annual gross pay Overall salary NA NA NA 200,000

Provident fund Fixed percentage Basic salary None 12% 12,000

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Component Type Component Effect on Overall Default Value Example

Percentage Applies Salary
To

Gratuity Fixed percentage Basic salary None 4.81% 4,810

Variable pay Fixed percentage Overall salary None 20% 40,000

Related Topics
• Salary Amount Is Determined by Simple Components

Example Simple Component Configurations with Grade

Progression Rate, User Entered Values, and Fixed
Percentages
Here are two examples of how you can configure simple components that provide salary from rates in progression
grade ladders.

You can include simple components for people to enter amounts and percentages that also add to the overall salary.
And, you can include simple components that are fixed percentages that add to the overall salary or are independent of
it.

Example 1
The first example has five simple components that add to an overall salary component.

Component Type Component Effect on Overall Default Value Example

Percentage Applies Salary
To

Basic salary Grade progression rate NA Add NA 100,000

Housing Fixed percentage NA Add 50% 50,000

Flexible benefit plan User entered amount NA Add NA 60,000

Provident fund Fixed percentage Basic salary Add 12% 7,200

Gratuity User entered Basic salary Add 5% 5,000

percentage

Total cash Overall salary NA NA NA 222,200

Example 2
The second example also has five simple components that add to an overall salary component. And, it has a fixed
percentage component that's independent of the overall salary.

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Component Type Component Effect on Overall Default Value Example

Percentage Applies Salary
To

Basic salary Grade progression rate NA Add NA 100,000

Housing Fixed percentage NA Add 50% 50,000

Flexible benefit plan User entered amount NA Add NA 60,000

Provident fund Fixed percentage Basic salary Add 12% 7,200

Gratuity User entered Basic salary Add 5% 5,000

percentage

Total cash Overall salary NA NA NA 222,200

Variable pay Fixed percentage Basic salary None 20% 44,440

Related Topics
• Salary Amount Is Determined by Simple Components

How You Migrate Salary Bases with Simple Components

You can use the standard import and export methods and the .csv or .xml files.

How You Enable Salary Itemization Using Incremental

Components
You can enable itemization that lets HR specialists and managers reflect the different reasons for salary changes, such
as merit or location. Use the Salary Basis task in the Compensation work area.

Incremental Component Configuration

Here are the key settings for the salary basis that let you include salary components for itemization.

Field Value

Salary Basis Type Salary adjustment amount is determined by incremental components.

Components to Display When Adjusting Either of these:

Salary
• Select specific incremental components to display during allocation.
• Enable incremental component selection during allocation.

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You add incremental salary components or can change the available components by editing the
CMP_SALARY_COMPONENTS lookup type. Use the Manage Common Lookups task in the Compensation work area.

Incremental Component Processing

When values change for incremental salary components, the payroll element associated with the salary basis holds the
new salary amount calculated from the component adjustments. Payroll doesn't receive individual component values
for processing.

Example
The person's current salary is 50,000 USD. Their manager enters incremental component adjustment percentages and
salary calculations decide the monetary amounts, as shown here. The calculations then sum the monetary amounts and
the original salary amount to decide the new salary amount of 60,000 USD. Here's the equation:

(5,000 + 3,000 + 2,000 + 50,000)

Salary Component Adjustment Percentage Calculated USD

Merit 10 5,000

Promotion 6 3,000

Adjustment 4 2,000

Related Topics
• Incremental Salary Component Lookups

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14 Examples of How Simple Components

Work

A New Hire Action with Simple Components

Here's an example of what happens in the salary section of a New Hire action when the selected salary basis type is
simple components.

1. You select the Simple Components Salary Basis (all required) salary basis and the required components appear
in the table.
2. The Basic salary component lets you enter an amount, such as 40,000.
3. The Housing allowance component lets you enter a percentage, such as 60%. Then it applies the percentage to
the Basic salary component amount to calculate the allowance amount, such as 24,000.
4. The Transport allowance component is a fixed amount, such as 1,800, that you can't remove or change.
5. The Special allowance component is a fixed percentage, such as 40% that you can’t remove or change. The
component applies the percentage to the Basic salary component to calculate the allowance amount.

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6. The Overall salary component adds all the other component amounts together to get the overall salary amount,
such as 81,800.

Related Topics
• Salary Amount Is Determined by Simple Components

A Change Salary Action and Simple Components

Here's an example of what happens in the salary section of a Change Salary action when the selected salary basis type
is simple components.

1. For the Basic salary component, you can enter an adjustment amount, such as 2,000, or a percentage, such as
5%. Then it calculates the adjustment percentage or amount and the proposed component amount, such as
42,000. Or you can directly enter the proposed amount and the component calculates the adjustment amount
and percentage.

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2. For the Housing allowance component, you can enter an adjustment amount, such as 1,620, or percentage,
such as 6.75%. Then it calculates the adjustment percentage or amount and the proposed component amount,
such as 25,620. Or you can directly enter the proposed amount and the component calculates the adjustment
amount and percentage.
3. The Transport allowance component is a fixed amount, such as 1,800, and you can't remove or change it.
4. For the Special allowance component, the adjusted percentage, such as 5%, is fixed and you can't change it.
The component calculates the adjustment amount, such as 800, and the proposed component amount, such
as 16,800.
5. The Overall salary component adds all the other component amounts together to get the overall salary amount,
such as 86,220.

Related Topics
• Salary Amount Is Determined by Simple Components

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The First Allocation and Next-Year Changes with Simple

Components
Here’s an example where you enter the salary information for a new hire and then change their salary a year later. This
salary information includes a salary basis with required simple components.

New Hire Action

While working through the New Hire action, in the Salary section, you select the Salary Required Components salary
basis, which includes required simple components. In the table that appears, you see all the required components and
any default values. You also see that you can enter a basic salary amount and adjust the default housing allowance
percentage. The travel and city allowance value are fixed, so you can’t remove or edit them.

The name of the other component appears below the percentage component name. For example, Housing allowance is
calculated as 50% of Basic salary component value. So below Housing allowance you Basic salary as a tip that housing
allowance is based on it.

Component Name Percentage Amount Annual Amount Annualized Full-Time

Amount

Basic salary NA 0 0 0

Housing allowance 50 0 0 0

(Basic salary)

Travel allowance NA 19,600 19,600 19,600

City allowance 10 0 0 0

(Basic salary)

Overall salary NA 19,600 19,600 19,600

When you enter the basic salary amount of 50,000, the salary calculations automatically decide the other component
values.

Component Name Percentage Amount Annual Amount Annualized Full-Time

Amount

Basic salary NA 50,000 50,000 50,000

Housing allowance 50 25,000 25,000 25,000

(Basic salary)

Travel allowance NA 19,600 19,600 19,600

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Component Name Percentage Amount Annual Amount Annualized Full-Time

Amount

City allowance 10 5,000 5,000 5,000

(Basic salary)

Overall salary NA 99,600 99,600 99,600

Change Salary Action

It's a year later and you want to change the person's salary. The Change Salary page shows the current salary details. In
the prior amount column, you see the current component amounts adjusted for frequency and FTE, if any.

Component Name Prior Amount Adjustment Adjustment Percentage Amount Annual Amount
Amount Percentage

Basic salary 50,000 0 0 NA 50,000 50,000

Housing allowance 25,000 0 0 0 25,000 25,000

(Basic salary)

Travel allowance 19,600 0 0 NA 19,600 19,600

City allowance 5,000 0 0 10 5,000 5,000

(Basic salary)

Overall salary 99,600 0 0 NA 99,600 99,600

You can use either the adjustment amount or adjustment percentage to calculate the new component amount. Or you
can directly enter the new component amount. Whichever way you make your changes, as you enter the values, other
values for that component get recalculated. And the other effected components with a higher process order also get
recalculated.

Component Name Prior Amount Adjustment Adjustment Percentage Amount Annual Amount
Amount Percentage

Basic salary 50,000 5,000 10 NA 55,000 55,000

Housing allowance 25,000 5,250 21 55 30,250 20,250

(Basic salary)

Travel allowance 19,600 400 2.04 NA 20,000 20,000

City allowance 5,000 500 10 10 5,500 5,500

(Basic salary)

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Component Name Prior Amount Adjustment Adjustment Percentage Amount Annual Amount
Amount Percentage

Overall salary 99,600 11,150 11.19 NA 110,750 110,750

Working Hours Change and Simple Components

When you change a person’s FTE (full-time equivalent) value, for example from 1 to .9, the prior component amounts
automatically adjust for the proposed FTE. This way you can do a direct comparison between current and proposed
amounts.

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Salary Frequency Change and Simple Components

When you change from a salary basis with a monthly frequency to a salary basis with an annual frequency, the prior
component amounts adjust automatically.

The current monthly amounts get converted to prior annual amounts. And these annual amounts become the default
proposed amounts and annual amounts. This way values set for simple components of a salary basis configuration
carry forward to the simple components of another salary basis.

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Component Type Changes and Simple Components

When you change from a salary basis with simple components to a salary basis that includes components of the same
name and type, the component values carry across the salaries. If the type changes, you don’t see a prior amount.

The salary bases in this example both have five simple components.

• Both bases include the Basic salary, Travel allowance, and Overall salary components and the components have
the same type.
• Both bases include the Housing allowance component. But the first basis has the user entering a percentage
while the second basis has the user entering an amount.
• Only the first basis includes a City allowance component.
• Only the second basis has a Variable allowance component.
• The first salary basis has an annual frequency and all five components are required.
• The second salary basis has a monthly frequency and three components are required while two components
are optional.

Annual Salary Basis with Five Required Components

Component Type Component Affect on Overall Optional Default Value

Percentage Applies Salary
To

Basic salary User enters amount NA Add No 0

Housing allowance User enters Basic salary Add No 50

percentage

Travel allowance Fixed amount NA Add No 19,200

City allowance Fixed percentage Basic salary Add No 10

Overall salary Overall salary NA No effect No NA

Monthly Salary Basis with Three Required Components and Two Optional
Components

Component Type Component Affect on Overall Optional Default Value

Percentage Applies Salary
To

Basic salary User enters amount NA Add No None

Housing allowance User enters amount NA Add No None

Travel allowance Fixed amount NA Add Yes, don’t carry 1,600

forward

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Component Type Component Affect on Overall Optional Default Value

Percentage Applies Salary
To

Overall salary Overall salary NA No effect No NA

Variable allowance User enters amount NA No effect Yes, don’t carry 0

forward

You start proposing a salary change and select the second salary basis. You can see that only the prior Basic salary
amount adjusted for the new frequency, from 50,000 to 4,166.67. Even though the Housing allowance exists in the
second salary basis, you don't see a prior amount because the component types are different.

Next, you include the optional components, which appear in the last rows of the table, below the Overall salary
component. You can see that the prior Travel allowance amount automatically adjusted from 19,200 to 1,600 because of
the new frequency.

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15 Rates-Based Component Itemization of

Salary

Comparison of Rate Component Types for Salary Bases

When you determine the salary amount using rates, you can use Element, Derived, Grade Rate, and Value by Criteria
rate definitions. These definitions are the multiple components of pay that make up the salary amount.

As shown here, Element rates use payroll element input values of either amount or factor. Value by Criteria rate
definitions use Value by Criteria definitions. And Derived rates can use Element, Grade Rate, and Value by Criteria rates
as rate contributors.

This table identifies key properties and whether they're allowed or required (Y) or not allowed or required (N).

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Property Element Rate Derived Rate Overall Salary Rate Grade Rate Rate Value by Criteria Rate
Definitions Definitions Definitions Definitions Definitions

Need to associate a Y N Y N N
payroll element

User can enter or Y N N N N

override the value

Store the rate value in Y N N N N

an element entry

After final salary Y Y Y Y Y

approval, calculate
salary component
values and store them
in the CMP_SALARY_
PAY_COMPONENTS
table

Rate provides a default Y N N Y N

value

Rate can be a base rate Y Y Y Y N

Rate can be an overall Y Y N/A N N

salary

Element Rate Components in a Salary Basis

Use Element rate definitions in a salary basis to get a default value from element entries. Or use them to let the person
allocating salary enter a flat amount or factor as an input value for a payroll element.

For example, you create a rate definition that uses the Incentive element. If the incentive is stored as a monetary value,
select Amount. If the incentive is a factor of another value, such as another rate definition, select Factor.

You need to create the payroll element with a calculation type of Flat amount or Factor before you can use it in an
Element rate definition. Choosing Amount in the rate definition automatically defines the contributor. You must define
the contributor when choosing Factor. The factor is used to calculate the rate amount, which can be included in the
overall salary amount. For both rate definitions, you need to select the corresponding calculation rule. For element rates
of Amount, select Flat amount. For element rates of Factor, select Factor.

CAUTION: Link a payroll element to only one rate. Linking the element to multiple rates can cause issues, such
as when a worker moves to another salary basis. Also be sure to select the Override Allowed option for the rate
definition. This way people allocating salary can enter an amount or a factor.

You create rate definitions using the Rate Definitions task on the My Client Groups > Compensation page. Be sure to
link a rate definition to only one salary basis to avoid issues when moving a worker to another basis.

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Derived Rate Components in a Salary Basis

Use Derived rate definitions in a salary basis to get a calculated rate by adding or subtracting one or more rates, or rate
contributors.

Derived rate definitions can get values from one or more other rate definitions, including rates that get element entry
values. For example, you can add regular salary, car allowance, and incentive pay rate contributors together to create
an overall salary rate definition. When creating a derived rate definition, you add the relevant contributors and specify
whether to add or subtract each contributor when calculating the derived rate value.

You create rate definitions using the Rate Definitions task on the My Client Groups > Compensation page. Be sure to
link a rate definition to only one salary basis to avoid issues when moving a worker to another basis.

Grade Rate Rate Components in a Salary Basis

Use Grade Rate rate definitions in a salary basis to get the rate value for the grade or grade and step value of the
person's work assignment.

The grade or grade and step can come directly from the assignment progression ladder or from the retained pay
extensible flexfield (EFF) associated with the assignment. For example, you've the Consultants grade ladder with these
grades, steps, and rate values:

Grade Step Rate Value

G1 S1 11

G1 S2 12

G2 S1 21

One worker's salary basis has the rate contributor as a grade ladder, and their work assignment has the grade G1 and
step S1, so their rate is 11. Another worker's salary basis has the rate contributor as a retained pay EFF. And the retained
pay EFF for their work assignment has the grade G2 and step S1, so their rate is 21.

You create rate definitions using the Rate Definitions task on the My Client Groups > Compensation page. Be sure to
link a rate definition to only one salary basis to avoid issues when moving a worker to another basis.

Value by Criteria Rate Components in a Salary Basis

Use Value by Criteria rate definitions in a salary basis to get a value from an Oracle Fusion Cloud Global Payroll value by
criteria definition.

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You decide the criteria to enter and the resulting tree structure. In each branch of the tree, you can have multiple
evaluation conditions and the value to return. You can also define a default value, for criteria that doesn't meet the
conditions, or to define minimum and maximum thresholds.

For example, you can calculate allowance for workers based on their job.
• If the worker is a Consultant, pay them 45,000 USD.
• If the worker is a Senior Consultant, pay them 55,000 USD.
• If the worker is a Principal Consultant, pay them 65,000 USD.
• Otherwise, pay them 35,000 USD
Or you create a value by criteria definition that returns a flat amount based on the worker's location. You use that
definition in a Value by Criteria rate, and include that rate as a contributor to a derived rate definition.

You create rate definitions using the Rate Definitions task on the My Client Groups > Compensation page. Be sure to
link a rate definition to only one salary basis to avoid issues when moving a worker to another basis.

Related Topics
• Overview of Values Defined by Criteria
• Calculate Values Defined by Criteria
• Calculate a Rate Using Multiple Values Defined by Criteria
• Rates Based on Values Defined by Criteria
• Allowance Setup Using Rate Definition and Value By Criteria for Qatar

Database Items That Can Detect Proposed Info in Salary

Value by Criteria Rate Definitions
You can detect proposed information and calculate rate values in various flows, such as Hire an Employee, and Local
and Global Transfer, when using these special database items in Value by Criteria rate definitions.

Other database items won’t detect the proposed information and will thus calculate rate values based on information in
the database tables.

Attribute Name Database Item Name Comments

Business Unit PER_ASG_BUSINESS_UNIT_ID

Location PER_ASG_LOCATION_NAME

Legal Employer PER_ASG_ORG_LEGAL_EMPLOYER_NAME

Department PER_ASG_ORG_DEPARTMENT_NAME

Worker Category PER_ASG_EMPLOYEE_CATEGORY_MEANING

PER_ASG_EMPLOYMENT_CATEGORY_
MEANING

Period of Service (seniority) PER_ASG_REL_LENGTH_OF_SERVICE

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Attribute Name Database Item Name Comments

Legal Employer Level Seniority Date PER_ASG_REL_ADJUSTED_SVC_DATE. Returns seniority date in a legal employer
(relationship seniority date).

Enterprise Seniority Date PAYROLL_INTERFACE_ORIGINAL_DATE_OF_ Returns first original date of hire regardless of
HIRE legal employer.

Legal Employer Level Hire Date PER_ASG_REL_ORIGINAL_DATE_OF_HIRE Returns relationship original date of hire.

Enterprise Hire Date PER_PERSON_ENTERPRISE_HIRE_DATE Returns earliest relationship start date, which is
the first hire date regardless of legal employer.

Number of Child Dependents PER_PER_CONTACT_DEPEN_CHILD_COUNT

PER_PER_CONTACT_DEPEN_CHILD_COUNT_
LOC

Assignment Number PER_ASG_ASSIGNMENT_NUMBER

Assignment ID PER_ASG_ASSIGNMENT_ID

Assignment Start Date PER_ASG_EFFECTIVE_START_DATE

Job PER_ASG_JOB_ID

PER_ASG_JOB_NAME

Job Code PER_ASG_JOB_CODE

Job Family PER_JOB_FAMILY_ID

PER_JOB_FAMILY_NAME

Business Unit PER_ASG_BUSINESS_UNIT_NAME

Location PER_ASG_LOCATION_ID

Department PER_ASG_DEPARTMENT_ID

Legal Entity PER_ASG_LEGAL_ENTITY_ID

Normal Hours PER_ASG_NORMAL_HOURS

Assignment Category PER_ASG_EMPLOYEE_CATEGORY

PER_ASG_EMPLOYMENT_CATEGORY

Legal Employer PER_ASG_ORG_LEGAL_EMPLOYER_NAME

Assignment Flex PER_ASG_DF Descriptive flexfield.

Grade Flex PER_GRADES_DF Descriptive flexfield.

Grade Code PER_ASG_GRADE_CODE

Grade PER_ASG_GRADE_ID

Grade Ladder PER_ASG_GRADE_LADDER_PGM_ID

Grade Step PER_GRADE_STEP_NAME

Location Flex PER_LOCATIONS_DF Descriptive flexfield.

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Attribute Name Database Item Name Comments

Grade PER_ASG_GRADE_NAME

Salary Basis CMP_ASSIGNMENT_SALARY_BASIS_NAME Works in only flows that have both employment
and salary sections included. Won’t work in the
Action PER_ASG_ACTION_CODE standalone Change Salary flow

Reason PER_ASG_ACTION_REASON_CODE

Important Value by Criteria Settings for Rate

Components in Salary Bases
Here are some important naming conventions and selections to follow when creating value by criteria definitions to use
in salary bases with rate components.
• A value definition is required to create a Value by Criteria definition, but rates-based salaries ignore the value
definition. You can select any existing value definition or create your own.
• The Criteria and Value names need to be unique for the selected legislative data group.
• To return an amount, in the Unit of Measure field, select Money. Also select the relevant Periodicity and
Currency values.
• To return a factor, in the Unit of Measure field, select Number.

Related Topics
• Overview of Values Defined by Criteria

Run Rates-based Salary Process

Salaries can change because of changes to the salary structure or worker attributes. Use the Run Rates-based Salary
Process and Review Proposed Salary Changes and Rate Values tasks to handle these changes.

When you submit the Run Rates-based Salary Process process, you specify whether to create salaries or correct salary
records, by recalculating rate values. You use population filters to identify the workers and salary assignments the
process should check. Use the run type to specify whether to commit the new or corrected salaries to the CMP salary,
CMP rate values, and PAY EE tables. Or you can specify to wait for review.

When it runs, the process calculates what the rate values will be on the effective date and compares the results with
CMP table values to identify salary changes. It creates salary proposals and details. For example, the process identifies
whether the proposal is for a new salary or a correction and includes the salary amount, rate values, action, and reason.
If you specified to wait for review, you review the Run Rates-based Process results using the Review Proposed Salary
Changes and Rate Values task.

For example, the salary for a group of workers has two components. One component is a user-entered annual base
amount, the other is a derived rate that's 50% of the annual base for people working at headquarters. Changes
to compensation policy for this group require changes to the relevant salary basis rate component. Workers at

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headquarters need to get a derived rate that's 60% of the annual base. Here's how you'd configure the processed
depending on whether you want to change or correct salary.

Parameter Change Correct

Process Mode Create new salary by recalculating rate values Correct salary by recalculating rate values

Effective Date January 1 of next year Start date of the salary basis

Run Type Calculate salary values and wait for review Calculate salary values and wait for review

Population Filter Select the relevant salary basis Select the relevant salary basis

Here's a flow diagram of Run Rates-based Process.

The Run Rates-based Salary Process and Review Proposed Salary Changes and Rate Values tasks are available on the
My Client Groups > Compensation page.

Considerations for Using Salary Bases with Simple

Components versus Rate Components
When you configure salary bases, you can use simple or rate components to itemize salary adjustments.

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The simple components that you can configure come from lookups and their values can be either an amount or a
percentage. The rate components come from rate definitions and can be element, derived, grade rate, or value by
criteria rates.

Consider these key differences when selecting the salary basis type.

Criteria Simple Components Rate Components

Level of configuration effort Simple Medium to complex

Supported requirement Simple to medium Medium to complex

complexity

Component creation ORA_CMP_SIMPLE_SALARY_COMPS lookup type that shows Rate definitions that show on salary bases in
on salary bases in component drop-down lists component drop-down lists

Component types User entered amount Element amount rate

User entered percentage Element factor rate

Fixed amount Value defined by criteria rate

Fixed percentage Derived rate

Progression grade ladder based Grade rate

Overall salary Retained pay

Element entry creation for salary Element created for the overall salary component, with the Element created for the overall salary rate
provided value
Value isn't stored for the element created for
the overall salary

Correct or update existing No Yes, use the Run Rates-Based Salary Process
salaries when component process
calculation logic changes

Post salary change proposals No Yes, use the Run Rates-Based Salary Process
automatically process

Wait for salary change proposal No Yes, use the Run Rates-Based Salary Process
reviews before posting process

Enter or fix components Yes Yes

Values can be amount or Yes Yes

percentage

Calculated value can be No No

overridden

Default component No No

Default component using logic No, you can default only a fixed value Yes, using value by criteria or another rate
definition

Calculate component value No Yes, see Database Items That Can Detect
based on other attributes, such Proposed Info in Salary Value by Criteria Rate
as grade or location Definitions

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Criteria Simple Components Rate Components

Include components that don't Yes Yes, you still need to add these rates to the
affect overall salary overall salary rate definition and deduct them

Component calculations can Limited Yes

include other component values

Define valid component value No Yes

ranges

Components can be optional Yes, you can carry forward an optional component for all later No
changes or applicable for just the single proposal

Accept overall salary and No Yes

distribute that into other
components

(India basket of allowance sort of

requirements)

FTE won't affect the component No Configurable

value

Define rounding rules per No, only at the salary-basis level Yes
component

Define decimal display per No, only at the salary-basis level Yes
component

Vary currency or frequency per No Yes

component

Where frequency is configured Salary basis Overall salary rate definition using a custom
periodicity fast formula

Can make date-effective No Yes, but not recommended

changes to components

Can add or remove components Not recommended Not recommended

for a salary basis that's in use

Can use in offers and workforce Yes Yes

compensation

Grade step progression Yes No

processes can change salary

Database items for use in Yes, ORA_CMP_ASSIGNMENT_SALARY_SIMPLE_ Yes, ORA_CMP_ASSIGNMENT_SALARY_

other HCM products, including COMPONENT_UE and ORA_CMP_ASSIGNMENT_SALARY_ RATES_UE and ORA_CMP_ASSIGNMENT_
Global Payroll and Workforce SIMPLE_COMPONENT_RGE_UE SALARY_RATES_RGE_UE
Compensation. You can also
use them in HCM extracts for
external interfaces

Database view CMP_ASG_SALARY_SIMPLE_CMPTS_V CMP_ASG_SALARY_RATE_COMPTS_V

Supports REST, HCM Data Yes Yes

Loader, and HCM Spreadsheet
Data Loader

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Criteria Simple Components Rate Components

Limitations Lookup tags aren't considered; all components configured for See the limitations section, for example, a
the salary basis show when proposing salary rates-based salary needs to have all future
salary bases also be rates-based

Can use the Salary History Yes No

action

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16 Rate Component Attributes for Salary

Bases

Base Rate Attribute for Salary Basis Rate Components

Select the Base Rate rate component attribute if other rates in the salary basis base their calculations on this rate.

For example, your day shift and night shift workers have different base pay rates. You provide each set of workers
different allowances, which are a percentage of the base rate.

1. You create two salary bases, one for night shift and one for day shift, and add the appropriate base rates to
each salary basis.
2. You add the same allowance rate to each salary basis. The allowance rate will use the base rate in it's salary
basis to calculate the allowance amount.
You can add a base rate contributor without needing to explicitly identify the contributing rate. This flexibility lets
you define multiple base rates for different worker groups and a subset of other rates that use the base rate in their
calculations.

Overall Salary Attribute for Salary Basis Rate

Components
Select the Overall Salary rate component attribute if the rate represents an overall salary rate to use in the salary basis.
The overall salary is calculated by summing and subtracting other rates included in the salary basis.

Rates-based salary bases need to have an overall salary rate to get certain salary basis attributes. For example, the
periodicity of the overall salary rate sets the salary basis frequency. The overall salary rate also calculates the overall
salary amount used in the Change Salary task.

Periodicity Attribute for Salary Basis Rate Components

You need to specify a periodicity, such as Hourly or Weekly, for the returned rate and each rate contributor used in
salary basis rate components. The overall salary rate definition periodicity is the rate component frequency for the
salary basis.

Derived rate calculations use the periodicity of the rate contributors to appropriately convert contributor values and
derive the rate value when not all periodicities are the same. Typically, the derived rate and associated rate contributors
all have the same periodicity--and frequency.

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Default Value Attribute for Salary Basis Rate Components

You can default values for element rates by specifying a specific value or selecting a value by criteria definition. When
you select a value by criteria definition, the definition needs to return a number.

FTE Attribute for Salary Basis Rate Components

You can have a rate definition consider the full-time equivalent when calculating the value by selecting the FTE option.

We recommend that you don't select this option because salary ranges, compa-ratio, and other salary metrics are
already adjusted for FTE. Adjusting individual rates for FTE might result in inaccurate salary values.

Factor Attribute for Salary Basis Rate Components

You can set a factor in the rate definition. When you use a factor, the rate amount is calculated by multiplying the rate
contributor or the rate value by the factor.

For example, one rate definition for a salary basis is a monthly Variable Incentive that's 1% of the Annual Base rate
definition. So the factor of the incentive rate definition is .01.

Periodicity Conversion Formula Attribute for Salary Basis

Rate Components
You can control the annualization factor by specifying a periodicity conversion fast formula.

Here's what to do if you need an annualization factor not available in the delivered formula:
1. Create a formula by copying the text from a delivered conversion formula.
2. In the copy, make the input and output parameter names the same.
3. Save, compile, and use the copy fast formula in the rate definition.

Note: The Hourly rate periodicity differs from the Work Hour compensation annualization factor. The Hourly
periodicity is 2920 while the Work Hour annualization factor is 2080.

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17 Example Rate Definition Configurations for

a Salary Basis

Overview of Example Rate Definitions for a Salary Basis

The topics in this chapter show you examples of how to set up five different types of rate definitions for a salary basis.

The definitions will be for a base salary, an allowance, a short-term incentive plan, a grade-based performance award,
and an overall salary. Users will enter values for the base salary and short-term incentive plan rate components. The
values for the other three rate components are calculated and can't be overridden.

Create a Base Salary Rate Definition

Users enter the base salary rate value while allocating salary. The rate contributes to the overall salary rate (also known
as total target compensation) and is used to calculate the short-term incentive plan amount.

Before you start

Create the payroll element, US Base Salary in this example, using the Standard Earnings template, the Flat amount
calculation rule, and an Annually periodicity. We recommend that you configure the element eligibility as open. For
more details about creating compensation payroll elements, see Create a Payroll Element to Use with Salary Bases.
Here's what to do
1. On the My Client Groups > Compensation page, click the Rates Definition task.
2. On the Rate Definitions page, click the Create icon.
3. On the Create Rate Definition dialog box, complete the required fields, as shown by these example values:

Field Value

Category Element

Effective Start Date 1/1/00

Legislative Data Group field US LDG

Storage Type Amount

The calculation rate contributor is automatically defined for this storage type.

Element US Base Salary

◦ Link a payroll element to only one rate. Linking the element to multiple rates can cause issues,
such as when a worker moves to another salary basis.
◦ The element name becomes the default rate definition name and short name, which you can
overwrite as appropriate.

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4. Click OK.
5. On the Create Rate Definition page, in the Basic Details section, select the Base Rate checkbox.
6. In the Returned Rate Details section, confirm that the Periodicity value is Annually.
7. Click the Override and Defaulting Rules tab.
8. Select the Override Allowed checkbox so that people allocating salary can enter an amount.
9. Click Submit.

Related Topics
• Element Rate Components in a Salary Basis

Create an Allowance Rate Definition for a Salary Basis

Users enter the allowance rate value while allocating salary. The rate contributes to the overall salary rate (also know as
total target compensation).

Before you start

Create the payroll element, US Allowance in this example, using the Standard Earnings template, the Flat amount
calculation rule, and a Calendar Month periodicity. We recommend that you configure the element eligibility as open.
For more details about creating compensation payroll elements, see Create a Payroll Element to Use with Salary Bases.
Here's what to do
1. On the My Client Groups > Compensation page, click the Rates Definition task.
2. On the Rate Definitions page, click the Create icon.
3. On the Create Rate Definition dialog box, complete the fields, as shown by these example values:

Field Value

Category Element

Effective Start Date 1/1/00

Legislative Data Group field US LDG

Storage Type Amount

The calculation rate contributor is automatically defined for this storage type.

Element US Allowance

◦ Link a payroll element to only one rate. Linking the element to multiple rates can cause issues,
such as when a worker moves to another salary basis.
◦ The element name becomes the default rate definition name and short name, which you can
overwrite as appropriate.

4. Click OK.
5. On the Create Rate Definition page, in the Returned Rate Details section, confirm that the Periodicity value is
Calendar Month.
6. Click the Override and Defaulting Rules tab.

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7. Select the Override Allowed check box so that people allocating salary can enter an amount.
8. Click Submit.

Create a Short-Term Incentive Plan Rate Definition for a

Salary Basis
Users enter the short-term incentive plan rate percentage value while allocating salary. It's stored in an element entry
and the corresponding amount is calculated immediately. The plan rate contributes to the overall salary rate, also known
as total target compensation.

Before you start

Create the US STIP payroll element using the Standard Earnings template, the Factor calculation rule, and an Annually
periodicity. We recommend that you configure the element eligibility as open. For more details about creating
compensation payroll elements, see Create a Payroll Element to Use with Salary Bases.
Here's what to do
1. On the My Client Groups > Compensation page, click the Rates Definition task.
2. On the Rate Definitions page, click the Create icon.
3. On the Create Rate Definition dialog box, complete the required fields as shown here:

Field Value

Category Element

Effective Start Date 1/1/00

Legislative Data Group field US LDG

Storage Type Factor

You'll need to define the calculation rate contributor for this storage type.

Element US Short-Term Incentive Plan

◦ Link a payroll element to only one rate. Linking the element to multiple rates can cause issues,
such as when a worker moves to another salary basis.
◦ The element name becomes the default rate definition name and short name, which you can
overwrite as appropriate.

4. Click OK.
5. On the Create Rate Definition page, in the Returned Rate Details section, confirm that the Periodicity value is
Annually.
6. In the Calculation Details section, click the Add icon.
7. On the Create Rate Contributor dialog box, select Base Rate.
8. On the Create Rate Contributor page, in the Periodicity field, select Annually.
9. Click Save and Continue.
10. Click the Override and Defaulting Rules tab.

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11. Select the Override Allowed checkbox so that people allocating salary can enter an amount.
12. Click Submit.

Create a Grade-Based Value by Criteria Definition for a

Salary Basis Rate Definition
The grade-based performance award rate value identifies hourly workers with a grade of M1, M2, or M3 using value by
criteria conditions.

1. On the My Client Groups > Compensation page, click the Values Defined by Criteria task.
2. On the Values Defined by Criteria page, create the Hourly Staff Performance Award value definition.
a. On the Criteria and Values toolbar, click the Create icon.
b. On the Create Values Defined by Criteria dialog box, complete the fields, as shown by these example values.

Field Value

Name Grade-Based Performance Award

Effective Start Date 1/1/00

Legislative Data Group US LDG

Use existing range group Select

Value Definition Group Any value, such as Workers Compensation

c. Click OK.
3. On the Create Values Defined by Criteria: Grade-Based Performance Award page, configure the value definition
criteria.
a. Select the Grade-Based Performance Award row.
b. On the toolbar, click the New icon.
c. On the Create Calculation Value Definition dialog box, select Criteria.
d. Click OK.
e. On the Create Criteria dialog box, complete the fields, as shown by these example values.

Field Value

Calculation Value Definition Name Pay Frequency

Value Definition Group Any value, such as Performance Award

Retrieval Date Effective Date

Sequence 1

Database Item Name PER_ASG_HOURLY_SALARIED_CODE

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Field Value

Display Name Pay Frequency

Operand =

Literal Value H

f. Click OK.
4. On the Create Values Defined by Criteria: Grade-Based Performance Award page, create the M1, M2, and M3 criteria
definitions.
a. In the Criteria and Values table, expand the Grade-Based Performance Award row.
b. Select the Pay Frequency = H row.
c. On the toolbar, click the New icon.
d. On the Create Calculation Value Definition dialog box, select Criteria.
e. Click OK.
f. On the Create Criteria dialog box, complete the fields, as shown by these example values.

Field M1 M2 M3

Calculation Value Definition Grade = M1 Grade = M2 Grade = M3

Name

Value Definition Group Any value, such as Any value, such as Any value, such as
Performance Award Performance Award Performance Award

Retrieval Date Effective Date Effective Date Effective Date

Sequence 1 2 3

Database Item Name PER_ASG_GRADE_NAME PER_ASG_GRADE_NAME PER_ASG_GRADE_NAME

Display Name Grade Grade Grade

Operand = = =

Literal Value M1 M1 M1

g. Click OK. Repeat these steps twice, to add the M2 and M3 calculation value criteria.

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5. On the Create Values Defined by Criteria: Grade-Based Performance Award page, create the M1, M2, and M3 value
definitions.
a. In the Criteria and Values table, expand the Grade-Based Performance Award row.
b. Select the Grade = M1, M2, or M3 row.
c. On the toolbar, click the New icon.
d. On the Create Calculation Value Definition dialog box, select Value.
e. Click OK.
f. On the Create Value dialog box, complete the fields, as shown by these example values.

Field Value M2 M3

Calculation Value Definition M1 M2 M3

Name

Value Definition Group Any value, such as Workers Any value, such as Workers Any value, such as Workers
Compensation Compensation Compensation

Retrieval Date Effective Date Effective Date Effective Date

Calculation Type Flat Amount Flat Amount Flat Amount

Periodicity Annually Annually Annually

Unit of Measure Money Money Money

Currency USD USD USD

Flat Amount 700 750 800

g. Click OK. Repeat these steps twice, to add the M2 and M3 calculation value definitions.
6. On the Create Values Defined by Criteria: Grade-Based Performance Award page, create the default criteria.
a. Select the Grade-Based Performance Award row.
b. On the toolbar, click the New icon.
c. On the Create Calculation Value Definition dialog box, select Criteria.
d. Click OK.
e. On the Create Criteria dialog box, complete the fields, as shown by these example values.

Field Value

Calculation Value Definition Name Default Condition

Value Definition Group Any value, such as Workers Compensation

Retrieval Date Effective Date

Default Criteria Select

f. Click OK.
7. On the Create Values Defined by Criteria: Grade-Based Performance Award page, review your value definition.
8. When you're ready, click Submit.

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9. Click Done.

Create a Grade-Based Performance Award Rate

Definition for a Salary Basis
The grade-based performance award rate value identifies hourly workers with the M1, M2, or M3 grades using value by
criteria conditions.

Before you start

Create the values defined by criteria definition, Grade-Based Performance Award in this example.
Here's what to do
1. On the My Client Groups > Compensation page, click the Rates Definition task.
2. On the Rate Definitions page, click the Create icon.
3. On the Create Rate Definition dialog box, complete the required fields, as shown by these example values:

Field Value

Category Value by Criteria

Effective Start Date 1/1/00

Legislative Data Group field US LDG

4. Click OK.
5. On the Create Rate Definition page, enter a short name, such as Grade Perf Award Hrly.
6. In the Value by Criteria Name field, search for and select the value definition, such as Grade-Based Performance
Award.
7. Select the Reporting Required option, if it's not already selected.
8. Click Submit.

Create an Overall Salary Rate Definition for a Salary Basis

The overall salary rate definition is derived from other rate definitions. In this example, the overall salary is derived from
the base salary, allowance, short-term incentive, and performance award rate definitions.

Before you start

Create the payroll element, US Overall Salary in this example, using the Standard Earnings template, the Flat amount
calculation rule, and an Annually periodicity. On the Element Summary: US Overall Salary page, in the Standard Rates
section, make sure that the Process in payroll run option isn't selected. Or, you can make sure that Process in payroll
run isn't selected for the elements of any rate contributors, and is selected for the overall salary element. We also

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recommend that you configure the element eligibility as open. For more details about creating compensation payroll
elements, see Create a Payroll Element to Use with Salary Bases.

Next, create these rate definitions:

• Base salary
• Allowance
• Short-term incentive
• Performance award

Here's what to do
1. On the My Client Groups > Compensation page, click the Rates Definition task.
2. On the Rate Definitions page, click the Create icon.
3. On the Create Rate Definition dialog box, complete the required fields, as shown by these example values:

Field Value

Category Derived Rate

Effective Start Date 1/1/00

Legislative Data Group field US LDG

4. Click OK.
5. On the Create Rate Definition page, complete the basic fields, as shown by these example values:

Field Value

Name Overall Salary

Short Name OVERALL SALARY

Element Name US Overall Salary

You need to associate a payroll element with this rate to store the amount in an element entry.

Overall Salary Select

This amount appears on pages and in work flows containing salary information, and it's used to
calculate salary metrics, such as compa-ratio.

Reporting Required Select

6. In the Rate Contributors section, added the base salary rate definition.
a. On the toolbar, click the Create icon.
b. On the Create Rate Contributor dialog box, in the Contributor Type field, select Base Rate.
c. On the Create Rate Contributor page, in the Employment Level field, select Payroll Assignment.
d. Click Save and Continue.
7. In the Rate Contributors section, add the allowance, short-term incentive, and performance award rate definitions.
a. On the toolbar, click the Create icon.

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b. On the Create Rate Contributor dialog box, in the Contributor Type field, select Rate Definition.
c. On the Create Rate Contributor page, in the Rate Name field, select the appropriate rate definition.
d. Confirm that the periodicity is correct.
e. Click Save and Continue.
f. Repeat these steps until you've added all the rate definitions contributing to the overall salary.

Create a Rates-Based Salary Basis

Create a salary basis with base salary, allowance, short-term incentive plan, grade-based performance award, and
overall salary rate components. Users will enter values for the base salary and short-term components. The other
component values are calculated and can't be overridden.

1. On the My Client Groups > Compensation page, click the Salary Basis task.
2. On the Salary Basis page, click the Create icon.
3. On the Create Salary Basis page, enter a name, such as US Rates-Based Salary.
4. In the Salary Basis Type field, select Salary amount is determined by rates.
5. In the Rates section, add the rate definitions, as shown by these example values:

Rate Definition Name Category

US Base Salary Element

US Allowance Element

US Short-Term Incentive Plan Element

Grade-Based Performance Award Value by Criteria

Overall Salary Derived Rate

6. Click Validate.
7. Fix any validation issues and validate again until validation completes successfully.
8. Click Save and Close.

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Implementing Compensation Salary Basis FAQs

18 Salary Basis FAQs

Can I change or delete a salary basis that's in use?

No. After you associate the salary basis with anyone, you can't delete or change any characteristic.

Can I add effective-dated changes to the salary basis?

No because the salary basis isn't an effective-dated object.

Where does the annualization factor for a salary basis

that uses payroll period frequency come from?
The period type on the payroll linked to a person's assignment decides the number of payroll periods in a year. These
payroll periods are the annualization factor.

Can I use the same payroll element for multiple salary

bases?
Yes, if it's a recurring element that you classify as an earnings element and configure to enable multiple entries in the
same period.

Related Topics

Can I update an element mapped to a salary basis that's

in use?
Yes, but only the next salary change recognizes the updated element or input value. At that time, salary processing end
dates the element entry associated with the prior salary.

When you update the element mapping, no changes apply to the person's data.

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Can managers change the salary basis of a salary

record?
Yes. You can hide or show the edit capability for managers using personalization on the pages where managers enter
salary allocations.

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Implementing Compensation Salary Ranges and Metrics

19 Salary Ranges and Metrics

How You Validate Salary Changes with the Grade Range

You can verify that salary changes fall within the appropriate range for each person using grade range validation.

This validation generates a warning message when someone enters a new or adjusted salary that's outside the person's
assignment grade range. The person can ignore the message or revise the salary to fall within the valid range.

The assignment grade in the grade rate attached to the salary basis defines the minimum and maximum grade range
values. You can adjust the base ranges by linking a differential profile to the salary basis. Differentials apply according to
one of these criteria:

• Location
• Business unit
• Location and business unit
• Compensation zone
• Compensation zone and business unit
You can also associate grade rate differentials that override the grade rate, and thus the grades and grade ranges,
associated with the salary basis. The grade rate from the differential profile needs to have corresponding grades for all
the grades of the grade rate linked to the salary basis.

Related Topics
• Overview of Salary Range Differentials
• Grade Rates

Salary Range Violation Behavior for Proposed Salaries

Specify how to handle salary range violation for various compensation actions, such as Change Salary and Salary
History. This handling also applies to Offer and HR actions that include the Salary section, such as Offer, Hire, Promote,
and Transfer.

You configure violation behavior using the Salary Range Violation Behavior field of the salary basis. You can let people
propose salaries that violate the salary range with or without a warning. Or, you can prevent people from proposing any
salaries that violate the salary range. For example, you warn people when their proposed salaries are below or over the
specified salary range. Or, you don't let anyone propose salaries that are below or over the specified salary range.

The default value for the Salary Range Violation Behavior field of all existing salary bases is Warn. We don't recommend
that you change it to Error for existing salary bases because you can get errors with historic data. For example, you've
an existing salary basis with a salary range of 100 to 200 USD. The salary basis is associated with a 2010 salary record
where the salary amount was 95 USD. It's also associated with a 2015 salary record where the salary amount was 105
USD. When you change the violation behavior to Error and try to load salary for 2020, you can get the violation error for
2010. The error occurs even though that's not the record you're correcting. To set the violation behavior to Error, then

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we recommend that you create another salary basis to use with new salaries. This way, you can avoid issues with historic
data.

When you set the violation behavior to Warn, you don't see the warning message when you load salaries using
these tools: REST API, HCM Data Loader, and HCM Spreadsheet Data Loader. These tools show you only errors. The
Download Salaries task and grate step progression processes ignore this violation behavior.

Related Topics
• Overview of Base Pay Configuration
• How You Validate Salary Changes with the Grade Range
• Overview of Salary Range Differentials
• How Salary Metrics Change According to the Grade Rate and Salary Range Differentials

How Salary Metrics Are Calculated

Salary amount has a date while full-time equivalent (FTE), grade, grade rate, and differential profile have effective dates.
Thus, a salary record can apply logic for multiple combinations of FTE, grade, grade rate, and differential to different
time periods.

So, how are salary metrics, such as compa-ratio, range minimum, and range maximum, calculated? The metric
calculations use a reference date. Here's how we decide that date:

• If the salary record has an end date that's earlier than the current date, then use the salary end date.
• If the start date of the salary record is in future, then use the salary start date.
• If the salary record started in the past and doesn't have an end date, then use the current device date.

Related Topics
• How Salary Metrics Change According to the Grade Rate and Salary Range Differentials

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Implementing Compensation Salary Range Differentials

20 Salary Range Differentials

Overview of Salary Range Differentials

You can configure salary range differentials to adjust base salary ranges from the grade rate associated with the salary
basis. Differentials vary, for example, to reflect the cost of living in different locations or the relative ease of hiring.

For example, salaries for workers in the Central US are in the base range of the grade rate. Salaries for workers in the
South are in a discounted range with a 0.9 factor, and for workers on the East and West Coasts, they’re in a premium
range with a 1.1 factor. Salaries in New York City, Los Angeles, and San Francisco are in a super-premium range with a
factor of 1.2.

Select the level of granularity that best supports your salary policies and processes:
• Location
• Business unit
• Location and business unit
• Compensation zone
• Compensation zone and business unit

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When using a Grade Rate type differential profile, you can configure an overriding grade rate to use instead of the salary
basis grade rate. The adjusted salary range is the range of the overriding grade rate.

When using a Factor type differential profile, you can configure the differentials to enforce relevant statutory limits
around minimum salaries by setting lower limits.

You can also configure compensation zone, and compensation zone and business unit differentials to account for
nonoffice workers. Do this by specifying which address types to use, and in what order, to identify the applicable
differential. For example, you're going to associate the differentials with people who work at client sites and from home.
And, you want to use their remote addresses, rather than their work addresses to identify their compensation zones and
differential factors. You want to identify the client site address first and the home address only if there isn’t a client site
address.

Related Topics
• How Salary Metrics Are Calculated
• How Salary Metrics Change According to the Grade Rate and Salary Range Differentials

Configure Salary Range Differentials

Here's how you configure salary range differentials using the Salary Range Differentials task in the Compensation work
area.

1. On the Salary Range Differentials page, click the Create icon.

2. On the Create Salary Range Differential page, in the Properties section, complete the required fields.
3. Select the criteria, such as Location or Compensation Zone.
4. Select the type.
5. In the Differentials section, configure the differentials. When your criteria is compensation zone based, you can
select the Factor or Grade Rate type.
◦ To configure the differential to apply factors to the existing grade rates, select Factor.
◦ To configure the differential to apply alternate grade rates in place of the grade grate associated with the
salary basis, select Grade Rate.
6. Optionally, for differentials that use compensation zone criteria, enable checking for the remote worker address
type. Specify up to three address types to check in the order that differential processing should consider them. The
process stops checking as soon as it finds an address, whether that address is in the first address type or the last.
7. Save and close the differential.

Related Topics
• Overview of Salary Range Differentials
• Configure Compensation Zone Types and Zones
• How Salary Metrics Change According to the Grade Rate and Salary Range Differentials

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Basic Process to Configure and Apply Zone-Based Salary

Range Differentials
You need to complete these tasks to set up and use compensation zones in salary range differentials. These types of
differential profiles work with only responsive salary pages and flows. Classic pages and flows ignore them.

1. Create compensation zone types using the Compensation Zones task in the Setup and Maintenance work area. It’s
part of the Compensation offering, Base Pay functional area.
You use compensation zone types, such as compensation or wage regions, to categorize zones and group them
together. You need to create your zone types before you define one or more zones for a geographical boundary.
You can create a zone type that contains geographical boundaries from anywhere in the world, or that contains only
geographies in a specified country. When you create a zone type for a country, you can define which geography
types or geographies you can select when you create the zones.

2. Create compensation zones using Compensation Zones task in the Setup and Maintenance work area. It’s part of the
Compensation offering, Base Pay functional area.
Compensation zones are geographical boundaries for a zone type, for example, the San Jose compensation zone.
Zones are based on the geography hierarchy data of the master reference. You create zones in a zone type and
you can associate geographies to define the zone. For example, you've the Compensation Regions zone type. You
create a West Coast zone that has the state of California as one of its geographies. In a geography, you can specify a
postal range. So for the state of California, for example, you can specify that the zone spans the postal codes 90001
through 90011.

Compensation zones are intelligent enough to apply salary range differentials based on the worker’s assignment or
nonassignment location. For example, they can apply the differential to the work location or a remote location, such
as a client location or home address. The salary range differential identifies the compensation zone that the address
is part of, and applies the factor or overriding grade rate defined for that zone.

Optionally load compensation zone geographies using only the Export to CSV File and Import from CSV File actions
for the Compensation Zones task.

3. Create zone-based salary range differentials using the Salary Range Differentials task on the My Client Groups
> Compensation page. You can also create them using HCM Data Loader or HCM Spreadsheet Data Loader. You
configure salary range differential details at the level of granularity that best supports your salary policies and
processes. For example, you can maintain differential factors at the location level, or at the State or District level. Add
compensation zone criteria and define the differentials for each zone type and zone.
Optionally set minimum limits when you've statutory minimum salary limits that you need to enforce. You can also
enable work from home processing for people working remotely, such as at client sites or from home.

4. Create salary bases using the Salary Basis task on the My Client Groups > Compensation page. On the Salary
Ranges tab, add a grade rate to the salary basis. Then add the appropriate zone-based differential profile.

Related Topics
• Configure Compensation Zone Types and Zones
• Overview of Base Pay Configuration
• Configure Salary Range Differentials

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Zone-Based Salary Range Differential Processing

Differential processing identifies the minimum, midpoint, and maximum points of the salary range using the
assignment grade and the grade rate of the salary basis. When the worker is working from home, it then decides if the
differential profile has work from home processing enabled.

• If not enabled, it finds the work location to process. If there’s no work location or a location isn’t included in the
differential profile, the salary basis grade rate is used in payroll processing. No differential is applied.
• If enabled, it finds the person addresses to process.
Next differential processing finds the compensation zone type and zone for the identified address of work location or
person. And it applies the differential factor or overriding grade rate for the corresponding compensation zone type and
zone. It uses the differential factor or overriding grade rate to recalculate the minimum, midpoint, and maximum points
of the salary range.

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Work Location Example

Here’s an example of this differential processing based on the work location for two workers in California. They both
have the same assignment grade and salary basis. Their locations put them in different compensation zones, so their
salary ranges and related salary metrics are thus different.

Assignment Info Worker 1 Worker 2

Grade ZMCP IC1 ZMCP IC1

Work Location Bakersfield Branch Office Redwood Shores HQ

Salary Info

Salary Basis Individual Contributor Individual Contributor

Grade Name ZMCP IC1 ZMCP IC1

Salary Range 50,000 – 100,000 USD annually 150,000 – 300,000 USD annually

Compensation Zone Type Individual Contributor CA Individual Contributor CA

Compensation Zone Bakersfield Headquarters

Salary 61,000 USD annually 161,000 USD annually

Remote Work Example

Here’s how differential processing would change the salary range for Worker 2 if they were a remote worker. They live in
Modesto, CA, which is in the same compensation zone as Bakersfield.

Assignment Info Worker 2

Work Location Redwood Shores, CA

Home Address Modesto, CA

Grade ZMCP IC1

Working at Home? Yes

Salary Info

Salary Basis Individual Contributor

Grade Name ZMCP IC1

Salary Range 50,000 – 100,000 USD annually

Compensation Zone Type Individual Contributor CA

Compensation Zone Bakersfield

Salary 161,000 USD annually

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Factor Type Salary Range Differentials That Include

Lower Limits
You might have statutory limits for salaries that you need to enforce, such as salary minimums. You can enforce lower
limits in factor type salary range differentials associated with salary bases.

These differential processing flows compare the processing behavior when the differential has lower limits versus when
it doesn't. In this example differential profile, the Redwood Shores HQ zone has a lower limit of 160,000.

Compensation Zone Differential Factor Lower Limit Frequency of Minimum Amount Annualization Factor for Min
Amount

Redwood Shores HQ 1.5 160,000 Annually 1

Bakersfield Branch Office 0.5 80,000 Annually 1

The base range of the salary basis that includes this differential profile is 100,000 to 200,000. Normally, the adjusted
ranges for the Redwood Shores HQ zone would be 150,000 to 300,000 after applying the 1.5 differential. But, this
differential has a lower limit of 160,000 and that minimum overrides the 150,000 minimum. So the effective salary
range becomes 160,000 to 300,000. If the differential profile didn’t have any lower limit, the adjusted base range would
remain 150,000 to 300,000.

Configure Compensation Zone Types and Zones

Here's how you configure the compensation zone types used to group zones together and the zones that make up a
zone type. Use the Compensation Zones task in the Compensation Management offering, Base Pay functional area.

Create the Compensation Zone Type

We recommend limiting the number of compensation zone types, preferably to 1, such as by postal code. Here's how
you create a zone type:

1. On the Manage Zone Types page, click the Create icon.

2. Enter a name for the zone type.
3. Specify the boundary of the zone type.
4. Select the geography.
5. At the appropriate geographic level, such as Postal Code, select Zone Creation Allowed.

CAUTION: You need to make sure that geography validation is enabled for the No Styles Format address style of the
selected geography level. Otherwise you won't see the adjusted salary ranges for individuals in this compensation
zone. Use the Manage Geographies task and the Manage Geography Validation action.

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Create a Zone
Configure your zones so that an address is part of only one zone. If an address is part of multiple zones, the salary
changes that include zone-based differentials can't figure out which zone applies. Thus, they can't apply any differential.
Also, configure the zones for a zone type at the same level to minimize or prevent zone overlaps. For example, if Zone 1
is at the State level, then define the other zones at the State level also.

Here's how you create a zone:

1. On the Manage Zone Types page, search for and select your new zone type. If you click the zone type, you open
a read-only page with details of the zone type configuration. You can't add zones from that page.
2. Click Next.
3. On the Manage Zones for Zone Type page, click the Add icon.
4. On the Create Zone page, enter the general information.
5. Associate geographies with your new zone.

a.Click the Add icon.

b.On the Add Geography dialog box, search for and select the geography that you want to add.
c.Click Save and Close.
d.Review the start dates of the associated geographies. When you associated the geography, it
automatically set the start date to the system date at that time. You can edit the date, as needed.
e. When you finish associating geographies, on the Create Zone page, save and close your new zone.
6. When you finish adding zones to your zone type, on the Manage Zones for Zone Type page, save and close
your zone type.

Best Practices When Using Postal Codes

If you've fewer than 5 postal codes, add the codes directly in the zone definition instead of using postal ranges. For
example, add the 90009 postal code directly to the zone instead of adding it as the range, from 90009 to 90009.

Avoid defining overlapping geographies or postal code ranges across compensation zones. For example, you defined
these postal code ranges:

• Compensation Zone 1 for CA with the range from 91000 to 91999

• Compensation Zone 2 for CA with the range from 91111 to 91729

In this case, the differential profile logic identifies both compensation zones for the 91112 postal code and thus won't
apply any differentials for 91112.

Tip: The postal code data type is CHAR, so the zone ranges get calculated as character ranges, not numeric. For
example, a zone with the postal range from 10 to 100 includes these postal codes: 11, 12, 13, and 14. It doesn't include
these postal codes: 20, 21, 30, 31, 40, 90, 99.

Related Topics
• Overview of Salary Range Differentials
• Configure Salary Range Differentials
• How Salary Metrics Change According to the Grade Rate and Salary Range Differentials

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Compensation Zone-Based Differential: Options for

When Work from Home Is Yes, But Evaluation Should
Use Work Locations
You can configure compensation zone-based salary range differentials to evaluate remote worker addresses and
calculate salary ranges. And you can specify the processing order for up to three address types.

You can configure compensation zone-based salary range differentials to evaluate remote worker addresses and
calculate salary ranges. And you can specify the processing order for up to three address types.

When using this kind of differential, can you use work locations to identify the applicable differential for certain remote
workers? For example, in some US states, remote workers have the option to go into an office. Or they need to go in 1 or
2 days a week. So for some states, even when Work from Home is Yes, you want the differential to use the work location.

Here are three configuration options that let you use people’s work locations to identify the applicable differentials, even
when Work from Home is Yes.

Separate Differentials and Salary Bases

In this approach, you can create two different differential profiles for the remote workers.

• One differential doesn’t process remote workers, thus evaluating only people’s work locations.
• Another differential does process remote workers and specifies to use home addresses.

Each set of remote workers needs to have a different salary basis, such as, US Remote by Work and US Remote by
Home.

Different Field to Record Actual Work from Home Status

In this approach, you can use a different assignment field or a descriptive flexfield to record the actual work from
home status. The value of this other field could typically be the same as the value of the delivered Work from Home
assignment field. But you can vary the value for people in the states where differential processing should use the work
location instead of remote addresses.

• Where differential processing should use remote workers’ home addresses, make sure that the Work from
Home assignment field is Yes.
• Where differential processing should use remote workers’ work locations, make sure that the Work from Home
assignment field is No.

Then you can create a differential that processes remote workers. Processing will evaluate the addresses as specified.

Person Addresses with Work Locations

In this approach, you extend the address type lookup to let you set up a work address as another person address. Next,
for the remote workers where differential processing should use their work location, you create the appropriate work
person addresses. Then you create a differential with remote worker processing enabled. Processing will evaluate the
specified address types in the specified order.

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For example, a remote worker has a home-type address in Jacksonville, FL, a work-type address in Orlando, FL. And
their Work from Home is Yes. Their differential has the Work address type as sequence 1 and Home address type as
sequence 2, so differential processing uses their Orlando, FL address.

This approach means that every applicable remote worker will also have their work address maintained as one of their
person addresses. Whenever the work location changes, someone also needs to manually change the corresponding
person address.

Generate Compensation Zone and Address Mapping

For salary range differentials with compensation zone criteria, differential processing finds the zone and zone type each
time someone views and adjusts the salary amount.

The differential process does this by evaluating the person's maintained addresses against the defined compensation
zones. Depending on the number of zones, zone types, and address details, this evaluation can be time consuming.
To see the correct salary ranges in Oracle Fusion Cloud Workforce Compensation and Oracle Transactional Business
Intelligence reports, run the Generate Compensation Zone and Address Mapping process. Also run it to optimize
differential processing because it finds the compensation zone and zone type for each address, and stores them for
immediate reference.

You can run the generate process in two modes.

Run Mode Descriptions

Create incremental mappings Creates mappings between zones and zone types that match the specified parameters and person or
work location addresses when something changed or is new

Purge and recreate mappings Purges all existing mappings

Creates the maps again between the zones and zone types that match the specified parameters and all
person or work location addresses

Here's how we recommend that you schedule the process.

Schedule Mode Descriptions

One-Time Run the mapping process to create all zone mappings for both work location and person addresses.
You might use this mode to create a baseline. You might also use it to update work location addresses
because they change infrequently.

Recurring Schedule the mapping process to run regularly to create incremental zone mappings. You might use
this mode to update person addresses for remote workers because they can change more often. For
example, client work locations change as the person moves changes projects.

The generated mappings improve the performance of responsive pages with salary information. The differential
process knows the person's compensation zone and can apply the relevant differential to salary range calculations.
Here's the high-level process flow.

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When the mapping isn't available, differential processing finds the zone and zone type for the person or work address. It
then applies the relevant differential.

Related Topics
• Overview of Salary Range Differentials
• Configure Compensation Zone Types and Zones

Enable Geography Validation for Compensation Zones

You need to make sure that geography validation is enabled for the No Styles Format address style of the selected
geography level.

1. In the Setup and Maintenance work area, search for and click the Manage Geographies task.
2. On the Manage Geographies page, search for a country. For example, you can search by entering the country name
United States or the two letter ISO code US.
3. In the Search Results area, select the country, such as United States.
4. On the Actions menu, select Manage Geography Validation.
5. On the Manage Geography Validation page, you see the geography types that are available for the country in the
Geography Mapping and Validation section.
6. Make sure that the No Styles Format address style is selected. You define validation for this address style so that
the validations are run for all addresses in the country.
7. For the geography types to include in the geography validation, such as Postal Code, select Geography Validation.

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Load Compensation Zone Geographies Using CSV File

Export and Import
After you create you compensation zone types and zones, you can load the corresponding zone geographies from a .csv
file.

1. In the Setup and Maintenance work area, select the Compensation offering, Base Pay functional area.
2. In the Base Pay section, Show field, select All Tasks.
3. If you don’t see the Actions column, on the toolbar select View > Columns > Actions.
4. Generate a CSV export package for the Compensation Zones task by selecting Actions > Create New > Export to
CSV File.
a. On the Export Setup Data to CSV File page, enter a descriptive process name.
b. Click Submit.
5. Track the export process by selecting Actions > View All > Export to CSV File.
6. Download the export file from the Export Setup Data to CSV File History: Compensation Zones page, after the export
process completes. Select Actions > CSV File Package > Download.
7. Extract the contents from the .zip file to an appropriate folder.
8. Open the ORA_HZ_GEO_RELATIONSHIP.csv file.
9. Using the existing geography rows as reference, add the new geographies. For each new geography, you need to add
2 rows to the file. To avoid corrupting the data, use a text editor, such as Notepad++, and not Microsoft Excel. Save
the file as you go and when you're done.
Also, the ORA_HZ_GEO_RELATIONSHIP.csv file has three start date columns. Here's the date you need to enter in
each column:

◦ StartDate: Enter the start date of the zone.

◦ SubjStartDate:

- If the 'SubjGeographyName' column is zone, enter the zone start date.

- If the 'SubjGeographyName' column is postal code, enter the postal code start date.
◦ ObjStartDate:

- If the 'ObjGeographyName' column is zone, enter the zone start date.

- If the 'ObjGeographyName' column is postal code, enter the postal code start date.
You can source the start and end dates by running these two queries:

SELECT SELECT
geography_name, geography_name,
country_code, to_char(start_date, 'YYYY/MM/DD') start_date,
geography_element2, to_char(end_date, 'YYYY/MM/DD') end_date,
geography_element3, FROM
geography_element4, fusion.hz_geogrpahies
to_char(start_date, 'YYYY/MM/ WHERE
DD') start_date, geography_name in ('_ZONE_NAME')
to_char(end_date, 'YYYY/MM/DD')
end_date,
FROM

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fusion.hz_geogrpahies
WHERE
geography_name in ('999999')
AND country_code = 'US'
AND geography_type = 'POSTAL_
CODE'
AND geography_use = 'MASTER_
REF'
ORDER BY
Geography_element2,
Geography_element3,
Geography_element4,
Geography_name

10. Create a .zip file with all the extracted files and the updated ORA_HZ_GEO_RELATIONSHIP.csv file.
11. Import the .zip file for the Compensation Zones task by selecting Actions > Create New > Import from CSV File.
12. On the Import Setup Data from CSV File page, search for and select the new .zip file.
13. Click Submit.
14.Track the import process by selecting Actions > View All > Import from CSV File.
15. After the process completes, you’re ready to verify the loaded geography data.

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Implementing Compensation Base Pay Lookups and Troubleshooting

21 Base Pay Lookups and Troubleshooting

Incremental Salary Component Lookups

HR specialists and line managers can use incremental salary components to itemize new or adjusted salary, to reflect
the different reasons for their allocations. Here are the incremental components bundled in the implementation:
• Adjustment: Regular and automatic adjustment
• Cost of Living
• Equity: Adjustment to correct salary compression or inversion
• Location
• Market: Adjustment due to salary being out of line with the market
• Merit
• Promotion
• Progression: Regular and automatic adjustment
• Structured: Adjustment dictated by union or employment contract, such as an increase after 3 months
You can change or add components to the CMP_SALARY_COMPONENTS lookup type to better support your reporting
policies for salary allocations. Use the Manage Common Lookups task in the Setup and Maintenance work area.

Itemization
The salary record stores the incremental component itemizations and uses them to calculate new salary. When
component values change, the payroll element holds the new salary amount calculated from the component
adjustments. But it doesn't receive individual component amounts for processing. The incremental values entered in
the salary record apply only to that record and don't apply to any future salary records.

Related Topics
• How You Enable Salary Itemization Using Incremental Components
• Overview of Lookups

Simple Salary Component Lookups

HR specialists and line managers can use simple salary components to itemize new or adjusted salary, to reflect the
different reasons for their allocations. Here are the simple components bundled in the implementation:
• Basic salary
• Housing allowance
• Special allowance
• City allowance

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• Transport allowance
• Travel allowance
• Wage progression rate
• Variable allowance
• Overall salary
You can change or add components to the ORA_CMP_SIMPLE_SALARY_COMPS lookup type to better support your
reporting policies for salary allocations. Use the Manage Common Lookups task in the Setup and Maintenance work
area.

Itemization
Simple component itemizations let you maintain the values for the components and you typically configure them to
calculate new salary. When simple component values change, the salary record calculates the new salary amount. The
payroll element holds this new salary amount, but it doesn't receive individual component amounts for processing.

Related Topics
• Salary Amount Is Determined by Simple Components
• Overview of Lookups

Troubleshoot Salary-Related Issues

Here are some salary-related issues that may occur and solutions to help you fix them.

Issue Solution

The salary element entry didn't get The salary basis element doesn't get created if inconsistencies exist between the element eligibility and
created. the payroll data of the person's assignment.

Using the Element Entries task in the Person Management work area, set the Effective Date to same
date as the salary start date. Then search for the salary basis element in the Element Name column.
If you don't see the element listed, the person isn't eligible for the element. You need to verify the
eligibility and effective dates configured for the element.

The salary ranges are incorrect for an Check the annualization factor of the grade rate associated with the salary basis. The annualization
hourly person. factors for the salary basis and grade rate might differ, even if the frequency for both is Hourly. Salary
range calculations use the frequencies and factors of the salary basis and the grade rate. If they don't
match, the calculations convert grade rate values to those of the salary basis.

Salary changes are stuck in the approval Ask the person who submitted the salary change to use their worklist to withdraw the change. They
flow. can also see who the current approver is, so they can ask the approver to approve or reject the
proposed changes.
An individual's salary page has a message
that's something like this: Changes to If you still see the pending approval notification in the Change Salary flow, your approvals
this data are pending approval. HR administrator can use the transaction console to cancel the change. If you still see the pending
specialists and compensation managers approval, have your help desk log a bug with Oracle Support. The bug should be for the Salary
or administrators don't have a Withdraw component of Oracle Fusion Workforce Compensation.
option for the transaction in their worklist.
And sometimes, the person record gets
locked after changing the salary.

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Issue Solution

Salary notifications are blank. The person might have a custom role. Add the Approve Salary Updates privilege to their application
role. Or, add these three resources to a custom entitlement and add the entitlement to their application
role.

• HcmDetectCompletedTransaction.xml
• ChangeSalaryApprovalTask_TaskFlow.xml
• ChangePayNtfsFlow.xml

The salary details in notifications are The person probably doesn't have a compensation role. Depending on whether they should have read-
blank. only or read and write accesses to the salary details, add one of these job roles:

People need to see salary information, but • View Salaries

not make any changes.
• Manage Salaries
For detailed solution steps, see Salary Details Are Not Visible in Approval Notifications - You Don’t Have
Permission to Access this Information (document ID 2212593.1).

People need to see salary information, but Grant them access to the Compensation Info task, which they can review salary information. Reserve
must not be able to make any changes. the Change Salary role for the people who need to manage the salary data.

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Implementing Compensation Default Salary from Grade Ladder Rates

22 Default Salary from Grade Ladder Rates

Basic Process to Default Salary Amounts from Grade
Ladder Rates
Here's how you can populate someone's salary amount from grade ladder rates during HR actions that change their
grade ladder, grade, or step. Examples of these HR actions are Hire, Transfer, and Promote.

1. Set up your rates using the Progression Grade Ladders task, not the Manage Grade Ladders task.
◦ Set Include Salary Updates to Yes.
◦ Set Salary Calculation Method to Use grade step rate.
2. Make sure that people have a salary basis where the salary amount is determined by user or simple component.
If you select any other salary basis type, the grade ladder won't default the salary amount. If it uses simple
components, the salary basis needs to include a Progression grade ladder rate component. You configure salary
bases using the Salary Basis task.
3. Include the Salary section in your HR action. You might need to configuration responsive pages using Transaction
Design Studio in HCM Experience Design Studio.
4. Include the Grade Ladder, Grade, and Step attributes in your HR action. You need to configure responsive pages,
using Transaction Design Studio in HCM Experience Design Studio.
Exception: If your grades don't have steps, then you don't need to include the Step attribute in your HR actions.

To default the salary amount from the grade ladder when you hire someone, you need to select the salary basis. Also
select the grade ladder, grade, and step.

Related Topics
• Salary Basis Options for Determining Salary Amount

Create a Progression Grade Ladder to Default Salary

Amounts
Here's how you create a progression grader ladder with rates that you can use to default salary amounts. If you default
salary and run the grade step progression processes, refer to Create a Progression Grade Ladder for Batch Processing.

Before you start

Make sure that the grades exist. If they don't, create them using the Grades task on the My Client Groups >
Compensation page.
Here's what to do
1. Create the ladder.
a. On the My Client Groups > Compensation page, click Progression Grade Ladder.

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b. On the Progression Grade Ladders page, click Create Grade Ladder.

Or you can duplicate an existing grade ladder. The Duplicate action ignores any historical and future
versions of the ladder. It uses the version that’s in effect on the date specified in your search criteria. For
example, you've a grade ladder with three effective-dated versions: January 1, 1951, January 1, 2015, and
January 1, 2021. You search for grade ladders using the date January 1, 2014. Since the January 1, 1951
ladder is effective then, that’s the ladder that gets duplicated.

c. On the Create Progression Grade Ladder page, Progression Ladder tab, complete the ladder details. Keep
these key considerations in mind when making certain selections.

Field Considerations

Grade Type Specify whether the grade ladder has only grades or grades with steps. Your selection filters
the Progression Increment drop-down list options, and decides which grades you can add.

Progression Increment Keep the default value because this required field applies only to grade step progression
processes.

Transaction Date Keep the default value because this required field applies only to grade step progression
processes.

Confirmation Type Keep the default value because this required field applies only to grade step progression
processes.

Assignment Action Select any value because this required field applies only to grade step progression
processing.

d. Complete the salary update details. Keep these key considerations in mind when making certain selections.

Field Considerations

Include Salary Updates Select Yes.

The selection applies to every HR action that changes the person's grader ladder, grade, or
step. These actions include when they're hired, transferred, or promoted.

The selection also applies to grade step progression processes.

- No (default): Salary won’t default from the grade ladder rates. Grade step progression
processes will update the assignment, but not the salary.
- Yes: Salary will default from grade ladder rates. Grade step progression processes will
update both the assignment and salary records.

When you select Yes, you configure more attributes related to grade step progression
processes.

Salary Calculation Method Select Use grade step rate. The other value applies only to progression processes.

Transaction Date Keep the default value because this required field applies only to grade step progression
processes.

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Field Considerations

Salary Adjustment Type To prorate the grade ladder rates based on the FTE value on the person's assignment, select
an adjustment type.

e. Complete the rate synchronization details. Keep these key considerations in mind when making certain
selections.

Field Considerations

Transaction Date Keep the default value because this required field applies only to grade step progression
processes.

Confirmation Type Keep the default value because this required field applies only to grade step progression
processes.

2. Add grades.
a. On the Grades and Steps tab, Actions menu, select Add Grade.
b. On the Add Grade dialog box, search for and select the grade to add. The value you select for Progression
Increment decides which grades you see in the list--basically, if the grades have steps or not.
c. Enter the sequence for where to position the grade on the grade ladder.
d. To see any existing steps, expand the grade. The Expand icon isn't present if no steps exist.
e. Add a value for each step of the grade.
3. Validate the progression grade ladder by selecting Actions > Validate.

FTE Adjustments When Salary Amount Is Determined by

User
HR actions prorate the salary amount for FTE changes according to the salary adjustment type set for the grade ladder,
when the salary basis type is salary amount determined by user.

Here's what happens for each salary adjustment type:

• FTE less than 1: HR actions adjust the salary amount only when FTE is less than 1.
• FTE not equal to 1: HR actions adjust the salary amount only when FTE is less than or greater than 1.
• blank: HR actions don't adjust the salary amount.
When FTE equals 1, HR actions ignore the salary adjustment type and don't adjust the salary amount.

HR actions adjust the salary amount even when people don't change the grade and step, such as in Change Working
Hours. But if you deselect Update salary if proposed salary is less than current salary, any HR action that would
result in a lower salary can't default the lower amount. People can still manually adjust the amount lower though.

Related Topics
• Global Compensation Settings for Defaulting Salary from Grade Ladder Rates

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FTE Adjustments When Salary Amount Is Determined by

Simple Components
When simple components decide the salary amount, HR actions ignore the salary adjustment type selected for the
grade ladder. The actions always prorate the progression grade ladder rate component for FTE changes, along with
other components.

The HR actions prorate the progression grade ladder rate component amount, even when the grade and step aren’t
changed. For example, the Change Working Hours action always prorates the amount. But if you deselect Update
salary if proposed salary is less than current salary, any HR action that would result in a lower component amount
can't default the lower component amount. People can still manually adjust the amount lower though.

Global Compensation Settings for Defaulting Salary from

Grade Ladder Rates
To specify the behavior of defaulting salary from grade ladder rates, use the grade step progression settings.

If the Redwood experience is enabled, use the Grade Step Progression Settings task. Otherwise use the Configure Global
Settings task, where the relevant settings are in the Grade Step Progression section of the page.

Update Salary If Proposed Salary Is Less Than Current Salary

During HR actions, such as Hire and Promote default salary amounts when proposed salary amounts are less than the
current salary amounts. Also default salary amounts when proposed component amounts are less than the current
component amounts.

Outcome Wanted Salary Basis Type Option to Select

Defaulted proposed salary amount can be less Salary amount is determined by user Update salary if proposed salary is less than
than the current salary amount current salary

Defaulted simple component amount can be Salary amount is determined by simple

less than the current component amount components

Prevent Salary Default When Salary Record Exists with a Future Date
When there’s a future record during HR actions, such as Change Assignment and Promote, default the salary or
component amount. Control whether the amount defaults from the grade ladder when there’s a future salary record,
with the Prevent salary default when salary record exists with a future date setting. A salary record with a date after
the transaction date is considered a future salary record.

• Enable the setting to prevent the salary from defaulting when there’s a future salary record.
• Disable the setting to default the salary when there’s a future salary record.

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When Salary Won't Default from the Grade Ladder

Salary won't default from the grade ladder rates in these situations:

• The proposed salary isn’t greater than the current salary, when the salary basis configuration has salary amount
determined by user
• The proposed component amount isn’t greater than the current component amount, when the salary basis has
salary amount determined by simple components
• A future salary exists
• The grade ladder configuration calculates salary using a formula
• The legislative data groups of the salary basis and the grade ladder aren’t the same
• The currencies of the salary basis and the grade ladder aren’t the same
• The grade ladder is missing the rate
Warning messages let you know when these situations occur. You can still manually update the amount and submit
your HR action to update the salary.

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23 Grade Step Progression Configuration

Basic Process to Manage Grade Step Progression
To move people automatically from one grade, or grade and step, to the next level in a grade ladder, you can use grade
step progression. Here's the basic process for managing the progression.

1. Optionally, create progression grade ladder groups using the ORA_CMP_GSP_GRADE_LADDER_GRP lookup. You can
associate progression grade ladders with a group.
2. Create the progression grade ladder.
a. Configure the ladder and salary update details.
b. Add grades and steps.
c. Add progression rules at the ladder, grade, and step level.
You can also create and update progression grade ladders, with and without steps, using HCM Data Loader.
Guidelines and examples for how to do this are in the HCM Data Loading Business Objects guide, Loading
Compensation Objects chapter. You can also see Using HCM Spreadsheet Data Loader to Add Progression
Attributes to Grade Ladders (document ID 2569831.1).
3. Configure and submit the Run Grade Step Progression process to run according to your policies, such as daily,
weekly, or monthly. You can configure the process to run for a single ladder or a group of ladders.
4. Review and accept or reject the progression process results. If you configured the process to automatically confirm
progressions, then you won't need to accept them.
For information about troubleshooting issues, see Troubleshooting Grade Step Progression (document ID 2753020.1).
5. Update progression grade ladder rates as appropriate, such as for new contracts.
6. Configure and submit the Synchronize Grade Step Rates process to run for a single ladder or a group of ladders.
7. Review and accept or reject the sync process results. If you configured the process to automatically confirm
synchronizations, then you won't need to accept them.
For information about troubleshooting issues, see Troubleshooting Grade Step Progression (document ID 2753020.1).

Related Topics
• Overview of Grade Step Progression Processing
• Overview of Proposed Progression and Salary Updates
• Create a Progression Grade Ladder for Batch Processing
• Basic Process to Default Salary Amounts from Grade Ladder Rates
• Guidelines for Loading Progression Rules

Create a Progression Grade Ladder for Batch Processing

Here's how you create a progression grader ladder to use with the Run Grade Step Progression and Synchronize Grade
Step Rate processes. All the tasks you need are in the Compensation work area.

Before you start

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Make sure of the following:

• The group that you want to associate the ladder with exists. Selecting a group for the ladder is optional, but if
needed, add the group to the ORA_CMP_GSP_GRADE_LADDER_GRP lookup using the Lookups task.
• The grades exist. If needed, create them using the Grades task.
• The progression rules exist. If needed, create participant eligibility profiles using the Eligibility Profiles task.

Here's what to do
1. Create the ladder.
a. On the My Client Groups > Compensation page, click Progression Grade Ladder.
b. On the Progression Grade Ladders page, click Create Grade Ladder.
Or you can duplicate an existing grade ladder. The Duplicate action ignores any historical and future
versions of the ladder. It uses the version that’s in effect on the date specified in your search criteria. For
example, you've a grade ladder with three effective-dated versions: January 1, 1951, January 1, 2015, and
January 1, 2021. You search for grade ladders using the date January 1, 2014. Since the January 1, 1951
ladder is effective then, that’s the ladder that gets duplicated.

c. On the Create Progression Grade Ladder page, Progression Ladder tab, complete the ladder details. Keep
these key considerations in mind when making certain selections.

Field Considerations

Grade Type Specify whether the grade ladder has only grades or grades with steps. Your selection filters
the Progression Increment drop-down list options.

Progression Increment When Grade Type is Grade, you can specify whether to evaluate only the next grade in the
ladder or all grades.

When Grade Type is Grade with step, you can specify how many steps to evaluate and
whether to stop at the ceiling step.

Transaction Date Set the date for the updated assignment record created by the Run Grade Step Progression
process. To make it the same date as the effective date of the process, select Process run
date.

Confirmation Type To have people accept or reject proposed progressions as part of their review, select
Manual.

To have the Run Grade Step Progression process accept the proposals and updates as part
of its processing, select Automatic.

Assignment Action If people leave the actions blank when they submit a process, it uses this action.

Grade Ladder Group To include the ladder with other progression grade ladders in a single batch for progression
processing, select the appropriate group.

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d. Complete the salary update details. Keep these key considerations in mind when making certain selections.

Field Considerations

Include Salary Updates You're specifying how the Run Grade Step Progression process updates a person's
assignment and salary records.

- No (default): The process updates the grade or step value on the assignment, but not the
salary amount.
- Yes: The process updates the grade or step value on the assignment record. It also
updates the salary record with the associated rate from the grade or step.
- When you select Yes, you can configure more attributes related to salary updates and
rate synchronization.

Salary Calculation Method To calculate salary using the rates from your progression grade ladder, select Use grade
step rate.

Transaction Date To use the assignment date as the date for the updated salary record the Run Grade Step
Progression process creates, select Grade step change date.

Salary Adjustment Type To prorate the rates from the grade ladder according to the person's assignment FTE value,
select an adjustment type.

e. Complete the rate synchronization details. Keep these key considerations in mind when making certain
selections.

Field Considerations

Transaction Date Set the date for the updated salary record created by the Synchronize Grade Step Rates
process:

- To make it the same date as the effective date of the process, select Process run date.
- To make it the same date as when the rate changed on the grade ladder, select Grade
step rate change date.

Confirmation Type To have people accept or reject salary updates as part of their review, select Manual.
To have the Synchronize Grade Step Rates process accept the proposals and updates as part
of its processing, select Automatic.

2. Add grades.
a. On the Grades and Steps tab, Actions menu, select Add Grade.
b. On the Add Grade dialog box, search for and select the grade to add. Your Grade Type selection decides
which grades that you see in the list--basically, if the grades have steps or not.
c. Enter the sequence for where to position the grade on the grade ladder.
d. To see any existing steps, expand the grade. The Expand icon isn't present if no steps exist.
e. Add a value for each step of the grade.

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3. Add rules at the ladder, grade, and step levels.

a. Optionally, on the Progression Rules tab, in the Grade Ladder Rules section, add progression rules that
apply to the entire grade ladder.
b. In the Grade Rules section, add the rule that applies to the grade. If the grades have steps, you might want
to add rules at the step level rather than the grade level.
c. Optionally, add the progression rule that applies to a specific step.
d. Save your changes.
e. To add rules to the remaining grades in the ladder, repeat steps 2 through 4.
f. When you finish adding rules, save and close the progression grade ladder.
4. Validate the progression grade ladder by selecting Validate on the Actions menu. You need to fix any validation
errors before your ladder processing of grade step progressions or rate synchronizations can include it.

Related Topics
• Progression Grade Ladder Details Transaction Date
• Salary Update Details Transaction Date
• Rate Synchronization Details Transaction Date
• Overview of Grade Step Progression Processing
• Basic Process to Manage Grade Step Progression

Progression Increment Options in Grade Step

Progression
The Run Grade Step Progression process uses progression rules to move eligible people to a higher grade or step. You
determine how the process evaluates the progression rules with the progression increment that you select.

Grade
These increment options are available after you set Grade Type to Grade.

Progression Increment The Grades and Steps Evaluated for Progression

Grade The process evaluates all grades above the current grade, up to the last grade in the grade ladder. It
places the person on the lowest grade that the progression rules decide they're eligible for.

Next grade in grade ladder The process only evaluates one grade, the one above the current grade.

Grade with Steps

These increment options are available after you set Grade Type to Grade with steps.

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Progression Increment The Grades and Steps Evaluated for Ceiling Step
Progression

Grade and step The process evaluates all steps above the The process ignores the ceiling step.
current step, up to the last step in the grade
ladder. It places the person on the lowest step
that the progression rules decide they're eligible
for.

All steps in grade, stop at ceiling The process evaluates all steps in the grade If the assignment is at or above the ceiling step,
above the current step, up to and including the the process doesn't evaluate it for progression.
ceiling step. It places the person on the lowest
step that the progression rules decide they're
eligible for.

Next step in grade, stop if ceiling The process only evaluates one step: the one If the assignment is at or above the ceiling step,
above the current step. the process doesn't evaluate it for progression.

Next step in grade ladder The process only evaluates one step: the one The process ignores the ceiling step.
above the current step.

Related Topics
• Overview of Grade Step Progression Processing
• Propose Progression and Salary Update According to Eligibility
• Update Salary According to New Progression Grade Ladder Rates

Examples of Adding Progression Rules

You can enable or restrict progression between grades and steps using progression rules. You configure the rules using
the Eligibility Profiles task.

For progression rules, you want to create participant profiles with either the Global or Compensation usage. You
associate these rules with progression grade ladders using the Progression Grade Ladder task.

These scenarios show at what level you apply various rules to enable or restrict progression.

Minimum Time Required to Progress

You want factory workers to progress automatically though steps. You create a progression grade ladder with step-level
rules that define how much time needs to elapse between progressions. Here's how you apply the rules in the ladder.

Rule Level Example Rule

Ladder: Western Region Manufacturing None

Grade: Job Assembly II None

Step 1 6 Months in a Step

Step 2 6 Months in a Step

Step 3 6 Months in a Step

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Performance Rating Required to Progress

You want administrative workers to progress to the next grade level only if their performance evaluation meets or
exceeds expectations. You create a progression grade ladder where the final step for each grade includes a progression
rule that evaluates worker performance. Here's how you apply the rules in the ladder.

Position Example Rule

Ladder: Support Services None

Grade: Administrative Clerk I None

Step 1 6 Months in a Step

Step 2 6 Months in a Step

Step 3 6 Months in a Step

Meets or Exceeds Evaluation

Certification Required to Progress

You don't want programmers to progress to the next step, unless they've a technical certificate. You create a progression
grade ladder that requires a certificate to progress to the next step. Here's how you apply the rules in the ladder.

Position Example Rule

Ladder: Software Developers None

Grade: Programmer III None

Step 1 Java SE Fundamentals Certificate

Step 2 Java SE Advanced Certificate

Step 3 Java SE Optimization Certificate

Related Topics
• Eligibility Profiles

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24 Transaction Dates and On Eligibility in

Grade Step Progression Processing

Progression Grade Ladder Details Transaction Date

The Run Grade Step Progression process sets the start date of the updated assignment. It uses the specified
Transaction Date option in the Progression Grade Ladder Details section of the Progression Grade Ladder page.

Here's how each option affects the start date of an updated assignment.

Option Start Date the Process Sets for the Updated Assignment

Process run date The effective date set when you submit the Run Grade Step Progression process.

On eligibility The date in the specified evaluation period when the person met the eligibility criteria. Details are
available in the On Eligibility Option for Grade Step Transaction Date topic.

Start of next month The day 1 of the month after the effective date. For example, if the effective date of the process is
January 15, 2021, the start of next month date is February 1, 2021.

Start of next pay period The first day of the pay period beginning after the effective date. For example, your pay periods are
from 1 to 15 and 16 to 30 each month. If the effective date of the process is January 15, 2021, the start of
next pay period date is January 16, 2021.

Start of current pay period The first day of the pay period that includes the effective date. For example, your pay periods are from
1 to 15 and 16 to 30 each month. If the effective date of the process is January 15, 2021, the start of
current pay period date is January 1, 2021.

Use formula The date returned by the specified formula.

Related Topics
• Effective and Transaction Dates in Grade Step Progression Processing
• On Eligibility Option for Grade Step Transaction Date
• Overview of Grade Step Progression Processing
• Run Grade Step Progression Process
• Create a Progression Grade Ladder for Batch Processing

On Eligibility Option for Grade Step Transaction Date

When Transaction Date is On eligibility, the update assignment date is the actual date in the specified period when the
person met the eligibility criteria.

Specify the period using the Effective Date and parameters for the eligibility look-back period when you submit or
schedule the Run Grade Step Progression process.

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Specify the Period

To run the process for a specific evaluation period, set the end date of the period by selecting an effective date. Set the
start date of the period by selecting an eligibility evaluation start date. For example, you want the process to evaluate
eligibility for all dates from August 2 through 15, 2021. You set Effective Date to August 15, 2021 and Eligibility Evaluation
Start Date to August 2, 2021. For a person who meets the eligibility criteria on August 2, the process sets the assignment
transaction date to August 2, 2021. For a person who meets the eligibility criteria on August 3, it sets the date to August
3, 20201. And it continues this way, up to and including August 15.

Have the Process Decide the Period

To run the process on a schedule, leave the effective date blank. This way each instance of the process can set the
effective date to the system date when it runs. Set Days Back from Effective Date to the appropriate numeric value so
the process can calculate a start date each time it runs. For example, you want to run the process every 2 weeks just
before the biweekly payroll run. To specify an evaluation period that covers the 2-week period since the process last ran,
set Days Back from Effective Date to 13. When it runs, the process subtracts 13 days from the effective date to get the
start date of the evaluation period. When the process runs on August 15, it sets Effective Date to August 15, 2021. It then
calculates that the evaluation period starts on August 2, 2021.

The maximum evaluation period is 40 days. You can evaluate eligibility for a longer period by breaking your process up
into multiple periods that are shorter than 40 days.

When Eligible Before the Evaluation Period Start Date

When people meet the eligibility criteria before the evaluation period start date, the process sets their assignment start
dates to the period start date. For example, the evaluation period is August 2 through 15, 2021, but a person met the
eligibility criteria on July 31, 2021. The process sets their assignment start date to August 2, 2021. For the process to set
the person's assignment start date to July 31, 2021, the evaluation period would need to include July 31.

Related Topics
• Batch Settings for Grade Step Progression Processing
• Effective and Transaction Dates in Grade Step Progression Processing
• Run Grade Step Progression Process
• Synchronize Grade Step Rate Process
• Create a Progression Grade Ladder for Batch Processing

On Eligibility and Processing That Includes Future-Dated

Assignments or Salaries
Settings for batch error conditions can prevent the processing of grade step progressions when a future-dated
assignment or salary exists. If Transaction Date is On eligibility, the future-dated assignment or salary can be relative to
any dates of the process evaluation period.

For example, the process is evaluating progression for dates from August 2 through 15, 2021 and finds a person with an
assignment dated August 3. Even though the process effective date is August 15, the process considers the assignment

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a future-dated assignment. That's because the assignment date is after the evaluation period start date of August 2 and
thus has a future date.

Related Topics
• On Eligibility Option for Grade Step Transaction Date
• Batch Settings for Grade Step Progression Processing
• Effective and Transaction Dates in Grade Step Progression Processing
• Overview of Grade Step Progression Processing
• Create a Progression Grade Ladder for Batch Processing

Salary Update Details Transaction Date

The Run Grade Step Progression process sets the start date of the updated salary. It uses the specified Transaction Date
option in the Salary Update Details section of the Progression Grade Ladder page.

Here's how each option affects the start date of an updated salary.

Option Start Date the Process Sets for the Updated Assignment

Grade step change date The same date used for the assignment, which is the Transaction Date value selected in the
Progression Grade Ladder Details section.

Start of next month The day 1 of the month after the effective date. For example, if the effective date of the process is
January 15, 2021, the start of next month date is February 1, 2021.

Start of next pay period The first day of the pay period beginning after the effective date. For example, your pay periods are
from 1 to 15 and 16 to 30 each month. If the effective date of the process is January 15, 2021, the start of
next pay period date is January 16, 2021.

Start of current pay period The first day of the pay period that includes the effective date. For example, your pay periods are from
1 to 15 and 16 to 30 each month. If the effective date of the process is January 15, 2021, the start of
current pay period date is January 1, 2021.

Use formula The date returned by the specified formula.

Related Topics
• Effective and Transaction Dates in Grade Step Progression Processing
• Overview of Grade Step Progression Processing
• Run Grade Step Progression Process
• Synchronize Grade Step Rate Process
• Create a Progression Grade Ladder for Batch Processing

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Salary Start Date Exceptions for Rate Synchronization

Transaction Dates
The Synchronize Grade Step Rates process sets the salary start date using the transaction date.

Sometimes the salary start date calculated from the transaction date is before the date the person moved to their
current step or grade. This can happen when the rate synchronization details Transaction Date is one of these options:
• Grade step rate change date
• Start of current pay period
• Use formula
When the calculated date is before the current step or grade date, the process sets the salary start date to the person's
current assignment. The process identifies the current assignment using the effective date. Thus the assignment it finds
might not be the assignment with the latest start date.

For example, your Transaction Date is Grade step rate change date and you updated your rate values effective January
1, 2021. On February 2, 2021, a person moved from step 4 to step 5. You run the process with an effective date of
February 2, 2021, which the process uses to find the person's current assignment. The process identifies that the person
is on step 5, so it updates the person's salary with the new rate for step 5. Usually, the process would set the start date
of the updated salary according to the transaction date setting. In this example, that date is the effective date of the
updated rate values, January 1, 2021. But that start date doesn't make sense for this person, who moved to the new step
on February 2, 2021. You wouldn't want to update their rate for step 5 even a day before they moved to the step. So, the
process sets the salary start date to the start date of the assignment the process identified is current, February 2, 2021.

Related Topics
• Effective and Transaction Dates in Grade Step Progression Processing
• Overview of Grade Step Progression Processing
• Synchronize Grade Step Rate Process
• Run Grade Step Progression Process
• Create a Progression Grade Ladder for Batch Processing

Rate Synchronization Details Transaction Date

The Synchronize Grade Step Rates process sets the start date of the updated salary. It uses the specified Transaction
Date option in the Rate Synchronization Details section of the Progression Grade Ladder page.

Here's how each option affects the start date of an updated salary.

Option Start Date the Process Sets for the Updated Possible Exception
Assignment

Process run date The effective date set when you submit the None
Synchronize Grade Step Rates process.

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Option Start Date the Process Sets for the Updated Possible Exception
Assignment

Grade step rate change date The start date of the rate value on the Salary start dates
progression grade ladder.

Start of next month The day 1 of the month after the effective date. Salary end dates
For example, if the effective date of the process
is January 15, 2021, the start of next month
date is February 1, 2021.

Start of next pay period The first day of the pay period beginning Salary end dates
after the effective date. For example, your
pay periods are from 1 to 15 and 16 -- 30 each
month. If the effective date of the process is
January 15, 2021, the start of next pay period
date is January 16, 2021.

Start of current pay period The first day of the pay period that includes the Salary start dates
effective date. For example, your pay periods
are from 1 to 15 and 16 -- 30 each month. If the
effective date of the process is January 15,
2021, the start of current pay period date is
January 1, 2021.

Use formula The date returned by the specified formula. Salary start and end dates

Related Topics
• Salary Start Date Exceptions for Rate Synchronization Transaction Dates
• Salary End Date Exceptions for Rate Synchronization Transaction Dates
• Effective and Transaction Dates in Grade Step Progression Processing
• Synchronize Grade Step Rate Process
• Create a Progression Grade Ladder for Batch Processing

Salary End Date Exceptions for Rate Synchronization

Transaction Dates
The Synchronize Grade Step Rates process sets the salary start date using the transaction date.

Sometimes the salary start date calculated from the transaction date is after the date the person moved out of the
current step or grade. This can happen when the rate synchronization details Transaction Date is one of these options:

• Start of next month

• Start of next pay period
• Use formula
When the calculated date is after the move date, the process excludes the assignment from processing. The process
identifies the current assignment using the effective date. Thus the assignment it finds might not be the assignment
with the latest start date.

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For example, your Transaction Date is Start of next month. On June 1, 2021, a person moved to step 2. They then moved
to step 3 on July 15, 2021. When you run the process with an effective date of July 1, 2021, it sets the person's salary start
date to August 1, 2021. The process also uses the effective date to identify that the person's current assignment is the
June 1 assignment. It doesn't make sense to update the August 1 salary with the step 2 rate however, because they aren't
on that step on August 1. So the process excludes the June 1 assignment from processing. When you run the process
with an effective date on or after July 15, 2021, it updates the rate value for the person's July 15 assignment.

Related Topics
• Effective and Transaction Dates in Grade Step Progression Processing
• Overview of Grade Step Progression Processing
• Run Grade Step Progression Process
• Synchronize Grade Step Rate Process
• Create a Progression Grade Ladder for Batch Processing

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25 Global Settings for Grade Step Progression

Processing

Batch Settings for Grade Step Progression Processing

To specify the behavior of batch processes, use the grade step progression settings.

If the Redwood experience is enabled, use the Grade Step Progression Settings task. Otherwise use the Configure Global
Settings task, where the relevant settings are in the Grade Step Progression section of the page.

Maximum Eligibility Look-Back Days

To limit the start of the date range when Grade Step Transaction Date is On eligibility, set a numeric value for Maximum
Eligibility Look-Back Days. This value limits the Eligibility Evaluation Start Date and Days Back from Effective Date
values people can set on the Run Grade Step Progression page. The default value is 40, meaning that the start date can
be 40 days before the effective date. You can enter any number between 0 and 40.

Proposed Salary Less Than or Equal to Current Salary

There are three options for handling salary updates when the proposed salary isn’t more than the current salary. Use
the Proposed Salary Less Than or Equal to Current Salary configuration option to decide the behavior.

• To see an error message when the proposed salary isn’t greater than the current salary, select Error.
• To update the assignment but not the salary, when the proposed salary is less than or equal to the current
salary, select Update assignment only.
• To update the assignment and salary when the proposed salary is less than or equal to the current salary, select
Update assignment and salary.

Include Assignments in Only Synchronize Grade Step Rates Processes

By default, excluding an assignment from the Run Grade Step Progression process also excludes it from the Synchronize
Grade Step Rates process. To include all assignments in only the Synchronize Grade Step Rates process, deselect
Exclude assignment from synchronize rate process if excluded from grade step progression process.

Related Topics
• Effective and Transaction Dates in Grade Step Progression Processing

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Batch Error Conditions for Assignment Date in Grade

Step Progression Processing
To configure error conditions in grade step progression that relate to the assignment date, use the grade step
progression settings.

If the Redwood experience is enabled, use the Grade Step Progression Settings task. Otherwise use the Configure Global
Settings task, where the relevant settings are in the Grade Step Progression section of the page.

Allow Multiple Step Updates on Same Date

You can let the Run Grade Step Progression process make a step update on the same date as an existing assignment
record. To do this, deselect the Error when grade step record exists with the same date option.

You can review salary information on the Review Proposed Progressions and Salary Updates page. There you see the
current and proposed values. And you see the same Effective Start Date value for both the current and proposed step.

If you do enable multiple updates, the processes update the existing row with the new information and a new sequence.
You don't see the historical step attribute when you view older records for assignment rows with the same date.
History gets maintained for all the attributes that the assignment record stores. But, the grade step record for the
assignment stores only the most recent step attribute. So, history doesn't get maintained for the grade step attribute of
the assignment because older values were overwritten.

Allow Progressions When Future Assignment Exists

You can allow progressions when future assignment changes exist using these settings:

• Error when assignment record exists with a future date

• Error when a future-dated grade step or a change that end-dates the grade step exists

You've several options for handling progressions when future assignment changes exist:

• You can prevent progression when there's any type of future-dated assignment and show an error message.
• You can allow progression only if the future-dated assignment doesn't include a change to the grade step.
Examples of this type of change include changes to location, working hours, manager, or future employment
termination. In this case, people see an error message when the future-dated assignment changes the grade
step. Otherwise, the process allows the progression.
• You can allow progression when an assignment record exists with a future date. You can also allow it when a
future-dated grade step or change that end dates the grade step exists. If the future assignment includes a step
change, the newly inserted assignment is valid only until the start date of the future-dated assignment.
For example, a person has a current assignment dated Jan 1, 2022 with Grade 1, step 1. They also have another,
future-dated assignment dated March 1, 2022 with Grade 1, step 4. Someone runs the process effective
February 1, 2022 and it updates the current assignment to Grade 1, step 2 with a start date of February 1, 2022.
The future-dated March 1, 2022 assignment remains at Step 4. So the newly inserted assignment grade step
with the start date of February 1, 2022 has an end date of February 28, 2022.

It's important to prevent data corruption where the assignment grade step doesn't match the grade in the parent
assignment record. So grade progressions can happen only when the future-dated assignment has a grade step record

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on the same date. For example, a person has a current assignment dated Jan 1, 2022 with Grade 1, step 6 and another,
future-dated assignment dated March 1, 2022. The future-dated assignment is a location change. Someone runs the
process effective February 1, 2022. Because the step didn’t change on March 1, 2022, there isn’t a grade step record
effective March 1, only an assignment dated March 1, 2022.

Now, the person is eligible to move to Grade 2, step 1--a grade progression. But, if the process inserts an assignment
dated Feb 1, 2022 with Grade 2, step 1, the grade step record for that assignment is effective until end-of-time. The
problem is that the March 1 (future-dated) assignment would revert the assignment to Grade 1. But the assignment
would inherit the Feb 1, 2022 step 1 that belongs to Grade 2. This would cause a data corruption for the March 1
assignment row. So if this condition exists, people see an error message.

Deselect the relevant error options to allow the updates and progressions.

What Happens If You Deselect Both the Assignment Record Error and
Grade Step Error
• The processes allow a step progression for all types of existing future-dated assignments, including these:

◦ Future-dated transfer that includes a step change

◦ Future-dated progression to a new step within the grade
◦ Future-dated manager change
◦ Future-dated employment termination
◦ Future-dated location change

• The processes also allow a grade progression as long as the future-dated assignment has a corresponding
grade step record on the same date.

What Happens If You Deselect the Assignment Record Error and Select the
Grade Step Error
• The processes allow a step progression for the types of existing future-dated assignments that don't have a
step change, including these:

◦ Future-dated manager change

◦ Future-dated employment termination
◦ Future-dated location change

• The processes don't allow grade progression if there's a future-dated assignment.

Related Topics
• Overview of Grade Step Progression Processing
• Overview of Proposed Progression and Salary Updates
• Overview of Parameters That Affect Salary Amounts for Proposed Progression and Salary Updates
• Basic Process to Manage Grade Step Progression

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Batch Error Conditions for Salary Date in Grade Step

Progression Processing
To configure error conditions in grade step progression that relate to the salary date, use the grade step progression
settings.

If the Redwood experience is enabled, use the Grade Step Progression Settings task. Otherwise use the Configure Global
Settings task, where the relevant settings are in the Grade Step Progression section of the page.

You can specify if these processes should generate errors when they find an existing salary record with the same or
future date.

• Run Grade Step Progression

• Synchronize Grade Step Rates
These settings don't affect any change to the grade ladder, grade, or step during an HR action, such as Hire, Promote,
or Transfer. They only affect the behavior of the batch processes. They also don't affect date handling in HR actions.

Updates to Existing Record with the Same Date

If you enable updates to a salary record that exists on the same date, you’re correcting the existing salary record.

• The new salary amount might be greater or less than the existing salary amount.
• The new salary amount can't be less than the salary amount that exists on a prior date. If this situation occurs,
you get an error message.
• When viewing the details on the Review Proposed Progressions and Salary Updates page, you see the current
salary details. These details reflect the values of the existing salary record for the same date, that's the record
getting corrected.

Updates When Future-Dated Records Exist

If you enable updates to a salary record when future-dated records exist, you’re inserting a new record in the middle of
the historical sequence.

• The salary amount for the inserted salary record might be greater or less than any salary amounts in future-
dated records.
• The salary amount for the inserted salary record can't be less than the salary amount on the record that exists
on the previous date. If this situation occurs, you get an error message.
• When viewing the details on the Review Proposed Progressions and Salary Updates page, you see the current
salary details. These details reflect the prior salary record, that's the record with an effective date before the
effective date of the record getting inserted.

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Related Topics
• Overview of Grade Step Progression Processing
• Overview of Proposed Progression and Salary Updates
• Overview of Parameters That Affect Salary Amounts for Proposed Progression and Salary Updates
• Basic Process to Manage Grade Step Progression

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Implementing Compensation Grade Step Progression Processing

26 Grade Step Progression Processing

Overview of Grade Step Progression Processing

You can change people's assignment and salary records according to rates and rules associated with a progression
grade ladder. You do this using two batch processes: Run Grade Step Progression and Synchronize Grade Step Rates.

Run Grade Step Progression Process

To identify the assignments that are eligible to progress to a new grade or step, you run the Run Grade Step Progression
process. Typically, you schedule this process to run regularly, according to your policies.

For example, you run it every Friday.

The process evaluates each assignment associated with the ladder. It uses the eligibility criteria in the progression
rules for the higher steps and grades. If the process decides that the assignment meets the eligibility criteria, then the
assignment is eligible to progress to that grade or step. It's also eligible for the associated salary changes.

You can set a specific effective date or leave the effective date blank. If you don't set a date, the process uses the system
date at runtime.

Related Topics
• Propose Progression and Salary Update According to Eligibility
• Overview of Proposed Progression and Salary Updates
• How You Include an Assignment in Grade Step Progression Processing
• Batch Settings for Grade Step Progression Processing
• Create a Progression Grade Ladder for Batch Processing

Synchronize Grade Step Rate Process

To change people's salary records after the underlying rates for the grades or steps change, you run the Synchronize
Grade Step Rates process. Typically, you run this process manually, once or twice a year.

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For example, your organization approves new contracts the last Monday in January and July, and you sync the grade
step rates that Friday.

The process applies the new rates to the existing salary records for everyone whose assignment is associated with the
progression grade ladder.

Related Topics
• Update Salary According to New Progression Grade Ladder Rates
• Overview of Proposed Progression and Salary Updates
• Batch Settings for Grade Step Progression Processing
• Create a Progression Grade Ladder for Batch Processing

How You Include an Assignment in Grade Step

Progression Processing
Use the Include in Grade Step Progression attribute on the assignment to include or exclude an assignment from the
Run Grade Step Progression process. Also use this attribute to exclude assignments from the Synchronize Grade Step
Rates process.

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Select the Exclude assignment from synchronize rate process if excluded from grade step progression process
option. If the Redwood experience is enable, the option is on the Grade Step Progressions Settings page. Otherwise, it’s
on the Configure Global Settings page.

• Here's what happens if you select the Exclude assignment from synchronize rate process if excluded from
grade step progression process option.

◦ If the assignment attribute Include in grade step progression is Y, both processes include the assignment.
◦ If the assignment attribute Include in grade step progression is N, both processes exclude the
assignment.
• Here's what happens if you deselect the Exclude assignment from synchronize rate process if excluded
from grade step progression process option.

◦ If the assignment attribute Include in grade step progression is Y, both processes include the assignment.
◦ If the assignment attribute Include in grade step progression is N, the Run Grade Step Progression
process excludes the assignment. And the Synchronize Grade Step Rates process includes it.
• To update the assignment attribute using HCM Data Loader or HCM Spreadsheet Data Loader, select the
GspEligibilityFlag attribute.

◦ Valid values are Y and N.

◦ The Grade Step Progression process interprets any value other than N as Y.

The Review page Error tab lists excluded assignments along with an informational message indicating that the process
didn't include the assignment.

There are more filtering options on the Run Grade Step Progression page. They let you include assignments based on
legal employer, business unit, location, department, or payroll. Both processes include an option to run for an individual
person or using a person selection formula.

Related Topics
• Batch Settings for Grade Step Progression Processing

How You Include Multiple Progression Grade Ladders in

a Process
To include multiple progression grade ladders in a Run Grade Step Progression or Synchronize Grade Step Rates
process, set Batch Type to Grade ladder group. Then select the specific group to use.

For example, you want to run grade step progression or sync rates for all ladders in the North region. So, you select your
North Region grade ladder group.

Related Topics
• Overview of Proposed Progression and Salary Updates

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Assignment and Salary Actions in Grade Step

Progression Processing
When you run the Run Grade Step Progression and Synchronize Grade Step Rates processes, specify the actions to use
for the updated assignment and salary.

You can either use automated grade step progression or leave the action blank. If you leave it blank, the process uses
the assignment action from the progression grade ladder for both the assignment and salary actions.

Related Topics
• Actions for Manual Progression and Synchronization Processes
• Overview of Proposed Progression and Salary Updates
• Global Compensation Settings for Defaulting Salary from Grade Ladder Rates
• Create a Progression Grade Ladder for Batch Processing

Frequency in Grade Step Progression Processing Results

The process automatically converts the salary amount from the progression grade ladder frequency to the salary basis
frequency, as appropriate.

For example, the proposed salary from the grade ladder is 3000 USD per month and the person's salary basis has an
annual frequency. The process converts the proposed salary to 36,000 USD annually.

Related Topics
• Overview of Proposed Progression and Salary Updates
• Global Compensation Settings for Defaulting Salary from Grade Ladder Rates
• Create a Progression Grade Ladder for Batch Processing

Effective and Transaction Dates in Grade Step

Progression Processing
The Run Grade Step Progression and Synchronize Grade Step Rates processes use both effective dates and transaction
dates.

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Effective Date
The processes use the specified effective date to select the person's current grade and step, their current salary, and the
appropriate grade ladder rate. For example, you run a process with an effective date of January 1, 2021.

• The process uses the assignment with a date that's before or on January 1, 2021 to find the person's current
grade and step. The grade comes from the assignment. And the step comes from the grade step of the child
assignment.
• The process uses the salary with a date that's before or on January 1, 2021 to find the person's current salary.
• The process uses the progression grade ladder with an effective date before or on January 1, 2021 to find the
rate to use for the proposed salary.

Transaction Date
The processes use the grade step, salary, and rate synchronization transaction dates in the progression grade ladder to
set start dates.

Related Topics
• Progression Grade Ladder Details Transaction Date
• Salary Update Details Transaction Date
• Rate Synchronization Details Transaction Date
• Salary Start Date Exceptions for Rate Synchronization Transaction Dates
• Salary End Date Exceptions for Rate Synchronization Transaction Dates

Grade Step Progression Transaction Log

You can opt to create a transaction report when you submit the Run Grade Step Progression or Synchronize Grade
Step Rates processes. The text file contains detail for all the transactions and specifies error conditions found during
processing.

Here's how you generate the report:

1. While setting up either batch process, select the Create transaction report check box.
2. Submit the process.
After the process completes, you can view the log and output files. These files are attachments for the completed
process.

Tips and Considerations

• The transaction log isn'ttranslated to other languages; field labels and column headers appear in only English.
• Field formats, such as date and currency format, are fixed for all users and don't conform to format preferences
for the person who generates the report.
• The text file includes over twenty-five columns of data for each record. You might find it helpful to import the
file into a spreadsheet for easier viewing and to filter or sort the data. The columns are delimited by the pipe
symbol ( | ), which you can use to align the columns in a spreadsheet.

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Implementing Compensation Examples of Grade Step Progression Processing

27 Examples of Grade Step Progression

Processing

Propose Progression and Salary Update According to

Eligibility
You can change people's assignment and salary records according to rules linked to a progression grade ladder. Here's
how various progression grade ladder configurations affect Run Grade Step Progression processing results. These
processing conditions apply for all increment options.

• If a single grade or step has more than one progression rule, the person must meet the criteria in all
progression rules.
• If a grade or step doesn't have an associated eligibility profile, then all assignments are eligible to progress to
that grade or step.
• If an assignment meets the criteria for more than one grade or step, the process proposes to move the person
to the lowest eligible steps. You see a warning message when you review the processing results.

Progression Increment Is Grade and Step

Scenario: A person is on the Midwest Hourly progression grade ladder at Grade A, Step 1. The ladder has five grades: (A,
B, C, D, and E), and each grade has four steps. The progression increment is Grade and step.

Results: First, the process checks the progression rules associated with Grade A, Step 2 to decide if the person is eligible
to move to Step 2. Then, it checks the steps above Step 2, including steps in higher grades.

Progression Increment Is All Steps in Grade, Stop at Ceiling

Scenario: A person is on the Midwest Hourly progression grade ladder at Grade A, Step 1. The ladder has five grades: (A,
B, C, D, and E), and each grade has four steps. The ceiling step for Grade A is Step 3. The progression increment is All
steps in grade, stop at ceiling.

Results: The process checks the progression rules associated with Grade A, Step 2 to decide if the person is eligible to
move up to Step 2. Then, it checks Step 3. It won't check Step 4, because Step 4 is above the ceiling step for Grade A.
And, it won't check any of the grades above Grade A.

Progression Increment Is Next Step in Grade, Stop If Ceiling

Scenario: A person is on the Midwest Hourly progression grade ladder at Grade A, Step 1. The ladder has five grades: (A,
B, C, D, and E), and each grade has four steps. The ceiling step for Grade A is Step 3. The progression increment is Next
step in grade, stop if ceiling.

Results: The process checks the progression rules associated with Grade A, Step 2 to decide if the person is eligible to
move up to Step 2. It won't check any steps above Step 2 because this progression increment only evaluates the one
step above the current step.

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Progression Increment Is Next Step in Grade Ladder

Scenario: A person is on the Midwest Hourly progression grade ladder at Grade A, Step 4. The ladder has five grades: (A,
B, C, D, and E), and each grade has four steps. The ceiling step for Grade A is Step 3. The progression increment is Next
step in grade ladder.

Results: The process checks the progression rules associated with Grade B, Step 1 to decide if the person is eligible to
move to Grade B, Step 1. It won't check any grades or steps above Grade B, Step 1.

Related Topics
• Progression Increment Options in Grade Step Progression
• Overview of Grade Step Progression Processing

Update Salary According to New Progression Grade

Ladder Rates
You can change people's assignment and salary records according to rates linked to a progression grade ladder. Here's
how configuration changes to the progression grade ladder affect Synchronize Grade Step Rates processing results.

Scenario
Scenario: A person is on the Midwest Hourly progression grade ladder at Grade A, Step 4 as of their hire date. The salary
for this step is 30 USD per hour. On January 1, 2020, the rates for the Midwest Hourly ladder increased and now Step 4
has a rate of 35 USD per hour.

Results: The process inserts a new salary record for the person with the rate of 35 USD per hour. The Transaction Date
parameter on the Progression Grade Ladder page, Rate Synchronization section identifies the effective date of the
salary update.

Related Topics
• Overview of Grade Step Progression Processing
• Overview of Parameters That Affect Salary Amounts for Proposed Progression and Salary Updates

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28 Proposed Grade Step Progression and

Salary Updates

Overview of Proposed Progression and Salary Updates

Access the results of a Run Grade Step Progression or Synchronize Grade Step Rates process from the Review Proposed
Progressions and Salary Updates page.

When you search on a grade ladder group, you see all grade ladders belonging to that group. It doesn't matter if the
process ran by grade ladder group or by individual grade ladder. This gives you the flexibility to run or rerun the process
for a single grade ladder. You can still see the results for that grade ladder when viewing results for the entire grade
ladder group.

To see who has proposed progressions and the corresponding statuses, click the appropriate process name. The people
you see depends on your data security permissions. You can also view any errors that occurred.

To align with times on the process scheduling and monitoring pages, the submission time is in the UTC time zone.

Statuses for Grade Step Processes

You can see these statuses on the Results page, Updates tab after running the Run Grade Step Progression and
Synchronize Grade Step Rates processes.

Status Description

Accepted The process applied the proposed progressions and salary updates to the assignment and salary
records. You can't change this status.

Not Processed The process evaluated the progression and decided that the person is eligible to move to the new
grade or step. A person still needs to accept or reject the proposal.

Failed The service that was writing the update to the assignment or salary record had a problem. To try to
make the update manually, you can click Accept.

Suspended Older batch process results that contain rows that were in Not Processed status when a later process
ran have this processing status. You can no longer accept or reject these proposals in the older run.

Rejected Someone stopped the process from applying the proposed updates to the person's records. For
example, you might reject a proposed progression and manually adjust it because the person is eligible
for multiple steps in the grade.

Related Topics
• Overview of Proposed Progression and Salary Updates

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Actions for Manual Progression and Synchronization

Processes
You've actions available only if the confirmation type for the progression grade ladder or rate synchronization is Manual.

You can accept the updates for people individually or as a group. Accepting a proposed progression and salary update
immediately makes these changes for the selected people:

• Adds a new grade or step to the person's assignment

• Adds a new salary amount to the person's salary record
You can reject proposed progressions and salary updates for people individually or as a group. You can also reject
proposed progressions and salary updates for selected people in a group, and then accept updates for the remaining
people. If you reject a proposal and then change your mind, you can undo the rejection and set the proposal status back
to Not Processed.

If some time passes before you review the proposed updates, the underlying data might have changed. To catch any
new problems, some validations run again when you manually accept the progressions and salary updates. If you
change the person's assignment or salary record after the process ran, you might see an error message in situations like
these:

• You add a future-dated salary record, and your configuration setting doesn't allow updates when future-dated
salary records exist.
• You add a salary record for the same date as the proposed salary. But your configuration doesn't allow updates
when a salary record exists on the same date.
• You add a future-dated assignment.
• You add a grade step record for the same date as the proposed progression. But your configuration doesn't
allow updates when a grade step record exists on the same date.
• You change the person's salary basis.
For example, you ran the process with Confirmation Type set to Manual and there were no errors for this person. A
proposed progression and salary update exists for June 25. After the process completed, you added a salary record
dated July 1. You come to the Review Proposed Progressions and Salary Updates task and use the Accept action to
update the person's assignment and salary record. Now, because the underlying data changed, you see the error
showing that the proposal can't happen because there's a future-dated salary record.

Related Topics
• Overview of Proposed Progression and Salary Updates

How You Can Handle Progression Processing Errors

You can review any errors that occurred during progression processing on the Results page, Errors tab. You fix the
proposed progressions and salary changes with errors outside of the grade step progression process.

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Here are some possible processing errors:

• The progression grade ladder currency is different from salary basis currency.
• The proposed salary isn't greater than the current salary.
• The salary basis isn't defined as determined by user.
• A future-dated assignment exists.
• A current or future-dated salary record exists.
• A step update exists on the same date.

Reference
For more information about troubleshooting grade step progression issues, see Troubleshooting Grade Step
Progression (document ID 2753020.1).

Related Topics
• Overview of Proposed Progression and Salary Updates
• Overview of Parameters That Affect Salary Amounts for Proposed Progression and Salary Updates

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Implementing Compensation Adjustments to Salary Amounts in Proposed Progression
and Salary Updates

29 Adjustments to Salary Amounts in

Proposed Progression and Salary Updates

Overview of Parameters That Affect Salary Amounts for

Proposed Progression and Salary Updates
The current and proposed salary amounts that you see when reviewing processing results of grades step progression
depend on either or both of these parameters:

• The rounding rules of the person's salary basis

• The salary adjustment type of the person's progression grade ladder
You can review current and proposed salary amounts using the Review Proposed Progressions and Salary Updates task
on the My Client Groups > Compensation page.

Related Topics
• Overview of Grade Step Progression Processing

How Rounding Rules Affect Salary Amounts for

Proposed Progression and Salary Updates
A salary basis might have rounding rules for salary amount and annualized amounts. If it does, progression processing
rounds the calculated salary amount according to that rule when it converts the salary from one frequency to another.

For example, the process rounds the amount when it updates a salary record with a monthly salary basis using hourly
rates from a grade ladder.

Progression processing also rounds the annual salary and annualized full-time salary amounts. It calculates and stores
the annual amounts during the batch run. You see these annual amounts in the process results only for reference. The
process doesn't include the annual amounts on the salary record. The salary record dynamically calculates the annual
amounts that you see, so you might occasionally see differences in annual values. For example, the annual amounts are
different on the salary page if the rounding rules change after you run the grade step progression process.

Related Topics
• Overview of Grade Step Progression Processing
• Overview of Parameters That Affect Salary Amounts for Proposed Progression and Salary Updates

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and Salary Updates

How the Salary Adjustment Type Affects Salary Amounts

for Proposed Progression and Salary Updates
When you view the processing results of grade step progression for a specific person, you can see the current and
proposed full-time salary amounts.

• The full-time salary amounts help you decide whether to approve the proposed progression or salary update.
You can compare the current full-time salary with grade ladder rates. The full-time salary might correspond to
the grade ladder rate for the current step. But, it might be different if the process overrode the salary record.
The proposed full-time salary is the grade ladder rate for the proposed step, before getting prorated for FTE
value.
• The salary amounts are the amounts stored in the salary record. The current salary is the actual stored
amount. The proposed salary becomes the stored amount. The proposed salary includes proration by FTE and
rounding, if applicable.

FTE Proration and Salary Adjustment Type

The grade step progression processes prorate salary amounts by FTE according to the Salary Adjustment Type setting
of the progression grade ladder.

• Here's how the processes adjust the salary when the salary amount is determined by users:

◦ If you leave Salary Adjustment Type blank, the processes don't adjust the proposed salary amounts for
FTE.
◦ If you set Salary Adjustment Type to FTE less than 1 only, the processes adjust the salary if the FTE is less
than 1. They don't adjust salaries where the FTE is greater than 1.
◦ If you set Salary Adjustment Type to FTE not equal to 1, the processes adjust the salary if the FTE isn't
equal to 1. For example, if the FTE is .75 or 1.25, the processes adjust the salary.
◦ If FTE is 1, the processes ignore the Salary Adjustment Type setting and don't adjust salaries.

• When the salary amount is determined by simple components, the processes always adjust the salary amount
by the FTE, even you leave the field blank.

Related Topics
• Overview of Grade Step Progression Processing
• Overview of Parameters That Affect Salary Amounts for Proposed Progression and Salary Updates

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Implementing Compensation Individual Compensation Plans Overview

30 Individual Compensation Plans Overview

Overview of Individual Compensation

You can let managers and specialists award compensation outside of the regular compensation cycle. For example,
a line manager can give someone a spot bonus or grant stock shares. And a compensation manager can give people
education reimbursements.

You can also let people make and change their own contributions to charitable or savings plans. These off-cycle
allocations and contributions require appropriate payroll elements and individual compensation plans.

• The payroll element communicates the payment or distribution details to payroll for processing. For example, a
company car plan has options with different compensation amounts for various mileage ranges. A spots bonus
plan has options with different fixed monetary amounts.
• The plan includes at least one option that links the payroll element to the plan. It also decides when payments
start and end, the people eligible for the plan, and when people can access the plan. For example, a car
allowance plan has multiple options for monthly payments starting January 1 and ending December 31
according to mileage ranges. People in field sales and service jobs are eligible for the plan, and managers can
award compensation when they hire, transfer, and promote people.
You can also let people view nonmonetary awards by adding the relevant plans to compensation history. To let them
view their payment and contribution history, add the payroll elements linked to the plans that have recurring payments
or contributions.

Options in an Individual Compensation Plan

Configuration
Each individual compensation plan needs at least one option. You can set up a nonmonetary option, such as grant
stock shares, or a monetary option. Link a payroll element, and optionally select a budget pool and request or require
attachments.

When you create the option, you need to select the appropriate payroll element. You can select one element per
legislative data group. So you can link an option to multiple elements only when the element legislative data groups
are different. Proposers see the input values configured for the element when they select the option while allocating
compensation or contribution. The monetary amounts that they propose are in the currency of the element. On pages
that include the currency switcher, people viewing the proposed amounts can see them in their preferred currency.

CAUTION: Make sure that salary bases don't use the element selected for the option. Using the same element across
compensation objects can lead to payroll conflicts. It can also lead to unexpected deletions of salary or individual
compensation.

You can optionally select a budget pool to let managers track off-cycle and on-cycle awards.

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You can also request or require that proposers attach a specific document type to help approvers decide whether to
approve or reject proposed plan allocations. For example, set up a vehicle allowance option to require a vehicle details
document. The documents get retained in people's document records for future reference.

The document settings affect all flows except Offer flows. Currently people can't add attachments in the Offer flows, so
the flows ignore any option document settings configured for the individual compensation plan.

Related Topics
• Document Type Settings for Individual Compensation
• Create a Payroll Element to Use with Individual Compensation Plans
• How You Let Managers Track Off-Cycle and On-Cycle Compensation Against a Budget

Document Type Settings for Individual Compensation

Make sure that document types you use with compensation objects, such as options for individual compensation plans,
have these configurations. Manage document type configurations using the Document Type task.

Field Value

Document Type Level Assignment

Category Compensation

Minimum Attachments 0

Document Name Applicable Relevant and Required

All other attributes Not required

Allow Occurrences Yes

Payment Dates in an Individual Compensation Plan

Configuration
You specify when plan payments start and end using standard date rules. For example, the person proposing the award
can set the payment date. You only need to set end dates for recurring payments, such as car allowances.

If you select the Start or submission date option, the award or contribution uses the start date when people can set it
during actions. Otherwise, the award or contribution uses the date when they submit the action.

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Related Topics
• Sync Individual Compensation Plan Dates with the Start Date in a Pending Worker Action
• Sync Individual Compensation Plan Dates with the Projected Hire Date in an Offer
• Payment End Date Considerations for Individual Compensation Plans
• How the Projected Hire, Start, or Submission Date Works in HR Actions

Eligibility in an Individual Compensation Plan

Configuration
You decide who can participate in the compensation plans or options with eligibility profiles. You can attach eligibility
profiles to the plan, an option, or both.

For example, to the company car plan, you attach an eligibility profile that includes only the Sales and Field Service
departments. To the options, you attach other profiles that restrict payment amounts by mileage ranges.

Compensation eligibility evaluations also use criteria defined at the element eligibility level to decide if someone is
eligible for a compensation plan. The best practice for controlling eligibility is to either use eligibility profiles or element
eligibility, but not both.

If you add multiple profiles, you need to mark at least one profile as required.

Related Topics
• Eligibility Profiles

How Individual Compensation Plan Eligibility Works with

Assignment Creation Flows
Payroll element eligibility and plan-level or option-level eligibility profiles don't apply because the assignment
information hasn't been submitted yet.

How Individual Compensation Plan Eligibility Works with

Assignment Correction and Update Flows
Payroll element eligibility and plan-level or option-level eligibility profiles apply to the existing assignment information.
But they don't apply to the corrected or updated information because it hasn't been submitted yet.

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Plan Access Restrictions in an Individual Compensation

Plan Configuration
Control who can start, update, or stop individual compensation allocations, and for what circumstances by restricting
plan access. For example, set up a plan so that only people using the Manager Personal Contributions action can start,
update, or stop contributions.

Related Topics
• Plan Access Restrictions
• The Difference Between Plan Access Restriction and Access Security
• Copy Individual Compensation Allocations During Local and Global Transfer
• Individual Compensation Plan and Option Visibility

Plan Info in an Individual Compensation Plan

Configuration
To help managers awarding the plan or individuals contributing to the plan, you can optionally provide background
information or instructions. Also include links to relevant documents and websites.

You can also specify whether people viewing the plan see this information when they select the plan, or after they click
Show plan info.

Validate Individual Compensation Plans

You can validate the integrity of the individual compensation plan that you're editing. Or you can validate all of the plans
on the Individual Compensation Plans page.

You can detect and report on references to all deleted payroll elements still retained in the configured individual
compensation plan options. When someone deletes a payroll element before removing it from the plan option, it creates
orphan data in the individual compensation plan setup table. The orphan data can cause issues in allocations. To
prevent these issues, you can run the Purge Orphaned Payroll Element Setup Data from Individual Compensation Plans
process.

Before purging the orphaned payroll element data, you can run the process in Preview mode and generate a log with
the data the process will likely purge. When you run the process to purge the orphan rows, it cleans up the individual
compensation setup tables.

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Journey Checklist Tasks and Individual Compensation

Plan Allocations
You can send people checklist tasks as part of their journeys when they get new individual compensation allocations.
For example, an individual subscribes to a voluntary deduction.

The corresponding journey includes checklist tasks that require an HR specialist to manually generate a membership ID,
enable portal access, and issue a welcome kit.

Assign Checklists
You can assign checklist tasks only when people add new individual compensation allocations using actions, such as
these:

• Individual Compensation
• Manage Personal Contribution
• Administer Individual Compensation

You can also assign tasks with Recruiting and Global Human Resource actions that add individual compensation
allocations. The checklist assigns the tasks after the new individual compensation allocation passes final
approval and the element entries get created. The checklist listens to the new element entries for the
individual compensation allocation using events. For the events to work, make sure that the profile option
HRC_DISABLE_HCM_EVENTS_PROCESSING is N.

Create the Checklist Template

You create a checklist template following the standard procedure and using these individual compensation settings:

• On the General tab, select a category.

• On the Tasks tab, configure the tasks.
• On the Actions and Events tab, configure the event that causes the journey to assign the checklist. For new
individual compensation allocations, the creation of the entry for the specified element causes the checklist to
assign the task.

a. Add an event. Then in the Name field, select Individual Compensation.

b. Edit the condition and create a group. The attribute defaults to Element Type and the condition defaults
to the Equals operator and Constant operand type.
c. In the Operand Value field, click search. Use the Search and Select dialog box to select the appropriate
payroll element for the individual compensation option.

You can use only the OR group connector when you define group conditions for individual compensation. The
conditions don't support the AND connector.

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Control When the Checklist Triggers

To control when the checklist triggers, you use the allocation criteria.

• The default Checklist manually allocated or record created or approved option triggers when the individual
compensation allocation gets approved and element entries get created. The trigger ignores the payment start
date.
• The When the action record becomes effective option triggers the checklist on the payment start date.

Related Topics
• Predefined Journey Templates
• Journey Template Definition
• Considerations for Configuring Actions in Journeys
• How You Configure Events in Journeys
• Journey Display Properties
• Deep Links in Journeys

How You Let People Submit Personal Contributions

When Earlier Contributions Are Pending Approval
To let people submit personal contributions when earlier contributions are pending approval, you need to enable the
CMP_DISABLE_PENDING_APPROVALS_CHECK_IN_MANAGE_CONTRIBUTION profile option at the Site level.

You also need to configure the access details of the relevant individual compensation plans. For the Manage Personal
Contribution task, never allow update allocations and never allow the discontinuation of allocations. This access
detail configuration ensures that individuals can't change or delete existing contributions, preventing conflicts for
contributions that are pending approval.

With this option enabled, approvers can't edit submitted contributions as part of their approval. Also, they can't see the
submitted values if they edit the submitted contribution. Line managers, compensation managers and administrators,
and HR specialists can still make updates or deletions using the Manage Individual Compensation or Administer
Individual Compensation tasks. This visibility assumes you configured the plan access to include the corresponding
actions for these tasks.

Related Topics
• Plan Access Restrictions

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Implementing Compensation Payment Dates in Individual Compensation Plans

31 Payment Dates in Individual Compensation

Plans

Sync Individual Compensation Plan Dates with the

Projected Hire Date in an Offer
You can sync the payment start and end dates of individual compensation plans included in an offer, with the projected
hire date.

Do this by setting the payment start and end dates of the individual compensation plans to Projected Hire, Start, or
Submission Date. Then whenever you change the projected hire date in an offer and go to the individual compensation
section, the plan payment dates adjust automatically.

For example, you've an offer with a projected hire date of January 1, 2022. The offer includes an individual
compensation plan with payments that start the same day. Later you revise the projected hire date to February 1, 2022.
When you get to the individual compensation section, the existing payment start date automatically adjusts to February
1, 2022, to align with the new projected hire date.

Delay Payment
You can optionally delay the payment date by a specific number of days, months, years, or combination. The offer
calculates the payment start and end dates using the projected hire date and the specified delay. For example, your
offer includes paying a signon bonus 1 month after the projected hire date. Since your current projected hire date is
February 1, 2022, the payment start date of the bonus allocation is March 1, 2022.

Override the Payment Date

You can let recruiters override the calculated payment start date, end date, or both when they include the plan in their
offers. When they do override the payment dates, the projected hire date and the payment dates can't automatically
sync anymore. The recruiters need to delete the individual compensation plan and add it again every time they change
the projected hire date. They can't correct the existing payment dates.

Offer flows indicated overridden plan dates with (Set manually).

Examples of How Payment Start Dates in an Offer Sync

with the Projected Hire Date
You have an offer with three individual compensation plans that have slightly different configurations for the payment
start date of Projected Hire, Start, or Submission Date.

Here's how the configurations affect the payment start dates for the three plans when the projected hire date for the
offer changes.

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Payment Start Date Original Projected Hire Original Payment Start Revised Projected Hire Adjusted Payment Start
Configuration Date Date Date Date

Plan 1, the start date is the Jan 1, 2022 Jan 1, 2022 Mar 1, 2022 Mar 1, 2022
projected hire date

Plan 2, the start date is 1 Jan 1, 2022 Feb 1, 2022 Mar 1, 2022 Apr 1, 2022
month after the projected
hire date

Plan 3, the start date is the Jan 1, 2022 Initially set to Jan 1, 2022 Mar 1, 2022 Apr 1, 2022
projected hire date, but
recruiters can override the Recruiter overrides to Apr 1, Overridden dates remain
date 2022 unadjusted

The payment start date for Plan 3 doesn't change because the recruiter overrode the original date. The recruiter needs
to delete this individual compensation plan and add it again with the revised payment start date.

After the external candidate accepts the offer with the projected hire date of March 1, 2021, the individual compensation
plans show up on the pending worker page. The plan payment dates for the pending worker are the same dates shown
in the Adjusted Payment Start Date column.

Sync Individual Compensation Plan Dates with the Start

Date in a Pending Worker Action
You can sync the payment start and end dates of individual compensation plans included in a pending worker action,
with the start date.

Do this by setting the payment start and end dates of the individual compensation plans to Projected Hire, Start, or
Submission Date. The plan payment dates adjust automatically whenever people change the start date in the Edit
Pending Worker action and go to the individual compensation section.

For example, you've a pending worker with a start date of January 1, 2022. The details include an individual
compensation plan with payments that start the same day. Later you revise the start date to February 1, 2022. When you
get to the individual compensation section, the existing payment start date automatically adjusts to February 1, 2022, to
align with the new start date.

The plan payment dates won't adjust if people change the start date and don't visit the individual compensation
section. They won't automatically adjust in these situations either:

• When people change the start date in other flows, such as Employment details, Change Employment Start
Dates, and Change Work Relationship Start Date
• On any other pages where people can change the start date of the pending worker.
• When people use HCM Data Loader or REST services
People need to manually delete and readd the individual compensation plans in all such scenarios.

When someone end dates the individual compensation row in the pending worker flow, the flow carries the end date
forward to the conversion stage.

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Delay Payment
You can optionally delay the payment dates by a specific number of days, months, years, or combination. The pending
worker flow calculates the payment start and end dates using the start date and the specified delay. For example, your
details include paying a signon bonus 1 month after the start date. Since your current start date is February 1, 2022, the
payment start date of the bonus allocation is March 1, 2022.

Override the Payment Date

You can let people override the calculated payment start date, end date, or both when they include the plan in the
individual compensation section. When they do override the payment dates, the start date and the payment dates can't
automatically sync anymore. They need to delete the individual compensation plan and add it again every time they
change the start date. They can't correct the existing payment dates.

Pending worker flows identify overridden plan dates with (Set manually).

Examples of How Payment Start Dates in a Pending

Worker Action Sync with the Start Date
You've a pending worker action with three individual compensation plans that have slightly different configurations for
the payment start date of Projected Hire, Start, or Submission Date.

Here's how the configurations affect the payment start dates for the three plans when the start date for the pending
worker changes.

Payment Start Date Original Projected Hire Original Payment Start Revised Projected Hire Adjusted Payment Start
Configuration Date Date Date Date

Plan 1, the start date is the Jan 1, 2022 Jan 1, 2022 Mar 1, 2022 Mar 1, 2022
pending worker start date

Plan 2, the start date is 1 Jan 1, 2022 Feb 1, 2022 Mar 1, 2022 Apr 1, 2022
month after the pending
worker start date

Plan 3, the start date is the Jan 1, 2022 Initially set to Feb 1, 2022 Mar 1, 2022 Apr 1, 2022
pending worker start date,
but people can override the Overridden to Apr 1, 2022 Overridden dates remain
date unadjusted

The payment start date for Plan 3 doesn't change because you overrode the original date. When you need to revise the
dates, you need to delete this individual compensation plan and add it again with the revised payment start date.

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Payment End Date Considerations for Individual

Compensation Plans
If the individual compensation plan configuration has a nonrecurring payroll element, the payment end date depends
on the person's payroll relationship. Here are situations that ignore the payment end date configured for the plan:

• When payroll isn't available in the payroll relationship, the payment end date is the same as the payment start
date.
• When payroll is available in the payroll relationship, the payment end date is the period end date for the payroll
process.
The Offer and Pending Worker flow end dates carry forward to the next stage when the end date for the plan payment is
Projected Hire, Start, or Submission Date.

How the Projected Hire, Start, or Submission Date Works

in HR Actions
Here's how the Projected Hire, Start, or Submission Date payment date works with HR actions started from the Manage
Job Offers page or elsewhere.

Started from Manage Job Offers

You can sync the initial payment start and end dates of individual compensation plans included with the projected
hire date of the internal offer. Do this by setting the payment start and end dates of the individual compensation plans
to Projected Hire, Start, or Submission Date. When the proposer starts the HR action, the when date defaults to the
projected hire date of the offer. If the proposer changes the when date and goes to the individual compensation section,
the plan payment dates adjust automatically. If the proposer changes the when date later on, they need to delete and
add the individual compensation plans again, with the correct payment dates.

For example, you've an internal candidate offer with the projected hire date of January 1, 2022. You then start
processing the global transfer with a when date of January 1, 2022. The transfer includes an individual compensation
plan with payments that start the same day. When you get to the individual compensation section, you see that the plan
has a payment start date of January 1, 2022. Before you submit the transfer, you revise the when date to February 1,
2022. When you get to the individual compensation section this time, the existing payment start date remains January
1, 2022. You need to delete the plan and add it again with the correct payment dates.

Started from a Page Other Than Manage Job Offers

The Projected Hire, Start, or Submission Date option works the same as the Start or Submission Date option. When the
proposer sets the when date and goes to the individual compensation section, the section sets the payment dates to
the when date. After that, if the proposer changes the when date, they need to delete the plan and add it again with the
correct payment dates.

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Implementing Compensation Access and Action Options, and Option Visibility in
Individual Compensation Plans

32 Access and Action Options, and Option

Visibility in Individual Compensation Plans

Plan Access Restrictions

You control the situations when a manager can create, update, or discontinue individual compensation awards using
plan restrictions. These same restrictions let you control similar actions for people contributing to savings and donation
plans.

You configure these restrictions when you create the individual compensation plan using the Individual Compensation
Plans task in the Compensation work area.

Whether to Restrict Access

The first decision you make on the Plan Access tab is whether to restrict access to the plan.

• If you select No, the plan becomes available to everyone on all pages where people hire individuals, or manage
individual compensation or personal contributions. It's very rare that you'd select this option. For example,
if you don't restrict access to a bonus plan, then people could manage the bonus plan for themselves. That's
because the plan would appear in the Manage Personal Contributions action.
• If you select Yes, you need to add at least one action where the plan should be available. Make sure that you
select all related actions. For example, you set up the plan so that it's visible in the Pending Worker action.
You also want to make it visible in the Hire action. Otherwise, when someone converts to an employee, their
manager can't see the allocation. And, when the manager submits their changes, the employee's allocation gets
removed. You can optionally configure the corresponding access details about when people can start, update,
or stop allocations or contributions.

All Action
The default action All is similar to setting Restrict Plan Access to No, except that you can configure access details. This
action opens plan access to all actions available in the list, including the Manage Contributions action. Basically, anyone
who meets the eligibility criteria for the plan can see the plan. If you added this action to a bonus plan, for example,
anyone eligible for the plan could award themselves a bonus.

To add other access actions, you need to change the All action to something else, such as Hire. Then, the Add icon is
available and you can add any other access actions that are appropriate for the plan.

HR Actions
To make the plan available to people as part of an HR action, add one or more HR actions. For example, add the Transfer
action to a moving allowance plan to make the plan available when people transfer someone using that action.

To make the plan available to recruiters creating or editing job offers, you need to add the same action that they select
in the offer. For example, the recruiter selects the Add Pending Worker or Add Assignment action while creating the
offer. The individual compensation plan access needs to include the same action for the plan to appear in the Other
Compensation section of the job offer.

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Individual Compensation Plans

Manage Individual Compensation Action

To make the plan available to people when they want to award off-cycle compensation to someone, add the Manage
Individual Compensation action. You can add only this action or also add HR actions. For example:

• You want managers to use the Bonus plan to reward performance. So, you restrict plan access to the Manage
Individual Compensation actions.
• You want managers to use the Bonus plan to award hiring bonuses or to reward performance. So, you restrict
plan access to the Hire and Manage Individual Compensation actions.

Administer Individual Compensation Action

To make the plan available to only HR specialists, compensation specialists, and compensation managers, add
the Administer Individual Compensation action. These people can see plans with this plan access action using the
Administer Individual Compensation task.

Manage Contributions Action

To make the plan available for people to contribute to, such as for retirement savings or charities, add the Manage
Contributions action. Don't add any other actions for contribution plans.

The Difference Between Plan Access Restriction and

Access Security
Access security identifies which roles grant access to actions, such as Individual Compensation, Manage Personal
Contribution, and Administer Individual Compensation.

Plan access restriction identifies which actions, such as Personal Contribution or Individual Compensation, show the
plan. It also lets you control if people can add, edit, or delete contributions or allocations.

Copy Individual Compensation Allocations During Local

and Global Transfer
You can ensure that local and global transfers automatically copy individual compensation allocations and personal
contributions to the new assignment. Do this when you configure plan access for individual compensation plans.

Either set Restrict Plan Access to No. Or set it to Yes and add the Global Transfer action.

Tip: When the plan element uses the Last Standard Process Date or Last Standard Earning Date date, the plan isn't
end dated for the source assignment.

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Individual Compensation Plans

When Allocations and Contributions Aren't Copied

The automatic copy doesn't happen for these situations:

• If the legal employers for the source and destination assignments have different legislative data groups
• If the local and global transfer action doesn't include the Individual Compensation section, or the person
proposing the transfer don't visit the section
• If Restrict Plan Access is Yes and the Global Transfer action isn't added

Individual Compensation Plan and Option Visibility

Your plan configuration decides whether people can see the plan or option when they use the Administer Individual
Compensation, Individual Compensation, and Manage Personal Contribution tasks.

The person getting the compensation allocation or making the personal contribution needs to meet these conditions:

• Be eligible for the element you associated with the option.

• Meet the criteria of the eligibility profile you associated with the plan, option, or both.
Also, the plan status needs to be Active and plan access should have the appropriate actions added. For example, to be
visible for the Manage Personal Contributions task, plan access needs to have the Manage Contribution action.

Related Topics
• Plan Access Restrictions

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Individual Compensation Plans

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Implementing Compensation Example Individual Compensation Plan Configurations

33 Example Individual Compensation Plan

Configurations

Spot Bonus and Stock Grant Plan Configuration

Here's how you create a plan to make a onetime spot bonus payment or stock grant. Use the Elements and Individual
Compensation Plans tasks on the My Client Groups > Compensation page.

1. Create a payroll element that makes a onetime payment. Configure the element to process once per payroll period
and let managers enter the payment amount or grant quantity.
2. Create the plan.
a. Add an option with the payroll element. For stock grants, be sure to set the nonmonetary units to Shares
and select the grant type.
b. Select a payment or grant start date. If it's present, leave the end date blank to indicate this is a onetime
payment.
c. Optionally, add an eligibility profile to limit the people that the plan applies to. For example, use derived
factors to identify full-time people with a minimum service of 1 year as eligible for the spot bonus. Identify
full-time people with a minimum service of 5 years as eligible for the stock grant.
d. Restrict access to specific HR actions, such as Hire and Promote. Also add the Manage Individual
Compensation action so that managers can award bonuses or grant stock to their people using the
Individual Compensation action.
Stock grant records get the stock or trading symbol and grant type from the plan option. They get the grant date and
number of shares granted from the element entries.

Car Allowance Plan Configuration

Here's how you create an ongoing car allowance plan with two payment options. The options vary according to the
distance of regional territories from headquarters. Use the Elements and Individual Compensation Plans tasks on the
My Client Groups > Compensation page.

1. Create two payroll elements to make recurring payments once a month. For territories within a 100-mile radius of
headquarters, set the input value default to 300. For territories beyond a 100-mile radius, set the input value default
to 500.

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2. Create the plan.

a. Configure an option for each payroll element.
b. Let managers enter payment start and end dates according to agreements with their people. For example,
a manager starts payment on the first of the month or the first payroll period after a promotion. They end
payment after 1 year.
c. Attach an eligibility profile that limits plan eligibility to people with the Regional Sales Manager job.
d. Restrict access to specific HR actions, such as Hire and Transfer. Also add the Manage Individual
Compensation action so that managers can award or update the car allowance for their people using that
action.
e. Optionally, add instructions that tell managers how the payment policy varies according to the distance
from headquarters. And, include a link to the policy.

Charity or Savings Contribution Plan Configuration

Here's how you create a plan that lets people manage their personal contributions. Use the Elements and Individual
Compensation Plans tasks on the My Client Groups > Compensation page.

1. Create a payroll element to accept recurring contributions per payroll period. Configure the input value to be either a
flat amount or percentage.
2. Create the plan.
a. Add an option for contributions of either amount or percentage.
b. Select a start date, typically January 1 of the next calendar year or after open enrollment.
c. Restrict access to the Manage Contributions action to let people manage their instances of the plan.
You can define periods when people can enroll for the first time, update existing contributions, or stop
contributions. For example, let people always create allocations. Restrict when they can make updates or
discontinuations to a specified period, such as an open enrollment period of November 15 through 30.
d. Optionally, add instructions that clarify specific plan policies.

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Implementing Compensation Compensation History

34 Compensation History

Compensation History Categories

Compensation history has a summary table with four categories--Salary, Stock, Other Compensation, and Recurring
Payments--and links to compensation details. Summary info covers 5 years of history while details cover all years.

Salary
The Salary category has these three rows of information:

Row Comments

Overall Salary For the current year, it's the most recent pay rate. The rate appears in the frequency of the person's
salary basis, such as hourly, monthly, or annually.

For previous years, it's the pay rate on 31 December of that year.

Annualized rate Calculated using the person's overall salary and the annualization factor of the salary basis frequency
as of 31 December of that year.

Percentage change The difference in the person's overall salary from the previous year, if history exists.

In the summary table, click the base pay link to view detailed information about salary history, percentage change,
compa-ratio, and growth rate. The detail view includes links to individual base pay change records.

Stock
The Stock category shows a total for each grant type awarded in the unit granted, such as shares or options. In the
summary table, click the grant name to view more information, such as grant date, vested shares, and the estimated
value of unvested shares.

Other Compensation
The Other Compensation category shows nonrecurring monetary compensation, such as commissions, bonuses,
overtime, and reimbursable expenses. In the summary table, click the compensation name to view effective date,
amount, currency, and grand total information about all awards.

You can see elements information with only input values that are numbers, integers, and money because history was
designed for monetary and quantity compensation. For example, you can see salary, bonus, and allowance amounts
and quantities of vested, unvested, exercised, and unexercised stock shares. Also, the overall view shows various totals,
which history can't calculate for nonmonetary and nonnumeric values.

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Recurring Payments
The Recurring Payments category includes the latest amount of recurring compensation, such as car allowances and
education assistance. In the summary table, click the payment name to view effective date, amount, currency, and grand
total information for an individual award or compensation amounts.

Related Topics
• How You Set Up the Other Compensation and Recurring Payments Summary Data for Compensation History

How You Set Up the Other Compensation and Recurring

Payments Summary Data for Compensation History
You set up the summary table data that shows in the Other Compensation and Recurring Payments compensation
history categories. Use the Compensation History task on the My Client Groups > Compensation page.

The Other Compensation category groups one-time payments, such as bonuses. The Recurring Payments category
groups nonbase pay distributions, such as allowances or tuition reimbursements. To include compensation in these
history categories, on the Compensation History page, select the appropriate payroll elements and corresponding input
values. The payroll element definition automatically supplies the remaining data and identifies the history category
based on the recurrence of the payroll element.

Compensation history automatically gets the applicable Salary and Stock summary data, you don't need to do any
setup.

Related Topics
• Compensation History Categories

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Implementing Compensation Stock Grants

35 Stock Grants

Manage Stock Grants in the Integrated Workbook

You can add and edit stock grant data and upload it into the application using an integrated Microsoft Excel workbook.

1. In the Compensation work area, click Manage Stock Grants.

2. On the Manage Stock Grants page, click Prepare Import Spreadsheet.
3. Copy the stock grant data provided by your supplier. Make sure that each row contains a unique grant date, grant ID,
and grant number. The workbook adds a symbol in the Changed field to mark the rows that you added.

CAUTION: Don't delete or reorder template columns. The upload process might fail.

4. When you're done, click Upload. The application uploads only those rows that are marked as Changed and ignores
any changes in cells that don't have a white background.

CAUTION: Don't select the Upload and then immediately download option when prompted during an upload.
The data that you uploaded immediately downloads back into the workbook, hiding any errors that occurred
during the upload.

5. Validate the changes.

a. Open the Manage Stock Grants page and search for and view the imported stock grant data.
6. Resolve errors. The upload process automatically updates the Status field in each workbook row.
If there are errors that require review, the process:

a. Rolls back the change in the application.

b. Sets the workbook row status to Upload Failed
c. Continues to the next workbook row
To view and resolve an error:

a. In the Status field, double-click Update Failed.

b. Fix any data issues in the workbook.
c. Upload the latest changes.

Related Topics
• How can I import stock data sent to me by my supplier?
• Set Up Desktop Integration for Excel
• Guidelines for Using Desktop Integrated Excel Workbooks
• Troubleshoot Desktop Integration for Excel

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FAQ
How can I import stock data sent to me by my supplier?
On the Manage Stock Grants page, use the Prepare Import Spreadsheet button to generate the stock table spreadsheet.
Enter your supplier's data, ensuring that each row contains a unique Grant Date, Grant ID, and Grant Number. Upload
the information into the stock table.

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Implementing Compensation External Data

36 External Data

External Compensation Data

You can add compensation-related information from third-party and legacy applications, such as pension, annuity,
royalty, and assignment segments. You can include this external data as default values in worksheet columns for
workforce compensation plans.

You can also include it as compensation items in total compensation statements.

Person by Person or Many People at a Time

You can manually enter data for one person at a time using the External Data task in the Compensation work area. On
the same page, you can use the Prepare Import Spreadsheet button to import external data for many people at a time.

Data to Add
Here's the data you add, regardless of method:

• Record type
• Start Date
• End Date
• Sequence Number
• Currency
• Columns, such as Column 01 and Column 02

To avoid difficulties when adding other data in the future, be sure to provide all relevant data, such as end date,
sequence, and currency. For example, if you're external data includes amounts, you might need the currency to ensure
calculations handle the amounts correctly.

Person-Level Data to Assignment-Level Data

You can add external data at the person or assignment level. Adding it at the assignment level lets you use assignment-
level security. You can update personal-level external data to assignment-level using the Update Assignments process.
The process updates the data to the primary assignment as of the start date for the external data record.

Related Topics
• Record Type Lookups for External Compensation Data
• Import External Compensation Data in the Integrated Workbook

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Record Type Lookups for External Compensation Data

When you import data from third-party or legacy applications, you need to select the record type. The record types in
the choice list come from the CMP_EXTERNAL_DATA_RECORD_TYPE lookup type.

You can change delivered values, such as data from a third-party supplier application, at any time. And you can add new
values. For example, you add a lookup code to identify data from the third-party partner that manages your pension,
annuity, royalty, or 401k.

Use the Lookups task in the Compensation work area.

Related Topics
• Overview of Lookups

Import External Compensation Data in the Integrated

Workbook
You can enter and edit external compensation data, such as third-party or legacy data, using an integrated Microsoft
Excel workbook. Then, upload the data into the application.

Before you start

You might optionally want to create your own lookup codes if you find the two delivered codes too
broad. For example, you might want to create lookup codes for pension or sales incentive data. Add a
CMP_EXTERNAL_DATA_RECORD_TYPE lookup code using the Manage Lookups task in the compensation work area.

To use the imported data, you need to complete one or both of these tasks, either before or after the import:

• To use the external data in workforce compensation, configure one or more user-defined worksheet columns.
• To show external data in total compensation statements, create one or more compensation items with a source
type of External Data.

Here's what to do
1. In the Compensation work area, Common Configuration section, click Manage External Data.
2. On the Manage External Data page, click Prepare Import Spreadsheet to create the workbook.
3. Enter the external data.
Add enough rows to accommodate your supplier's data. Copy the external compensation data and paste them into
cells with a white background. The workbook adds a symbol in the Changed field to mark the rows that you added.
Reordering or removing columns in the import file causes the upload process to fail.

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4. When you finish, click Upload. The application uploads only those rows marked as Changed. It ignores any changes
in cells without a white background.

CAUTION: Don't select the Upload and then immediately download option when prompted during an upload.
The data that you uploaded immediately download back into the workbook, hiding any errors that occurred during
the upload.

5. Validate the changes.

a. On the Manage External Data page search for and select the start date and record type, or other search
criteria.
6. Resolve the errors.
The upload process automatically updates the Status cell in each workbook row. If there are errors that require
review, the process:

a. Rolls back the change in the application.

b. Sets the workbook row status to Upload Failed
c. Continues to the next workbook row
To view and resolve an error:

a. In the Status field, double-click Update Failed.

b. Fix any data issues in the workbook.
c. Upload the latest changes.
New uploads to existing data make date-effective changes to the data.

Related Topics
• Record Type Lookups for External Compensation Data
• Set Up Desktop Integration for Excel
• Guidelines for Using Desktop Integrated Excel Workbooks
• Troubleshoot Desktop Integration for Excel

How can I add external compensation data for multiple

assignments?
Enter a unique assignment ID for each row of data on the Manage External Data page of the Compensation work area.

Delete External Data in Compensation

On the External Data page, Actions menu select either Purge Entire Table or Delete Records Matching Criteria.

Or you can use the HCM Data Loader (HDL) to delete selected rows (My Client Groups, Data Exchange).

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37 Workforce Compensation Overview,

Lookups, and Security

Overview of Workforce Compensation

Let managers and specialists allocate compensation, such as merit increases or stock grants, to groups of people on a
focal, anniversary, or periodic basis. This includes letting them promote people and rate performances while allocating
compensation, as well as communicating compensation changes.

Also set up managers so they can automatically calculate and allocate compensation using models and analyze
proposed changes to ensure outcomes like these:

• Equity among peer groups and by manager

• Alignment with the market and with organizational compensation strategies for performance
You do all of this when you set up your workforce compensation plans. The setup involves configuring the foundation,
budgets, worksheets, models, and reports aspects of each plan. Managers and specialists use the worksheets to
propose compensation, performance ratings, and promotions. They also use them to approve proposed changes and
communicate the changes. You can also optionally extend certain lookups that people in various job roles use in the
workforce compensation cycle. And you can use a fast formula to retrieve data or run calculations on data.

Deep Links in Workforce Compensation

You can let people access workforce compensation from external sites or include workforce compensation in a
journey checklist. To use deep links in compensation, go to Navigator > Tools > Deep Links > search for workforce
compensation.

The deep link takes people to the workforce compensation landing page. People still need to navigate to the desired
plan. This prevents people from accessing plans where plan cycles are closed or are outside of the plan cycle dates.

Related Topics
• Deep Links
• Deep Links in Journeys

Reason Lookups
When you adjust a budget, you include a reason. The budget audit history shows this reason, along with the adjustment
and other budget changes. The CMP_BUDGET_AUDIT_REASONSlookup type already has the following reasons set up.

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The CMP_BUDGET_AUDIT_REASONS lookup type already has the following reasons set up. You can't change or delete
them, but you can add reasons that support your adjustment policies. The codes that start with CMP appear in audit
history.
• Worker eligibility change
• Eligible salary change
• Worker budget change
• Budget automatically issued
• Budget distributed by manager
• Manager budget change
• Worksheet budget change
• Worker reassignment
• Initial budget
• Miscellaneous adjustment
• Supplemental funding
You configure lookups in the Compensation work area using the Lookups task.

Related Topics
• Overview of Lookups

Nonmonetary Unit of Measure Lookups

You use nonmonetary units of measure throughout workforce compensation, for example, to set up a compensation
worksheet for stock grants. The CMP_NONMONETARY_UOMlookup type already has these units of measure set up,
which you can change and add to, to support your compensation policies.
• Days
• Hours
• Items
• Shares
• Units
You configure lookups in the Compensation work area using the Lookups task.

Related Topics
• Overview of Lookups

User-Defined Column Lookups

To let managers select from relevant choice lists on task worksheets, you can enable a column and configure the
associated user-defined lookup type.

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For example, you create a user-defined column called Up For Promotion. Then you configure the related user-defined
lookup type with these meanings: Yes and No. Managers can use the user-defined column to indicate if people are up
for promotion.

These are the bundled user-defined column lookup types.

• CMP_CWB_CUST_COL_46_LIST
• CMP_CWB_CUST_COL_47_LIST
• CMP_CWB_CUST_COL_48_LIST
• CMP_CWB_CUST_COL_49_LIST
• CMP_CWB_CUST_COL_50_LIST
While the bundled lookup code Meaning is DEFAULT, any lookup codes you add need to be only numeric. The
meanings can be characters, numbers, or a combination of both. You configure lookups in the Compensation work area
using the Lookups task.

Related Topics
• Overview of Lookups

Workforce Compensation Security

The workforce compensation tasks, plans, and task worksheets that people can use and access depend on plans, user
roles, and security profiles setup.

Person Security Profile

To determine the managers a higher-level manager or specialist can switch to on the Workforce Compensation
page, you set up security profiles. The profiles also determine individuals that people can handle changes for on the
Administer Workers page in the Compensation work area. And, the profiles determine the people included in the full
administration download. The profiles don't affect the people managers see in the task worksheets of a workforce
compensation plan.

User Roles
Bundled job roles and duty roles determine the people who can use workforce compensation tasks and work with
workforce compensation plans. You can also create your own roles to grant or remove access to specific compensation
tasks.

Plan Configuration
At a more granular level than the profiles and roles, you can specify the managers who can access the plan tasks.
You can also specify the people they can see on each task worksheet using the plan hierarchy. To further limit plan
access, you can use plan access overrides and plan status controls. For example, you can make plans available to only
compensation administrators using the plan status controls.

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Reference
For more information about workforce compensation security, see Security and Workforce Compensation (document ID
1556468.1) on My Oracle Support at https://support.oracle.com.

Considerations for Securing Access to Workforce

Compensation Plans and Task Worksheets
Do you want to secure access to your workforce compensation plans and if so, how? Keep these key considerations in
mind when setting up various configurations:

• Do you want to let managers and HR specialists only view plans and let only compensation administrators
make changes? You can do this when you configure plan access as part of the foundation plan setup.
• Do you want to let managers change plan access for their subordinate managers? You can do this when you
configure approvals and notifications as part of the worksheets plan setup.
• Do you want to let managers change worksheet access for their subordinate managers? You can do this when
you configure actions as part of the worksheets display plan setup.
Here are some scenarios and example access configurations.

Scenario Example Configuration Workforce Compensation Plan Task

Limit compensation manager access using the When you configure plan access, add roles Configure Plan Access
Act as Proxy task according to roles. in the Roles with the Plan Access from the
Compensation Work Area section.

Limit when managers access their plan To start, when you configure plan hierarchies, Configure Plan Hierarchies
worksheets. set a default access level to determine who
has immediate access, such as compensation
administrators. Or you can use a fast formula.

During the workforce compensation cycle,

when managers can access their plan
worksheets, compensation administrators
can change manager access using the plan
approvals task. Or plan administrators can
change the worksheet display configuration
to enable the approvals task to let managers
change the access of their subordinate
managers.

Related Topics
• Workforce Compensation Plan Hierarchies
• Workforce Compensation Plan Access

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38 Workforce Compensation Plans Overview

Overview of Workforce Compensation Plan

Configuration
People use workforce compensation plans to allocate budgets to managers and compensation to groups of people
during a compensation cycle. The plans are highly configurable, so you can determine the specific tasks and
information that a plan provides to administrators, managers, and specialists. The setup page displays pertinent plan
details and existing budget, component, and worksheet configurations.

To set up a plan, use the Workforce Compensation Plans task in the My Client Groups > Compensation work area to
configure these aspects:
• Configure Foundation: Set up details, such as the employment records the Start Workforce Compensation
Cycle process evaluates for the plan. Also specify if the plan is active or inactive, configure eligibility, and
identify cycle dates that determine plan access and eligibility. Set hierarchies that determine whether people
have primary responsibility for the plan, can provide suggestions, or can only review the plan. And enable
currency switching and configure currency properties, set up plan access, and configure a feedback survey and
plan information.
• Configure Budgets: Specify how to distribute budgets, set up budget groups, and identify storage methods for
budget pools. Also track on-cycle and off-cycle compensation against the budget.
• Configure Worksheets: Determine which worksheets to include in a plan as well as display properties, dynamic
calculations, alerts, and assignment segments. Managers and specialists use these worksheets to propose
compensation, performance ratings, and promotions. They also use them to approve proposed changes and
communicate the changes.
• Configure Models and Reports: Let managers and specialists build compensation models that help them
align their budgets and compensation allocations with organizational pay practices and guidelines. Let them
automatically allocate modeled amounts according to each person's country, job, grade, and quartile. And
create Oracle Transactional Business Intelligence reports to give managers and specialists relevant contextual
information so that they can make informed compensation changes. Also configure plan filters and analytics.

Performance Considerations for Workforce

Compensation Plans
Watch video

You need to consider how responsive workforce compensation plans are when determining how many plans to create.
Plans can include a few or many simple dynamic calculations and few or many complex calculations. The more dynamic
calculations and the more complex the calculations, the slower the plans respond when people change different values.

To optimize plan performance, you want to create plans tailored to specific audiences. For example, compensation
administrators want to optimize compensation budgets and allocations across their client groups. They typically

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need more information to test different allocation scenarios beyond what the modeling functionality can handle. Line
managers though want the absolute minimum information that they need to make appropriate allocations across their
teams. And they want any contextual or background information about their people in reports or a detailed worksheet
that they can look at separately, as needed.

You create separate plans for each audience. The plans for compensation administrators include the dynamic
calculations and fast formulas that can slow plan performance. The plans for line managers include cross-references to
key calculations in the administrator plans, so the managers can see critical calculation results. And manager plans can
include fewer dynamic calculations with simpler conditions, as appropriate. Or you might let managers use models to
explore allocation scenarios instead of configuring dynamic calculations for their plans.

To further optimize plan performance, you want to validate each plan. Validation lets you check that the evaluation
order for dynamic columns is correct and generates the results expected by the plan audience. It also helps you
determine the optimal number of dynamic calculations and alerts to include so the plan responds as each audience
considers acceptable.

Related Topics
• Considerations for Securing Access to Workforce Compensation Plans and Task Worksheets

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39 Foundation: Plan Details in Workforce

Compensation

Employment Records to Use in the Compensation Cycle

You can specify the employment records used by the Start Workforce Compensation Cycle and Refresh Workforce
Compensation Data processes when you configure plan details.

Primary Assignments
The processes include people and set their eligibility status according to only their primary assignments. Anyone
who has multiple assignments and a plan that uses a manager hierarchy appears only on their primary assignment
manager's worksheet.

All Assignments
The processes include people and set their eligibility status according to all of their assignments. Anyone who has
multiple assignments might appear on their manager's worksheet more than once. And they might have different
eligibility statuses. For example, they might have an Eligible status according to the primary assignment and an
Ineligible status according to another assignment. If the manager for each assignment is different, the individual might
appear on worksheets for multiple managers.

Employment Terms
The processes include people and set their eligibility status according to the employment terms of legal employers
using the three-tier employment model. If the plan uses a manager hierarchy, people appear on the primary assignment
manager's worksheet.

The processes exclude people whose legal employers have employment terms that use the two-tier employment model.

Any Assignment or Employment Term with a Salary

The processes include people and set their eligibility status for all of their assignments and employment terms that
have a linked salary record. If the plan uses a manager hierarchy, people appear on the primary assignment manager's
worksheet. Anyone who has multiple assignments with a salary record might appear on their manager's worksheet
more than once. They could have a different base salary for each assignment. And they might have different eligibility
statuses. For example, they might have an Eligible status according to the primary assignment and an Ineligible status
according to another assignment. If the manager for each assignment is different, the individual might appear on
worksheets for multiple managers, with different salaries for each.

The processes exclude people whose assignments and employment terms don't have a linked salary record.

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Active and Inactive Workforce Compensation Plans

When you configure plan details, you need to specify whether the plan status is Active or Inactive.

Compensation cycles include active plans. At any time during specified cycle dates, line managers can access their
active plans using the Workforce Compensation task for their team. Even after approved changes transfer to HR,
compensation managers can view plans using the Compensation task for their client groups.

Subsequent workforce compensation processes exclude inactive plans. Line and compensation managers can't view
or update the plans. Typically, you use this status to create and test plans, or for obsolete plans. You can purge only
inactive cycles.

Compensation administrators can change the status back to Active at any time.

Actions and Reasons in Workforce Compensation

To provide context, all salary and assignment changes include an action and optional action reason. You need to select
the action when you configure plan details. The bundled action that you can set in plan details is Allocate Workforce
Compensation.

If the plan includes different task worksheets for different allocation types, such as merit increases, bonuses, and stock
shares, you don't select an action reason. If the plan focuses on a single action, you can select the appropriate action
reason. For example, you create a plan where managers change compensation according to performance evaluations,
so you select the Performance action reason.

The action and reason are stored with all salary and assignment changes that transfer to HR after the compensation
cycle is complete. Changes from the performance evaluation plan would show in people's salary history as Allocate
Workforce Compensation and Performance.

Here's a comprehensive list of the bundled compensation action reasons.

• Anniversary
• Career Progression
• Cost of Living Adjustment
• Market Adjustment
• Mass Adjustment
• Merit
• Performance
• Periodic Review
• Promotion
You can extend the available actions and action reasons using the Configure Actions and Action Reasons quick actions
under My Client Groups > Workforce Structures.

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Related Topics
• Reason Lookups
• Action Framework

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Compensation

40 Foundation: Plan Eligibility and Cycles in

Workforce Compensation
Workforce Compensation Plan Eligibility
You determine the people who are eligible and ineligible for allocations from workforce compensation plans with
eligibility profiles. Here are examples of available criteria:
• Personal, such as gender and home location
• Employment, such as assignment status, hourly or salaried, grade, job, and performance rating
• Derived factors, such as age, length of service, or a combination of both
• Other, such as formula and user-defined criteria
• Labor relations, such as bargaining unit, union, and collective agreement
Add the relevant profiles when you configure plan eligibility. You can also create additional profiles to add, as needed.

Tip: Make sure that on your eligibility profiles, you set Assignment to Use to Specific assignment.

The profile configuration determines what it means to meet criteria. The Start Workforce Compensation Cycle and
Refresh Workforce Compensation Data processes set the status of people who meet inclusion criteria to Eligible. The
processes set the status of people who don't meet inclusion criteria, or who do meet exclusion criteria, to Ineligible. For
managers determined ineligible with subordinates determined eligible, the processes set the manager eligibility status
to Limited.

Related Topics
• How Plan Access, Eligibility, and Default Access Level for Plan Hierarchies Work Together
• How Eligibility Works With Other Objects
• Eligibility Profiles

How Required and Optional Profiles Determine

Compensation Eligibility
If you add only one eligibility profile, people have to meet the profile criteria before the processes can set their eligibility
statuses. This requirement is true, even if you don't select Required. Here's what the processes require when you add
multiple eligibility profiles:
• If all profiles are optional, people have to meet the criteria of at least one profile before the processes can set
their eligibility statuses.
• If all profiles are required, people have to meet the criteria of all profiles before the processes can set their
eligibility statuses.

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Compensation
• If some profiles are required, people have to meet the criteria of all required profiles and at least one optional
profile. Then the processes can set their eligibility statuses.

Related Topics
• How Eligibility Works With Other Objects
• Eligibility Profiles

Option to Track People Ineligible for a Workforce

Compensation Plan
You can track ineligible people when you configure plan eligibility. The Start Workforce Compensation Cycle and Refresh
Workforce Compensation Data processes include these people on the plan worksheets.

These people also appear on the Compensation work area, Administer Workers page. Each person has an eligibility
status of Ineligible and none of their fields are editable. Because these people are visible, plan managers and
administrators can change statuses to Eligible, as they deem appropriate. The approving manager reviews the status
and proposed compensation changes when determining whether to approve or reject the submitted plan.

Tip: You can include ineligible people on worksheets and let managers hide them when they want by enabling the
Hide Ineligible Workers action for plan worksheets.

When you don't track ineligible people, administrators must manually process the people to include them in the plan.

Related Topics
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets

How the Options to Track and Hide Ineligible People

Affect Plan Worksheets
You determine which people the Start Workforce Compensation Cycle and Refresh Workforce Compensation Data
processes include on the plan worksheets.

Track Ineligible Workers Hide Ineligible Workers Worksheet Effects of Start Worksheet Effects of Refresh
Process Process

Selected Selected Doesn't add newly evaluated People found ineligible midcycle
people it found ineligible to the drop off the worksheet.
worksheet.

Selected Cleared Adds newly evaluated people it People found ineligible midcycle
found ineligible to the worksheet. remain on the worksheet.
This includes people whose

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Track Ineligible Workers Hide Ineligible Workers Worksheet Effects of Start Worksheet Effects of Refresh
Process Process

termination date is between the

cycle evaluation start date and the
HR data extraction date.

Cleared Selected Doesn't add newly evaluated People found ineligible midcycle
people it found ineligible to the drop off the worksheet.
worksheet.

Cleared Cleared Doesn't add newly evaluated People found ineligible midcycle
people it found ineligible to the remain on the worksheet. This
worksheet. includes people who meet the
eligibility criteria and whose
termination date is between the
cycle evaluation start date and the
HR data extraction date.

Eligibility Profile Testing for a Workforce Compensation

Plan
You can test the eligibility profiles you add when configuring plan eligibility. The test lets you select a cycle, a sample
person, and an active assignment for your test.

Data security applies, so the person and assignment you can see for the cycle depend on your privileges. If profile
criteria includes fast formula, you can see if it worked correctly by reviewing the formula logs. Data security applies, so
the person and assignment you can see for the cycle depend on your privileges.

Workforce Compensation Plan Cycle Dates

You determine various aspects of workforce compensation cycles, such as plan access and eligibility, when you
configure plan cycle dates. You can reuse workforce compensation plans across multiple cycles, with a unique set of
dates for each cycle.

Here's a comprehensive list of the dates you can set.

Date Description

Evaluation Period Start and End Dates Period in which, such as a calendar or fiscal year, a quarter, or a month, when you can evaluate
groups of people for compensation allocations. Typically, fast formulas use these evaluation periods.
Informational only.

Plan Access Start and End Dates Read-only period when managers can see their active plans. For example, they can review their people
and contextual information to prepare for upcoming allocations.

Worksheet Update Period Start and End Active period when managers and administrators can make changes to their active plans.
Dates

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Compensation

Date Description

HR Data Extraction Date When the Start Workforce Compensation Cycle process initially extracts person and assignment data
from HR employment records, and places it in the compensation tables. Also the date that the Refresh
Workforce Compensation Data process uses to update the data already in the compensation tables.

Eligibility Determination Date When the Start Workforce Compensation Cycle and Refresh Workforce Compensation Data
processes evaluate the specified employment records to determine people's eligibility status.

Currency Conversion Date When the Start Workforce Compensation Cycle and Refresh Workforce Compensation Data
processes obtain conversion rates from the general ledger daily rates table. Plans use the rates to
convert monetary amounts for different currencies.

Performance Rating Date Date that identifies which workforce compensation plans share changes to compensation performance
rating. Plans with the same date share any rating changes.

To include performance rating information in compensation change statements, you need to select a
date. But, the date doesn't affect the sharing of development and performance ratings between Oracle
Fusion Performance Management Cloud Service and the workforce compensation plan.

Default Promotion Effective Date When the Transfer Workforce Compensation Data to HR process sets everyone's job, grade,
and position changes to take effect. Date the Start Workforce Compensation Cycle and Refresh
Workforce Compensation Data processes use to get the new salary range, compa-ratio, and salary
metrics for people whose grade changed.

To make proposed promotions available in multiple plans when managers promote people, use
the same date across the plans. Also, you can let managers override this date when you configure
worksheet column properties. Or you can set an override date when you run the Transfer Workforce
Compensation Data to HR process.

Default Due Date When managers need to submit their plan changes.

You can configure different due dates by hierarchy level. Optionally, you can notify managers when a
date changes.

Market Composites Effective Date When the Start Workforce Compensation Cycle process extracts market composite information.
It places the information in the compensation tables according to job or position, and location or
segment.

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41 Foundation: Hierarchies in Workforce

Compensation Plans

Workforce Compensation Plan Hierarchies

You can give multiple managers different levels of access to people's allocation during a compensation cycle when you
configure hierarchies for workforce compensation plans.

These hierarchies determine the primary and secondary plan managers and the people they see in their worksheets.
It also determines the plan reviewers and the people they see. The primary hierarchy also determines how budgets roll
down to subordinate managers and approvals route to higher-level managers.

Examples
Here are some scenarios and examples of how you can configure hierarchies.

Scenario Example Hierarchies

Country leaders need to manage the Set the source of the primary hierarchy to Other Manager Hierarchy and then select the appropriate
budget and line managers need to allocate manager type for the country leader.
compensation for their organization.
Set the source of the secondary hierarchy to Primary Manager Hierarchy.

Dotted-line managers need access to Set the source of the primary hierarchy to Primary Manager Hierarchy.
people's compensation, for example,
if they completed projects for these Set the source of the secondary hierarchy to Other Manager Hierarchy and select the appropriate
managers during the compensation cycle. manager type for the dotted-line managers, such as Project Manager. Or you can use a fast formula
to determine the dotted-line relationship.

Country-specific HR specialists need Set the source of the primary hierarchy to Primary Manager Hierarchy.
access to everyone in their country,
regardless of who people's primary plan Set the source of the reviewers hierarchy to a fast formula that determines the country-specific HR
managers are. specialist.

Related Topics
• How Plan Access, Eligibility, and Default Access Level for Plan Hierarchies Work Together
• Configure Approvals for Workforce Compensation Plan Worksheets
• Considerations for Securing Access to Workforce Compensation Plans and Task Worksheets
• Primary, Secondary, and Other Workforce Compensation Plans

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Options to Configure Workforce Compensation Plan

Hierarchies
To give multiple managers different levels of access to the same people, you can configure up to three hierarchies for a
single workforce compensation plan.

Source
To build the management and optional reviewers hierarchies for each plan worksheet, you select a source. You need to
select a source for the primary hierarchy, even if you don't configure secondary or reviewers hierarchies.

Source Option How It Determines the Management Hierarchy

Primary Manager Hierarchy Uses the primary manager associated with each person's assignment

To use the new HCM position management structure instead of primary managers, sync the position
managers with people's assignments. Then select this source. As position managers change, you need
to sync the managers and assignments again. Then run the Refresh Workforce Compensation Data
process.

Other Manager Hierarchy Uses the specified manager type associated with each person's assignment, such as project, resource,
or regional manager

To use this hierarchy instead of primary managers, make sure that the manager type you select is on
people's assignments. If the managers with that manager type change during an open cycle, you need
to update the assignments. Then run the Refresh Workforce Compensation Data process.

Formula Uses the specified hierarchy determination fast formula

Position Tree Uses the structure of the specified position tree

For this source to determine the correct hierarchy, you need to sync position managers to people's
assignments. Then use the primary line manager hierarchy.

Department Tree Uses the manager defined for the specified department tree

Missing Managers
You can specify how to handle people who don't have a manager. The available options vary depending on the selected
source.

Missing Relationships
You can record missing relationships in the log files for the Start Workforce Compensation Cycle and Refresh
Workforce Compensation Data processes. When you select this option, the processes include hierarchy breaks in the
log files, for example, when a plan manager doesn't have a manager. Or when an individual doesn't have a primary
manager on their assignment. You want to correct hierarchy breaks so workforce compensation plans roll up properly
and include all eligible individuals.

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Default Access Level

You decide the update and access levels for managers by selecting a default access level or by using a formula. You
might use a formula when you want to set up different access to different sets of managers. For example, you select a
formula that lets only managers at or above Grade M4 make updates. It also specifies that all other managers in the
source hierarchy get no access.

Changing the access level doesn't change the hierarchy.

CAUTION: If you select Refresh default access level when you run the refresh data process and access changes,
the next time the refresh process runs, it resets access to the default.

Related Topics
• Workforce Compensation Plan Hierarchies
• Formula Type Is Compensation Hierarchy Determination
• Overview of Using Formulas
• HCM Trees
• How Line Managers Are Synchronized Using Position Hierarchy

Formula Type Is Compensation Hierarchy Determination

To build your own management or reviewer hierarchy for use in a workforce compensation plan, you can create
formulas using the Compensation Hierarchy Determination formula type. You select the formula when you configure
hierarchies for the workforce compensation plan.

Here's a comprehensive list of the contexts available to this type of formula:

• DATE_EARNED
• EFFECTIVE_DATE
• HR_ASSIGNMENT_ID
• END_DATE
• START_DATE
• HR_TERM_ID
• JOB_ID
• LEGISLATIVE_DATA_GROUP_ID
• COMPENSATION_RECORD_TYPE
• ORGANIZATION_ID
• PAYROLL_ASSIGNMENT_ID
• PAYROLL_RELATIONSHIP_ID
• PAYROLL_TERM_ID
• PERSON_ID

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The database items available for this type of formula are related to Person, Assignment, Salary, Element Entries,
Compensation Record, and From and End Dates.

These are the input variables available to this type of formula:

Input Value Data Type Required Description

CMP_IV_ASSIGNMENT_ID Number Y Assignment ID

CMP_IV_PLAN_ID Number Y Plan ID

CMP_IV_PERIOD_ID Number Y Period ID

CMP_IV_COMPONENT_ID Number Y Component ID

CMP_IV_PERSON_ID Number Y Worker ID

CMP_IV_PLAN_START_DATE Date Y Plan Start Date

CMP_IV_PLAN_END_DATE Date Y Plan End Date

CMP_IV_PLAN_EXTRACTION_ Date Y Plan Extraction Date

DATE

CMP_IV_PLAN_ELIG_DATE Date Y Plan Eligibility Date

CMP_IV_PERFORMANCE_EFF_ Date Y Performance Effective Date

DATE

CMP_IV_PROMOTION_EFF_DATE Date Y Promotion Effective Date

CMP_IV_XCHG_RATE_DATE Date Y Currency Conversion Date

These are the return variables available to this type of formula:

Return Value Data Type Required Description

L_PERSON_ID Number Y Person ID of manager

L_ASSIGNMENT_ID Number Y Assignment ID of manager

Or

Return Value Data Type Required Description

L_PERSON_NUMBER Number Y Person number of manager

The Start Workforce Compensation Cycle and Refresh Workforce Compensation Data processes show this error
when they can’t find the assignment ID:

• Formula passed in an invalid person number <15465857>. Assignment ID couldn't be obtained.

This sample formula determines the manager of a person when the assignment_id is passed.
/***********************************************************
FORMULA NAME : Compensation Hierarchy Determination Formula

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FORMULA TYPE : Compensation Hierarchy Determination

DESCRIPTION: Hierarchy determination fast formula which is based on assignment_id
************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/

INPUTS ARE CMP_IV_ASSIGNMENT_ID (number), CMP_IV_PLAN_ID (number), CMP_IV_PERIOD_ID (number)/*===========
INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/

DEFAULT FOR CMP_IV_ASSIGNMENT_ID IS 0
L_PERSON_ID = '0' L_ASSIGNMENT_ID = '0'
if (CMP_IV_ASSIGNMENT_ID = 100000008154060 ) THEN
(
L_PERSON_ID = to_char(-999) //-999 indicates top level
//Manager.
L_ASSIGNMENT_ID = to_char(-999)
)
ELSE
(
L_PERSON_ID = to_char(100000008153756)
L_ASSIGNMENT_ID = to_char(100000008154060)
)

RETURN L_PERSON_ID , L_ASSIGNMENT_ID

/*================ FORMULA SECTION END =======================*/

Related Topics
• Options to Configure Workforce Compensation Plan Hierarchies
• Formula Compilation Errors
• Formula Execution Errors
• When do I run the Compile Formula process?
• Example of Writing a Fast Formula Using Formula Text

Formula Type Is Compensation Default Access Level

To determine the access level for the selected workforce compensation plan hierarchy, you can create formulas using
the Compensation Default Access Level formula type. You select formulas of this type on the Configure Hierarchies
page.

Here's a comprehensive list of the contexts available to this type of formula:

• DATE_EARNED
• EFFECTIVE_DATE
• END_DATE
• START_DATE
• HR_ASSIGNMENT_ID
• HR_TERM_ID
• JOB_ID
• LEGISLATIVE_DATA_GROUP_ID
• COMPENSATION_RECORD_TYPE

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• ORGANIZATION_ID
• PAYROLL_ASSIGNMENT_ID
• PAYROLL_RELATIONSHIP_ID
• PAYROLL_TERM_ID
• PERSON_ID
The database items available for this type of formula are related to Person, Assignment, Salary, Element Entries,
Compensation Record, and From and End Dates.

These are the input variables available to this type of formula:

Input Value Data Type Required Description

CMP_IV_PLAN_ID Number Y Plan ID

CMP_IV_PERIOD_ID Number Y Period ID

CMP_IV_PLAN_EXTRACTION_ Date Y Plan Extraction Date

DATE

CMP_IV_HIERARCHY_TYPE Char Y Hierarchy Type

CMP_IV_PLAN_START_DATE Date Y Plan Start Date

CMP_IV_PLAN_END_DATE Date Y Plan End Date

CMP_IV_PLAN_ELIG_DATE Date Y Plan Eligibility Date

CMP_IV_PERFORMANCE_EFF_ Date Y Performance Effective Date

DATE

CMP_IV_PROMOTION_EFF_DATE Date Y Promotion Effective Date

CMP_IV_XCHG_RATE_DATE Date Y Currency Conversion Date

CMP_IV_ASSIGNMENT_ID Number Y Assignment ID

CMP_IV_PERSON_ID Number Y Worker ID

These are the return variables available to this type of formula:

Return Value Data Type Required Description

UPDATABLE Char Y Updatable

READONLY Char Y Read-only

NOACCESS Char Y No Access

This sample formula determines if a person is selected for a workforce compensation plan based on their
assignment_id.
/*******************************************************************
FORMULA NAME : Compensation Default Access Level
FORMULA TYPE : Compensation Default Access Level
DESCRIPTION : Assignment_id based selection fast formula

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*******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/

INPUTS ARE CMP_IV_ASSIGNMENT_ID (number), CMP_IV_PLAN_ID (number)
/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/

l_hr_assign_id = get_context(HR_ASSIGNMENT_ID, -1)

L_DEFAULT_VALUE='UPDATABLE'

IF l_hr_assign_id = 100000016858755
THEN
(
L_DEFAULT_VALUE = 'UPDATABLE'
)
ELSE IF l_hr_assign_id = 100000016873381
THEN
(
L_DEFAULT_VALUE = 'NOACCESS'
)
ELSE IF l_hr_assign_id = 300100009424371
THEN
(
L_DEFAULT_VALUE = 'READONLY'
)
ELSE
(
L_DEFAULT_VALUE = 'READONLY'
)

RET=ESS_LOG_WRITE('L_DEFAULT_VALUE: '|| L_DEFAULT_VALUE)

return L_DEFAULT_VALUE
/*================ FORMULA SECTION END =======================*/

Related Topics
• Formula Compilation Errors
• Formula Execution Errors
• When do I run the Compile Formula process?
• Example of Writing a Fast Formula Using Formula Text

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Info in Workforce Compensation

42 Foundation: Plan Currency, Access,

Feedback Survey, and Info in Workforce
Compensation

Workforce Compensation Plan Currency

You can let managers switch between the corporate currency, their preferred currency, and their people's local
currencies. If you don't let people switch, then everyone sees monetary amounts in the corporate currency. You can also
specify the default currency to show in plan worksheets. You can select how to display the currency in the worksheet.
Options are currency code, currency name, and currency code and name.

Optionally, you can set a rounding rule to apply for a specified currency. For example, you want to round Euro (EUR)
to nearest 10 and US dollars (USD) down to .01. These rules apply to any monetary columns that you enable in the
worksheets when you set the column Rounding Rule to Use Currency Rounding.

Typically, you configure any rounding rules before running the Start Workforce Compensation Cycle process.
For changes made during the cycle to take effect in the plan worksheets, you need to run the Refresh Workforce
Compensation Data process.

Related Topics
• Enter Daily Rates Using the Daily Rates Spreadsheet
• Update Currency Rates

Workforce Compensation Plan Access

You can specify which job roles can and can't update workforce compensation plans when you configure plan access.
When you set Restrict Access to Yes and don't do anything else, no one can see the plan, let alone update it.

To let people with the appropriate roles make plan updates, add the roles to the appropriate work area and set access to
Allow updates. For example, you add the Line Manager role to the Workforce Compensation work area. You add the
Compensation Manager role to the Compensation work area. And you allow both roles to make updates.

To let people with the appropriate roles only read the plan, add the roles to the appropriate work area. Also set access
to No updates allowed. For example, you add reviewer roles to the Workforce Compensation work area and don't allow
updates.

To let people with the appropriate roles set up plans, add the roles in the plan setup access section. Also set access to
Allow updates. For example, you add the Compensation Administrator role to plan setup access and allow the role to
make updates.

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Related Topics
• How Plan Access, Eligibility, and Default Access Level for Plan Hierarchies Work Together
• Workforce Compensation Security
• Considerations for Securing Access to Workforce Compensation Plans and Task Worksheets

Delivered User Roles and Duty Roles

The tasks listed in the Compensation work area are the ones you need to administer workforce compensation plans.
Depending on your role, you might have access to some or all of the tasks. For example, the Compensation Manager
has access to worker data only, whereas the Compensation Administrator has access to plan configuration and setup
data only.

Here are the delivered user roles you can assign to people, along with the duty roles, tasks and the entitlement that
secures each task pane entry:

Role Duty Role Task Pane Entry Entitlement

Compensation Manager Compensation Manager Workforce Act as Proxy Manage Workforce Compensation
When Acting as Proxy

Administer Workers Administer Workers for Workforce

Compensation

Compensation Management Duty View Administration Reports View Workforce Compensation

Administration Reports

Manage Global Models Manage Workforce Compensation

Global Models

Compensation Administrator Workforce Compensation Setup Run Batch Processes Run Group Compensation Batch
Duty Processes

Manage Plans Define Compensation Plan

Definition

Manage Active Plans Manage Compensation Plan

Definition

Configure Global Settings Manage Compensation Plan Global

Options for Group Compensation

Compensation Analyst Compensation Workforce Analysis View Administration Reports View Workforce Compensation
Duty Administration Reports

Manage Global Models Manage Workforce Compensation

Global Models

Note: These roles inherit other privileges that aren’t directly related to Workforce Compensation plan administration.
You can refer to the security reference manual for additional details.

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How Plan Access, Eligibility, and Default Access Level for

Plan Hierarchies Work Together
You determine who can access workforce compensation plans when you configure plan eligibility, hierarchies, and
access as part of the foundation plan setup.

Plan Access Configuration

Your plan access configuration determines the roles that can and can't access the plan. By default, all roles can access.

Plan Eligibility Configuration

Your plan eligibility configuration has the criteria that processes use to determine the individuals who are and aren't
eligible for the plan. If the plan access configuration lets managers access the plan and the managers have subordinates
eligible for the plan, the managers can see the plan. But if they don't have any subordinates eligible for the plan, the
managers won't see the plan.

Plan Hierarchies Configuration

Your plan hierarchies configuration determines the access level that managers have to the plan. If these conditions are
met, the managers can see the plan and task worksheets:

• The plan access configuration lets managers access the plan.

• The managers have subordinates eligible for the plan.
• The default access level for the primary plan hierarchy is Updates Allowed or No Updates Allowed.

If the default access level is No access, the managers can't see the plan or task worksheets. This happens even if the
other two conditions are met.

Related Topics
• Workforce Compensation Security
• Considerations for Securing Access to Workforce Compensation Plans and Task Worksheets

Workforce Compensation Plan Feedback Survey

Let the people who use the plan to allocate workforce compensation during compensation cycles give you feedback on
their experiences with the plan.

This feedback can help you determine if you need to further refine plans to different audiences, such as compensation
administrators and line managers. It can also help you refine what task worksheets and reports to include, and what
information to include in each worksheet and report. These kinds of changes help you improve productivity and
satisfaction with the plans over time.

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You can let people provide ratings for their experiences and include up to five survey questions. You can view survey
responses using the View Administration Reports task.

Related Topics
• Performance Considerations for Workforce Compensation Plans

Workforce Compensation Plan Information

You can provide additional information that administrators and managers might find useful when you configure plan
information.

You can include important information, such as the manager due date and evaluation and plan access periods from
cycle setup. You can also include text, for example, about new or updated compensation policies with links to relevant
details.

This information shows up as a task in workforce compensation plans, in the area with the Models and Reports tasks.

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43 Budgets: Budget Display in Workforce

Compensation Plans

Overview of Budget Display in Workforce Compensation

Plans
You determine the information that appears on the Manage Budget page and on the budget worksheet when you
configure the budget display. You also determine the actions available on the worksheet and provide information that
applies to the entire budget pool.

For example, you communicate policy changes that affect budget allocation and include links to detail information.

Overview Configuration in Budget Display

You can enable the columns that appear as overview information in the budget row on the Manage Budgets page. You
can also override the display name for some columns.

For example, you show the budget pool name and number of people eligible for the pool. And you change the Workers
label to Eligible People.

When the budget is monetary, the Units value is the plan currency, such as USD. When the budget is nonmonetary, the
Units value is whatever you selected for the budget pool, such as Shares for a stock budget.

Summary Configuration in Budget Display

You can enable the views that appear in the summary area of the budget worksheet, such as a scoreboard, a table, or
both.

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If you enable both views, you also specify which view appears by default when managers open the worksheet. Here's an
example budget worksheet with only the table view enabled.

You can enable the columns that appear on the view and override all of the default display names. For example, you
change Budget Distribution Percentage to Budget Distribution %. And you can override the default sequence of any
column, as appropriate to best support how your managers expect their analytics. For the table view, use the Refresh
icon on the Column Preview panel to see how the reordered columns will appear in the summary area.

You can also configure properties for the columns you enable, such as setting a rounding rule and the decimal places to
display. The actual properties vary depending on the column. All columns include a Plan Info property that you can use
to communicate useful information to managers. For example, you share the expression used to calculate the column
values, or add a definition for the column, such as explaining what is compa-ratio.

Detail Table Configuration in Budget Display

You can enable columns from manager information, eligibility, budget distribution, targets, published budgets, and
workforce allocation groups in the main table of the budget worksheet. You can also configure your own numeric
columns for your enabled compensation components using the miscellaneous rate columns.

Tip: To prevent managers from inadvertently increasing their allocated budgets, don't enable the Worker List column
for worker-level budgeting. If you do enable the column, managers can adjust the budget amounts for individuals,
thus inadvertently increasing their allocated budgets.

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Display Names and Column Sequences

You can provide meaningful column names for plan audience by changing the default display names. For example, you
change Eligible Salary - Component 1 to Eligible Salary for Merit Increase. And you can change the default sequence
of any column, as appropriate. Use the Refresh icon on the Column Preview panel to see how the reordered columns
will appear in the table.

Column Properties
You can also configure general properties for the columns you enable as well as default values. The actual properties
depend on the column.

All columns include a Plan Info property that you can use to communicate useful information to plan audiences. For
example, you share the expression used to calculate the column values, or add a definition for the column, such as
explaining what is compa-ratio. When you include plan info for a column, people viewing the worksheet see a blue icon
with an i in it on the column header. They click the icon or hover over it to see the information.

Worker List Configuration in Budget Display

You can enable the columns that appear in the main table on the worker list page that managers open from the budget
worksheet. You can override all of the default display names.

For example, you change Budget Percentage to Budget %. And you can override the default sequence of any column,
as appropriate. Use the Refresh icon on the Column Preview panel to see how the reordered columns will appear in the
table.

You can also configure properties for the columns you enable, such as setting a rounding rule or a default and override
formula. The actual properties vary depending on the column. All columns include a Plan Info property that you can
use to communicate useful information to managers. For example, you share the expression used to calculate the
column values, or add a definition for the column, such as explaining what is compa-ratio.

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Note: If you don't enable the Worker List column on the Detail Table tab, the managers can't open the worker list
page. Thus, they won't see any columns that you configure on the Worker List tab.

Actions Configuration in Budget Display

You can specify the options available on the Actions, View, and Format menus and on the detail table toolbar when you
configure the budget display.

You can also specify the actions available on the worker list page, such as Request Eligibility Change and Reassign
Workers to Another Manager.

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Note: If you don't enable the Worker List column on the Detail Table tab, the managers can't open the worker list
page. Thus, they won't see any options that you configure on the Actions tab.

Related Topics
• Budget Worksheet Actions
• Compensation and Promotion Worksheet Actions
• Performance Worksheet Actions
• Approval Worksheet Actions
• Communication Worksheet Actions

Information Configuration in Budget Display

You can provide managers with important budgetary information in the header of the budget worksheet when you
configure the budget display.

For example, you can explain policies that apply to the budgets for the upcoming focal compensation cycle and include
links to details. You can also show important underlying calculations used to determine the results in various columns.

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44 Budgets Budget Pools in Workforce

Compensation Plans

Overview of Budget Pools in Workforce Compensation

Plans
You can align focal compensation for your people with organizational strategies and policies using budget pools. Add
anywhere from zero to five budget pools to your workforce compensation plan.

For example, your plan has bonus, cost of living, merit, and stock compensation components. You can create
two budget pools, one pool for the monetary allocations and one pool for the shares allocations. You can create a
separate pool for each component. Or, you can use minimum and maximum options on the worksheet compensation
components, explained in a later chapter, instead of setting up any pools.

To configure budget pools, you enable budgeting and then create the budget pools.

CAUTION: Any changes you make to an existing budget pool affects any open cycles. If you have an open cycle,
you'll need to either update the status for all cycles to Closed in Active plans or run the Back Out Workforce
Compensation Data process. After there are no open cycles, make your budget pool changes and then run the Start
Workforce Compensation Cycle process.

Related Topics
• Budget Pools and Compensation Components
• Overview of Budget Display in Workforce Compensation Plans

Budgeting Methods in Workforce Compensation Plan

Budget Pools
You specify whether budgets are worker or manager level when you configure budget pools.

Manager-Level Budgeting
You can specify whether to store budget amounts or percentages, automatically publish budgets, and allow over
budgeting for the linked plan compensation components. Then primary plan managers can set the budget method for
the budget worksheet, either the first time they open the budget, or on the worksheet. They can pass down budgets to
only their subordinate managers who report directly to them. Or, they can pass down budgets to all of their subordinate
managers in the primary hierarchy. Their selection determines the worksheet that opens.

The summary table doesn't show any budget information when managers filter worksheets to see information for their
subordinate managers two or three levels down. The summary table does show them a message that budget details

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aren't available for this level of filtering, as appropriate. They can see summary budget information when they filter for
their direct reports or all of their people.

Worker-Level Budgeting
You can store only budget amounts and only automatically publish budgets. You can't allow over budgeting. You can
also let managers monitor worker-level budgets and control spending by configuring a budget group.

Related Topics
• Include a Budget Group in a Compensation Task Worksheet Summary

Budget Storage Methods in Workforce Compensation

Plan Budget Pools
You can store your budgets as amounts or percentages. The storage method you select affects published budgets when
managers reassign people to other managers or change their eligibility status.

Amounts
The published amounts stay with the manager when their total eligible salary changes, such as when they reassign
people or change their eligibility status. For example, you publish a $100,000 budget to David. David publishes budgets
for himself and his direct reports, Rosa and Lee, as shown here:

Manager Total Eligible Salary (USD) Calculated Budget Percentage Stored Budget Amount (USD)

David 100,000 10 10,000

Rosa 500,000 10 50,000

Lee 400,000 10 40,000

Total 1,000,000 NA 100,000

Then Lee reassigns one of his people with an eligible salary of $100,000 to Rosa. This reassignment decreases his
calculated budget percentage and increases Rosa's, as shown here. The stored budget amounts remain unchanged.

Manager Total Eligible Salary (USD) Calculated Budget Percentage Stored Budget Amount (USD)

David 100,000 10 10,000

Rosa 600,000 8.3 50,000

Lee 300,000 13.3 40,000

Total 1,000,000 NA 100,000

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Percentages
The published budget amounts change when a manager's total eligible salary changes, such as when they reassign
people or change their eligibility status. For example, you publish a budget to David as 10% of total eligible salary. David
publishes budget percentages for himself and his direct reports, Rosa and Lee, as shown here:

Manager Total Eligible Salary (USD) Stored Budget Percentage Calculated Budget Amount (USD)

David 100,000 10 10,000

Rosa 500,000 10 50,000

Lee 400,000 10 40,000

Total 1,000,000 NA 100,000

Then Lee reassigns one of his people with an eligible salary of $100,000 to Rosa. Now Lee's total eligible salary
decreases and Rosa's increases, affecting their calculated budget amounts, as shown here:

Manager Total Eligible Salary (USD) Stored Budget Percentage Calculated Budget Amount (USD)

David 100,000 10 10,000

Rosa 600,000 10 60,000

Lee 300,000 10 30,000

Total 1,000,000 NA 100,000

Related Topics
• Budget Worksheet Actions

Automatically Publish Budgets in a Workforce

Compensation Plan
You can specify whether the Start Workforce Compensation Cycle process automatically publishes budgets for
manager-level budget pools. The process always publishes worker-level budget pools automatically.

Every time you run the Start Workforce Compensation Cycle process, it distributes the new or updated budget pools
that have automatic publishing enabled. How the process distributes the budgets depends on how you setup key
columns when you configure budget display. This setup is explained in more detail in the next chapter.

The option to automatically publish budgets also affects how managers can distribute budgets using models.

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Manager-Level Budgeting
The process distributes budgets as amounts to all managers with at least one subordinate manager when you set up
these configurations:

• On the Summary tab, Table View, under Budget distribution, you can enable either the Distributed Amount
or Distributed Percentage column, or both. The enabled columns appear in the top table of the budget
worksheet, which shows the summary information for that primary plan manager's budget.
• On the Detail Table tab, under Budget Distribution, enable either the Distributed Amount or Distributed
Percentage column, or both. The enabled columns appear in the bottom table on the budget worksheet. The
table shows the budget information for each manager reporting to the primary plan manager.
• Optionally configure the column properties of only one of these four summary and detail columns to set a
default value.

Worker-Level Budgeting
The process distributes budgets as amounts or percentages at the worker level when you set up these configurations.

• On the Worker List tab, under Budget, enable either the Budget Amount or Budget Percentage column, or
both.
• Optionally configure the column properties of only one of these columns to set a default value.

The manager-level budgets are the sum of the individual worker budgets.

Models
If you configure models for the workforce compensation plan and enable automatic budget publishing, managers
can publish budgets as part of their modeling. If you configure models but don't enable automatic budget publishing,
managers can still use models to publish budgets. They have to take the extra step of going to the budget and
publishing the model changes there.

Budget Is in Nonmonetary Units for a Workforce

Compensation Plan
You can specify the budget units when you configure a budget pool. If you don't select the Budget is in nonmonetary
units option, the units are the corporate currency set for the plan, such as USD.

If you do select the option, you can specify the units, such as Days, Hours, Items, Shares, or Units.

Related Topics
• Nonmonetary Unit of Measure Lookups

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Reset Amounts When Budgets Are Unpublished in a

Workforce Compensation Plan
You can specify to reset amounts when budgets are unpublished, when you configure budget pools for a workforce
compensation plan. When the primary plan manager unpublishes budgets, they reset summary and detail values.

Summary View Table Changes

Managers can see the summary view table in the header area of their budget worksheet. If you enable reset amounts,
the unpublish action decreases the Budget Distribution Amount and Budget Distribution Percentage values by the
original budget distribution amount.

When managers change the Budget Amount to 0, they're also decreasing these summary values by the same amount:

• Budget Distribution Amount

• Budget Distribution Percentage

And they're increasing the Available for Distribution value by that same amount.

Detail Table Changes

Managers see the detail table in the main area of the budget worksheet. The table has separate rows for each of their
subordinate managers, in a hierarchical representation. If you enable reset amounts, the unpublish action clears the
Budget Distribution Amount, Budget Distribution Percent, and Unpublished Amount values in the detail section. It
also sets the Available Budget to 0.

Examples
Here are example summary and detail tables for the Merit budget worksheet before the manager unpublishes the
budget for a specific subordinate manager. The monetary amounts are in USD.

Summary Table Columns Before Unpublish

Eligible Salary Budget Budget % Budget Available for Budget Unpublished Available
Amount Distribution Distribution Distribution % Amount Budget
Amount

3,667,253 110,018 3 110,018 0 3 30,990 110,018

Detail Table Columns Before Unpublish

Manager Eligible Salary Budget Distribution Budget Distribution Unpublished Amount Available Budget
Amount %

Direct Reports 763,300.36 22,899.01 3.00 22,899.01

Rosa 1,033,012.00 30,990.37 3.00 30,990.37 0

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Manager Eligible Salary Budget Distribution Budget Distribution Unpublished Amount Available Budget
Amount %

Lee 1,174,646.00 35,239.38 3.00 35,239.38

Blair 696,294.36 20,888.83 3.00 20,888.83 20,888.83

Here are those same tables after the manager unpublishes Rosa's budget amount of 30,990.37.

Summary Table Columns After Unpublish

Eligible Salary Budget Budget % Budget Available for Budget Unpublished Available
Amount Distribution Distribution Distribution % Amount Budget
Amount

3,667,253 110,018 3 79,027.63 0 0 30,990 141,008.37

Detail Table Columns After Unpublish

Manager Eligible Salary Budget Distribution Budget Distribution Unpublished Amount Available Budget
Amount %

Direct Reports 763,300.36 22,899.01 3.00 22,899.01

Rosa 1,033,012.00 0

Lee 1,174,646.00 35,239.38 3.00 35,239.38

Blair 696,294.36 20,888.83 3.00 20,888.83 20,888.83

Budget Enforcement Options for Workforce

Compensation Plan Budget Pools
You can let managers reward performance during the compensation cycle, beyond their allotted budgets. You can
provide this controlled flexibility when you configure budget pools.

Allow Over Budget When Budgeting

You can specify the maximum percentage over their allocated budgets managers can go when publishing budgets to
their subordinate managers. Do this by enabling the Allow over budget when budgeting option.

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Allow Over Budget When Allocating Compensation

You can specify the maximum percentage over their allocated budgets managers can go when allocating compensation
for their people. Do this by enabling the Allow over budget when allocating compensation option.

Severity When Over Budget

You can specify whether to show warnings or errors when managers budget or allocate compensation between the
published amount and the maximum overage. Managers get errors when they attempt to go over the maximum allowed
overage.

When Budget is Null

You can specify whether to show warnings or errors when managers try to budget or allocate compensation when there
is no published budget.

When Under Budget

You can specify whether to show warnings or errors when managers try to budget or allocate compensation under the
published amount.

Prevent Allocations When Budgets Are Null

When you configure a budget pool, you can prevent managers from submitting allocations before they're issued a
budget when you select a rule from the When Budget is Null list.

In the When Budget is Null list, select the Error preventing Save rule when you have configured plans with the Submit
Mode of Disable submit on the Configure Approvals and Notifications page in plan setup. You can also select to use
this option and change the Submit Mode to Disable submit in Active Plans and then change it back after you've issued
budgets.

Use the Error preventing Save and Submit rule when you configure plans with the Submit Mode of Submit anytime
or Only after approving all managers.

If you enable modeling, you can use models to apply compensation amounts while budgets are null. Worksheet
managers won't be able to make and save changes in the worksheet to applied amounts. If you've selected to have
compensation amounts filled as a part of the Start process using default values or dynamic calculations, managers
won't be able to make and save changes in the worksheet until you've issued a budget to them.

After you've issued a budget, configured budget validation rules apply.

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Budget Group Options for Workforce Compensation Plan

Budget Pools
To track and monitor worker-level budgeting for specific populations, you can set up a budget group. The budget
group lets you identify, for example, everyone in the same country or grade. You set up the group when you configure a
budget pool.

Related Topics
• Include a Budget Group in a Compensation Task Worksheet Summary

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Implementing Compensation Worksheets: Overview and Basic Configuration Processes
for Key Columns and Actions

45 Worksheets: Overview and Basic

Configuration Processes for Key Columns and
Actions

Overview of Task Worksheets in Workforce

Compensation Plans
Compensation administrators optimize compensation budgets and allocations across their client groups using
task worksheets in workforce compensation plans. Managers and specialists also use task worksheets to propose
compensation, performance ratings, promotions; to approve proposed changes; and to communicate the changes.

You can vary the worksheets that you include in a plan to best support the plan audience in their compensation tasks.
Worksheets consist almost entirely of columns and actions. When you configure the page layout for a task, you enable
summary views and columns, detail table columns, and detail table actions.

• Configuration can be straightforward, such as enabling the Personal > Country column.
• Configuration can involve interdependencies, such as between actions and columns. For example, to let
managers rank their people, you need to enable the Performance > Ranking column in the detail table. You
also need to enable the appropriate rank worker actions. And to let managers see full details about someone's
ranking, you need to enable the Right Click Menu > View Ranking Details action.
For all worksheet columns, you can set column properties. The available properties depend on the column.

Type Examples

General Column shading, rounding rule, and decimal precision.

Visibility and access Line managers can only read the column data but compensation administrators read and edit it.

Default value A specific number or text; or values provided by a specified formula, compensation derived factor, or
from a cross-referenced column.

Salary and element mapping Post a single payment or base pay adjustment and select the payroll element to use.

Information The formula or dynamic column condition used to determine the column amounts or the source of the
column data.

For many columns, you can also build dynamic conditions, for example, to ensure that proposed changes don't exceed
existing compensation by a specific maximum.

To include data not already available in the provided columns, you can enable and configure miscellaneous rate and
user-defined columns. For example, you can use user-defined columns to share external data, such as market data
supplied by third parties.

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While you can go straight to configuring worksheet columns as part of configuring worksheet displays, it's worth
completing other, related configurations first. Here are some examples of configurations with interdependent
configuration tasks:

• Include prorated values for relevant worksheet columns by setting up assignment segment options.
• Specify how to determine local currencies for a compensation component, and if the component units should
be nonmonetary, such as Days or Shares.
• Share performance ratings and changes between Oracle Fusion Performance Management Cloud Service and
compensation plan worksheets.
• Designate review hierarchies that are separate from the primary manager hierarchy. Also override any global
notification settings, as appropriate for the specific plan. For example, you have a global setting for how
everyone publishes and withdraws budgets, but want to change the settings for a specific plan.
• Specify how to generate and store statements that managers use to communicate compensation changes to
their people.
• Build and enable the alerts that plan worksheets need to include.
You configure plan worksheets using the Workforce Compensation Plans task, Worksheets task list in the My Client
Groups > Compensation work area. The other topics in this chapter have the basic processes to fully configure alerts,
compensation change statement, compensation component, and performance rating columns. It also has basic
processes to fully configure worksheet models and filters for worksheets and reports. The following chapters have
information about each task in the Worksheets task list.

Reference
For descriptions of every worksheet column and action, see Workforce Compensation Worksheet Configuration
Definition (document ID 1450891.1) on My Oracle Support (support.oracle.com). To help you locate columns and actions,
the document tabs organize information in the same groupings as the Configure Worksheet Page Layout pages.

For columns, the document has this information:

• The navigation path for columns that map directly to a field in Oracle Fusion Global HR Cloud Service
• If you can default column values using a plan cross-reference
• If people can update the values in their plan budget and task worksheets

For actions, it tells you about any dependent configurations you need to complete.

Related Topics
• Overview of Worksheet Display in Workforce Compensation Plans
• Miscellaneous Rate Component Columns and User-Defined Columns
• Performance Considerations for Workforce Compensation Plans
• Overview of Workforce Compensation Plan Configuration

Include Alerts in Task Worksheets

Here's the basic process to include alerts in the task worksheets of a workforce compensation plan:

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1. Enable predefined alerts and create and enable your own alerts using the Configure Alerts task. All the enabled
alerts for the plan appear in the enabled Alert column of every enabled worksheet when the alert conditions are
met. You can't enable different alerts for different worksheets. You can elect to not complete step 3 for various
worksheets.
2. Enable the task worksheet using the Configure Worksheet Display task.
3. Enable Alerts column in the Alerts column group of the detail table using the Configure Task Layout icon.

Related Topics
• Overview of Alerts in Workforce Compensation Plan Worksheets
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Overview of Worksheet Display in Workforce Compensation Plans

Include a Budget Group in a Compensation Task

Worksheet Summary
Here's the basic process to include a budget group in the summary of a compensation task worksheet, in a workforce
compensation plan:

1. Enable a compensation task worksheet using the Configure Worksheet Display task.
2. Complete these steps using the Configure Task Layout icon.
a. On the Summary tab, enable the group view. Optionally change the Group column display name to reflect
the grouping criteria, such as Location or Grade and Country.
If you enable the analytic view, you can also enable group view for that summary information.
b. On the Detail Table tab, enable the column you want to use as a group, such as Personal > Country or
Employment > Location. To reference data not in the available columns through a fast formula or dynamic
calculation, you can enable and configure a user-defined text column. For example, to use a formula to
prevent managers from crossing budget limits or to track budgets by both Grade and Country columns.
You can't use these kinds of columns for grouping: person number, email, worker number or name, date,
updated by, performance management rating, or numeric.
c. Grouping columns show only the first 150 characters of text.
3. Create the budget pool or edit an existing pool using the Configure Budget Pools task.
a. Enable worker-level budgeting.
b. Set the applicable column as the grouping column.
c. Optionally enforce budgets by grouping column and set a maximum percentage over allocation. You can
also set the severity when people go over budget, such as Error or Warning.

Related Topics
• Detail Table Configuration in Budget Display
• Guidelines to Configure the Budget Amount - Worker Component Columns
• Miscellaneous Rate Component Columns and User-Defined Columns
• Configure the Summary Display for Compensation Task Worksheets

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Include Compensation Change Statements in Task

Worksheets
Here's the basic process to include compensation change statements in the communication task worksheets of a
workforce compensation plan:

1. Configure what changes you want managers to communicate and how they communicate the changes using the
Configure Compensation Change Statements task.
2. Enable a communications task worksheet using the Configure Worksheet Display task.
3. Enable the applicable summary columns and the applicable actions using the Configure Task Layout icon.

Related Topics
• Overview of Compensation Change Statements in Workforce Compensation Plan Worksheets
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets
• Overview of Worksheet Display in Workforce Compensation Plans
• Configure the Summary Displays for Communication, Performance, and Promotion Task Worksheets

Include Compensation Component Columns in Task

Worksheets
Here's the basic process to include compensation component columns in the worksheet summary views and detail
tables of a workforce compensation plan:

1. Configure up to five compensation components using the Configure Compensation Components task.
2. Enable a task worksheet using the Configure Worksheet Display task.
3. Complete these steps using the Configure Task Layout icon:
a. Enable the components to include in summary views, the relevant summary views, and the applicable
component columns.
b. Enable applicable columns in the component column groups of the detail table.
To post the approved plan changes as salary updates or element entries, be sure to enable the
Compensation Amount column for at least one component. You also need to set the salary and element
mapping properties for the column.

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Related Topics
• Compensation Components in Workforce Compensation Plan Worksheets
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Guidelines to Allocate Compensation as Percentage of Budget
• Guidelines to Configure the Budget Amount - Worker Component Columns
• Configure the Summary Display for Compensation Task Worksheets

Include Filters in Task Worksheets and Plan Reports

Here's the basic process to include filters in the task worksheets and reports of a workforce compensation plan:

1. Enable a task worksheet using the Configure Worksheet Display task.

2. Enable the corresponding detail table columns. For example, you want to let people filter by country and job. You
need to enable the Country column in the Personal group and the Job column in the Employment group.
3. Enable the Filters action using the Configure Task Layout icon.
4. Enable the appropriate filters using the Configure Filters task. All the filters that you enable for the plan appear on
the worksheet and report Filters dialog box. You can't enable different filters for different worksheets and reports in
the same plan. You can elect to not complete step 2 for various worksheets.

Related Topics
• Overview of Filters in Workforce Compensation Plan Worksheets and Reports
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets
• Overview of Worksheet Display in Workforce Compensation Plans

Include Models in Task Worksheets

Here's the basic process to include models in the task worksheets and reports of a workforce compensation plan:

1. Enable a task worksheet using the Configure Worksheet Display task.

2. Enable Models actions, such as Model - Create Model, Model - Open Model, and Model - Apply Model, using the
Configure Task Layout icon.
3. Enable model access, sharing restrictions, usage, and allocation methods using the Configure Models task. All the
settings that you enable appear on the worksheet and report Filters dialog box. You can't enable different filters for
different worksheets and reports in the same plan. You can elect to not complete step 2 for various worksheets.
4. Enable the modeling criteria you want to let people select from, such as Country and Job using the Configure
Report Dimensions and Modeling Criteria task. You can use delivered dimensions and define your own dimensions
using delivered job attributes, grade attributes, user-defined worksheet columns, and compensation attributes.

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Related Topics
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets
• Overview of Modeling in Workforce Compensation Plan Worksheets
• Dimensions and Range Increments in Worksheet Models and Plan Reports
• Overview of Worksheet Display in Workforce Compensation Plans

Include Performance Rating Columns in Task Worksheets

Here's the basic process to include performance columns in task worksheets of a workforce compensation plan:

1. Optionally configure performance management ratings, compensation performance ratings, or both using the
Configure Performance Ratings task.
2. Enable a task worksheet, ideally of type Performance using the Configure Worksheet Display task.
3. Complete these steps using the Configure Task Layout icon:
a. Enable a task worksheet, ideally of type Performance. Optionally enable the Performance Rating
summary column of the performance task worksheet.
b. Enable at least one performance management rating or compensation rating column in the detail table.
These columns are in the Performance column group.

Related Topics
• Overview of Performance Ratings in Workforce Compensation Plan Worksheets
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets
• Configure the Summary Displays for Communication, Performance, and Promotion Task Worksheets

Notify People of Eligibility Changes, Reassignments, and

Delegation Changes in a Workforce Compensation Plan
Here's the basic process to notify plan managers and other reviewers of individuals' eligibility changes, reassignments,
and delegation changes in a workforce compensation plan. The initial, saved changes appear as alerts in the relevant
worksheets. When the changes are approved, the managers and reviewers get FYI notifications.

1. In each of the enabled task worksheets, enable these actions using the Configure Worksheet Display task:
◦ Request eligibility change
◦ Reassign workers to another manager

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◦ Manage delegations
2. Select Approval required for these notification settings using the Configure Global Setting task:
◦ Eligibility Changes
◦ Worker Reassignments
◦ Delegate Worker
◦ Remove Worker Delegation

Related Topics
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets
• Global Setting Options for Workforce Compensation Plan Notifications
• How Workforce Compensation Plan Notifications Work
• Header and Message Text for All Workforce Compensation Plan Notifications

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46 Worksheets: Compensation Component

Compensation Components in Workforce Compensation

Plan Worksheets
Compensation components are the building blocks of workforce compensation plans. You can handle all types of
allocation, such as merit increases, bonus awards, and stock grants by configuring up to five separate components.

For example, you create one monetary component for merit increases, another monetary component for bonus awards,
and a nonmonetary component for stock grants.

While you can go straight to configuring component columns as part of configuring worksheet displays, it's worth
configuring the necessary compensation components first. Here's what you can do when you configure compensation
components that you can't do when you configure worksheet displays.

• Specify how to determine local currency, which is especially important if you enabled currency switching in the
plan currency configuration. For example, you want to use the currencies from input values of payroll elements
or from salary bases.
• Set nonmonetary the unit of measure for the component, such as Days, Hours, Shares, or Units.
• Link budget pools to manager allocations to align the allocations with organizational policies.
• Include prorated values for the relevant worksheet columns by setting up assignment segment options.

Tip: You need to configure assignment segments first, using the Configure Assignment Segments task,
before you can link them to a component.

The component columns that you enable in task worksheets inherit these compensation component settings.

Related Topics
• Compensation Component Number and Name, and Detail Table of Worksheet Display
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Include Compensation Component Columns in Task Worksheets

Compensation Component Number and Name, and

Detail Table of Worksheet Display
When you configure a compensation component, you select the component number and enter a name. The number
and name let you identify the corresponding component columns on the Detail Table tab when you configure the
worksheet display for a task.

For example, you configure these compensation components:

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Name Component Number

Bonus 2

Merit 1

On the Detail Table tab, the appropriate column group name has the component name appended, such as Component
1 (Merit) and Component 2 (Bonus). And the names of the individual columns in a component group all end with
the component number. This suffix lets you know which compensation component you're configuring. The suffix is
especially important when you scroll down enough that you can't see the column group name anymore. Here are some
examples of monetary component column names:

Component 1 (Merit) Column Component 2 (Bonus) Column

Eligible Salary - Component 1 Eligible Salary - Component 2

Percentage of Eligible Salary - Component Percentage of Eligible Salary - Component 2

1

Compensation Amount - Component 1 Compensation Amount - Component 2

Here's an example Detail Table tab showing these same column group name and individual column names for
compensation component 1.

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Related Topics
• Include Compensation Component Columns in Task Worksheets

How the Compensation Component Display Order

Affects Task Worksheets and Administrator Reports
You can specify the order that compensation components show in the summary areas of task worksheets. It also
determines their order in the Component choice list on administration reports.

Do this by setting the display order when you configure the compensation component. In summary views other than
the table view, managers can use the X of Y link and Previous and Next icons to move between components. For
example, in the score board or analytic summary view of the Reward compensation worksheet, a manager clicks the 1
of 3 link.

You set the display order when you configure the compensation component. The display order can mirror the
component number, but it can also be different. Here's an example of when they match:

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Name Component Number Display Order

Bonus 2 2

Salary - Merit 3 3

Stock 1 1

And here's an example of how they can be different:

Name Component Number Display Order

Bonus 3 2

Salary - Merit 2 1

Stock 1 3

Here's an example of what managers see in the summary table view of a compensation task worksheet:

Here's an example of the Component choice list on the Compensation Allocations administration report:

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Local Currency Determination for Compensation

Components
When you configure a compensation component, you need to specify how the component determines local currency.
Here's the local currency source for each available option:

Option Source of the Local Currency Usage Example

Corporate The configured plan currency Monetary changes are all in the corporate
currency

Element Input The input currency for the payroll element Bonuses
mapped to the Component Amount column
of the compensation component, such as
Compensation Amount - Component 1

Legal Employer The currency defined for the individual's legal Salary adjustments, such as merit or cost of
employer living increase, when the currency of the legal
employer is different from the salary basis
currency

Salary Basis The input currency for the payroll element Salary adjustments, such as merit or cost of
of the salary basis linked to the individual's living increase
employment record

Formula The currency retrieved by the specified formula When none of the other options fit your
from some other source business requirements

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Tip: To prevent data corruption, you can't change the Local Currency Determination selection after you run
the Start Workforce Compensation Cycle process. You have to set all plan cycles to Closed or run the Back Out
Workforce Compensation Data process. Then change the local currency determination and run the Start Workforce
Compensation Cycle process again.

Related Topics
• Workforce Compensation Plan Currency
• Salary and Element Mapping Properties of Compensation Amount Columns
• Back Out and Purge Workforce Compensation Data Processes
• Formula Type Is Compensation Currency Selection
• Overview of Using Fast Formulas

Nonmonetary Units for Compensation Components

By default, the units of measure for the amount columns of the compensation component are monetary. You can
specify that the columns use a nonmonetary unit for amounts when you configure the compensation component. For
example, you can select Days, Items, Shares, or Units.

Budget Pools and Compensation Components

To align a compensation component with organizational strategies and policies, you can select a budget pool. You can
even select the same budget pool for multiple compensation components.

For example, your plan includes the Merit, Bonus, and Market Adjustment compensation components that you can
configure with the Monetary Allocation budget pool.

For budget values to increase and decrease according to managers' allocations, you need to link the budget pool to a
compensation component. Any budget pool that you create for the plan and don't link to a compensation component
just shows static budgetary information.

Primary Component for Budgeting

When you have multiple components with the same budget pool, you need to select Primary component for
budgeting for one of the components. The salaries of the people who are eligible for the primary component determine
the total eligible salaries used for their managers' budgeting.

For example, of the three configured components, you make Merit the primary budgeting component. The total eligible
salaries for managers' budgeting include the salaries of their people who're eligible for Merit. The totals exclude their
people who are eligible for Bonus, Market Adjustment, or both, but aren't eligible for Merit.

Related Topics
• Overview of Budget Pools in Workforce Compensation Plans

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How You Let Managers Track Off-Cycle and On-Cycle

Compensation Against a Budget
Here's how you can enable managers to track off-cycle and on-cycle awards when they review their budget pool.

1. Create the workforce compensation plan using the Workforce Compensation Plans task in the Compensation work
area.
a. Configure the plan details.
b. Configure the budget pool.
c. Create at least one worksheet compensation component and associate the budget pool with it.
d. Run the Start Compensation Cycle process.
2. After you start the compensation cycle, associate the budget pool with an individual compensation plan option. Use
the Individual Compensation Plans task in the Compensation work area. Select the budget pool when you add or
edit the relevant plan option.

Configure Assignment Segments Options of a

Compensation Component
You can include prorated values for relevant component worksheet columns. Do this by setting up assignment segment
options for only one of the compensation components configured for the compensation cycle. Don't enable assignment
segments for a component that you're mapping to salary rates.

1. On the create or edit component dialog box for the appropriate compensation component, select Component for
assignment segments. For example, you want to prorate bonus allocations, so you enable the Bonus compensation
component for assignment segments.
2. Select an amount column for assignment segments, either the Compensation Amount column or a miscellaneous
rate column for the component. This selection lets you feed the assignment segment total to a column that
managers see in their summaries.
The amount could have additional calculations done on it before it's passed to payroll element entries. For example,
you select a miscellaneous rate column for the assignment segment. The value in that rate column could be part of
a dynamic calculation configured on the compensation amount column. The calculation could increase or decrease
the rate column value further.

CAUTION: Don't select a column that you're configuring with a dynamic calculation or a default value. Specifying
the column as an assignment segment takes precedent over any other configurations for that column, and the
other configurations are ignored.

The selected column shows as read-only in any task worksheets with the column enabled. If you select the
compensation amount column, these columns are also read-only in any worksheet where you enable them:

◦ Percentage of Eligible Salary

◦ Percentage of Budget Pool

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3. Specify whether to publish the total segments amount to the selected amount column by default when you run the
Start Workforce Compensation Cycle process.

Related Topics
• Overview of Assignment Segments in Workforce Compensation Plan Worksheets
• Basic Process to Configure Worksheet Assignment Segments

Eligibility Profiles of Compensation Components

As part of the foundation configuration tasks, you configure plan eligibility to identify the people who are eligible and
ineligible for the plan.

You can also add eligibility profiles to compensation components to determine who is eligible and ineligible for
the components. The component-level eligibility considers only the people whose status the plan-level eligibility
configuration set to Eligible. It ignores everyone whose plan-level status is Ineligible or Limited.

Assignment Segments
If you enable the Component for Assignment Segments option, the component eligibility also determines segment
eligibility. Managers can update compensation values for only people who're eligible for a segment. They can only read
the segment values in these situations:

• Their people are ineligible for the segment.

• The person's assignment is processed or partially processed.
• The manager has read-only access to the worksheet.

Administrators can see all assignment segment columns, update all segment values, and update any segment eligibility
using the Administer Workers task. You can also change segment eligibility by changing the external data and then
running the Refresh Workforce Compensation Data process.

Related Topics
• Workforce Compensation Plan Eligibility
• How Required and Optional Profiles Determine Compensation Eligibility
• Configure User-Defined Columns of a Workforce Compensation Plan Worksheet to Show External Data

Eligibility Profile Testing for a Compensation Component

You can test how long it takes to evaluate the eligibility profiles in compensation component configurations and view
test results. The test lets you select a cycle, a sample person, and an active assignment for your test.

Data security applies, so the person and assignment you can see for the cycle depend on your privileges. If profile
criteria includes fast formula, you can see if it worked correctly by reviewing the formula logs.

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Formula Type Is Compensation Currency Selection

To determine the local currency for a workforce compensation component, you can create formulas using the
Compensation Currency Selection formula type.

Here's a comprehensive list of the contexts available to this type of formula:

• DATE_EARNED
• EFFECTIVE_DATE
• END_DATE
• START_DATE
• HR_ASSIGNMENT_ID
• HR_TERM_ID
• JOB_ID
• LEGISLATIVE_DATA_GROUP_ID
• COMPENSATION_RECORD_TYPE
• ORGANIZATION_ID
• PAYROLL_ASSIGNMENT_ID
• PAYROLL_RELATIONSHIP_ID
• PAYROLL_TERM_ID
• PERSON_ID
The database items available for this type of formula are related to Person, Assignment, Salary, Element Entries,
Compensation Record, and From and End Dates.

These are the input variables available to this type of formula:

Input Value Data Type Required Description

CMP_IV_PLAN_ID Number Y Plan ID

CMP_IV_ASSIGNMENT_ID Number Y Assignment ID

CMP_IV_PERIOD_ID Number Y Period ID

CMP_IV_COMPONENT_ID Number Y Component ID

CMP_IV_PLAN_START_DATE Date Y Plan Start Date

CMP_IV_PLAN_END_DATE Date Y Plan End Date

CMP_IV_PLAN_EXTRACTION_ Date Y Plan Extraction Date

DATE

CMP_IV_PLAN_ELIG_DATE Date Y Plan Eligibility Date

CMP_IV_PERFORMANCE_EFF_ Date Y Performance Effective Date

DATE

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Input Value Data Type Required Description

CMP_IV_PROMOTION_EFF_DATE Date Y Promotion Effective Date

CMP_IV_XCHG_RATE_DATE Date Y Currency Conversion Date

CMP_IV_ASSIGNMENT_ID Number Y Assignment ID

CMP_IV_PERSON_ID Number Y Worker ID

These are the return variables available to this type of formula:

Return Value Data Type Required Description

L_CURR_CODE Char N Currency code from the formula

This sample formula determines the currency for a plan based on the component ID.
/*****************************************************************
FORMULA NAME : Compensation Currency Selection Formula
FORMULA TYPE : Compensation Currency Selection
DESCRIPTION: It returns the currency code based on component_id.
******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/

INPUTS ARE CMP_IV_ASSIGNMENT_ID (number), CMP_IV_PLAN_ID (number), CMP_IV_PERIOD_ID (number),
CMP_IV_COMPONENT_ID (number)
/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/

DEFAULT FOR CMP_IV_COMPONENT_ID IS 0
l_curr_code = 'XXX'
IF (CMP_IV_COMPONENT_ID = 489) THEN
(
l_curr_code = 'USD'
)
ELSE IF (CMP_IV_COMPONENT_ID = 490THEN
(
l_curr_code = 'GBP'
)
RETURN l_curr_code
/*================ FORMULA SECTION END =======================*/

Related Topics
• Formula Compilation Errors
• Formula Execution Errors
• When do I run the Compile Formula process?
• Example of Writing a Fast Formula Using Formula Text

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47 Worksheets: Performance Ratings

Overview of Performance Ratings in Workforce

Compensation Plan Worksheets
While you can go straight to configuring performance rating columns as part of configuring worksheet displays, it's
worth configuring performance ratings first. Here's why:

• You can include development and performance goal ratings from Oracle Fusion Performance Management
Cloud Service in your task worksheets. And these ratings get updated automatically when managers save their
rating changes in their worksheets during the workforce compensation cycle.
• You can share compensation performance ratings among plan managers and optionally specify the rating
model for them to use. For example, select a model that indicates level of interest, level of performance, or
proficiency in competencies.
You can also use both integrated Performance Management ratings and compensation performance ratings. For
example, your managers used Performance Management to rate their people several months before the compensation
cycle started. Now you want the managers to make sure that their people's current and past performance is meeting
expectations.

Related Topics
• Workforce Compensation Plan Cycle Dates
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets
• Configure the Summary Displays for Communication, Performance, and Promotion Task Worksheets

Performance Management Ratings in Workforce

Compensation Plan Worksheets
You can share development and performance ratings and documents from Oracle Fusion Performance Management
Cloud Service with managers in task worksheets for workforce compensation plans.

These ratings update automatically when managers save their rating changes in their plan worksheets. Managers can
even set ratings for the first time in a task worksheet as long as the performance document exists in Performance
Management.

You can enable this integration when you configure performance ratings and later, when you enable development and
performance rating columns when you configure worksheet displays.

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Test Performance Document

You can test your performance document and rating data on the same configuration page. You don't have to wait until
you start a workforce compensation cycle for the plan.

Related Topics
• Workforce Compensation Plan Cycle Dates
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets
• Include Performance Rating Columns in Task Worksheets
• Configure the Summary Displays for Communication, Performance, and Promotion Task Worksheets

Reasons to Set Performance Document Properties

By default, managers see the most recent manager-submitted ratings and corresponding performance documents, if
they exist, when they open the relevant task worksheet.

If your managers can have many people reporting to them, the default behavior can significantly affect their worksheet
performance. And depending on how regularly people use Performance Management, people's most recent ratings
and documents could be from years ago. Managers won't see this in the rating columns, but they can see it in the
performance document. Thus, you may want managers to consider specific ratings and performance documents when
proposing changes for the workforce compensation plan.

You can override the default behavior by setting performance document properties when you configure performance
ratings that integrate with Oracle Fusion Performance Management Cloud Service.

Related Topics
• Workforce Compensation Plan Cycle Dates

How the Performance Template Selection Affects Other

Document Properties
You can set performance document properties when you configure performance ratings that integrate with Oracle
Fusion Performance Management Cloud Service. A key property is the performance template selection.

Template and Document Type

You can show specific kinds of ratings by selecting a performance template, such as Competency Progress or Annual
360 Evaluation with Development Goals. If the template has a corresponding document type, selecting the template
also sets the performance document type. For example, you select Annual 360 Evaluation with Development Goals,
which sets the performance document type to Annual Evaluation.

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Template and Timing Options

You can show only ratings and documents for a specific template and period. When you select a performance template,
you make the Timing options available, including Period Specific. Selecting Period Specific makes the Period Name
choice list available so you can select the appropriate period. These choice list values change depending on your
template selection.

If a person doesn't have any ratings or document for that period, the relevant columns in the worksheet are empty.

Timing Period Name and Review Period

The template Period Name choice list values also change if you set a review period. If you want to use a review period
and a specific template period, set the review period before you set the period name. Setting the review period after
the period name also removes the period name and you need to set the name again. This removal happens even if the
period name you selected would be the only choice list value if you set the review period first.

Related Topics
• Workforce Compensation Plan Cycle Dates
• How Performance Document Components Work Together

Compensation Performance Ratings in Workforce

Compensation Plan Worksheets
You can let managers share the performance ratings that don't transfer to Oracle Fusion Performance Management
Cloud Service or HR.

They share their ratings in task worksheets across the primary, secondary, and reviewer plan hierarchies as they allocate
workforce compensation during the current compensation cycle.

You can enable compensation ratings when you configure performance ratings. Then you specify whether managers
rate people using a choice list or stars. You determine the scale used for the choice list or stars with the rating model
that you select. You can also create a rating model, as needed.

Related Topics
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets
• Include Performance Rating Columns in Task Worksheets
• Configure the Summary Displays for Communication, Performance, and Promotion Task Worksheets
• Rating Models

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Calibrated Performance Ratings in a Workforce

Compensation Plan
Some organizations use a process called Performance Calibration to achieve a common agreement on a performance
evaluation rating. Managers enter worker performance ratings in the performance documents. In the compensation
plan, managers can edit ratings that override the ratings for workers in their performance documents.

In Workforce Compensation you can let managers and administrators know the calibration status of the Performance
Management Rating for a selected worker. On the Performance Management task, enable performance ratings. Then,
enable and configure the Calibration Status column in the Performance section of columns when you configure the
worksheet display.

Related Topics
• How You Prevent Changes to Section Ratings During Compensation Calibration

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48 Worksheets: Approvals and Notifications

Configure Approvals for Workforce Compensation Plan

Worksheets
By default, managers allocating compensation with a workforce compensation plan can submit their changes to the
plan at any time. And managers higher in the primary plan hierarchy can approve their subordinate managers' plan
changes at any time.

You can change the plan approval and submission modes when you configure approvals. You can also identify an
alternate approval hierarchy to use instead of the primary plan hierarchy.

Related Topics
• Workforce Compensation Plan Hierarchies
• Options to Configure Workforce Compensation Plan Hierarchies
• Considerations for Securing Access to Workforce Compensation Plans and Task Worksheets
• How You Let Managers Track Off-Cycle and On-Cycle Compensation Against a Budget

Approval Modes in Worksheet Approvals Configuration

You specify when managers can approve their subordinate managers' plan changes with the Approval Mode option you
select when you configure approvals.

Mode Description

You specify when managers can approve Let subordinate managers complete their allocations before higher-level managers can approve
their subordinate managers' plan changes subordinate changes because their approvals make the plan unavailable to their subordinate
with the Approval Mode option you select managers.
when you configure approvals.

Approve anytime Higher-level managers can approve their subordinate managers' plan changes at any time during the
(default selection) period the plan is available to the higher-level managers.

Disable approvals Approvals aren't required and higher-level managers don't have the Approve and Return for
Correction actions available to them.

You can change the approval mode after the Start Workforce Compensation Cycle process runs using the Active
Plans task.

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Submit Modes in Worksheet Approval Configuration

You specify when managers can submit their plan changes with the Submit Mode option you select when you configure
approvals.

Mode Description

All managers must be approved Starting at the lowest tier of the hierarchy, managers need to review and approve plan changes
submitted by their direct reports. Then the current tier of managers can submit their own plan changes
for approval.

Submit anytime Managers can submit their plan changes at any time during the period the plan is available to them.
(default selection)

Disable submit Managers can only save their plan changes. The Submit action isn't available for the plan.

Withdraw Modes in Worksheet Approvals Configuration

You specify when managers can withdraw their plan changes with the Withdraw Mode option you select when you
configure approvals.

Withdraw Modes in Worksheet Approvals Configuration

Mode Description

Withdraw anytime Managers can withdraw their plan changes at any time during the period the plan is available to them.

(default selection)

Disable withdraw Managers can’t withdraw their plan changes after they submit them.

Higher level managers or administrators need to use the Return for Correction option to return a worksheet to a
manager if they need to make changes to a plan.

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Alternate Approver Table in Worksheet Approval

Configuration
By default, the approval hierarchy for a workforce compensation plan is the primary plan hierarchy. To have people other
than primary plan managers handle approvals, select an alternate approver table when you configure approvals for
worksheets.

Typically, you use alternate approver hierarchies when you transition approval control from managers to the HR
department.

You can set an alternate approver for a specified worksheet manager when you create the alternate approver table. The
worksheet manager options come from the primary plan hierarchy. The alternate approver that you select replaces
the person who would otherwise approve plan changes submitted by the specified worksheet manager. The alternate
approver doesn't replace the specified worksheet manager in the approval hierarchy. Thus the alternate doesn't approve
plan changes that the specified worksheet manager normally approves.

Each alternate approver approves plan changes according to their approval sequence. The person with the lowest
approval sequence approves first and the person with the highest sequence approves last.

Tip: If you add or delete alternate approvers in a table, you need to run the Refresh Workforce Compensation Data
process afterward. You don't need to run the process if you only change the approval sequence of existing alternate
approvers.

Related Topics
• Workforce Compensation Plan Hierarchies
• Options to Configure Workforce Compensation Plan Hierarchies
• Alternate Approver for Workforce Compensation Plan Changes Is the Final Approver
• Alternate Approver for Workforce Compensation Plan Changes Precedes the Final Approver
• Alternate Approver for Workforce Compensation Plan Changes Is in the Middle of the Primary Plan Hierarchy

Configure Notifications for Workforce Compensation

Plan Worksheets
You can configure notification settings that apply across all workforce compensation plans, such as Notify, Disable, or
Prompt Manager, using the Configure Global Settings task.

For example, notify managers when their budgets are published or withdrawn and prompt managers when their plan
changes are returned for corrections. When at least some or even all of these global settings aren't appropriate for a
specific plan, you can override these global settings. Configure plan-specific notification settings, when you configure
approvals and notifications for task worksheets in workforce compensation plans.

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The Notify action sends the notification immediately. The Prompt manager action lets the manager decide whether or
not to send the notification.

Related Topics
• Header and Message Text for All Workforce Compensation Plan Notifications
• How Workforce Compensation Plan Notifications Work

Can I configure workflow in workforce compensation to

route plan changes for approval?
No. Workforce compensation uses the primary plan hierarchy to route approvals to the highest-level manager. While
you can't create your own approval routes, you can create alternate approvers for individual managers using the
Configure Approvals and Notifications task.

Related Topics

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Configurations

49 Worksheets: Examples of Alternate

Approver Configurations

Alternate Approver for Workforce Compensation Plan

Changes Is the Final Approver
Carlos, the CEO, is the top manager in the primary plan hierarchy. Company policy is that his plan changes go to a
designated HR manager for final review and approval. Here's how you build the alternate approver table:

Primary Worksheet Manager Approval Sequence Alternate Approver

Carlos 1 Maria

And here's an example of how plan change submissions are approved using the primary plan hierarchy and this
alternate approver table.

1. John, a director, submits his plan changes to Vijay, VP West, for approval.
2. Vijay reviews and approves John's changes, then makes his own plan changes and submits them to Sara, a
senior VP.
3. Sara reviews and approves Vijay's plan changes, then makes her own plan changes and submits them.
4. Carlos, the CEO, reviews and approves Sara's plan changes, then makes his own plan changes and submits
them. At this point, the plan status for Carlos is In Approvals.
5. Maria, an HR manager, reviews Carlos's plan changes. When she approves the changes, Carlos's plan status
becomes fully approved.

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Alternate Approver for Workforce Compensation Plan

Changes Precedes the Final Approver
Carlos is the CEO and top manager in the primary plan hierarchy. He doesn't participate in the approval process for
workforce compensation changes from his subordinate managers under Sara, a senior VP.

Carlos gets an informational notification when Sara submits her plan changes, but Maria, a manager in HR, has final
approval. Here's how you build the alternate approver table:

Primary Worksheet Manager Approval Sequence Alternate Approver

Sara 1 Maria

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And here's an example of how plan change submissions are approved using the primary plan hierarchy and this
alternate approver table.

1. John, a director, submits his plan changes to Vijay, VP West, for approval.
2. Vijay reviews and approves John's changes, then makes his own plan changes and submits them to Sara, a
senior VP.
3. Sara reviews and approves Vijay's plan changes, then makes her own plan changes and submits them.
4. Carlos, as Sara's normal approver, gets an informational notification that Sara submitted her plan changes.
Maria, an HR manager, is Sara's alternate approver. She gets the approval notification and reviews Sara's
plan changes. When Maria approves them, the plan status for Sara and all of her subordinate managers is In
Approval.
5. When Carlos checks his approvals task worksheet a few days after getting Sara's submission notification, he
sees that Maria approved Sara's plan changes. If Sara is eligible, Carlos can change her allocations.
6. After Carlos saves his plan changes, he reviews and approves all of his plan changes and the plan changes that
Maria approved. His approval makes the plan fully approved.

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Alternate Approver for Workforce Compensation Plan

Changes Is in the Middle of the Primary Plan Hierarchy
John, a director, reports to Vijay, VP West, according to the primary plan hierarchy. But, John's entire team did a special
project for Lakshmi during most of the past year.

Sara, the senior VP whom Vijay reports to, wants Lakshmi to review and approve the compensation for John's team
rather than Vijay. Here's how you build the alternate approver table:

Primary Worksheet Manager Approval Sequence Alternate Approver

John 1 Lakshmi

And here's an example of how plan change submissions are approved using the primary plan hierarchy and this
alternate approver table.

1. John, a director, submits his plan changes.

2. Vijay, as John's normal approver, gets an informational notification that John submitted his plan changes.
Lakshmi, VP East and the alternate approver, gets an approval notification that she uses to approve or reject
John's plan changes. She can open the Workforce Compensation work area from the notification. At the top
of the page, she can select John from the manager list and review his worksheet details for the plan. But, she
can't approve or reject John's plan changes in the work area. She approves or rejects John's plan changes using
actions in the approval notification.
3. When Vijay checks his approvals task worksheet a few days after getting John's submission notification,
he sees that Lakshmi approved John's plan changes. In the detail table, the status for John's changes is In
Approvals.
4. Vijay can now make and submit his own plan changes to progress the plan through the approval process.
Vijay, Sara, and Carlos, the CEO whom Sara reports to, can still make plan changes for John's team even after
Lakshmi approves John's changes.

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Implementing Compensation Worksheets: Compensation Change Statements

50 Worksheets: Compensation Change

Statements

Overview of Compensation Change Statements in

Workforce Compensation Plan Worksheets
You can let managers and HR specialists communicate compensation and performance rating changes to people as
part of a workforce compensation cycle.

They communicate the changes with compensation change statements using the communications-type task
worksheet. They can also use the change statements to communicate promotions done as part of the cycle. The
changes that they can communicate, and how they communicate them depends on how you configure compensation
change statements.

Related Topics
• Overview of Worksheet Display in Workforce Compensation Plans
• Include Compensation Change Statements in Task Worksheets
• Configure the Summary Displays for Communication, Performance, and Promotion Task Worksheets

Statement Groups, Templates, and Worker Statement

Action for Compensation Change Statements
Statement groups are fundamental to compensation change statements. The selected group identifies what templates
to use for whom, and what statement action individuals are responsible for. You set up all of these options on the
Manage Statement Groups page.

Name
Use a broad, descriptive name so that people understand what to expect from the statement. For example, your latest
compensation and performance statement group might be 2021 Compensation and Performance Changes. And your
latest promotions statement group might be 2021 Promotions.

Templates
When you add a template to the statement group, you can set a display name and add criteria for when to use the
template. Typically, you add a separate row for each language that you use to communicate changes. Here are some
examples for compensation and performance changes:

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Template Display Name Criteria

Compensation and Performance Change English Compensation and Performance Country = US or UK or Canada
Statement.rtf Change Statement

Cambios en Compensación y Rendimiento en Spanish Compensation and Performance Country = Spain or Mexico or Costa Rica
2021.rtf Change Statement

Here are some examples for promotions:

• If you use the same template for the entire company, you might have something similar to the first row.
• If you have templates in different languages, you might have something similar to the second row.

Template Display Name Criteria

Promotion.rtf Promotion Statement Country = US or UK or Canada

Promotion.rtf English Promotion Statement Country = US or UK or Canada and Proposed

Grade Is not blank

To create and load other templates for selection, you can use the Manage Templates page. This page also has sample
files to help you create your own templates:

• A list of all the attributes you can include in your own templates.
• Sample compensation change and salary change analytic templates that you can download and tailor for your
change communications. Be sure to change the file name before you upload your template.

You can’t delete a template that has generated statements associated with it.

Worker Statement Action

When you want a record that individuals received their change statements, you can set a worker statement action for
the template. For example, you want individuals to acknowledge or sign electronically when they received a statement.
You can configure worker statement actions to be completed before or after people have reviewed their compensation
change statements.

How You Create a Change Statement Template

You can create the change statement template using attributes or tokens and special syntax to create conditional
statements. You need to incrementally test the statement to ensure that there are no errors.

You can add any formatting, logos, text, and data that you want to display in the statement. You need to create the file in
the .rtf format. You can't change an existing .doc file to .rtf file type.

To access the predefined template, click Manage Workforce Compensation Plans > Compensation Change Statements >
Manage Statement Groups > Manage Templates and downloading the Compensation Change Statement Template.rtf.

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Download Attribute List to Add to Template

Attributes (or tokens) represent worker-specific data displayed in the statement. You can include all columns (excluding
iconic columns) that are available to display in the worksheet in a statement template. You add these attributes to your
template in the location and formatting you want.

Here’s how you can download the list of attributes from the compensation setup pages:
1. Click Compensation tile in My Client Groups.
2. Under Workforce Compensation, click Workforce Compensation Plans.
3. From the Workforce Compensation Plans page, create a new plan or select an existing plan.
4. Click the Compensation Change Statements task.
5. If the Enable Worker Statements field isn't set to Yes, change it to Yes.
6. Click the Manage Statement Groups button.
7. In the Manage Statement Groups page, click the Manage Templates button.
8. In the Sample Templates region of the window, download the All Attributes List.rtf and save it to your computer.
9. Optionally, you can download the sample Compensation Change Statement Template.rtf to use as a reference.

How You Can Display Different Currencies In Your

Statement Template
Salary columns and component columns (such as Compensation Amount, Eligible Salary, targets, and miscellaneous
columns) appear in each worker’s local currency. The currencies in which custom numeric columns appear depending
on the values determined in those columns.

1. To display salary or component columns in a different currency, you need to create a dynamic calculation on a
custom numeric column.
2. Create one or more conditions that multiply the selected column times the currency conversion rates and use the
custom column in your statement template.

Ways to Configure Statement Text

You can format the change statement template to display text exactly how you want.

Text Format Description Example

Display Text Always To include text with no conditions, you can In this example, you are displaying the worker’s
simply copy the variable from the All Attributes first and last name, their worker number,
Template.rtf for the column you want to display, Custom Text Column 1 which, has been
and paste it into your template. configured to display the division, and the
primary manager’s name. The Worker’s name
will be in bold in the generated statement.

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Text Format Description Example

Name: <?FIRST_NAME?> <?LAST_NAME?>

Employee ID: <?WORKER_NUMBER?>

Job Title: <?CURRENT_JOB?>

Division: <?CUSTOM_COLUMN_1_TEXT?>
Manager: <?PRIMARY_MANAGER?>

Display Text Conditionally You can make a sentence, paragraph, or region The Award Amount: along with the actual
of the page display conditionally based on monetary value will only be displayed if the
workers meeting certain criteria. Compensation Amount column for component
1 is not equal to zero. The variable name that
represents the worksheet column is the text
between the < and >, and syntax before and
after create the condition. <?end if?> defines
the end of the conditional statement.

<?if: COMP_1_COMPENSATION_AMOUNT!=0?>
Award Amount: <?COMP_1_COMPENSATION_
AMOUNT?> <?COMP_1_CURRENCY?>

<?end if?>

You can display text conditionally if a worksheet

column value is not null. In this example, the
sentence only appears if the Proposed Job Title
field is not null for the worker.

Important: The correct syntax is two single

quotes, not a single double quote.

<?if: New_Job !=’’ ?>You are being

promoted to <?NEW_JOB?> as of
January 1, 2012.

<?end if?>

You can also display or hide an entire sentence

or paragraph. The below paragraph will only
appear in the statement if the worker was
given a new job, position or grade during the
compensation cycle.

<?if:NEW_JOB!=’’ or NEW_POSITION!=’’
or NEW_GRADE!=’’?>We recognize and
thank you for your hard work and
contribution towards the company’s
success. As of <?PROMOTION_
DATE?, you are being promoted. <?
if@inlines:NEW_JOB!=’’?>Your new job
title is <?NEW_JOB?>.<?end if?><?
if@inlines:NEW_POSITION!=’’?>Your new
position is <?NEW_POSITION?>. <?end
if?><?if@inlines:NEW_GRADE!=’’?>Your
new grade is <?NEW_GRADE?>.

<?end if?>

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Statement Generation Timing and Output Format for

Compensation Change Statements
You can specify when individuals can get their compensation change statements, according to your organizational
policies. For example, anyone can get their statement at any time. Or only people whose changes were posted to HR, or
have final approval can get their statements.

You can also specify whether to generate the statements as .pdf or .rtf files.

How You Generate Statements for Multiple Workers

You can configure the template to allow managers to generate the statement for multiple workers at the same time.

To do so, the template must begin with the following: <?for-each: PERSONINFO?>

The template must end with the following: <?split-by-page-break:?><?end for-each?>

If the template doesn't include the above 2 statements, managers will only be able to generate the statement for a single
selected worker at a time.

Delivery Options for Compensation Change Statements

You can specify how to generate and deliver worker statements when you configure compensation change statements.

Here are the delivery options that apply for primary plan managers:
• Printed and delivered by managers
• Centrally managed and stored
Administrators using the Administer Workers task can manage change statements for the plan regardless of how
they're generated or delivered.

How Managers Can Print and Deliver Compensation

Change Statements
Managers can generate the statements using the Communication task worksheet in the plan.

When configured, the statements are automatically available to managers or administrators, but not individuals. You
can let managers generate statements at the same time for specific people, all of their direct reports, or all of their
subordinates. When managers generate statements for more than one person using the Selected Workers or the
Direct Workers option the application ignores any statement criteria. The managers must select the statement they

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want to use for the selected population.When configured, the statements are automatically available to managers or
administrators, but not individuals. You can let managers generate statements at the same time for specific people, all
of their direct reports, or all of their subordinates. When managers generate statements for more than one person using
the Selected Workers or the Direct Workers option the application ignores any statement criteria. The managers must
select the statement they want to use for the selected population.

When managers use the management hierarchy option, they can also generate statements for their people in a
specified country. The process generates the statements in a single file for the selected template. If a manager decides
to provide individual statements to people and the file contains multiple statements, they need to split the file into
separate statements. Then they can provide a copy of each statement to the appropriate individual. Their people can
see only the statements that the manager provides to them, as long as they keep the statements.

How Managers Can Centrally Manage and Store

Compensation Change Statements
Managers can generate an individual compensation change statement for each of their people and provide them a
copy.

You can also enable people to access the centrally stored statements from their compensation pages unless processing
made the statements visible to only administrators and managers. Again, depending on the process configuration,
managers can view and print the statements.

Here are the other options you can set if you centrally manage and store statements:

Option Description

Let managers control when to release the Enable the Allow staggered release of statements option. For example, your policy is to have managers
statements to their people meet with their people to discuss their compensation changes before releasing the statements. If
individuals have more than one statement available to them, then their manager has to release each
statement separately.

Automatically delete the statements from Set the Days Until Expiration option. For example, your organization has a 90-day retention policy, so
storage you set the expiration to 90. Individuals can save their statements if they want to access them after 90
days. Administrators can override this expiration as appropriate, using the Update Expiration option
when they run the Process Workforce Compensation Change Statement process.

Show everyone the same statement name Set a global statement name. For example, the template display names identify the template
in the plan language, such as 2021 Compensation and Performance Changes Spanish or 2021 Compensation and
Performance Changes French. Or you want everyone to see the same statement name in the corporate
language, for example, 2021 Compensation and Performance Changes.

Compensation administrators configure and run the Process Workforce Compensation Change Statement process to
generate and store these changes statements. They run the process according to organizational policies, such as at the
end of the workforce compensation cycle, when all changes are finished and approved.

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How You Format a Date Variable to Display Dates in a

Specific Format
You can format the date variable using the function <?format-date:DATE_VARIABLE;'YYYY-MM-DD'?>. You can modify the
String 'YYYY-MM-DD' according to your date format requirements. For example:

<?format-date:JOB_CHANGE_DATE;'YYYY-MM-DD'?>

If value of the variable JOB_CHANGE_DATE is Jan 1st 2013, the above expression will display it as “2013-01-01”.

You can also make use of form field options for this purpose.

How You Format Numeric Separators and Decimal

Precision for Numeric Data
You can use the function <?format-number:NUMERIC_VARIABLE; ’9G999D99'?> where G stands for the position of the
comma (,) and D stands for position of the decimal. For example:

<?format-number:COMP_1_COMPENSATION_AMOUNT; ’9G999D99'?>

If the value of the variable COMP_1_COMPENSATION_AMOUNT is 1234.5678, the above expression will display it as
“1,234.57” after rounding the numeric data to two decimal places.

Alternatively, you can also make use of form field options.

How You Find Errors in Statement Template

You can find errors in your template by saving the file to your computer and then open it using Notepad or another text
editing application. You can then find the error details and correct your template.

How You Format the Same Data Differently Based on a

Worker’s Location
You can use a custom text column to default the location of the worker and display data conditionally or vary data based
on value of the custom text column. You can also create multiple statement templates, one for each location. When
using multiple templates, managers may have to select the appropriate template to use for each worker based on their
location.

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What's the difference between workforce compensation

change statements and total compensation statements?

Workforce compensation statements show recent changes to base and variable pay. They apply to a statement group,
which has RTF templates that can include criteria to identify which people get the template.

For example, people in Spanish-speaking countries get the Spanish version of the statement. The workforce
compensation plan containing the statement configuration determines the statement content. You configure
these compensation change statements for a specific plan using the Workforce Compensation Plans task in the
Compensation work area.

Total compensation statements show base and variable pay, fringe benefits, and perks for a specified period of time,
typically a year. These statements are available both online and in PDF format. You configure these statements using
the Total Compensation Statement tasks in the Compensation work area.

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51 Worksheets: Worksheet Display

Configurations

Overview of Worksheet Display in Workforce

Compensation Plans
You determine the summary and detail information on compensation, performance, promotion, detail table only,
approvals, and communication task worksheets when you configure worksheet display.

The specific information managers and HR specialists see depends on the task types and the columns that you enable
and configure. Some columns are enabled by default. You can deselect any enabled columns that you don't want to
appear in a worksheet.

You also determine the actions available on a worksheet, such as letting managers reassign or delegate individuals or
request eligibility changes. And you can provide information that applies to the entire worksheet. For example, you let
people know about organizational policies that affect compensation allocations, performance ratings, or promotions,
and include links to details.

You can configure up to 10 task worksheets for a plan. For managers to access a workforce compensation plan,
you need to configure at least 1 task worksheet. To require approvals for plan changes, you also need to enable and
configure an approvals task worksheet.

You enable task worksheets using the Configure Worksheet Display task. You configure the layout of each enabled
worksheet using the Configure Task Layout icon on the Configure Worksheet Display page.

Reference
For descriptions of every worksheet column and action, see Workforce Compensation Worksheet Configuration
Definition (document ID 1450891.1) on My Oracle Support (support.oracle.com). To help you locate columns and actions,
the document tabs organize information in the same groupings as the Configure Worksheet Page Layout pages.

For columns, the document has this information:

• The navigation path for columns that map directly to a field in Oracle Fusion Global HR Cloud Service
• If you can default column values using a plan cross-reference
• If people can update the values in their plan budget and task worksheets

For actions, it tells you about any dependent configurations you need to complete.

Related Topics
• Performance Considerations for Workforce Compensation Plans
• Compensation Components in Workforce Compensation Plan Worksheets
• Overview of Performance Ratings in Workforce Compensation Plan Worksheets
• Overview of Compensation Change Statements in Workforce Compensation Plan Worksheets

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Configure the Summary Display for Compensation Task

Worksheets
You can include key summary information for the compensation component at the top of compensation-type task
worksheets. What people see depends on the population that they're viewing in the detail table.

1. Enable the compensation components.

Select the configured compensation components that you want to show summary information for. For example,
you're configuring separate task worksheets for your Merit and Bonus compensation components. In the
worksheet display for the Merit compensation task, you select the Merit compensation component as the summary
component. For the Bonus compensation task, you select the Bonus compensation component.

2. Enable the summary views.

Enable the views that you want to show, such as the scoreboard, table, analytic, or group view, or a combination of
views. When you enable multiple views, you need to make one view the default view that people see whenever they
first open the task worksheet.

If you're using worker-level budgeting and setting a budget group, enable the group view. Optionally change the
Group column display name to reflect the grouping criteria, such as Location or Grade and Country. If you enable
the analytic view, you can also enable group view for that summary information.

3. Enable the columns to show.

Enable the columns that you want to show in the summary section. For example, in the scoreboard view, you enable
these columns for each enabled compensation component:

◦ Compensated Workers with %

◦ Currency or Units
◦ Eligible Salary
◦ Allocate with %
◦ Budget with %
◦ Remaining Budget with %
For the analytic view, you enable analytics that provide a snapshot of allocations in the current cycle. For example,
you enable the Worker Population, Allocation Statistics, Allocation Amount, and Salary Statistics analytics.

To show managers and HR specialists the same summary information regardless of any filters they apply to the
detail table, enable these three static columns. To show them summary information that changes depending on the
filters they apply to the detail table, you can enable three filtered columns.

Static Filtered

◦ Overall Budget
◦ Budget - Filtered by Team (enabled by default)

◦ Overall Available Budget

◦ Available Budget - Filtered by Team

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Static Filtered

◦ Overall Compensation Amount

◦ Compensation Amount - Filtered by Team

For example, you enable the Overall Budget summary column and leave the Budget - Filtered by Team column
enabled. A manager changes the Team filter on the worksheet to Direct Reports. The summary section Overall
Budget column shows the budget amount for all the manager's subordinates. The Budget - Filtered by Team
column shows the budget amount for only their direct reports.

4. Optionally change display names and default sequences.

You can change the display names and default sequences, as appropriate for the audience. For the analytic view,
you can change the title. Certain titles also have subtitles that you can change. For example, you want to make your
names more human, so you change Compensated Workers with % to Compensated Individuals with %. And you
change Worker Population to Population.

5. Optionally configure column properties.

You can configure general and information column properties for the scoreboard, table, and group views. For
example, you can set a rounding rule and the decimal place to display. The actual properties vary depending on the
column.

All columns include a Plan Info property that you can use to communicate useful information to managers. For
example, you share the expression used to calculate the column values, or add a definition for the column, such as
explaining what's compa-ratio. When you include plan info for a column, people viewing the worksheet see a blue
icon with an i in it on the column header. They click the icon or hover over it to see the information.

To show column totals in the summary section, you can select Show totals for columns that include the property.
You probably don't want to show totals in a worksheet that has compensation components with different units of
measure enabled. The totals would be meaningless. For example, one component is in monetary units and another
is in shares. The Compensated Workers with % column total would combine the numeric monetary and shares
values.

6. Check the configuration.

To see the worksheet summary just the way that the plan audience will see it when the plan becomes active, use the
Preview tab. You can easily test different summary configurations to find the summary that best conveys the key
information the audience needs and wants to see.

Related Topics
• Compensation Components in Workforce Compensation Plan Worksheets

Configure the Summary Displays for Communication,

Performance, and Promotion Task Worksheets
You can include key summary information at the top of communication, performance, and promotion type worksheets.
What people see depends on the population that they're viewing in the detail table.

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1. Enable summary columns.

For all three types of task worksheets, enable the columns that you want to show in the summary section. Here are
some examples:

◦ In the communication-type task worksheet, you enable the Compensation Amount - Component 1 and
Eligibility Status - Component 1 columns.
◦ In the performance-type task worksheet, you enable the Performance Rating, Workers with
Compensation, Actual Percentage, and Total Compensation Percentage columns.
◦ In the promotions-type task worksheet, you enable the Promotions, Percent Promoted, Deviation from
Company Target, and Filter columns.
For communication-type worksheets, you can configure the View or Print column properties to hide the print icon
for ineligible individuals.

For performance-type task worksheets, you can also hide the graph, compensation performance ratings,
performance management ratings, all, or a combination in the summary.

For promotion-type task worksheets, you can also enable subtabs that group table information. For example, you
enable these subtabs: By Team, By Country, By Years in Job, By Performance Management Rating, By Text
Column 1, and Organization Averages.

◦ You configure the specifics for By Text Column 1 on the Detail Table tab, under the User-Defined Columns
group. You can configure the column properties and manage dynamic column conditions and results. The
summary subtab aggregates the values from the detail table for all plan management levels.
◦ If you enable the Organization Averages subtab, you can also enable the specific rows that you want that
table to show. For example, you enable the Team One Level Up, Team Two Levels Up, Department, and
Enterprise rows.
2. Optionally change display names and default sequences.
You can change the display names and default sequences of summary columns, as appropriate for the audience. For
example, you want to make your names more meaningful. So, you change Compensation Amount - Component 1
to Merit Compensation Amount and Eligibility Status - Component 1 to Merit Eligibility Status.

3. Optionally configure plan info.

You can configure the Plan Info property for summary columns in the communication and performance type
worksheets. Use the property to communicate useful information to managers. For example, you share the
expression used to calculate the column values, or add a definition for the column, such as explaining what's compa-
ratio. When you include plan info for a column, people viewing the worksheet see a blue icon with an i in it on the
column header. They click the icon or hover over it to see the information.

4. Configure the summary display options for promotion worksheets.

You can also configure display options for promotion summaries. For example, you enter Company Target -
Average Percent Promoted and Minimum Team Size to See Company Target values. And you set the default
display order and graph bar color.

5. Check the configuration.

To see the worksheet summary just the way that the plan audience will see it when the plan becomes active, use the
Preview tab. You can easily test different summary configurations to find the summary that best conveys the key
information the audience needs and wants to see.

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Related Topics
• Overview of Performance Ratings in Workforce Compensation Plan Worksheets
• Overview of Compensation Change Statements in Workforce Compensation Plan Worksheets

Detail Table Configuration for Compensation, Detail

Table Only, Performance, and Promotion Worksheets
You can enable columns from the personal, alerts, employment, salary, component, promotion, and performance
groups to appear in the main table of task worksheets. You can also configure your own, user-defined text, numeric,
and list columns.

You can enable additional information columns, such as notes, attachments, and histories. You do all of this when you
configure the worksheet display. The compensation, detail table only, performance, and promotion task worksheets all
have a detail table. The communication and approvals worksheets don't.

Display Names and Column Sequences

You can provide meaningful column names for the plan audience by changing the default display names. For example,
you change Eligible Salary - Component 1 to Eligible Salary for Merit Increase. And you can change the default
sequence of any column, as appropriate. Use the Refresh icon on the Column Preview panel to see how the reordered
columns will appear in the table.

Column Properties
You can configure general, visibility and access, default value, and salary and element mapping properties for the
columns you enable. The available sections and properties vary depending on the column.

All columns include a Plan Info property that you can use to communicate useful information to managers. For
example, you share the expression used to calculate the column values, or add a definition for the column, such as
explaining what is compa-ratio. When you include plan info for a column, people viewing the worksheet see a blue icon
with an i in it on the column header. They click the icon or hover over it to see the information.

Preview Tab
To quickly check your page layout configuration for the compensation, detail only, performance, and promotion task
worksheets at any time, use the Preview tab. The preview shows the entire worksheet, including the enabled summary
information, detail table columns, actions, and column-level and plan-level information.

The approvals and communication task worksheets don't have the Preview tab.

Related Topics
• Compensation Component Number and Name, and Detail Table of Worksheet Display
• Overview of Performance Ratings in Workforce Compensation Plan Worksheets

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Approval Subtabs, Columns, and Worker Details Columns

Configuration for Approvals Task Worksheets
Only managers with at least one subordinate manager have the approvals task worksheet in their workforce
compensation plan. Managers use the approvals worksheet to view the status of their subordinate managers' plan
changes, approve or reject submitted changes, or request additional information.

Here's how you configure the display for approvals task worksheets. For all three steps, you can optionally change the
display and default sequence.

1. Enable the worksheet tabs that managers see, such as approvals, compensation overview, salary range
analysis, and alerts.
2. Enable the columns that appear on each tab.
3. Enable the columns that appear on the Worker Details dialog box. Managers open the dialog box when they
click a link in a column that contains the number of workers or a percentage.
The column group names and the approval tab names that you see on the Configure Worksheet Page Layout page need
to match. This way you know which tab you're configuring columns and worker details columns for.

Example
On the Approvals Subtabs tab, you enable the Compensation Overview tab. On the Columns tab, in the Compensation
Overview column group, you enable these columns:

Workers Allocated Budget

• Eligible • Eligible Salary • Overall Budget Amount

• Ineligible • Compensation Amount • Overall Available Budget
• Compensated • Compensation Percentage • Overall Budget Percentage
• Percentage of Workers Compensated

On the Worker Details Columns tab, in the Compensation Overview column group, you enable these columns:

• Allocation columns: Eligible Salary, Compensation Amount - Filtered by Team, and Compensation Percentage
• Effective Date
• Notes

On the Actions tab you can configure the task actions such as Request for Information, Change Access for Managers,
and Export to Workbook. You can also have the Approval chain appear at the top of the page to let managers see where
their plan changes are in the cycle.

When Andy Anderson opens his approvals task worksheet and clicks the Compensation Overview tab, he sees the
columns that you enabled in the table. When Andy clicks the link for his 8 eligible workers, he opens the Worker Details:
Andy Anderson Team dialog box with the worker details columns you enabled.

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Approval Subtabs
Here are descriptions for the approval subtabs on the setup page and on the approvals workeet.

Subtab Description

Approvals You show a hierarchy of all subordinate managers and the status of their plan changes. We recommend
that you leave this subtab enabled.

Compensation Overview You can show how many people were awarded compensation during the cycle, the total amount
allocated, and the total available budget.

Allocation Statistics You can enable up to five buttons. The buttons show the average allocation and allocation spread. They
also show allocations by overall performance rating, by country, and by compensation performance
rating.

Salary Analysis You can enable up to six buttons. The buttons show the compa-ratio, quartile, quintile, and salary
range analysis. They also show the total salary cost and average salary.

Target Analysis You can enable up to three buttons that show the target overview, target versus actual, and deviation
from target.

Performance You can enable up to eight buttons. The performance management buttons show the overall rating,
overall competency rating, overall goal rating, and overall development goal rating. The other buttons
show compensation performance rating, calculated rating, worker potential, and risk of loss.

Promotions You show the number of people whose job, grade, or position changed during the compensation cycle.

Alerts You show all of the currently enabled alerts and the alert counts. You can also let managers view the
affected individuals.

Related Topics
• Configure Approvals for Workforce Compensation Plan Worksheets

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Actions Configuration for Communication,

Compensation, Detail Table Only, Performance, and
Promotion Worksheets
These actions enable managers to set their own defaults using the Personalize Layout tool on their worksheets. You
enable the actions as part of the Configure Worksheet Display task. You set the initial default values using the Configure
Default Worksheet Display task.

You set the initial default values using the Configure Default Worksheet Display task. The specific actions that you can
enable depend on what type of task the worksheet is for. For example, in compensation worksheets, you can enable the
Actions, View, and Format menus and corresponding options that show on the detail table. Communication worksheets
don't have the Actions menu or corresponding options.

For these actions, you also need to enable a corresponding column in the Detail Table tab:

Enabled Action Detail table Column to Also Enable

Any rank workers actions in the Actions > Ranking in the Performance group
Rank Workers group.

Tip: To let managers see full ranking

details, also enable View Ranking
Details in the Right Click Menu group.

View Compensation History in the Right Compensation History in the Additional Information group
Click Menu group.

Manage Notes in the Right Click Menu Notes in the Additional Information group
group.

Any Apply Targets actions in the Apply At least one target column in an enabled component group, such as Target Compensation Amount -
Targets group and Apply Targets in the Component 1
Right Click Menu group

Hide Ineligible Workers Action

This action applies to people with an Ineligible status after the Start Workforce Compensation Cycle and Refresh
Workforce Compensation Data processes evaluate the plan-level eligibility profiles. The action ignores anyone with an
Ineligible status according to eligibility profiles added to the compensation components.

Model Actions
You can add the models task worksheet to the plan using the Configure Models task. And managers can use that task
worksheet for all of their modeling. You can also enable the Model actions for a worksheet to let managers create and
apply models while they're in that worksheet. You don't need to enable model actions to include the model worksheet.
But if you enable any model actions, you also need to configure modeling.

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Preview Tab
To quickly check your page layout configuration for the compensation, detail only, performance, and promotion task
worksheets at any time, use the Preview tab. The preview shows the entire worksheet, including the enabled summary
information, detail table columns, actions, and column-level and plan-level information.

The approvals and communication task worksheets don't have the Preview tab.

Related Topics
• Compensation and Promotion Worksheet Actions
• Performance Worksheet Actions
• Communication Worksheet Actions
• How the Ranking Score Is Calculated

Information Configuration in All Task Worksheet Displays

You can provide managers with important information in the page header of any task worksheet when you configure
the worksheet display.

For example, you can explain policies that apply to merit increases, performance evaluations, or promotions for the
upcoming focal compensation cycle. You can also include links to details.

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52 Worksheets: Column Properties

General Properties of Worksheet Columns

You control the column appearance, position, and data storage using the options available in the General section of the
Configure Column Properties page. The available properties depend on the type of column you're configuring and the
selections you make on the page.

Here's a comprehensive list of the General section properties:

Field Description

Column Read-only field that identifies the column you're configuring the properties for.

Column Width in Pixels Set the specific width, anywhere from 50 to 200 pixels.

Data Type Read-only field that identifies whether the column values are numbers or characters.

Decimal Place to Display Identify the number of places to show to the right of the decimal.

Default Sequence Default position of the column in relation to the other columns in the summary area, detail table, or
dialog box that you're configuring.

Display Name Identify the column with a name that's meaningful to the people working with the workforce
compensation plan.

Enable large amount of text For user-defined text columns 12 -- 15, let managers enter up to 4,000 characters in the column.

Include 0 allocations in summary totals Include the 0 allocations in the summary counts when you start Workforce Compensation plan cycle.

Include in audit trail Include changes made to this column in the audit trail.

Monetary Show the monetary values in the currency selected on the worksheet. The worksheet currency could
be the corporate currency, the manager's preferred currency, or the individual's local currency. When
the manager switches the currency, the worksheet converts the monetary values from the previous
currency to the current currency using the specified conversion rate.

Option to Display in Worksheet For the country column, specify how the country information is displayed. Choices are country code,
country name, and country code and name.

Rounding Rule Specify whether to round numbers up or down and to what decimal place, such as Round down to .01.
Or, you can use currency rounding and make sure to populate Configure Currency Properties using
the Configure Plan Currency task.

Show numeric separators Show separators for numbers, such as commas and periods.

Show totals Include the total for all components in the summary section of the compensation worksheet. Available
for only numeric compensation component columns on the Summary tab.

Value Remains Unchanged Keep the percentages stored in these columns, even when the corresponding amount changes:

• Compensation Percentage of Eligible Salary

• Compensation Percentage of Maximum
• Compensation Percentage of Minimum

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Field Description

• Target Percentage
• Target Percentage Maximum
• Target Percentage Minimum
• Worker Budget Percentage
• Percentage of Budget Pool

Wrap text Adjust row height rather than column width to show all of the value.

Related Topics
• Overview of Worksheet Display in Workforce Compensation Plans

Visibility and Access Properties of Worksheet Columns

You control the visibility of and access to the column using options on the Configure Column Properties page. The type
of column you're configuring determines whether this section is available.

Main Column Settings

Determine whether to include the column in the worksheet and if people can only view data or can also update it using
main column settings. If you enable the column, you can also specify whether it should not appear until the manager
opts to show it. If you initially hide the column, you need to enable View on the Actions tab so that managers can show
it. You can also control general column access. If you set role-based overrides, the main column access setting applies to
all roles not identified as part of the override.

Role-Based Overrides
You can refine column visibility and access by roles. You select the main column setting you want to override. Next you
specify whether the override applies to either the people who have the added roles or who have none of them. And
then you add the applicable roles. Any role-based overrides take precedent over the main column visibility and access
settings.

We recommend that you configure the main column setting to apply to the majority of roles. Then, configure the
override settings for the least affected roles.

Example Configurations
You want everyone but line managers to see the current compa-ratio column.

1. Enable the Salary Range Compa-Ratio - Current column.

2. In the column properties Visibility and Access section, set Override Setting to Not Enabled.
3. Set Condition to User has any of these roles.
4. Add the Line Manager role.

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You want everyone to see the Individual Performance Multiplier user-defined column but only compensation
managers to update values.

1. Enable a user-defined numeric column and name it Individual Performance Multiplier.

2. In the column properties Visibility and Access section, set Override Setting to Updatable.
3. Set Condition to User has any of these roles.
4. Add the Compensation Manager role.
You want everyone to see and update the Individual Performance Multiplier user-defined column. You don't want
alternate approvers who aren't compensation or line managers to view or update it.

1. Enable a user-defined numeric column and name it Individual Performance Multiplier.

2. In the column properties Visibility and Access section, set Override Setting to Not enabled.
3. Set Condition to User has none of these roles.Add the Line Manager and Compensation Manager roles.

Related Topics
• Overview of Worksheet Display in Workforce Compensation Plans
• Performance Considerations for Workforce Compensation Plans

Default Value Properties of Worksheet Columns

You can set default values for the column by selecting from the options available in the Default Values section of the
Configure Column Properties page. The values populate the worksheet column when you run the Start Workforce
Compensation Cycle process.

Here are properties that you can select from to set default values. Unless otherwise specified, after you set a property,
the other properties disappear except Default value subject to refresh. You can see all properties again by clearing the
current setting.

Property Description

Default Value Enter a specific number of series of characters that appears by default in the column.

Default and Override Formula Replace any existing values, including blank, with default values returned by the specified
Compensation Default and Override formula. For example, use a formula to get stored scores, rating,
incentive plan amounts, target percentages, and special earning calculator values. Then use the
formula results to set default values for the column.

To verify that the selected formula returns the expected results, run a test using a sample person
record. Run the test by clicking the Test Condition and Column Results icon next to the formula.

• If you get an incorrect formula, use the Fast Formulas task to correct your formula.
• If you don't see an expected salary, make sure that the person's salary record exists as of the HR
data extract date.
• If a person unexpectedly has an Ineligible status, check the eligibility profile for their assignment.

Compensation Derived Factor Set default column values using a compensation derived factor. You create derived factors for
compensation using the Derived Factors task in the Compensation work area.

Cross Reference Plan Select the workforce compensation plan with the data you want to use as default values in this column.
It can be the same plan.

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Property Description

After you select the plan, you need to specify which cycle and column to extract the default values
from.

External Data Record Type Specify whether the external data you're showing in the column is from a legacy application or third
party.

After you select the record type, you need to select the external data column to get the default values
from, for example, Column 16.

Reference
For descriptions of every worksheet column, see Workforce Compensation Worksheet Configuration Definition
(document ID 1450891.1) on My Oracle Support (support.oracle.com). You can also see this information:

• The navigation path for columns that map directly to a field in Oracle Fusion Global HR Cloud Service
• If you can default column values using a plan cross-reference
• If people can update the values in their plan budget and task worksheets.

Related Topics
• Miscellaneous Rate Component Columns and User-Defined Columns
• Overview of Worksheet Display in Workforce Compensation Plans
• When to Use a Fast Formula or Dynamic Column to Display Information in a Worksheet Column
• Formula Type Is Compensation Default and Override

Cross-Reference Column Properties

You can use values from another column as default values for a column as long as neither column is a percentage
column.

That other column can be in the same worksheet, a different worksheet in the same plan, or a worksheet in a different
plan. For example, you want your managers to see all compensation for the workforce compensation cycle when they're
planning salary and bonus changes. Because they use separate plans to make these changes, you cross-reference the
relevant amounts from the other plan.

• In the salary plan worksheet, you enable a column, such as a miscellaneous rate or user-defined column, to
show the bonus amounts as default values.
• In the bonus plan worksheet, you enable a similar column to show the salary amounts as default values.
Or maybe you want to generate a single compensation change statement that shows the compensation changes from
the multiple plans managers use in the cycle. You create a plan that has only a communication task worksheet. Then
you enable and configure the columns, as shown here.

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Compensation Change Statement Cross-Reference

Column

Compensation Amount - Component 1 Merit plan, Compensation Amount - Component 1 column

Compensation Amount - Component 2 Bonus plan, Compensation Amount - Component 1 column

Compensation Amount - Component 3 Stock plan, Compensation Amount - Component 1 column

The worksheet with the cross-references shows the latest referenced data as soon as people save their changes to that
data.

Cross-Reference Plan
You can cross-reference a column from any active plan, even plans with no started cycles. You can even cross-reference
the same column in the same plan worksheet to use values from a previous workforce compensation cycle. For
example, you want managers to consider target amounts or bonuses from the previous cycle when they make their plan
changes in the current cycle.

Managers can't see the default values for plans with no started cycles. You need to run the Start Workforce
Compensation Cycle process for the relevant plans and then they can see the default values.

Cycle Matching
Here's how you can specify which started workforce compensation cycle to get the referenced values from. The plan
cycle name and extract dates come from the plan cycles configurations of the plan with this worksheet and the cross-
referenced plan.

Value Description

Same Cycle Extract Date Get the reference data from the plan cycle with the same HR data extraction date as this plan's cycle.

Same Cycle Display Name Get the reference data from the plan cycle with the same name as this plan's cycle.

Previous Cycle Extract Date Get the reference data from the plan cycle with the HR data extraction date that's closest to, but still
before this plan cycle's extract date.

Latest Cycle Extract Date Get the reference data from the most recent plan cycle, without regard to this plan cycle's extract date.
Typically, you use this value in a plan that's always available and automatically clears after the new
cycle runs.

Reference
For descriptions of every worksheet column, see Workforce Compensation Worksheet Configuration Definition
(document ID 1450891.1) on My Oracle Support (support.oracle.com). You can also see this information:

• The navigation path for columns that map directly to a field in Oracle Fusion Global HR Cloud Service
• If you can default column values using a plan cross-reference
• If people can update the values in their plan budget and task worksheets.

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Related Topics
• Default Value Properties of Worksheet Columns
• Overview of Worksheet Display in Workforce Compensation Plans

Formula Type Is Compensation Default and Override

To determine the default values for a worksheet column in a workforce compensation plan, you can create formulas
using the Compensation Default and Override formula type.

Here's a comprehensive list of the contexts available to this type of formula:

• DATE_EARNED
• EFFECTIVE_DATE
• END_DATE
• START_DATE
• HR_ASSIGNMENT_ID
• HR_TERM_ID
• JOB_ID
• LEGISLATIVE_DATA_GROUP_ID
• COMPENSATION_RECORD_TYPE
• ORGANIZATION_ID
• PAYROLL_ASSIGNMENT_ID
• PAYROLL_RELATIONSHIP_ID
• PAYROLL_TERM_ID
• PERSON_ID
The database items available for this type of formula are related to Person, Assignment, Salary, Element Entries,
Compensation Record, and From and End Dates.

These are the input variables available to this type of formula:

Input Value Data Type Required Description

CMP_IV_PLAN_ID Number Y Unique numeric identifier for the

workforce compensation plan

CMP_IV_PERIOD_ID Number Y Unique numeric identifier for the

fiscal calendar period

CMP_IV_COMPONENT_ID Number Y Unique numeric identifier for the

workforce compensation plan
component

CMP_IV_ITEM_NAME Char Y Name for the workforce

compensation plan item

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Input Value Data Type Required Description

CMP_IV_PERSON_ID Number Y Unique numeric identifier for the

individual associated with the
workforce compensation plan

CMP_IV_PLAN_START_DATE Date Y Date when the workforce

compensation plan becomes active

CMP_IV_PLAN_END_DATE Date Y Date when the workforce

compensation plan becomes
inactive

CMP_IV_PLAN_ELIG_DATE Date Y Date when the workforce

compensation plan becomes
eligible

CMP_IV_PERFORMANCE_EFF_ Date Y Date to use for compensation

DATE performance ratings

CMP_IV_PROMOTION_EFF_DATE Date Y Date on which job, grade, and

position changes take effect

CMP_IV_XCHG_RATE_DATE Date Y Date when the Start Workforce

Compensation Cycle and Refresh
Workforce Compensation Data
processes obtain conversion rates
from the general ledger daily rates
table.

CMP_IV_ASSIGNMENT_ID Number Y Date to use for assignments

These are the return variables available to this type of formula:

Return Value Data Type Required Description

L_DEFAULT_VALUE Number/Char/Date Y Default value from the formula.

The date should be in yyyy/mm/
dd format

L_DATA_TYPE Char Y Data type of the column

This sample formula determines the value of a column based on its item name.
/***********************************************************
FORMULA NAME : Compensation Default and Override Formula
FORMULA TYPE : Compensation Default and Override
DESCRIPTION : Defaults the value of a column based on its item_name
*************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/

INPUTS ARE CMP_IV_PLAN_ID (number), CMP_IV_PERIOD_ID (number), CMP_IV_COMPONENT_ID (number),
CMP_IV_ITEM_NAME (text)
/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/

DEFAULT FOR CMP_IV_ITEM_NAME IS 'YYYYYYY'

L_DEFAULT_VALUE = to_char(0)
IF (CMP_IV_ITEM_NAME = 'AmountComp1') THEN
(

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L_DEFAULT_VALUE = to_char(3333)
)
ELSE IF (CMP_IV_ITEM_NAME = 'AmountComp2') THEN
(
L_DEFAULT_VALUE = to_char(7777)
)
ELSE
(
L_DEFAULT_VALUE = to_char(-999)
)
RETURN L_DEFAULT_VALUE

/*================ FORMULA SECTION END =======================*/

Related Topics
• Default Value Properties of Worksheet Columns
• Formula Compilation Errors
• Formula Execution Errors
• When do I run the Compile Formula process?
• Example of Writing a Fast Formula Using Formula Text

Sample Compensation Default and Override Formulas

You can test setting default values for worksheet columns in a workforce compensation plan using these sample
formulas of type Compensation Default and Override. You can also use these sample formulas to create your own
versions.

CMP_ELIGIBLE_SALARY_PRORATION_DAILY_AVERAGE
Calculates the eligible salary by averaging the daily salary. The formula accounts for number of days that a salary is in
effect during the evaluation period of the workforce compensation cycle.

CMP_ELIGIBLE_SALARY_PRORATION_MONTH_END_AVERAGE
Calculates the eligible salary by averaging the salary on the last day of each month in the evaluation period of the
workforce compensation cycle. The calculation uses the salary on the last day of the evaluation period for midmonth
evaluation end dates.

CMP_ELIGIBLE_SALARY_PRORATION_DAILY_AVERAGE_NINETY_DAY_MIN
Calculates the eligible salary by averaging the daily salary. The formula accounts for the number of days that a salary
is in effect during the evaluation period of the workforce compensation cycle. It returns 0 for people who worked fewer
than 90 days.

CMP_ELIGIBLE_SALARY_PRORATION_DAILY_AVERAGE_USING_FTE
Calculates the eligible salary by averaging the daily salary adjusted for part-timers. The formula accounts for the
number days that a salary is in effect and FTE during the evaluation period of the workforce compensation cycle.

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CMP_ELIGIBLE_SALARY_PRORATION_DAILY_AVERAGE_FOR_JOBS
Calculates the eligible salary by averaging the salary for the number of days the person holds a specific job code on the
assignment. The formula accounts for the number of days that a salary is in effect during the evaluation period of the
workforce compensation cycle.

Related Topics
• General Properties of Worksheet Columns
• Formula Type Is Compensation Default and Override

Salary and Element Mapping Properties of

Compensation Amount Columns
You can specify whether approved compensation amount changes for the component transfer to HR as single
payments or as adjustments to people's salary amounts. Use the options in the Element Mapping section of the
Configure Column Properties page.

Single Payment
To pay the changes as a single payment, set Post as Salary to No. Then add the payroll elements to use to pay the
specified compensation amount. You can add multiple payroll elements to accommodate payments in different
currencies and to pay people in different legislative data groups.

Base Pay Adjustment

To adjust base pay by the specified compensation amount, set Post as Salary to Yes. When the Transfer Workforce
Compensation Data to HR process runs, it updates each person's salary with the amount stored in the compensation
amount column of the component. You can also post any itemized adjustments for future reference.

Related Topics
• Compensation Components in Workforce Compensation Plan Worksheets
• Compensation Component Number and Name, and Detail Table of Worksheet Display
• How You Enable Salary Itemization Using Incremental Components
• Incremental Salary Component Lookups

Post Incremental Itemized Salary Adjustments in a

Workforce Compensation Plan to HR

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To post the component amount change as an itemized adjustment, you select the applicable incremental salary
component. The Transfer Workforce Compensation Data to HR process then updates each person's salary. It also
adds the incremental salary component and that component adjustment amount to the salary for future reference.

To post the compensation amounts of all enabled incremental components as a single adjustment to each person's
salary, leave these fields blank:
• Salary Component
• Salary Includes Simple Components

Example Configuration
Your workforce compensation plan has a compensation task worksheet with the Merit and COLA compensation
components enabled. A manager uses the worksheet to give someone a $5,000 merit increase and a $1,500 cost of
living increase. Here's how you configure the column properties so both component amounts increase the person's
salary amount by $6,500. The adjustments also transfer for future reference.

• For both components, set Post as Salary to Yes.

• For the Compensation Amount - Merit component, set Salary Component to Merit.
• For the Compensation Amount - COLA component, set Salary Component to Cost of living.

Related Topics
• Considerations for Using Salary Bases with Incremental Components versus Simple Components
• Salary Amount Is Determined by Incremental Components
• How You Enable Salary Itemization Using Incremental Components
• Compensation Components in Workforce Compensation Plan Worksheets
• Compensation Component Number and Name, and Detail Table of Worksheet Display

Post Salary Compensation Amounts to Simple

Components in a Workforce Compensation Plan to HR
You can distribute and post salary compensation amounts back to people whose salaries include simple components
through the transfer process.

You navigate to the properties for the compensation amount worksheet column you use for your salary increases and
scroll down to the Salary and Element Mapping section.
1. Select the Yes option for Post as Salary.
2. Select the Yes, manager does not enter simple components option for Salary Includes Simple Components.
You may also have Salary Includes Rates enabled.
If you choose the Yes, manager enters simple components option, you need to configure the section on the Individual
Worker Display page instead.

Only those salary bases that use simple components appear in the search. After you select a salary basis, the associated
simple components appear. The derived components that contribute to the overall salary are also listed in the table, but
they don't have any distribution setup support.

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Related Topics
• Considerations for Using Salary Bases with Incremental Components versus Simple Components
• Salary Amount Is Determined by Simple Components
• Compensation Components in Workforce Compensation Plan Worksheets
• Compensation Component Number and Name, and Detail Table of Worksheet Display

Rate Application Result Options for Salary Adjustments

to Simple Components
When you run the Transfer Workforce Compensation Data to HR process you select one of the rate application result
options.

Here are the 4 rate application result options:

Rate Application Result Options

Option Results

Amounts Rate receives a change amount as entered here (which can be an increment or decrement amount to
previous rate value).

Percentages Rate receives a change amount as a percentage of the base salary change amount (increment/
decrement in base salary).

Percentage of Remaining The application first allocates the rates that use Amount or Percentage type of result and arrives at
the remaining increment in base salary. Then it applies the specified percentage on this remaining
increment amount to arrive at the change amount for the rate.

Balances Rate receives the balance increment remaining after calculating other rates.

Related Topics
• Considerations for Using Salary Bases with Incremental Components versus Simple Components
• Salary Amount Is Determined by Simple Components
• Compensation Components in Workforce Compensation Plan Worksheets
• Compensation Component Number and Name, and Detail Table of Worksheet Display

Considerations for Posting Salary Adjustments to Simple

Components
You need to consider these points when you post salary adjustments to simple components.

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Consider the following:

• The Balance rate application result method is required for each salary basis you configure.
• The simple component distribution condition builder uses worksheet columns only.
• Derived components get calculated as usual during transfer process. All other rate types allow for distribution
setup.
• The Transfer process doesn't post the salary if the overall salary after distribution doesn't match the salary
proposed in the worksheet.
• The Overall Salary, Fixed Amount and Fixed Percentage simple components won't have any distribution
setup, so you can't edit the Rate Application Results and Valuefields for those simple components.
• You can edit the rate application results for the simple components of User enters amount and User enters
percentage types.
• Simple components of type Progression Grade Ladder Rate aren’t supported.

Related Topics
• Considerations for Using Salary Bases with Incremental Components versus Simple Components
• Salary Amount Is Determined by Simple Components
• Compensation Components in Workforce Compensation Plan Worksheets
• Compensation Component Number and Name, and Detail Table of Worksheet Display

How to Post Back Salary Changes for People Whose FTE

is Less Than 1
When workers have an FTE that is less than 1 you can let managers edit the Base Salary Change Amount and Base
Salary Percentage Change columns in the worksheet.

When you configure the columns in setup and your plan has a single salary component, you need to deselect the Read-
Only check box to let managers edit the column in the worksheet because the value is selected by default. Managers
enter the salary change amount and the worksheet uses that amount to reverse calculate the compensation amount in
the plan frequency.

Rounding Rule Behavior When You Post Back Salary

Changes for People Whose FTE is Less Than 1
You configure the rounding rules when you set up the salary information columns. The application applies rounding
rules when managers edit the columns in the worksheet.

Here’s how the application rounds the amounts:

• Base Salary – You can configure rounding rules in setup for Base Salary - New, Base Salary Change Amount,
and Base Salary Percentage Change columns.

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• If all three of the columns have rounding rules, only the rounding rule on Base Salary - New column is honored
and the other rounding rules are ignored.
• If there's no rounding rule configured for Base Salary - New, and both Base Salary Change Amount and Base
Salary Percentage Change columns have rounding rules configured, preference is given to Base Salary Change
Amount. Rounding rule configuration on Base Salary Percentage Change is ignored.
• If there is no rounding rule on either Base Salary - New or Base Salary Change Amount, a rounding rule on Base
Salary Percentage Change is honored.
• Here's the order of preference for rounding rules. It depends on which column you've configured a rounding
rule:

a. Base Salary - New

b. Base Salary Change Amount
c. Base Salary Percentage Change

Rounding Rule Behavior for Base Salary – Current

Column
You can configure a rounding rule when you set up the Base Salary - Current column. The rule applies when managers
edit the column in the worksheet.

The salary data of the assignment without rounding applies for this column by default. If the data comes from a column
default, like a fast formula, then the rounding rule you configure for the column during setup applies.

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Configurations

53 Worksheets: Dynamic Columns in

Worksheet Display Configurations

Overview of Dynamic Columns in Workforce

Compensation Plan Worksheets
You can calculate and display values that vary by individual for many worksheet columns, including most percentage
columns. You do this by building conditional expressions for the appropriate columns. For example, you want to base
the bonus eligible salary on the current annual salary.

You can also determine the values in one column using values in another column. For example, as part of the annual
bonus review, you want to show managers the bonus target amounts to consider during allocations. You build a
dynamic calculation that varies the Bonus Target Amount by each individual's performance rating. For example, people
with an Outstanding performance rating have a bonus target amount that's 10% of their bonus eligible salary. People
with a Meets rating have an amount that's 5%.

Validation and Testing

You can validate each condition as you build it and test all conditions and column results on the Dynamic Calculation
page. You can also export the conditions on the page to review and validate them outside of the worksheet
configuration.

Column Information Sourced Outside the Plan

When the information source for a column is outside the workforce compensation plan, you might need to run the
Refresh Workforce Compensation Data process. For example, dynamic columns that depend on the performance
management overall rating might not show the actual performance rating until after you run the refresh process.

Evaluation Order, Sequence, and the Default Condition

of Dynamic Worksheet Columns
The evaluation order of dynamic columns identifies the calculation order when the condition of one column uses the
results of another column.

For example, you build the dynamic column condition of the Target Compensation Amount Minimum component
column to use eligible salary. You set the evaluation order to 1 for the dynamic column of the Eligible Salary component
column. And you set the evaluation order to 2 for the corresponding Target Compensation Amount Minimum
component column. This way the dynamic column for target compensation uses the appropriate eligible salary in its
conditions.

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Sequence and Default Condition

The sequence identifies the calculation order for conditions on the same Dynamic Column page. The worksheet
evaluates every condition for the column in sequence order. The default condition is the condition to use when no
other conditions are met, so it has to always be the highest sequence. For example, condition 1 gives people with a
performance rating of 5 a 10% bonus. For people who don't have a 5, condition 2 checks to see if they have a 4. If they
do, they get a 5% bonus. Condition 3, the default condition, says that everyone else doesn't get a bonus. If you don't
select a default condition and no conditions are met, the column displays no values.

Configure conditions that cover the most workers with the highest sequence numbers to improve worksheet and batch
process performance. Test a few dynamic calculations at a time to assess the performance impact and decide what level
of impact the plan audience can accept.

Related Topics
• Configure the Compensation Amount Dynamic Column of the Bonus Component to Reward High Performers

Triggering Events for Conditions of Dynamic Columns

and Alerts
You specify when to evaluate the conditions of dynamic columns and alerts by selecting one or more of these triggering
events:

Triggering Event Description Dynamic Column Example Alerts Example

Start compensation cycle When the Start Workforce Calculate the eligible salaries that Let the worksheet managers know
Compensation Cycle process managers use during the cycle. that an individual got a recent pay
runs, it calculates the results for increase and isn't eligible.
all dynamic column and alert
conditions.

Refresh data When the Refresh Workforce Re-evaluate people's eligibility Let the worksheet manager know
Compensation Data process for the workforce compensation that performance management
runs, it re-evaluates all dynamic plan and worksheet compensation ratings were updated and target
conditions, fast formulas, and components. ranges were adjusted.
the HR data used in dynamic
conditions. It also re-evaluates all
alert conditions.

Change worksheet data When managers enter or change Calculate people's total Let the worksheet manager know
the value and leave the field, compensation amount after that they're giving an individual
the worksheet re-evaluates the managers make changes to current more than the target and they
condition and corresponding salary amounts. need to provide a justification.
results.

This trigger might slow worksheet

performance. The more dynamic
columns you use or the more
conditions for the dynamic column,
the longer the worksheet takes
to respond. For example, you
select this option on four dynamic
columns, each with five conditions.
When the manager tabs out of a

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Triggering Event Description Dynamic Column Example Alerts Example

worksheet field, the worksheet

evaluates all 20 conditions,
regardless of whether the column
has dynamic column settings.
Use it for only column results that
depend on data that changes in the
worksheet.

Related Topics
• Configure the Compensation Amount Dynamic Column of the Bonus Component to Reward High Performers

Descriptions for Dynamic Worksheet Column Conditions

You can add up to 1600 characters of meaningful description for the dynamic column condition. Make it clear to
people reviewing the worksheet column configuration in later workforce compensation cycles what the purpose of the
condition is.

You can also explain from where or when information from outside the worksheet came. Click the Edit icon next to the
field to add or change text.

Related Topics
• Configure the Compensation Amount Dynamic Column of the Bonus Component to Reward High Performers

Basic and Advanced Tabs When Building a Condition for

a Dynamic Column or an Alert
You can build a condition by selecting worksheet columns, operators, and values in the appropriate order. Use the
Basic tab of the Edit Condition dialog box. You can build or edit a condition directly in the Column Results field on the
Advanced tab.

Reference
For descriptions of every worksheet column, see Workforce Compensation Worksheet Configuration Definition
(document ID 1450891.1) on My Oracle Support (support.oracle.com). You can also see this information:

• The navigation path for columns that map directly to a field in Oracle Fusion Global HR Cloud Service
• If you can default column values using a plan cross-reference
• If people can update the values in their plan budget and task worksheets.

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To help you locate columns, the document Worksheet Configuration tab organizes information in the same groupings
as the Configure Worksheet Page Layout pages.

Related Topics
• Configure the Compensation Amount Dynamic Column of the Bonus Component to Reward High Performers

Configure the Compensation Amount Dynamic Column

of the Bonus Component to Reward High Performers
Here's how you can configure the dynamic column of the Compensation Amount - Bonus component to calculate
bonuses according to performance ratings.

For example, people with outstanding performance ratings get a bonus that's 10% of their annual salary. People who
exceed expectations get a 5% bonus. People with other performance ratings don't get any bonus.
Before you start
You need to complete these configuration tasks before you can configure the dynamic column:

1. Create a workforce compensation plan using the Workforce Compensation Plans task.
2. Configure a bonus compensation component using the Configure Compensation Components task.
3. Configure performance management or compensation performance ratings that use a scale of 1 to 5 where 5 is
Outstanding and 4 is Exceeds. Use the Configure Performance Ratings task.
4. Enable the appropriate performance rating columns and the Compensation Amount column of the bonus
component using the Configure Worksheet Display task.

Here's what to do
1. Configure the dynamic compensation amount column.
a. In the row for the bonus component Compensation Amount column, click the Dynamic Column icon.
b. On the Dynamic Column page, select the Start compensation cycle and Refresh data triggering events.
2. Build the condition for people with a 5 rating.
This condition identifies people with a performance management rating of 5 and awards them a bonus that's 10% of
their annual full-time salary.

a. Click the Add icon.

b. In the Sequence field, enter 1.
c. Identify the eligible people.
i. Under Condition, the Create or Edit Expression icon.
ii. On the Edit Condition dialog box, Basic tab, click Build Condition.
iii. In the Column field, select Performance Management Overall Rating.
iv. In the Operation field that appears, select Equals.
v. In the Fixed Value field that appears, enter 5.
vi. Click Done.
vii. Optionally, click Validate. On the confirmation, click OK.
viii. Click Apply.
d. Award the 10% bonus.

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i. On the Dynamic Column page, under Column Results, click the Create or Edit Expression icon.
ii. On the Edit Column Result dialog box, Basic tab, select Equation.
iii. Click Switch to Column.
iv. In the Column field that appears, select Annualized Full-Time Salary - Current.
v. Click Next.
vi. In the Operation field that appears, select Multiplied by.
vii. In the Fixed Number field, enter .1.
viii. Click Done.
ix. Click Apply.
e. Add the description.
i. On the Dynamic Column page, under Description, click the Create or Edit Description icon.
ii. On the Description dialog box, enter Award a 10% bonus to people with a performance rating of 5,
which identifies them as outstanding.
iii. Click Apply.
3. Build the condition for people with a 4 rating.
This condition identifies people with a performance management rating of 4 and awards them a bonus that's 5% of
their annual full-time salary.

a. Click the Add icon.

b. In the Sequence field, enter 2.
c. Identify the eligible people.
i. Under Condition, the Create or Edit Expression icon.
ii. On the Edit Condition dialog box, Basic tab, click Build Condition.
iii. In the Column field, select Performance Management Overall Rating.
iv. In the Operation field that appears, select Equals.
v. In the Fixed Value field that appears, enter 4.
vi. Click Done.
vii. Optionally, click Validate. On the confirmation, click OK.
viii. Click Apply.
d. Award the 5% bonus.
i. On the Dynamic Column page, under Column Results, click the Create or Edit Expression icon.
ii. On the Edit Column Result dialog box, Basic tab, select Equation.
iii. Click Switch to Column.
iv. In the Column field that appears, select Annualized Full-Time Salary - Current.
v. Click Next.
vi. In the Operation field that appears, select Multiplied by.
vii. In the Fixed Number field, enter .05.
viii. Click Done.
ix. Click Apply.
e. Add the description.
i. On the Dynamic Column page, under Description, click the Create or Edit Description icon.
ii. On the Description dialog box, enter Award a 5% bonus to people with a performance rating of 4,
which identifies them as exceeds expectations.
iii. Click Apply.

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4. Build the condition for people with lower ratings.
This condition identifies people with a performance rating that's less than 4 and doesn't award them any bonus.

a. On the Dynamic Column page, click the Add icon.

b. In the Sequence field, enter 3.
c. Select Default.
d. Award no bonus to everyone who failed to meet the other two conditions.
i. Under Column Result, click the Create or Edit Expression icon for the expression you just created.
ii. On the Edit Column Results dialog box, Basic tab, in the Fixed Value field, enter 0.
iii. Click Done.
iv. Click Apply.
e. Add the description.
i. On the Dynamic Column page, under Description for the condition you just created, click the Create
or Edit Description icon.
ii. On the Description dialog box, enter Don't award any bonus to people with a performance ratings
below 4.
iii. Click Apply.
5. Test the dynamic column conditions.
a. On the Dynamic Column page, click the Test Condition and Column Results icon.
b. On the Test Condition dialog box, complete the fields, as shown here.

Variable Name Test Value

Performance Management Overall 5

Rating

Annualized Full-Time Salary - 50000

Current

c. Click Test.
d. Verify that the results are what you expected and click OK.

Related Topics
• Overview of Dynamic Columns in Workforce Compensation Plan Worksheets

When to Use a Fast Formula or Dynamic Column to

Display Information in a Worksheet Column
You can vary worksheet column results using fast formulas and dynamic columns. The best method depends on the
data you use, the complexity of the calculation, and how frequently you refresh worksheet data.

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Data Used
Fast formulas can use any Oracle Fusion application data with a database item. Dynamic columns conditions can use
other worksheet columns.

Calculations
Fast formulas can be anywhere from simple to complex with multiple compound conditions or multiple database
records. Dynamic columns have simple if-then conditions or a few compound conditions.

Initializing and Refreshing Values

For both fast formulas and dynamic columns, the Start Workforce Compensation Cycle process sets the initial column
values. The Refresh Workforce Compensation Data process re-evaluates column values every time it runs with one of
these options selected:

• Refresh column defaults

• Full refresh

Dynamic column values are also re-evaluated if the refresh process runs with the Refresh dynamic columns option
selected. And they're re-evaluated every time a manager leaves a column field if the dynamic column configuration has
Change worksheet selected.

Configuration Process
You create formulas using the Fast Formulas task. You link them to worksheet columns using the Properties icon of the
worksheet column. You build dynamic conditions using the Dynamic Columns icon of the worksheet column.

Related Topics
• Overview of Dynamic Columns in Workforce Compensation Plan Worksheets
• Formula Type Is Compensation Default and Override
• Overview of Using Formulas

Copy Dynamic Column Configurations

You can copy dynamic column configurations from one plan to another or from one column to another within the same
plan.

Here’s how you copy dynamic column configurations from one plan to another or from one column to another within
the same plan:

1. Navigate to the Dynamic Column configuration page for the column you want to copy from.
2. Select the copy or duplicate icon on the toolbar. The Copy Dynamic Expressions page opens. On this page, you can
copy dynamic calculation expressions from the current plan or select a different plan.
3. Select the plan. The Source Display Name list of values lets you select a dynamic calculation to copy. Only the
columns that have dynamic calculations configured appear in the Source Display Name list of values. The Column
Names From columns shows the column names used in the dynamic expression based on the selection.

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4. Show either the Current Plan names or the Source Plan names. If more than one dynamic expression exists for a
selected dynamic calculation, you can select and copy all or select some dynamic expressions to copy.
5. Select an option. The dynamic expressions are copied to the target column, and you receive a confirmation message.
6. Click Done to return to the Dynamic Column configuration page to view the copied expressions.
7. Save your changes. Newly added dynamic expressions have an icon to the left of the sequence number.

Related Topics
• Overview of Dynamic Columns in Workforce Compensation Plan Worksheets

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Component Columns, and Promotion Effective Date

54 Worksheets: Configuration Guidance for

Salary and Budget Component Columns, and
Promotion Effective Date

Guidelines to Configure the Eligible Salary Component

Columns
Many fast formulas and dynamic column conditions use eligible salary to determine percentages, such as allocation,
target, and worker budget percentages. So when you use percentage columns, you need to configure the Eligible Salary
column for each component enabled in the plan.

For example, you make eligible salary equal to each individual's current base pay. Or you might prorate their eligible
salary according to various factors, such as length of service or geographic location. You need to configure the Eligible
Salary column when the component budget pool stores budgets as percentages.

• To use a fast formula or derived factor to determine default values, you configure the column properties. You
can copy and modify delivered samples of eligible salary proration formulas using the Fast Formula task in the
Compensation work area. Use the samples with the Compensation Default and Override formula type.
• To build conditions that determine each individual's eligible salary, you configure the dynamic column settings.
• Worker budget percentages

Related Topics
• Default Value Properties of Worksheet Columns
• Overview of Dynamic Columns in Workforce Compensation Plan Worksheets
• Compensation Components in Workforce Compensation Plan Worksheets
• Formula Type Is Compensation Default and Override

Guidelines to Configure the Budget Amount - Worker

Component Columns
You can use compensation fast formulas to calculate the default monetary amounts shown in the Budget Amount -
Worker column of each enabled plan component. Or you can use dynamic column conditions to calculate the amounts.

Both formulas and conditions calculate the amounts in the individual's currency, determined by the local currency
determination code of the compensation component. But, budget and task worksheets store the amounts in the plan
currency. To calculate and show the correct results, dynamic column conditions need to divide the local currency value
by the corresponding Currency Conversion Rate component column.

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Related Topics
• Default Value Properties of Worksheet Columns
• Overview of Dynamic Columns in Workforce Compensation Plan Worksheets
• Compensation Components in Workforce Compensation Plan Worksheets
• Formula Type Is Compensation Default and Override

Guidelines to Allocate Compensation as Percentage of

Budget
You can allocate compensation as a percentage of the budget pool instead of as a percentage of eligible salary or a flat
amount.

If you enable the Percentage of Budget column for any component, here's what else you need to do:

• On the Configure Worksheet Page Layout page, Detail Table tab, disable the Percentage of Eligible Salary
column for the corresponding component. Also make sure that the Value remains unchanged and Rounding
Rule column properties aren't selected. Use the Configure Worksheet Display task.
• On the Configure Modeling page, disable these allocation methods using the Configure Modeling task.

◦ Allocate n percent of eligible salary

◦ Increase n percent of eligible salary

Rounding Rules
The rounding rule set for the corresponding Compensation Amount column affects the amount calculated for
the Percentage of Budget Pool column. For example, a manager whose overall budget is 900 USD enters 4 in the
Percentage of Budget Pool column. Here are the amounts when the corresponding Compensation Amount column
does and doesn't have a rounding rule of Round to the nearest 10.

Column Calculation Amount with Rounding Amount without Rounding

Component Amount Entered Percentage / 100 * Overall 40 36

Budget Amount

(4 / 100) * 900

Percentage of Budget Compensation Amount / Overall 4.44 4

Budget Amount

If you set a rounding rule for a Compensation Amount column, don't set a rounding rule for the corresponding
Percentage of Budget Pool column. Or if you select Use currency rounding for the Compensation Amount column,
don't select it and the rounding rule property for the Percentage of Budget Pool column. If you want to round the
percentage instead of the compensation amount, you do the opposite. Set either the Rounding Rule or the Use
currency rounding property for the Percentage of Budget Pool column. And make sure that neither property is set for
the Compensation Amount column.

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Component Columns, and Promotion Effective Date

Guidelines to Configure Default Values for the Promotion

Effective Date Column
The batch processes for workforce compensation use promotion effective dates in plan worksheets to get new salary
ranges and compa-ratios.

The processes also use the dates to get other salary metrics when the promotion includes a change to the person's
grade. You can set a default effective date for everyone promoted through a workforce compensation plan using the
Configure Plan Cycles task. Then, you can enable the Promotion Effective Date column in the appropriate task
worksheets and configure the column properties.

• Let managers override the default date for individuals they promote during the compensation cycle.
• Specify whether the Refresh Workforce Compensation Data process refreshes the Promotion Effective Date
column values.

Subject to Refresh What Happens

Yes a. A manager overrides the default promotion effective date.

b. The Refresh Workforce Compensation Data process changes the worksheet column
date back to the default promotion effective date set for the plan cycle.
c. The process uses the default date to refresh the corresponding salary metrics.

No The Refresh Workforce Compensation Data process uses the promotion effective date to
refresh the corresponding salary metrics. The date in the worksheet column is from either of
these sources:

◦ Default promotion effective date for the plan cycle

◦ Manager-entered date

Related Topics
• Workforce Compensation Plan Cycle Dates
• Default Value Properties of Worksheet Columns
• Overview of Worksheet Display in Workforce Compensation Plans
• Refresh Workforce Compensation Data Process

Update Grade Step as Part of a Workforce Compensation

Cycle
You can let managers update a person's Grade Step as a part of a workforce compensation cycle when you configure the
worksheet display.

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Component Columns, and Promotion Effective Date
As a part of the column properties, only the Proposed Grade Step is included in the audit trail and allowed for updates.
The Proposed Grade Step column is read only by default. You must explicitly choose to allow worksheet managers
to update the column. All 3 new columns can be initially hidden, enabled, allow for role-based column access to be
configured, and used in dynamic calculations and alerts. The columns are available for display in Individual Worker
Display and Administer Workers.

Proposed Grade Column When You Update the Grade

Step
Depending on the criteria met for the assignment, values are shown from one of these sets: All Grades of the set, Valid
Grades of Position and Job, or Grades of the assignment grade ladder.

• When the assignment doesn't have a Grade Ladder and if the profile option PER_ENFORCE_VALID_GRADES is
disabled the Proposed Grade list of values shows all the Grades available for the respective set.
• When the assignment doesn't have a Grade Ladder and if the profile option PER_ENFORCE_VALID_GRADES is
enabled the Proposed Grade list of values shows all Valid Grades available depending on the Position or Job for
the respective set.
• When the assignment has a Grade Ladder, regardless of the value of the profile option
PER_ENFORCE_VALID_GRADES, the Proposed Grade list of values shows the Grades with respect to the Grade
Ladder.

Worksheet Effects When You Update the Grade Step

The Proposed Grade Step column shows the steps of a Grade if the Grade is part of a Grade Ladder configured to use
Grade and Steps.

When you select a Grade using the Proposed Grade column, and if the Grades are from a Grade Ladder configured to
use Grade and Steps, the first Step in the sequence shown by default. Worksheet managers can change or override it
with any of the Steps from the list of values. When the Proposed Grade column isn’t filled with a selected Grade and if
the current Grade is part of a ladder that configured to use Grade and Steps, the Proposed Grade Step drop down shows
the respective Steps for the current Grade. In a scenario where the Proposed Grade or Current Grade doesn't have Steps,
the Proposed Grade Step list of values remains blank.

Note: The Compensation Amount Column you selected to post as salary is READ-ONLY for people with a Grade
Ladder with Include salary updates set to Yes. Their compensation amount is calculated based on the value selected
in the Grade Step column.

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Base Salary - New Column When You Update the Grade

Step
When a Grade Step is proposed in the worksheet, it automatically fetches the Step value as the new base salary, subject
to these conditions:

• The Grade Ladder should be of type Grade and Step.

• The Grade Ladder should have Include salary updates set to Yes.
• The Grade Ladder should have Salary Calculation Method set to Use grade step rate.
• There should be only one component in the Workforce Compensation plan that has its compensation amount
set to Post as salary.
• Worker's salary basis type isn’t Salary Rates or Simple Components.
If the Proposed Grade Step's value can't be determined, the Base Salary - New column in the worksheet (along with the
associated compensation amount column) is set to null. This happens in these cases:

• The Grade Ladder's currency doesn't match the base salary currency of the worker.
• The Proposed Grade Step doesn't have a value defined in the Grade Ladder.
The Base Salary - New (along with the associated compensation amount column) becomes read-only. You can only
propose it by selecting a Proposed Grade Step when these conditions are met:

• The Grade Ladder is of type Grade and Step.

• The Grade Ladder has Include salary updates set to Yes.
In other cases, the column behavior remains as before. The application calculates the Base Salary - New based on the
Step value using this formula:
Base Salary - New = (Step Value * Step Annualization Factor) / (Pay Annualization Factor)

If the base salary frequency of the worker isn't hourly and Salary Adjustment Type of the ladder is set to a value other
than blank (FTE less than 1 only OR FTE not equal to 1) and the FTE of the worker's assignment matches the selection,
then FTE adjustment happen using this formula:
Base Salary - New = (Step Value * Step Annualization Factor * FTE of the worker's assignment) / (Pay
Annualization Factor)

Downloaded Workbook When You Update the Grade

Step
If you select the Manage in Workbook option the downloaded workbook has these columns: Current Grade Ladder,
Current Grade Step, and Proposed Grade Step.

The first 2 are read-only columns and the last one is editable according to how you set up the preferences. The
downloaded workbook works the same way the worksheet does.

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Component Columns, and Promotion Effective Date
People can select Proposed Grade Step values either from the list of values of the Proposed Grade Step column by
double-clicking on the respective cell or by entering a value in the cell and uploading it.

Note: The Proposed Grade Step list of values shows the values according to the existing Grade or Proposed Grade
value. If people select a new Proposed Grade in the downloaded workbook the Proposed Grade Step list of values
shows step values according to the old Grade or Proposed Grade value until the new Proposed Grade is uploaded.

If people enter a valid Proposed Grade value but an invalid Proposed Grade Step value, the upload fails.

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Implementing Compensation Worksheets: Miscellaneous Rate Component Columns,
User-Defined Columns, and External Data in Task
Worksheets

55 Worksheets: Miscellaneous Rate

Component Columns, User-Defined Columns,
and External Data in Task Worksheets

Miscellaneous Rate Component Columns and User-

Defined Columns
You can include your own numeric, text, and list information in worksheet columns of workforce compensation plans.

Miscellaneous Rate Component Columns

You can share numeric values with managers and let them enter their own values using the six miscellaneous rate
columns under the component groups. For example, you want to use a target stored outside the plan to calculate
bonuses. All six columns are updatable and you can default values for them using a plan cross-reference. But, if an
individual isn't eligible for the component, managers can't edit their value.

With these columns, you can show totals for the detail table population in the summary table view.

User-Defined Columns
You can share numeric, text, and list values with managers and let them enter or select their own values by configure
user-defined columns. For example, you want to include external stock data, such as vested and unvested shares
and the vesting date. All user-defined columns are updatable and you can default values for them using a plan cross-
reference.

The numeric columns can display any numeric value and the text columns can display any text value. List Column 46
displays the values that you define in the CMP_CWB_CUST_COL_46_LIST lookup type. List Column 47 displays the
values that you define in the CMP_CWB_CUST_COL_47_LIST lookup type, and so on, for list columns 48 -- 50. You can
override the default lookup type and use a different lookup type. To edit the default lookup types and create your own,
use the Lookups task in the Compensation work area.

You can't show totals for these columns in the summary table view because they aren't available to enable there.

Related Topics

Configure User-Defined Columns of a Workforce

Compensation Plan Worksheet to Show External Data
Here's how you configure user-defined worksheet columns to show external data in a workforce compensation plan.

1. In the Compensation work area, click Workforce Compensation Plans.

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User-Defined Columns, and External Data in Task
2. On the Workforce Compensation Plans page, create the plan or search for and open an existing plan. Worksheets
3. On the Define Workforce Compensation page, under Worksheets, click Configure Worksheet Display.
4. On the Configure Worksheet Display page, in the worksheet task row, click the Configure Task Layout icon.
5. On the Configure Worksheet Page Layout page, click the Detail Table tab.
6. Expand the User-Defined Columns group.
7. Enable the text, numeric, or list column, depending on what type of external data you're showing in the column.
8. Give the column a meaningful display name, such as Prior Bonus Amount or Target Information.
9. Configure the external data record type and column properties.
10. Save your changes and configure more columns or save and close the task worksheet.

Related Topics
• Record Type Lookups for External Compensation Data

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Implementing Compensation Worksheets: Default Worksheet Display and Individual
Worker Display

56 Worksheets: Default Worksheet Display

and Individual Worker Display

Default Display Settings for Workforce Compensation

Plan Worksheets
You determine display defaults for worksheets when you configure the default worksheet display. For example, you can
set the team filter to default to Direct reports or to Direct reports if total workers exceeds 30, else show all.

Setting the team filter to an option other than All workers improves worksheet performance when managers switch
from list to tree view in the detail table.

You can also set default visible rows and row height and frozen columns. You can set the detail table to show as a list or
tree by default. And you can specify whether worksheet information, worksheet summary, and table filters are open or
closed by default.

Tip: Managers can override these plan-level defaults by specifying their own default display settings in their
worksheets.

Related Topics
• Overview of Worksheet Display in Workforce Compensation Plans

Overview of Individual Worker Display in Workforce

Compensation Plan Worksheets
You can let managers view information about each individual in their worksheet by configuring the individual worker
display. Depending on how you configure the page, managers can also allocate compensation, promote the individual,
add notes and attachments, and view alerts.

You start by specifying whether the page shows the individual's information using up to 10 infotiles or as a single
scrolling page. You can include up to 15 sections on the scrolling page and per infotile. If you have more than 15 sections
that you want to share with managers, you need to use infotiles. Managers click each infotile to see the related sections.

You can also use infotiles to provide managers with more focused information to review and possibly change. For
example, you configure one infotile to show person information. You add a section that shows the individual's details,
such as their country, eligibility status, and email. And you add another section to show their assignment details, such
as legal employer, location, department, direct manager, and years employed. Then you configure another infotile to
show salary information. It has one section that shows summary information and another section that shows current
salary. A third section lets managers allocate salary.

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Worker Display
After you decide how you want to present information on the individual worker page, you add sections. Then you
configure the content for each section. At any point along the way, you can save your current settings and preview what
managers would see. The data fields are blank because the preview doesn't know about any specific individual.

Individual Worker Page Content in Workforce

Compensation Plan Worksheets
You add content to the individual worker page by adding sections. The single scrolling page and each infotile can have
up to 15 sections.

Content Type Content Source

Predefined Content • Specific worksheet columns that are also available when you configure a task worksheet display,
such as alerts, attachments, notes, job, performance, and salary histories.
• Oracle Transactional Business Intelligence reports. Use the Properties icon to add any OTBI
and Oracle Business Intelligence Enterprise Edition reports from the /shared/Custom/Human
Capital Management/Compensation folder.

Salary Simple Components The same summary columns that are available when you configure a task worksheet display and all of
the simple components in the salary table. You can configure column properties, but any changes also
affect the summary columns of the task worksheets.

Not every simple component that you enable applies to every individual. Managers see only the
components configured for the individual's salary basis.

Summary The same summary columns that are available when you configure a task worksheet display. You
can configure column properties, but any changes also affect the summary columns of the task
worksheets.

Worksheet Columns The same worksheet columns that are available when you configure a task worksheet display. You
can configure column properties and dynamic columns, but any changes also affect the detail table
columns of the task worksheets.

Salary Rates Rate data from the salary tables as of the HR data extraction date

You use different sections with different content types to add a mix of information about the individual to the page. For
example, you add an employment section with worksheet columns. You add job and performance history sections with
predefined content. And you add a salary summary section with summary columns.

Tip: The predefined content renders best when you add one option per section. For example, if you want to include
alerts and attachments, add one section for alerts and another section for attachments. Don't combine them in a
single section.

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Worker Display

Related Topics
• Overview of Worksheet Display in Workforce Compensation Plans
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Overview of Dynamic Columns in Workforce Compensation Plan Worksheets
• Configure the Summary Display for Compensation Task Worksheets
• Configure the Summary Displays for Communication, Performance, and Promotion Task Worksheets

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Implementing Compensation Worksheets: Alerts

57 Worksheets: Alerts

Overview of Alerts in Workforce Compensation Plan

Worksheets
You can use alerts to let worksheet managers know about issues that require their attention. You enable alerts to appear
in the task worksheets of workforce compensation plans using the Configure Worksheet Display task.

You enable predefined alerts and build and enable your own alerts using the Configure Alerts task. The triggering
events for the alerts that you build are the same as the events for dynamic columns. And how you build alert conditions
is the same as building dynamic column conditions. To test each alert condition that you build, use the Test alert
conditions icon on the toolbar.

Alert names are the actual alert that managers see in their worksheets. You show them additional information, such
as how to fix an issue, in the description. For example, you have an alert titled Can't allocate more than target. The
description is Adjust this individual's allocation to be less than or equal to the target.

Related Topics
• Triggering Events for Conditions of Dynamic Columns and Alerts
• Basic and Advanced Tabs When Building a Condition for a Dynamic Column or an Alert
• Include Alerts in Task Worksheets

Predefined Alerts for Workforce Compensation Plan

Worksheets
To notify managers about issues in their worksheet that need their attention, you can enable predefined alerts using the
Configure Alerts task.

Predefined Alert When the Alert Appears in a Worksheet

Salary changed in HR Salary amount changed in HR

Allocation outside target range Compensation amount for the component is less than the target minimum or greater than the target
maximum configured in the column properties

Grade changed in HR Grade changed in HR

Worksheet manager does not match line Worksheet manager doesn't match line manager on the individual's employment record
manager

New salary outside salary range New salary amount is less than the salary range minimum or greater than the salary range maximum
for the individual's current grade

Worker was terminated Individual's employment was terminated in HR

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Predefined Alert When the Alert Appears in a Worksheet

Outside Defined Limits Compensation minimum or maximum amount is outside of the limits set for the column

Alert Types for Workforce Compensation

When you create an alert, you select an alert type from several options.

Most are just informational but Error preventing save and Error preventing submit affect worksheet actions. For
these two alert types the best practice is to use only the Change worksheet data trigger event. If you select one or both
of the other triggering events the error prevention save or submit won’t take place.

Example Alert to Warn Managers That Their Allocated

Compensation Amounts Changed
You want to warn managers when someone else changes a component compensation amount that they entered for an
individual.

Field Value

Name Someone changed the compensation amount

Type Warning

Criteria Original Amount Updated By - Component 1 column is not equal to Compensation Amount Last
Updated By - Component 1 column

Description Someone overrode the compensation amount that you entered.

Triggering Events NA

Related Topics
• Triggering Events for Conditions of Dynamic Columns and Alerts
• Basic and Advanced Tabs When Building a Condition for a Dynamic Column or an Alert

Example Alert to Prevent Managers from Allocating

More Than the Targeted Compensation
Your company policy prohibits managers from allocating more compensation than is targeted for an individual.

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Field Value

Name Allocation can't exceed the target

Type Error preventing submit

Note: This type prevents managers from saving or submitting their worksheet until they resolve the
issue.

Criteria Compensation Amount - Component 1 column is greater than Compensation Target - Component 1
column

Description You need to adjust the compensation amount you allocated to this person because it can't exceed the
target amount.

Triggering Events NA

Related Topics
• Triggering Events for Conditions of Dynamic Columns and Alerts
• Basic and Advanced Tabs When Building a Condition for a Dynamic Column or an Alert

Example Alert to Notify Managers When the New Base

Salary Is Greater Than the Range Maximum
Your company policy prohibits managers from allocating more compensation than is targeted for an individual.

Field Value

Name New base is over the range maximum

Type Information

Criteria New Base Salary column is greater than the Salary Range Maximum - Current column

or

New Base Salary column is greater than the Salary Range Maximum - New column

Description The individual's new salary exceeds their salary range maximum.

Triggering Events NA

Related Topics
• Triggering Events for Conditions of Dynamic Columns and Alerts
• Basic and Advanced Tabs When Building a Condition for a Dynamic Column or an Alert

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Implementing Compensation Worksheets: Assignment Segments

58 Worksheets: Assignment Segments

Overview of Assignment Segments in Workforce

Compensation Plan Worksheets
You can include prorated values for relevant component worksheet columns is a separate table in the worksheet when
you configure assignment segments.

Rather than multiple columns in the detail table, you can show the information using separate rows for each segment.
And you can let managers make changes in the relevant fields. For example, the bonus amount for this person is
calculated according to their eligible earnings and target percentage for 2 segments of time during the workforce
compensation cycle.

Start Date End Date Salary Currency Days Proration Eligible Target % Target Modifier Payout
Eligible Factor Earnings Amount Amount

Jan 1 Mar 14 75,000 USD 73 .2 15,000 15 2,250 1.1 2,473

(73/365)

Mar 15 Dec 31 82,500 USD 292 .8 66,000 20 13,200 1.1 14,520

(292/365)

16,995

The segment values, in this case payout amounts, are summed and shown in the table footer. When the manager clicks
Apply, the total passes to the read-only worksheet column that you specified.

Tip: It's important that when you configure assignment segments, you start with the end in mind. Identify what data
you need to store, what you want to calculate, and what data is and isn't editable.

Basic Process to Configure Worksheet Assignment

Segments
Here's the basic process to include assignment segments in a compensation, detail table only, performance, or
promotion task worksheet. All tasks are in the Compensation work area.

1. Load your assignment segments using the External Data task.

2. Make sure that all the compensation cycles are closed for the workforce compensation plan. This way you have all
configuration options available because certain options aren't available to open cycles.

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3. Identify the compensation component you want to use for assignment segment. Also identify the amount column to
use for the assignment segments. It can be the Compensation Amount column or one of the six miscellaneous rate
columns for the component. This column is how you can feed segment totals to worksheet summary views. You can
also use the totals as default values for the selected column in the detail table of the worksheet.
4. Configure only one of the five available compensation components for assignment segments. Use the Configure
Compensation Component task. You need to configure a component that isn't mapped to salary rates and doesn't
have salary rates mapped to it.
5. Enable the Assignment Segments column in the Additional Information group of the detail worksheet table using
the Configure Worksheet Display task.
6. Enable and configure the assignment segments using the Configure Assignment Segments task. To reduce
horizontal scrolling, enable try to enable no more than 10 columns. To give managers a more robust view of the
assignment segment table, select Show detach icon.
Just like for all worksheet columns, you can set meaningful display names and change the default sequence. You can
also set properties for assignment segment columns. The specific properties you can set depend on the column.

◦ General, such as column shading, rounding rule, and decimal precision

- For one numeric segment column, you need to set Selected for Totaling to Yes.
- For each segment column you want to include in worksheet audit trails, you need to select Include in
audit trail.
◦ Visibility and access, such as line managers can only read the column data but compensation
administrators can read and edit it
◦ Default value, such as a specific number or text, or values provided by a specified formula, compensation
derived factor, or from a cross-referenced column

- For each segment column the Refresh Workforce Compensation Data process should update after
people make changes, you need to select Default value subject to refresh.
◦ Information, such as the calculation or dynamic column condition used to determine the segment column
amounts or the source of the segment column data
For many segment columns, you can also build dynamic conditions, for example, to determine the proration factor.

To let managers view changes to assignment segments in worksheet audit trails, for only one segment column,
select Audit Differentiator.

If you change Enable Assignment Segments to No, you delete all segment configurations. Changing it back to
Yes won't restore the configurations. If you leave the page before saving the change to No, you can restore any
configurations saved before you set Enable Assignment Segments to No.

Related Topics
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets
• Default Value Properties of Worksheet Columns
• Overview of Dynamic Columns in Workforce Compensation Plan Worksheets
• Configure Assignment Segments Options of a Compensation Component
• Configure the Summary Displays for Communication, Performance, and Promotion Task Worksheets

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Data for Worksheet Assignment Segments

Assignment segment data can come from HR or from third-party or legacy application. To use it in worksheet columns
of a workforce compensation plan, it has to be in the external data table.

To use the external data specifically in assignment segments, each row needs to include all of this information:

• An end date
• An assignment number
• A job
When you load monetary segment amounts, you need to convert them to the same currency the individuals use, as of
the HR data extraction date.

You can use up to 50 of the available 65 user-defined assignment segment columns at a time. The user-defined
columns are 50 numeric, 15 text, and 5 date columns. Keep in mind you’re repeating data in rows instead of in columns
and most likely won't need all 50.

You can also use these columns. They're automatically available on the Configure Assignment Segments page and you
don't need to map them to user-defined columns:

• Person Name
• External Worker Data ID
• Assignment Number
• Legal Employer
• Worker Number
• Job
• Record Type
• Start Date
• End Date
• Eligibility Status
• Sequence Number
• Currency Code
The column that you use to show the assignment segment totals needs to be read-only in the worksheet.

Related Topics
• External Compensation Data
• Default Value Properties of Worksheet Columns
• Configure User-Defined Columns of a Workforce Compensation Plan Worksheet to Show External Data
• Example of Loading External Data

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Visibility, Ability to Update, and Restrictions for

Worksheet Assignment Segments
Compensation administrators can see all assignment segment columns of a workforce compensation plan when they
administer workers. This includes where segment data that's loaded but not showing for the worksheet manager.

Whether managers can see assignment segments depends on the configuration. This includes whether you specify to
Show ineligible rows when you configure assignment segments. Also, managers need to have the detail table in list,
not tree, view to see the Assignment Segments table configured for the worksheet. And even if managers can see rows
with a status of Ineligible, they can't make changes to any values in those segment rows. They also have read-only
access to segment rows where the individual's assignment is processed or partially processed and if they have read-
only worksheet access.

You can specify Role-Based Overrides for assignment segment columns. Role based overrides take precedent over the
main column visibility and access settings, which determine visibility and access for all other roles.

Here's what else managers can't do when you enable assignment segments for the worksheet:

• Reorder columns, apply filters, or sort rows in the assignment segments table. The table columns appear
according to the assignment segments setup.
• Freeze columns in either the detail or the assignment segments table.
• Export the detail table content using the Export to Excel icon.
• Include assignment segment content using Manage in Spreadsheet.

Related Topics
• Default Display Settings for Workforce Compensation Plan Worksheets
• Visibility and Access Properties of Worksheet Columns
• Detail Table Configuration for Compensation, Detail Table Only, Performance, and Promotion Worksheets

Eligibility of Worksheet Assignment Segments

You can use the configured workforce compensation plan or compensation component eligibility when you configure
eligibility for assignment segments. Both eligibility configurations use the segment end date to validate if the segment
is eligible or not.

Or you can load a value in an external data column and map it to the Eligibility Status column on the Configure
Assignment Segments page. If a row in the assignment segment table has a value in the external data column, the
segment status is Eligible. If the row is blank, the status is Ineligible.

Only the Refresh Workforce Compensation Data process or a compensation administrator using the Administer
Workers task can change segment eligibility. The manager eligibility change action doesn't affect the assignment
segment table.

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Related Topics
• Workforce Compensation Plan Eligibility
• How Required and Optional Profiles Determine Compensation Eligibility
• Eligibility Profiles of Compensation Components

The Start Workforce Compensation Cycle Process and

Assignment Segments
Data has to exist in the external data table before you run the initial Start Workforce Compensation Cycle process for a
workforce compensation plan. Running the process again won't fill in any missing rows or add new external data rows.

• They meet the selected criteria.

• They have an end date between the evaluation period start date of the plan cycle and the process effective
date.
When you run the Start Workforce Compensation Cycle process, it considers only those external data rows specific to
the plan assignments. The rows need to have an end date. And the end date has to be between the evaluation period
start date and the HR data extraction date.

The process considers data in the external data table as a part of assignment segments if these conditions are true:

• The end date of the row is between the evaluation period start date and HR data extraction date. Or, the
row end date is between the evaluation period start date of the plan cycle and the person's employment
termination date. This way the process gets assignment segment rows for terminated workers.
• The date columns use the format YYYY/MM/DD.
After you run the Start Workforce Compensation Cycle process, you can change certain editable plan configuration
settings, including these:

• Record Type on the Configure Assignment Segments page

• Amount Column for Assignment Segments on the Edit Component dialog box opened from the Configure
Compensation Component page

Related Topics
• Basic Process to Configure Worksheet Assignment Segments
• Configure Assignment Segments Options of a Compensation Component

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The Refresh Workforce Compensation Data Process and

Assignment Segments
To support assignment segments, you can run the Refresh Workforce Compensation Data process with one or more of
these parameters selected:

• Refresh assignment segments data: Includes updating dynamic columns for assignment segments, the
worksheet, and summary totals.
• Re-evaluate assignment segment eligibility.
• Refresh dynamic columns for assignment segments.
When you select Full Refresh, you select all assignment segment options.

Before you can refresh assignment segment data, has to exist in the external data table. Also, the Start Workforce
Compensation Cycle process has to have evaluated it.

You can't delete a segment row and use the refresh process to remove the information. You can use the refresh process
to update the worksheet after managers update data. The appropriate segment columns have to have with the Default
value subject to refresh property selected for the refresh to work.

Related Topics
• Basic Process to Configure Worksheet Assignment Segments

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Implementing Compensation Modeling, Reports, Filters, and Plan Analytics

59 Modeling, Reports, Filters, and Plan

Analytics

Overview of Modeling in Workforce Compensation Plan

Worksheets
Let managers and administrators explore scenarios and align their budgets and compensation allocations with
organizational pay practices using worksheet models in their workforce compensation plans.

First, you enable the create, update, and apply worksheet actions when you configure worksheet display. Then you set
general options and enable model sharing, usage, and allocation methods when you configure modeling. Each method
determines the values that managers and administrators can enter in their models, and how the model calculates and
applies the results.

For example, you specify whether only administrators or both managers and administrators can access models. You
also specify whether managers can create their own models, manage models in the integrated workbook, and how they
can share models. For both managers and administrators, you enable model usages that determine how they can apply
model results. You can let them apply the results as actual compensation, budget, and target amounts, or a combination
of these options.

Numeric Properties
The general properties of numeric columns in models vary depending on where managers and administrators view
the model information. For example, model numeric columns on the Model Summary page have properties from the
summary table view of the corresponding budget or task worksheet. This includes the Overall Compensation Amount
summary component columns. Model numeric columns in the detail table have properties from the detail table of the
corresponding budget or task worksheet.

Related Topics
• General Properties of Worksheet Columns
• Actions Configuration for Communication, Compensation, Detail Table Only, Performance, and Promotion
Worksheets
• Performance Considerations for Workforce Compensation Plans
• Include Models in Task Worksheets
• Allocation Methods in Workforce Compensation Models

Overview of Reports in Workforce Compensation Plans

Let administrators and managers view key information in their workforce compensation plans when you configure
reports.

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For example, give administrators the reports they need to optimize compensation budgets and allocations across their
client groups. Give line managers reports with contextual and background information about their people so they can
make informed compensation allocations.

You can use delivered reports or add Oracle Transactional Business Intelligence (OTBI) and Oracle Business Intelligence
Enterprise Edition (OBIEE) reports. You can add any OTBI and OBIEE reports save in the shared/custom/HCM/
Compensation folder to a workforce compensation plan. And you can give the reports display names that are
meaningful to the plan audience. Removing OTBI and OBIEE reports from the Configure Reports page removes them
from only the plan. The source reports remain unaffected.

Tip: Each workforce compensation plan can include up to 25 reports.

Related Topics
• Performance Considerations for Workforce Compensation Plans

Administrator and Line Manager Access to OTBI and

OBIEE Reports Used in Workforce Compensation Plans
To view and create Oracle Transactional Business Intelligence (OTBI) and Oracle Business Intelligence Enterprise Edition
(OBIEE) reports, people need to have the Compensation or Line Manager role. To set up workforce compensation plans,
they also need the Compensation Administrator role.

To view OTBI and OBIEE reports in their workforce compensation plans, people need the Compensation Transaction
Analysis duty role. This role is included in both the Compensation and Line Manager job roles.

Related Topics
• Overview of Reports in Workforce Compensation Plans

How You Add Dashboard OTBI Reports to the Workforce

Compensation Landing Page
Here’s how you can use Page Composer to add dashboard OTBI reports to the Workforce Compensation landing page.

1. Go to Navigator > Tools > Reports and Analytics.

2. Create your first analysis using the Workforce Compensation subject area.
3. Create your dashboard prompts.
4. Create a dashboard and add both.
5. Go to the worksheet landing page and select your plan.
6. Go to Settings and Actions > Edit Pages > Activate Sandbox > Enable Page Composer.
7. On the Add Content tab, click Add Content.
8. Go to Reports and Analytics, find your dashboard, and click Add.

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9. Review your dashboard and publish your sandbox.

Related Topics
• Overview of Reports in Workforce Compensation Plans
• Overview of Landing Page Analytics in Workforce Compensation Plans
• Create a Sandbox and Make It Active

Dimensions and Range Increments in Worksheet Models

and Plan Reports
Dimensions are attributes that you use to group data in reports for workforce compensation plans. You also use them as
criteria when building worksheet models.

For example, reports can analyze compensation allocations by country and job dimensions to see how average
allocations vary. Models can automatically allocate salary adjustment amounts to people who work in specified country
and location dimensions.

You enable the dimensions that have meaning to your organization within the context of the plan when you configure
reports. Here are some examples of delivered dimensions:

• Country
• Department
• Years of service
• Performance management rating
• Location
• Job
• Position
• Grade
You can also use delivered job attributes, grade attributes, user-defined worksheet columns, and compensation
attributes, to define your own dimensions for reports and modeling criteria.

Range Increments
Instead of showing a separate data point for each person, report graphs and tables and model tables show aggregated
data for groups of people. You set compa-ratio, salary range position, years employed, and performance management
calculated rating range increments as appropriate for the plan reports and models. For example, you have a plan that
uses compa-ratio to group data in increments of 10 percentage points. The plan reports and models group together
everyone whose compa-ratio falls between 10 and 20, 20 and 30, 30 and 40, and so on.

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Related Topics
• Overview of Modeling in Workforce Compensation Plan Worksheets
• Overview of Reports in Workforce Compensation Plans
• Include Models in Task Worksheets
• Create a Workforce Compensation Model

Overview of Filters in Workforce Compensation Plan

Worksheets and Reports
Let managers sort the populations in the worksheets of their workforce compensation plans by configuring filters. For
example, you can enable Alerts, Country, Department, Location, and Job filters. The filters you can enable include 6 job
attribute, 3 grade attribute, and 15 text column filters.

You can also enable advanced filters by building relevant conditions that only compensation administrators, or both
administrators and plan managers can use. Filter conditions have only the Basic tab, while alerts and dynamic columns
also have the Advanced tab.

Related Topics
• Basic and Advanced Tabs When Building a Condition for a Dynamic Column or an Alert
• Overview of Reports in Workforce Compensation Plans

Overview of Landing Page Analytics in Workforce

Compensation Plans
You can include analytics for the entire workforce compensation plan at the bottom of the plan page. Be sure that
when you make the predefined titles more meaningful for the plan audience, the changes don't exceed 40 characters,
including spaces.

Analytic Description

Average Allocation Amount A meter gauge analytic available per component that shows the average allocation amount for that
component. The percentage is calculated from the total number of individuals that report to the
primary plan manager.

Workers Compensated A meter gauge analytic available per component that shows the percentage of compensated
individuals. The percentage is calculated from the total number of individuals that report to the
primary plan manager.

Budget Usage A bar chart showing how much budget remains for the primary plan manager. The budget amount is
based on the total budget for the manager.

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Analytic Description

Manager Submitted A meter gauge analytic showing the number of subordinate plan managers who have submitted their
plan changes for approval. The number is the total number of subordinate managers who report to the
primary plan manager, including managers who report indirectly.

Workers Promoted A meter gauge analytic showing the number of people promoted as a part of the compensation cycle.
The number is based on the total number of eligible individuals reporting to the primary plan manager.

Related Topics
• General Structure of Workforce Compensation Plans

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Implementing Compensation Validation and Processing

60 Validation and Processing

Overview of Plan Validation and Starting the Workforce

Compensation Cycle
After you finish the foundation, budgets, worksheets, and models and reports configurations for the workforce
compensation plan, you validate the plan. Then you start the compensation cycle.

Validate Plan Setup

To check dependencies among the various plan configurations and make sure that all existing conditions work, use
the Validate button. Correct any errors listed on the Validation Results page and validate the plan again, repeating as
needed until you don't get any errors.

Tip: This validation doesn't include the formulas, payroll elements, eligibility profiles, and other objects linked to the
plan.

Start Workforce Compensation Cycle

After you finish validating the plan setup, you build the task worksheets for this plan using the Start Compensation
Cycle button.

• The first time you run the Start Workforce Compensation Cycle process for the plan, you might want to make
it a trial run.
• If you have issues with running the process, you may want to include trace statements in the log file.
• If you're using compensation tables in Oracle Transactional Business Intelligence (OTBI), you want to start the
Synchronize Hierarchy process after the cycle process completes.
• For a thorough test, you might want to include recently terminated workers to check that the various task
worksheets show what you expect.

Related Topics
• Eligibility Profile Testing for a Workforce Compensation Plan
• Eligibility Profile Testing for a Compensation Component
• Formula Execution Errors

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Implementing Compensation Global Compensation Settings

61 Global Compensation Settings

General and Watchlist Global Settings for Workforce

Compensation Plans
You can configure global settings that affect all workforce compensation plans and plan managers. You can override
various global settings when you configure workforce compensation plans.

General
You can let managers switch to a subordinate manager and move among that manager's plans. You can also validate
country budgets, set how many recently searched managers to display, and enable click-to-edit in task worksheets. And
you can include the Save and Close button on task worksheets, either as an additional option on the standard Save
button or beside it. To aid managers with worksheets for different assignments, you can enable up to two assignment
differentiators, such as Job and Location. The differentiators then show in hover text for the plan switcher as well as in
plan, budget, and worksheet headers.

Watchlist
You can show managers the number of active budget pools and plans in their watchlists. You can also show them
their newly published budgets and newly active plans. And you can set the number of days that the budget and plan
information remains in their watchlists.

Global Setting Options for Workforce Compensation Plan

Notifications
Here's a full list of the options you can select when you configure global notification settings for workforce
compensation plans. You can also select these options when you override the global settings using the Configure
Approvals and Notifications task.

The available options in both tasks depend on the setting.

Notification Option Description

Notify Always send notifications, such as when budgets and plans are published or withdrawn, or when
changes are approved.

Prompt manager Send notifications for actions only if the initiating manager selects, such as when plan access changes.

Approval required Require approval, such as for eligibility changes and worker reassignments.

Disable Disable notifications so that none are sent, such as when individuals are delegated or removed from
delegation.

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Related Topics
• Configure Notifications for Workforce Compensation Plan Worksheets

How Workforce Compensation Plan Notifications Work

Here's an explanation of how and when each notification for a workforce compensation plan is sent. The explanation
covers who initiates sending the notification, who gets it, and what the recipient can do with it.

It also covers when notifications are bypassed. You enable these notifications using the Configure Global Settings task.
You can override the settings in workforce compensation plans using the Configure Approvals and Notifications task.

Notification Initiating Action Initiator Recipient Actions Available to Condition

the Recipient Causing Bypass of
Notification

Budget Published Manager's plan status Manager who Subordinate manager Close None
changes from Not published a budget to receiving a published
Started to Budget subordinate managers budget amount
Available

Worksheet Submitted Manager's plan status Primary worksheet Manager one level Approve Submitting manager
changes to Submitted manager or switched above the submitter in is the highest-level
to manager the plan hierarchy, or Reject approver in the
the specified alternate hierarchy
approver

Worksheet Returned Manager's approval Higher-level manager, Manager whose plan Close None
for Correction status for the plan specified alternate was returned for
changes to Return for approver, or switched correction
Correction manager who returned
the subordinate
manager's plan

Worksheet Approved Manager's worksheet Higher-level manager Manager whose plan Close Manager's plan access
by Higher-Level status changes to In or specified alternate status changed to In is No Access
Manager Approvals approver who Approvals
approved plan
changes using the
submit notification,
or switched manager
who approved the
changes in their own
plan approval task.
The higher-level
manager isn't the final
approver

Final Approval Manager's plan status Top-level approver Manager whose plan Close Manager's plan access
Obtained changes to Fully or specified is approved and all is No Access
Approved alternate approver of their subordinate
who approved a managers
subordinate manager's
plan changes using
the submit for
approval notification

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Notification Initiating Action Initiator Recipient Actions Available to Condition

the Recipient Causing Bypass of
Notification

or the approval action

from the worksheet

Plan Access Changed Higher level manager Manager who changed Manager whose plan Close None
selects Change another manager's access was changed
Access for All plan access
Managers or Change
Access for Selected
Managers from the
worksheet

Worksheet Withdrawn Manager clicks Primary worksheet Approver who received Close None
Withdraw Submission manager who the original worksheet
previously submitted submitted notification
the worksheet from a subordinate
manager

Budget Withdrawn Manager clicks Manager who Subordinate manager Close None
Withdraw All Budgets previously published for whom a budget
or Withdraw Selected a budget to a amount was
Budgets subordinate manager previously published

Due Date Changed Manager changes Higher-level manager Subordinate manager Close None
a due date for an or administrator whose worksheet due
individual manager or date changed
selects Change Due
Date for All Managers

on the Action menu

Worksheet Overridden Manager or Manager who Manager or Close None

by Higher Manager administrator changes modified an amount administrator who
a compensation or administrator originally supplied the
amount column that amount
another manager
supplied, and clicks
Save

Request for Manager selects one Manager who Selected managers Reply, which opens a None
Information or more managers requested information dialog box to reply to
on the approval task the sender
page, and clicks
Request Information Close

Delegate Worker Manager selects one Primary worksheet Manager selected to Dismiss None
or more individuals manager review the individuals
on the worksheet Approve
and selects Delegate
Workers on the Reject
Action menu

Remove Worker Manager selects one Primary worksheet Manager who Dismiss None
Delegation or more individuals manager who previously delegated
on the worksheet previously delegated the individuals Approve
and selects Remove the individuals
Delegations on the Reject
Action menu

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Related Topics
• Global Setting Options for Workforce Compensation Plan Notifications
• Configure Notifications for Workforce Compensation Plan Worksheets

Header and Message Text for All Workforce

Compensation Plan Notifications
Here's the header and message text for each notification for a workforce compensation plan. You can enable these
notifications using the Configure Global Settings task. The notification name identifies the manager action that sends
the notification.

You can't change the header and message text.

Notification Header Text Message Text

Budget Published Compensation Budget Published for {manager {manager who published the budget} published
who received the budget} ({budget amount} a budget to you for the plan {plan name}. You
{currency code}) can publish budgets to lower managers or
begin allocating compensation.

Worksheet Submitted Approval of {plan name} for {submitting {submitting manager} submitted {plan name}
manager} worksheet for approval. Review it and take the
appropriate approval action.

Worksheet Returned for Correction Your {plan name} Worksheet is Returned for {submitting manager} returned your worksheet
Correction for correction. Review it, make the necessary
changes, and resubmit for approval

Worksheet Approved by Higher Manager Your {plan name} Worksheet is Approved Your worksheet was approved by {approving
manager}. It is still in the approval process until
final approval is obtained.

Final Approval Obtained {plan name} Worksheet is Fully Approved Your worksheet has obtained final approval.

Plan Access Changed {plan name} Worksheet Access Was Changed Your access to the plan and cycle was changed.

Worksheet Withdrawn {plan name} Worksheet was Withdrawn by {withdrawing manager} withdrew the {plan
{manager name} name} worksheet. {withdrawing manager} will
resubmit the worksheet when it is ready for
your approval.

Budget Withdrawn Compensation Budget Withdrawn by {manager {manager name} withdrew your budget for
name} {plan name}. Your worksheet will display a zero
available budget.

Due Date Changed {plan name} Worksheet Due Date Changed Your due date changed. Submit your worksheet
on or before the new due date shown.

Worksheet Overridden by Higher Manager Your {plan name} Worksheet was Modified by Compensation allocations for one or more
{manager name} of your workers was overridden by {manager
name}. View details of the override from the
plan worksheet.

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Notification Header Text Message Text

Request for Information Information Request from {manager name} {manager name} requested additional
Regarding {plan name} information about your worksheet. Review the
comments and provide a response.

Eligibility Change Eligibility Change Requested by {manager {manager name} requested to change worker
name} ({worker name}) eligibility for the plan or component. Review the
request and take the appropriate action

Worker Reassignments Worker Reassignment Requested by {manager {manager name} requested to reassign the
name} ({plan name}) following workers to your worksheet. The
reassignment is only effective for the plan and
cycle shown and does not affect the manager
relationship in worker employment records.
Review the request and take the appropriate
action

Delegate Worker Workers Added to Your Compensation No predefined text.

Worksheet
Used to notify managers only

Remove Worker Delegation Workers Removed from Your Compensation No predefined text.
Worksheet
Used to notify managers only

Delegate Worker Worker Delegation Requested by {0} ({1}) The following workers will be added to your
compensation worksheet.
Used when approval is required

Remove Worker Delegation Worker Delegation Removal Requested by {0} The following workers will be removed from
({1}) your compensation worksheet.
Used when approval is required

Related Topics
• Global Setting Options for Workforce Compensation Plan Notifications
• Configure Notifications for Workforce Compensation Plan Worksheets

How can I configure the content that appears in

the workforce compensation submit for approval
notification?
To configure worksheet summary tables, use the Configure Worksheet Display task. The setup determines the content
in the Compensation Summary, Performance Summary, and Promotions Summary sections of the notification.

To configure the Related Links and Comments sections content, use the Manage Task Configurations for Human
Capital Management task. You can't configure the Details and Summary sections content.

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Related Topics
• How Workforce Compensation Plan Notifications Work
• Header and Message Text for All Workforce Compensation Plan Notifications
• How You Define Approvals for Human Capital Management

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Implementing Compensation Workforce Compensation Administration Overview

62 Workforce Compensation Administration

Overview

Prepare to Start a Workforce Compensation Cycle

Administering workforce compensation is an iterative process. It involves preparing for the cycle, administering
individuals and workforce compensation plans during the cycle, and closing the cycle. Follow these steps to prepare for
the cycle. The tasks are in My Client Groups > Compensation unless otherwise specified.

Start Cycle Preparation

Step Task

Identify new features and enhancements docs.oracle.com > Human Resources > Learn What's New in Your Update
released since you last prepared to start
a workforce compensation cycle that you
want to include in this cycle.

Determine what configuration changes to Manager Feedback

make to workforce compensation plans
based on feedback survey results from the
previous cycle.

Assess and update eligibility profiles Eligibility Profiles

used in the eligibility configurations for
the workforce compensation plans and
compensation components.

Review existing workforce compensation Workforce Compensation Plans

plans and create additional plans for
the upcoming compensation cycle, as
appropriate.

• Create the plan cycle. Plans

and cycles share compensation
performance ratings and promotions
according to the Performance
Rating Date and Default Promotion
Effective Date plan cycle dates.
If you aren't planning to view
and change ratings and promote
individuals during the new cycle, set
different dates in the new plan cycle
configurations.
• Validate the hierarchies and default
access levels.
• Review the corporate currency and
currency switching settings.
• Validate the plan access.

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Step Task

• Update feedback survey and plan

information to reflect current
language and policies.
• Validate the budget pools and display
settings.
• Validate the enabled compensation
components and make sure that the
appropriate component is linked to
the plan budget pool.
• Validate the performance ratings.
Integration with Performance
Management is common across plan
cycles. This means that people use
the same rating model across plan
cycles and they see the most recent
performance management ratings in
the plan worksheets.
• Review the remaining worksheets
configurations. To view current
and revised configurations, use
the Preview option whenever it's
available.
• Validate your changes thoroughly
and resolve any errors that might
affect processing.

See how the plan and compensation View Administration Reports > Status and Monitoring > Worker Eligibility Details
component eligibility affects the plan
worksheet populations.

Administer Individuals and Plans During a Workforce

Compensation Cycle
Administering workforce compensation is an iterative process. It involves preparing for the cycle, administering
individuals and workforce compensation plans during the cycle, and closing the cycle. Follow these steps to administer
individuals and plans during the cycle. The tasks are in My Client Groups > Compensation.

Step Administration Report or Task

Validate the global models. Global Models

Review various plan statuses and monitor Status and Monitoring:

plan data:
• Worker Eligibility Details report
• See how the plan and compensation
component eligibility affects the plan • Workers Without Managers report
worksheet populations. • Alert Summary report
• make sure that there aren't any • Manager Status report
breaks in the hierarchies for all

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Step Administration Report or Task

workforce compensation plans active

during the compensation cycle.
• Review and address alerts for all
workforce compensation plans active
during the compensation cycle.
• Track the progress of submitted
changes through the approvals
process for all workforce
compensation plans active during the
compensation cycle.

Make sure that allocations fall within Compensation Analysis reports

compensation policies and any defined
targets for all workforce compensation
plans active during the compensation
cycle. This includes any defined target
amounts and ranges as well as pay equity
rules.

Monitor budget pools for all workforce Budget Consumption Report

compensation plans active during the
compensation cycle.

Review and address and performance Promotions and Performance reports

rating and promotion issues for all
workforce compensation plans active
during the compensation cycle.

Refresh workforce compensation data Task: Run Batch Processes > Refresh Workforce Compensation Data
for all workforce compensation plans
active during the compensation cycle, Supporting report: Batch Process Monitoring > Refresh Workforce Compensation Data Process
at the determined intervals and for the
determined refresh options.

The process updates existing worksheet

data for the specified workforce
compensation plan and cycle. You
might need to run it if you let salary
changes happen outside the workforce
compensation cycle, or if the HR data had
many changes.

Determine if or when to start the cycle to Report: Batch Process Monitoring > Start Compensation Cycle Process
evaluate new assignments for a specific
workforce compensation plan active Supporting task: Run Batch Processes > Start Workforce Compensation Cycle
during the compensation cycle.

Monitor the apply model process if you Report: Batch Process Monitoring > Apply Model Process
let managers create and apply models
for workforce compensation plans Supporting task: Workforce Compensation Plans > Configure Models
active during the compensation cycle.
Monitoring is especially important when
worksheet population sizes might be
larger than the configured batch limit.

Monitor individuals who were reprocessed Batch Process Monitoring > Reprocess or Add New Plan Data
or added to a new plan manually, for any
processing issues.

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Close a Workforce Compensation Cycle

Administering workforce compensation is an iterative process. It involves preparing for the cycle, administering
individuals and workforce compensation plans during the cycle, and closing the cycle. Follow these steps to close the
cycle. The tasks are in My Client Groups > Compensation.

Step Task

Confirm that all primary managers for the View Administration Reports > Status and Monitoring > Manager Status report
workforce compensation plan submitted
their plan changes and the changes are
approved.

Release centrally managed and stored Run Batch Processes:

compensation change statements to
managers and then individuals. • Process Workforce Compensation Change Statements

Reduce transfer errors for changes to • Refresh Workforce Compensation Data

the workforce compensation plans by
• Transfer Workforce Compensation Data to HR
refreshing workforce compensation data
before transferring changes to HR. You
should also refresh data if you let salary
changes happen outside the workforce
compensation cycle or the HR data had
many changes.

Transfer workforce compensation

data to HR. You can transfer data by
compensation type, such as elements,
salary, stock, performance ratings, and
promotion. You can also use different HR
actions with each transfer and transfer
data for specific populations using
inclusion criteria.

Tip: Changes that you make to

an individual's HR data using the
Administer Workers task apply to only
that assignment, plan, and cycle. They
don't transfer back to HR. To make
the changes permanent, you need
to change the data in Global Human
Resources.

Track transferred workforce compensation View Administration Reports > Data Processed reports
data and resolve any errors. To get an
overall view of the processed assignments
and assignments remaining to process,
you can use the Consolidated Posting
Summary report.

Close the workforce compensation cycle Active Plans

for each plan by setting the Cycle Status
to Closed.

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63 Workforce Compensation Batch Processes

to Start a Compensation Cycle and Refresh
Data

Start Workforce Compensation Cycle and Synchronize

Hierarchy Processes
To build the worksheets that make up the specified workforce compensation plan for the specified cycle, you run the
Start Workforce Compensation Cycle process.

Eligibility, Including People with Employment Termination Dates

To determine which employment records to evaluate for eligibility, the start cycle process uses these plan
configurations:

• Employment records specified in the plan details

• Eligibility determination date set in the plan cycles

It then uses the eligibility criteria configured at the plan and compensation component levels to evaluate the relevant
employment records and determine eligibility. To narrow the employment records used in the eligibility evaluation, set
population filters, such as Country and Legal Employer when you start the cycle.

The process includes eligible people with an employment termination date between the evaluation period start date and
HR data extraction dates, in the cycle. And it uses the employment termination date rather than the HR data extraction
date to extract HR data. You can also include assignments terminated between plan cycle evaluation period start date
and HR data extraction date that are due to a global transfer.

During the Start Compensation Cycle process, the application fetches the Current Grade Ladder and Current Grade Step
values from Global HR as of the plan cycle's HR data extraction date.

Status
For a specific plan and cycle combination, you can set the cycle to either Administrative or Open the first time you start
the cycle. To change the cycle status after that, you need to use the Active Plans task. For example, to finalize a plan for
a new focal compensation cycle, you start the cycle with Status set to Administrative. At the time designated by your
policies, you use the Active Plans task to change the cycle status to Open.

Synchronize Hierarchy
To populate the OTBI reports included in the plan configuration, you need to run the Synchronize Hierarchy process.
You can have the start cycle process run it for you by selecting the Launch Synchronize Hierarchy process once this
process is complete option. You can also run that process manually, for example, to populate OTBI reports with the
most recent plan hierarchy data.

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Related Topics
• Workforce Compensation Plan Cycle Dates
• Employment Records to Use in the Compensation Cycle
• Workforce Compensation Plan Eligibility
• Overview of Reports in Workforce Compensation Plans
• Formula Type Is Compensation Person Selection

Plan Not in the Choice List of the Start Workforce

Compensation Cycle Process
If you can't see the plan you're looking for in the Plan choice list, verify the following:
• The Configure Plan Access task for the plan doesn't restrict access for the Compensation Administrator role.
• You have the Compensation Administrator role or the appropriate security to run the compensation batch
processes.

Refresh Workforce Compensation Data Process

To include the most recent changes to person, HR, salary, assignment segment, and terminated worker data, run the
Refresh Workforce Compensation Data process. Also run this process to re-evaluate eligibility and to refresh plan
hierarchies, due dates, currency conversion rates, dynamic columns, alerts, and summary section totals.

Refresh Date
You specify the date the process uses to refresh the data, calculations, and evaluations associated with the selected
refresh options.

• Actual Process Run Date: Use the system date at the time the process runs for all refreshes, including
eligibility.
• Plan Cycle Dates: Use the specified eligibility determination date to refresh eligibility and the specified HR data
extraction date for all other refreshes.
• Specific Date: Use the selected date for all refreshes, including eligibility.

Predefined alerts appear according to the alert type instead of the refresh date. Also, salary metrics associated with a
promotion to a new grade, such as new salary ranges and compa-ratio, use the promotion effective date. They don't use
the refresh date. The Worksheet manager does not match line manager predefined alert is retained when you run the
Refresh Workforce Compensation Data process. Make sure to use the Refresh primary manager hierarchy parameter
when the Primary Hierarchy source in plan setup is set to something other than Primary manager hierarchy.

To run a onetime refresh, you can select any of these refresh dates. For example, you want people to use recently
updated assignment segment data. You can use any refresh date to specify when to push those changes out to plan
managers and other reviewers.

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To schedule a recurring refresh, you probably want to use the Actual Process Run Date or Play Cycle Dates options.
For example, you want people to see the most current employment changes, such as terminations and transfers, and
summary totals on their worksheets. You schedule a recurring nightly refresh of HR data using the actual process run
date because this becomes the system date when the process runs. Each refresh changes by 1 day every time it runs.

When you run the Refresh Process with either the Full refresh or Refresh HR data options selected, Current Grade
Ladder and Current Grade Step values for workers part of the plan are refreshed from Global HR as of the effective date
selected during refresh process run.

Refresh Options
You can select one or more refresh options to process. For many options, when you select one option, you also select
interconnected refreshes. For example, if you select Refresh column defaults, you automatically select the options to
refresh dynamic columns, alerts, and worksheet summary section totals too.

Tip: Typically, manual primary plan manager and worker eligibility changes revert to their original values. You can use
the Administer Workers task to identify the changes you don't want overridden.

Related Topics
• Workforce Compensation Plan Cycle Dates
• Employment Records to Use in the Compensation Cycle
• Workforce Compensation Plan Eligibility
• Reprocess an Individual or Add Them to a Workforce Compensation Plan and Cycle
• Formula Type Is Compensation Person Selection

Refresh Options for the Refresh Workforce

Compensation Data Process
Here's a comprehensive list of the refresh options you can select when you run the Refresh Workforce Compensation
Data process. Because of the interconnectedness of workforce compensation plan objects and worksheet columns,
frequently selecting one option also selects other options.

Option Description

Full refresh When you select this option, you also select all other refresh options except the last few. You don't
refresh active plan data, currency conversion rates, or terminated worker data using the process date.
You do refresh everything else.

Refresh HR data Refresh all person and HR-related data, except the primary plan manager. Refresh the summary
section totals of the plan worksheets and the predefined alerts. Also refresh all alerts and dynamic
worksheet columns with the Refresh Data triggering event selected.

Refresh base and eligible Salary Refresh base salary, salary basis, salary range columns, and any related data stored in the workforce
compensation tables. This stored data includes base salary frequency, adjusted salary, FTE salary, and
compa-ratio. Refresh default values for eligible salary and local currency if using input currency, the
summary section totals of the plan worksheets, and the predefined alerts.

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Option Description

Also refresh all alerts and dynamic worksheet columns with the Refresh Data triggering event
selected.

Refresh column defaults Refresh column defaults for the plan worksheets, the summary section totals of the plan worksheets,
and the predefined alerts. Also refresh all alerts and dynamic worksheet columns with the Refresh
Data triggering event selected.

Recalculate eligible salary derived using a formula or dynamic column. Don't override existing column
values that aren't from HR and don't have a column default or dynamic calculation defined.

Refresh assignment segments data Refresh the external data used to configure the assignment segments. Also refresh the dynamic
worksheet columns with Default value subject to refresh selected.

Refresh primary manager hierarchy Refresh the primary plan manager and rebuild the corresponding hierarchy. Also refresh the summary
section totals of the plan worksheets and the predefined alerts

Refresh secondary manager hierarchy Refresh the secondary plan manager and rebuild the corresponding hierarchy. Also refresh the
predefined alerts.

Refresh other reviewer hierarchy Refresh the other reviewers and rebuild the corresponding hierarchy. Also refresh the predefined alerts.

Reevaluate eligibility Re-evaluate the plan-level and component-level eligibility of everyone already included in the plan,
which if you track ineligible people, might change their eligibility status. Also refresh the summary
section totals of the plan worksheets, and all alerts and dynamic worksheet columns with the Refresh
Data triggering event selected.

If you don't track ineligible people and want to add eligible people to the plan, use the Start Workforce
Compensation Cycle process.

Reevaluate assignment segment eligibility Re-evaluate people's eligibility for the assignment segment. Also refresh the dynamic worksheet
columns with Default value subject to refresh selected.

Reevaluate limited eligibility Re-evaluate which plan managers have a status of Limited. Refresh the summary section totals of the
plan worksheets, the predefined alerts, and all alerts with the Refresh Data triggering event selected.
Also refresh the dynamic worksheet columns with Default value subject to refresh selected or the
Refresh Data triggering event selected.

Refresh due dates Refreshes due dates set in the plan cycle configuration, including the hierarchy due dates.

Refresh dynamic columns for assignment Refresh the dynamic worksheet columns for assignment segments with Default value subject to
segments refresh selected.

Refresh dynamic columns and alerts Refresh the summary section totals of the plan worksheets and all alerts and dynamic worksheet
columns with the Refresh Data triggering event selected.

Refresh predefined alerts Refresh the predefined alerts.

Refresh summary totals Refresh the period totals in the summary section of the plan worksheets. The refresh includes the total
count and eligible counts for all managers and their direct reports.

Refresh terminated worker data using Refresh terminated people's HR data using the batch process date.
process date

Refresh active plan data Refresh the compensation components and component post as salary option. Also refresh the
configuration data of the budget pool for the plan and period. Budget pool data includes status,
budgeting style, submit mode, and approval mode.

Refresh currency conversion rates Refresh the conversion rate data for the plan and period as of the refresh date.

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Option Description

Lock worksheet while the process runs Prevents people from changing their worksheets and possibly introducing data corruptions, while
their worksheets are getting refreshed. If you submit the refresh process without this option selected,
people can make changes during the refresh.

Related Topics
• Guidelines to Configure Default Values for the Promotion Effective Date Column
• Option to Track People Ineligible for a Workforce Compensation Plan
• How the Options to Track and Hide Ineligible People Affect Plan Worksheets
• Workforce Compensation Plan Eligibility
• Eligibility Profiles of Compensation Components

Formula Type Is Compensation Person Selection

To determine the person selected for an associated workforce compensation plan, you can create formulas using the
Compensation Person Selection formula type. You select the formula when you run these batch processes:
• Start Workforce Compensation Cycle
• Refresh Workforce Compensation Data
• Transfer Workforce Compensation Data to HR
Here's a comprehensive list of the contexts available to this type of formula:
• DATE_EARNED
• EFFECTIVE_DATE
• END_DATE
• START_DATE
• HR_ASSIGNMENT_ID
• HR_TERM_ID
• JOB_ID
• LEGISLATIVE_DATA_GROUP_ID
• COMPENSATION_RECORD_TYPE
• ORGANIZATION_ID
• PAYROLL_ASSIGNMENT_ID
• PAYROLL_RELATIONSHIP_ID
• PAYROLL_TERM_ID
• PERSON_ID
The database items available for this type of formula are related to Person, Assignment, Salary, Element Entries,
Compensation Record, and From and End Dates.

These are the input variables available to this type of formula:

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Input Value Data Type Required Description

CMP_IV_PLAN_ID Number Y Plan ID

CMP_IV_PERIOD_ID Number Y Period ID

CMP_IV_PLAN_START_DATE Date Y Plan Start Date

CMP_IV_PLAN_END_DATE Date Y Plan End Date

CMP_IV_PLAN_ELIG_DATE Date Y Plan Eligibility Date

CMP_IV_PERFORMANCE_EFF_ Date Y Performance Effective Date

DATE

CMP_IV_PROMOTION_EFF_DATE Date Y Promotion Effective Date

CMP_IV_XCHG_RATE_DATE Date Y Currency Conversion Date

CMP_IV_ASSIGNMENT_ID Number Y Assignment ID

CMP_IV_PERSON_ID Number Y Worker ID

These are the return variables available to this type of formula:

Return Value Data Type Required Description

L_SELECTED Char N Y or N

This sample formula determines if a person is selected for a workforce compensation plan based on their
assignment_id.
/******************************************************************
FORMULA NAME : Compensation Selection Formula
FORMULA TYPE : Compensation Person Selection
DESCRIPTION: Assignment_id based selection fast formula
*******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/

INPUTS ARE CMP_IV_ASSIGNMENT_ID (number), CMP_IV_PLAN_ID (number)
/*=========== INPUT VALUES DEFAULTS ENDS======================*/

/*================ FORMULA SECTION BEGIN =======================*/

DEFAULT FOR CMP_IV_ASSIGNMENT_ID IS 0
l_selected = 'Y'
/* 100000008154095 - [email protected] - GBI data*/
if (CMP_IV_ASSIGNMENT_ID = 100000008154095) THEN
(
l_selected = 'N'
)
else
(
l_selected = 'Y'
)
RETURN l_selected
/*================ FORMULA SECTION END =======================*/

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Related Topics
• Formula Compilation Errors
• Formula Execution Errors
• When do I run the Compile Formula process?
• Example of Writing a Fast Formula Using Formula Text

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Workforce Compensation Data

64 Workforce Compensation Batch Process to

Transfer Workforce Compensation Data

Transfer Workforce Compensation Data to HR Process

To post base pay adjustments to salary records and element entries to payroll, use the Transfer Workforce
Compensation Data to HR process. Also use this process to post stock grants to stock history and job, grade, and
position changes to the assignment records specified in the plan. Depending on the plan worksheet configurations,
some of the transfer details pages might not have any data to transfer.

• To transfer all data, select and configure all relevant element, salary, stock, and promotion details.
• To transfer specific data, configure those details and unselect the details on all other pages except Other
Details. For example, to transfer just stock grants, configure the stock details and unselect all element, salary,
and promotion details.
You need to post the same types of details for a person, in the same transfer process. For example, post all of Lynn's
element details in a single transfer. You can't post some of their element details with one transfer process and the post
more element details with a later transfer process. You can post all of their element details with one transfer process and
then post all of their stock details with a later transfer process.

When you run the Transfer Workforce Compensation Data to HR process the process transfers the Proposed Grade Step
attribute along with existing Job, Grade, Position, and Assignment Name Change attributes of a person's assignment.
The Transfer process skips salary transfers for those workers who are on a Grade Ladder of Type Grade and Steps
and the Grade Ladder has Include salary updates checked. The Transfer process log shows the reason an update was
skipped. After a Proposed Grade Step is transferred to an assignment from a plan cycle, the Rate Synchronization
process needs to run separately to update the new salary on the assignment because the Transfer process doesn't
update the salaries.

View Statistics
You can better understand the raw data related to the plan, cycle, and action you're transferring data for by expanding
the View Statistics section. You can see the total, eligible, processed, partially processed, and unprocessed assignments
included in the transfer process configuration. You can also see how many assignments are marked to not process and
processed assignments for salary, stock, promotion, and elements column.

People Whose Employment Was Terminated

To post single compensation payments and salary adjustments for people whose employment was terminated, run
the Transfer Workforce Compensation Data to HR process when the compensation cycle is over. Make sure that the
plan cycle is still open though. The effective date of the compensation allocations must be before or on the person's
employment termination date. The transfer process fails to post any payments and adjustments with an effective date
after the person's payroll last standard process date.

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Workforce Compensation Data

Element and Salary Details of Transfer Workforce

Compensation Data to HR Process
The salary and element mapping property configurations of the compensation amount columns determine where the
Transfer Workforce Compensation Data to HR process posts the data. The configurations also determine the step
where you configure the transfer details.

If Post as Salary is No, the changes post to the element entry of the specified payroll element. You include or exclude
this data in the transfer using the Element Details page. If none of the compensation amount columns in the plan have
this property configuration, then the Element Details page of the transfer process is blank.

If Post as Salary is Yes, the changes update people's salary records. If the column also has a salary component
specified, such as Merit or Cost of Living, the salary changes include that component for future reference. If none of
the compensation amount columns in the plan have this property configuration, then the Salary Details page of the
transfer process is blank.

Given that plans can have up to five compensation amount columns, the transfer might have all amounts post to either
elements or salary records. Or the transfer might have some amounts post to elements and others to salary records.

Related Topics
• Salary and Element Mapping Properties of Compensation Amount Columns
• Other Details of Transfer Workforce Compensation Data to HR Process
• Transfer Workforce Compensation Data to HR Process

Stock Details of Transfer Workforce Compensation Data

to HR Process
To post stock granted in workforce compensation plans to people's stock history, configure the stock details of the
Transfer Workforce Compensation Data to HR process. People can see their stock history in the Shares section of
their Compensation page. Depending on change statement configurations for the plan, they might also be able to see
the history in their workforce compensation change statement.

You don't have to set up payroll elements to post stock grants.

Related Topics
• Transfer Workforce Compensation Data to HR Process
• Other Details of Transfer Workforce Compensation Data to HR Process

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Workforce Compensation Data

Promotion Details of Transfer Workforce Compensation

Data to HR Process
To post changes to people's jobs, grades, and positions, you configure the promotion details of the Transfer Workforce
Compensation Data to HR process. If the promotion includes compensation changes, you configure that part of the
data transfer on either the Element Details or Salary Details page, or both.

To mark people's compensation changes as part of a promotion, post promotion data in a separate transfer process
with the Promotion action reason. You still configure any related element and salary details separately from the
promotion details.

Related Topics
• Element and Salary Details of Transfer Workforce Compensation Data to HR Process
• Salary and Element Mapping Properties of Compensation Amount Columns
• Other Details of Transfer Workforce Compensation Data to HR Process
• Transfer Workforce Compensation Data to HR Process

Other Details of Transfer Workforce Compensation Data

to HR Process
To filter the people whose data you want to transfer to HR, configure the other details of the Transfer Workforce
Compensation Data to HR process. For example, you can specify to include only the subordinates of specific managers
and build a condition that identifies inclusion criteria to apply. You can also use a person selection formula and include
people who's changes were approved to a specific level.

Tip: The statistics you can view contain only the people included using the manager hierarchy and worker inclusion
criteria. The statistics don't contain people included using the person selection formula or people with changes
approved to the specified level.

Workers Approved at Least N Levels Up

To include people's changes in the transfer process, the changes need to be part of Approved plans in the specified
levels. For example, if you select 1, the transfer process includes the approved plan changes from the lowest level of the
plan hierarchy.

If you select 3, the transfer process includes the approved plan changes from the three lowest levels of the plan
hierarchy. If plan changes for the third level up are In Approvals, the transfer process includes only the approved
changes for the first two levels. It excludes the changes for the third level because they're pending approval.

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Workforce Compensation Data

Mark Assignments as Processed

Every time you run the transfer process, you need to specify whether to mark assignments as processed.

• No: When the process successfully posts the assignments, it process marks them as partially processed. This
option lets a future transfer process post changes for other unprocessed details. For example, you transfer only
stock details in a process that doesn't mark assignment as processed. Later, for the same people, you transfer
salary and promotion details.
• Yes: When the process successfully posts the assignments, it marks them as fully processed. To process any
further changes, you need to run the Back Out Workforce Compensation Data process, for the appropriate
transfer process ID. You can find that process ID in various reports available using the View Administration
Reports.

Related Topics
• Basic and Advanced Tabs When Building a Condition for a Dynamic Column or an Alert
• Configure Approvals for Workforce Compensation Plan Worksheets
• Alternate Approver Table in Worksheet Approval Configuration
• Transfer Workforce Compensation Data to HR Process
• Formula Type Is Compensation Person Selection

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and Purge Data, Notify Managers, and Process Change
Statement

65 Workforce Compensation Batch Processes

to Back Out and Purge Data, Notify Managers,
and Process Change Statement

Back Out and Purge Workforce Compensation Data

Processes
To reverse the transfer of data from the workforce compensation plan to HR, you run the Back Out Workforce
Compensation Data process. For example, you run the process to remove transferred element and salary data so that
you can transfer newer changes for processing. When you run the process, you can do a full back out to reverse all of
data transfers for the specified plan and cycle. You also do a full back out to reverse all plan hierarchy synchronizations.
Or you can reverse the data transferred by a specific process. Various administrative reports that you access using the
View Administrative Reports task include process IDs for just this purpose. To honor the work that plan managers put
into creating models, you can specify that the back out process preserve any plan models.

To remove unneeded data from previous cycles for the specified plan, you run the Purge Workforce Compensation
Data process. You can select a specific plan and cycle. Or you can provide an HR data extraction date range. The
process purges the data from all plans with HR data extraction dates on or during the process start and end dates. After
you set the range, the process tells you how many cycles it will purge.

The Back Out Workforce Compensation Cycle process reverts any Grade Step changes that are done as a part of
Transfer Workforce Compensation Data to HR process.

Related Topics
• Transfer Workforce Compensation Data to HR Process

Notify Managers About Workforce Compensation Plan

Due Dates and Cycle Status Change Processes
To remind primary plan managers of upcoming due dates, you run the Notify Managers of Approaching Due Dates
process. You can notify them that due dates are approaching in 15, 10, 5, 4, 3, and 2 days as well as tomorrow and today.
You can also notify them that a due date is past. When you configure the notification process, you select a specific due
date or multiple due dates, as appropriate to your policies.

To let primary plan managers know that the plan cycle is open or closed, run the Notify Managers That Cycle Is Open
or Closed process. When you configure the process, you can optionally specify when to communicate plan changes to
affected individuals. You can also refine the people affected by the cycle status change using population filters, such as
to meet country-specific regulatory requirements. For example, you configure an instance of the process to notify only
managers in France that the plan cycle is closed for people in France. And you configure another instance of the process
to notify only managers in Germany that the plan cycle is closed for people in Germany.

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and Purge Data, Notify Managers, and Process Change
Statement
Related Topics
• Workforce Compensation Plan Cycle Dates
• Overview of Plan Validation and Starting the Workforce Compensation Cycle
• Start Workforce Compensation Cycle and Synchronize Hierarchy Processes

Process Workforce Compensation Change Statements

Process
To generate and store the compensation change statements configured for central management, you run the Process
Workforce Compensation Change Statements process.

For the specified combination of workforce compensation plan and cycle, you specify the mode of the process, such as
Delete, Update Expiration, or Replace. You need to specify visibility, such as only administrators; administrators and
managers; or administrators, managers, and workers for the Update Visibility, Replace, and New modes. And for all
modes, you need to specify the change statement template the process uses when it runs.

You can also refine the people to generate the compensation change statements for using population filters, such as
to meet country-specific regulatory requirements. For example, you configure an instance of the process to generate
statements for only people in France. And you configure another instance of the process to generate statements for
only people in Germany.

Related Topics
• Overview of Compensation Change Statements in Workforce Compensation Plan Worksheets
• Statement Generation Timing and Output Format for Compensation Change Statements
• Delivery Options for Compensation Change Statements

People Can't See Their Workforce Compensation Change

Statements
To let people see their workforce compensation change statements, review and change these settings, as appropriate:

• Enable worker statements using the Configure Global Settings task.

• Make the expiration date of the Process Workforce Compensation Change Statements process after the
process date. Also set Visibility to Administrators, managers and workers.

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66 View Compensation Administration

Reports

Compensation and Budget Analysis Reports for

Workforce Compensation
Here’s a list of reports that analyze compensation and budgets.

Compensation and Budget Analysis Reports

Report How to Use

Compensation Allocations Review allocations by component. The summary shows allocations by Legal Employer. The details are
by person.

Allocations Deviating From Target Review allocations compared to targets, and percentage deviations from targets. Validate that
allocations line up with set targets. Percentage deviation refers to the difference between the
Percentage of Eligible Salary and the Target Compensation Percentage, expressed as a percentage of
eligible salary.

Allocations Compared to Target Ranges See amount and percentage of eligible salary allocated, and where awards fall within target ranges.
Validate that allocations are within set compensation target ranges.

Budget Consumption See manager allocations compared to published budgets. Review how managers use their budgets. If
you use worker-level budgets, you can see the breakout by country by manager.

You can view worker-level budget amounts by country in the Budget Consumption report in View
Administration Reports. Click the icon in the Budget Usage by County column to see a window with
the amounts listed by country. When you use manager-level budgets, only compensation amounts are
listed by country.

Related Topics
• Cycle Overview Reports for Workforce Compensation Managers
• Salary Analysis Reports for Workforce Compensation Managers
• Target Analysis Reports for Workforce Compensation Managers
• Distribution Analysis: Allocations by Manager Report for Workforce Compensation Managers

Promotions and Performance Reports for Workforce

Compensation
Here’s a list of reports that summarize performance info.

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Promotions and Performance Reports

Reports How to Use

Promotion Summary See all job, grade, and position changes made during a compensation cycle. Review all promotions.
The summary shows changes by grade, job or position.

Performance Rating Summary See deviations from profile rating model targets for each performance rating. Review performance
ratings against the rating profile distribution in the summary.

Review all ratings for all workers in the details. Use the "No Rating" option to find workers without a
rating.

Related Topics
• Pay for Performance Reports for Workforce Compensation Managers

Status and Monitoring Reports for Workforce

Compensation
Here’s a list of reports that show various compensation statuses.

Report How to Use

Manager Status See where managers are in the compensation plan’s cycle. Identify which managers haven’t started
their work.

Alert Summary View all alerts triggered for all workers in this compensation cycle. The summary shows the breakout of
alerts by type. The details allow you to refine the list of people by alert type.

Manager Feedback Review the feedback that managers gave after they submitted their plan changes for a given plan
cycle. The report is separated by rating summary, rating details, and then the responses to any
configured questions.

Workers Without Managers Review workers without a worksheet manager that create a gap in the reporting hierarchy. Validate that
there’re no gaps in the primary hierarchy.

Worker Eligibility Details Review plan and component level eligibility details of the workers in a compensation cycle. Review how
eligibility configuration has affected the plan population. The summary shows 2 graphs: plan eligibility
and component eligibility. You can switch between components to review any other configured
component level eligibility impacts.

The details lets you refine the list of ineligible people by plan or component ineligibility reason. You can
also see which eligibility profile and criteria caused a person to be found ineligible for the component
or plan.

Worker Statement Actions Review the actions taken by people on their stored compensation change statements. If no one has
taken an action, you’re notified of the same and the report does not run.

You can view the status of the actions taken by workers on their compensation change statements in
employee self-service. To use the report, you must configure the workforce compensation plan to use
the centrally managed and stored option for statements and run the Process Workforce Compensation
Statements process.

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Data Processed Reports for Workforce Compensation

Here’s a list of reports that show processing info.

Data Processed Reports

Report How to Use

Salary Adjustments Posted See processing details and total salaries adjusted. Review posted salary adjustments. The summary
shows the adjustments by Legal Employer and Salary Basis. The details shows them by person.

The report generates a batch process ID. You can back out by the ID if there are problems.

You can view amounts in the Salary Adjustments Posted report in the same decimal precision as in the
worksheet.

Element Entries Posted Review total allocations posted element entries. The summary shows the adjustments by Legal
Employer and payroll element. The details shows them by person.

The report generates a batch process ID. You can back out by the ID if there are problems.

Assignment Changes Posted See job, grade and position changes transferred to core HR by assignment. Review posted assignment
changes. The summary shows info by Legal Employer and number of changes. The details shows the
changes by person.

The report generates a batch process ID. You can back out by the ID if there are problems.

Stock Grants Posted Review stock grants posted to the Stock table. The summary shows stock posted by Legal Employer
and Grant Type. The details shows info by person.

The report generates a batch process ID. You can back out by the ID if there are problems.

Posting Error Summary See cycle close errors that may require manual processing. Review posting errors by batch process ID.
The summary shows overall errors by type and the number. The details shows which people had the
error.

Consolidated Posting Summary See an overall view of all posted data. The summary graph shows the number of assignments, number
of eligible assignments, how many are fully process or partially processed, how many are pending
processing and how many assignments were marked to not process. The details shows what was
posted for each batch process ID.

Back Out Cycle Error Summary See all errors that occurred when backing out data that were transferred to HR. The report is separated
by batch process ID.

Consolidated Posting Summary Report Data

This report in the Compensation work area, Administrative Reports task lets you see an overall view of all posted data.

Within the report, you are able to see the following for each batch run:
• Process ID
• Run Mode

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• Run Start Time

• Who submitted the batch process
• If unhidden, you can see if assignments were marked as "Processed"
For each allocation type (element, promotion, salary, stock) within the batches the following is available:
• How many were posted
• How many failed
• How many were backed out
• How many had no action taken
This report displays only overall data processed and if assignments are still marked to allow for more processing. You
need to review the Posting Error Summary report to find out why data transfers fail.

Exports for Workforce Compensation

Here’s a list of reports you can use to export info by parameters you select.

Report How You Use

Worksheet Export See worksheet details exported to a workbook. Export worksheet data using the following parameters:
Name, Country, Legal Employer, Business Unit, Department, and Manager Hierarchy.

Generate Real Time Statements Generate statements for a selected manager hierarchy. After you select a manager hierarchy, you
can further refine the population by country. Generate statements all at once for a selected template.
This export doesn’t take into account any statement criteria in plan setup. It uses criteria within the
template.

Generated files are only available for the time shown on the page. The system currently sets the
availability to 7 days.

Audit Export Use the following parameters to view and export audit trail data to a workbook from a plan cycle:
Person Name, Column Updated, Updated By, Component, Last Update Date, Department, Business
Unit, Legal Employer, Country, and Manager Hierarchy. The Advanced option lets you search by Update
Date Range instead of Last Update Date.

You must enable the "Include in audit trail" column property before you run the Start process. This is
the same as with the Audit report on the worksheet.

Batch Process Monitoring for Workforce Compensation

Here’s a list of reports you can use to moni9tor workforce compensation processing.

Report How to Use

Start Compensation Cycle Process See history of Start Workforce Compensation Cycle batch process submissions. Use this report to see
these details:

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Report How to Use

• Efficiency of the start process ran based on plan setup details and selected parameters.
• Number of workers processed and the time taken.
• Number of fast formulas used in plan setup and access additional info.

If you enable the start compensation cycle trigger during setup, you can also see how many
dynamic calculations are configured.

Refresh Workforce Compensation Data See history of Refresh Workforce Compensation Data batch process submissions. Use this report to see
Process these details:

• Efficiency of the refresh process ran based on plan setup details and selected parameters.
• Number of workers processed and the time taken.
• Number of fast formulas used in plan setup and access additional info.
If you enable the refresh data trigger during setup, you can also see how many dynamic calculations
are configured.

Reprocess or Add New Plan Data See history of Reprocess or Add New Plan batch process submissions. Administrators can see details
from the Reprocess or Add New Plan Data process. It shows info about the submission itself and if any
errors occurred.

Apply Model Process See history about the Apply Model Process including any submissions done by worksheet managers.
Administrators use this report when people have difficulty applying a model through the batch
process.

Discrimination Detection Report

You can analyze classes of people who are protected from pay discrimination using the Discrimination Detection report.
For example, you can compare compensation for men and women who work in the US.

The report calculates the averages and medians using standard statistical methods.

Summary
You can view calculated values for the entire plan cycle in the Cycle Summary section. By default, the report shows
everyone for the entire cycle. But, you can limit the people you're comparing using criteria in the Define Comparison
Group section.

You can refine the report in the Protected Class Analysis section to show only people in the comparison group who
belong to protected classes, such as gender and age. Most of the values in the table are self-evident. But, the Amount
Difference, under the Variance from Group Average header, is calculated as follows: Class Average Amount - Group
Average Amount.

The class amount is in the table, under the Compensation for this Group header. The group amount is in the Cycle
Summary section.

Details
Here's the source of some of the data in the table on the Details tab.

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Field Data Source

Discrimination Reporting Code HR tables

Group Median Amount Same value as the field in the Cycle Summary section of the Summary tab. It's the same for everyone.
You can use it as a reference to compare with the person's Compensation Amount.

Difference from Group A result of this calculation: Compensation Amount - Group Median Amount.

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Currency Conversion Rates

67 Active Workforce Compensation Plans and

Manual Currency Conversion Rates
Active Workforce Compensation Plans
To see the active workforce compensation plans and the status of their plan cycles, use the Active Plans task in the
Compensation work area. You can also use this task to make these changes for a specific plan cycle:
• Cycle status
• Approval, submit, and withdraw modes
• Plan, component, and budget pool display order
• Currency conversion rates
The changes you make with this task don't apply to the source plan configuration.

Currency Conversion Rates

Plan worksheets can show converted currency amounts and the currency conversion rates. They also use the rates to
calculate the amounts in the Budget Amount - Worker column. And the Transfer Workforce Compensation Data to
HR process posts amounts in each person's local currency. Thus, the plan cycle has to include currency conversion rates.
If you don't populate the rates using the Manage Daily Rates task, you can manually add them on the plan cycle Active
Plans page.

When you first run the Start Workforce Compensation Cycle process for the plan cycle, the process populates the
appropriate workforce compensation table. It loads the daily rates in effect at that date and time. Here's how you can
update the table and plan cycle worksheets with the most recent daily rates:

1. On the Active Plan page, Currency Conversion Rates tab, click the Refresh button. To update the table with
manually added and changed currency conversion rates, save the changes you made on the tab.
2. Run the Refresh Workforce Compensation Data process with the Refresh summary totals option selected to
update the plan cycle worksheets with the most recent rates.

Related Topics
• Add and Change Currency Conversion Rates for a Workforce Compensation Plan Cycle
• Guidelines for Creating Conversion Rate Types
• Overview of GL Currency Rates Upload

Add and Change Currency Conversion Rates for a

Workforce Compensation Plan Cycle
All compensation areas, such as salary, individual and workforce compensation, and total compensation, convert values
using general ledger daily rates. More specifically, the selected plan cycle uses these daily rates to convert the plan

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Currency Conversion Rates
currency to people's local currencies in the enabled worksheets. Here's how you can manually manage specific currency
conversion rates for the plan cycle, as needed:

1. On the plan cycle Active Plans page, Currency Conversion Rates tab, add a row. To change an existing rate, skip to
step 3.
2. Select the To Currency code, such as CAD - Canadian Dollar.
3. Enter the conversion rate, such as 1.00695.
4. Repeat steps 1 through 3 to add other currencies. Repeat step 3 to change other conversion rates.
5. When you finish, save your changes.
6. Refresh the summary data in the plan cycle worksheets with these changes.
a. On the Run Batch Processes page, in the Refresh Workforce Compensation Data row, click the Run icon.
b. Select the appropriate plan, cycle, and refresh date.
c. Optionally select a person selection formula.
d. Select the Refresh summary totals option.

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68 Administer Workforce Compensation for

Workers
Administer Individuals During Workforce Compensation
Cycles
To reprocess the data used in workforce compensation for a specific person or add them to a new plan, you use the
Administer Workers task. The changes that you can make depend on the person's HR data, plan configuration, and
whether the person is a manager. Here's what else you can do with the task:

All of the information that you see and the changes you make apply only to the selected person, assignment, workforce
compensation plan, and plan cycle. They don't apply for anyone else. They also don't apply for the same person in these
situations:
• Review the person's information, such as employment details and any employment terminations.
• Review and change details about the person's budget, compensation, promotion, performance, hierarchies and
statuses, and eligibility. You can also review and change user-defined data, notes, alerts, and audit history.
• Review any generated statements or stored statements, and add stored statements.

Tip: To keep any changes you make for the specific person, assignment, plan, and cycle, you can select the Exclude
worker from the refresh process option. This option is above the Person Information section of the Administer
Workers page with the various tabs, starting with Worker Information and Budget. The refresh processes preserve any
changes until you unselect the option.

Related Topics
• Refresh Workforce Compensation Data Process

Reprocess an Individual or Add Them to a Workforce

Compensation Plan and Cycle
You can reprocess the data for a specific person, assignment, and effective date used in a specific workforce
compensation plan and cycle. For example, someone transferred into or out of your organization after the workforce
compensation cycle starts. Now, you want to re-evaluate their eligibility for a specific plan and cycle with an effective
date that's the day the transfer was complete.

1. Use the Administer Workers task to search for the person and get a list of their assignments.
2. In the row with the appropriate assignment, click the person's name.
3. On the Administer Workers: Select Plan page, use the Reprocess or Add New Plan button to complete any of these
tasks:
◦ Re-evaluate the person's eligibility for a plan and cycle they're already participating in.

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◦ Evaluate their eligibility for a plan they're already participating in, but a cycle they aren't.
◦ Evaluate their eligibility for a plan and cycle they aren't participating in.

Related Topics
• Refresh Workforce Compensation Data Process

Administer an Individual's Hierarchies and Access for a

Workforce Compensation Plan Cycle
Manager and reviewer responsibilities during a workforce compensation cycle depend on the plan hierarchy and access
settings.

• Primary managers finalize and approve workforce compensation plan changes submitted by their subordinate
managers. They also finalize their own changes and then submit all of these changes to their approver.
• Secondary managers and other reviewers view plans delegated by the primary manager. Depending on the
setup, they can suggest changes to the primary manager. The delegated individuals they review might appear
in a different reporting structure than they do in the primary hierarchy.
Sometimes you might need to change the manager or reviewer. For example, the current primary manager is the
new line manager for the person as the result of a recent internal transfer. You want the primary manager for this
assignment, plan, and cycle to be their previous line manager because that manager knows this person better. Any
hierarchy changes don't change the line manager for the assignment.

As needed, you can override the access levels configured for these hierarchies. For example, you want to remove all
access for the primary manager. And you do want to give the secondary manager access and let them make changes.

You can change the plan hierarchies and access on the Administer Workers page, Status and Hierarchy tab. The changes
apply only for the selected person, assignment, workforce compensation plan, and plan cycle.

Tip: To keep any changes you make for the specific person, assignment, plan, and cycle, you can select the Exclude
worker from the refresh process option. This option is above the Person Information section of the Administer
Workers page with the various tabs, starting with Worker Information and Budget. Future reprocess and refresh
processes preserve any changes until you unselect the option. You can also use the Don’t refresh option for each
relevant hierarchy to let future reprocess and refresh processes update other changes you made.

Related Topics
• Workforce Compensation Plan Hierarchies
• Options to Configure Workforce Compensation Plan Hierarchies

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Administer an Individual's Manager and Processing

Statuses, and Due Date for a Workforce Compensation
Plan Cycle
When you administer an individual, you can administer them and an assignment as being part of a primary manager's
plan worksheets for the cycle. You might also administer them in such a way for a secondary manager or other reviewer.
And for those individuals who are also a primary manager for the workforce compensation plan and cycle, you can
administer their plan and approval statuses.

To change the status for their plan, you use the Manager Status field. To see what work the individual has finished so
far in their role as primary manager, you can review their action history. You can also change the due date by when they
need to submit their plan changes for approval.

Again administering the individual as part of a primary manager's plan worksheets, you can also review and change
their processing status. The status indicates how much of the plan changes to the individual's workforce compensation
data were transferred to HR.

To review the current statuses and due date, and make any necessary changes, use the Administer Workers page, Status
and Hierarchy tab.

Administer an Individual's Eligibility for a Specific

Workforce Compensation Plan Cycle
When the Start Workforce Compensation Cycle process runs, it determines people's eligibility status for the workforce
compensation plan and enabled compensation components. Depending on the refresh and population options you
select, the Refresh Workforce Compensation Data process re-evaluates their eligibility status. It's also re-evaluated for
an individual when you Reprocess or Add New Plan for them.

You can manually override the eligibility status for a specific person, assignment, plan, and cycle using the Administer
Workers task. On the Eligibility tab of the Administer Workers page, you can set the eligibility status for the plan or for
specific components. You can also specify that future reprocess and refresh processes can't update your changes.

When administrators run the Reprocess or Add New Plan process, the application fetches the Current Grade Ladder
and Current Grade Step values from Global HR as of effective date selected during the process run. When you run the
Refresh Data process for any person, the Current Grade Ladder and Current Grade Step values are also refreshed.

Related Topics
• Workforce Compensation Plan Eligibility
• How Required and Optional Profiles Determine Compensation Eligibility
• Option to Track People Ineligible for a Workforce Compensation Plan
• How the Options to Track and Hide Ineligible People Affect Plan Worksheets
• Eligibility Profiles of Compensation Components

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Adjust Manager-Level Budgets Stored as Percentages

You might need to adjust a manager level budget stored as a percentage after you’ve started the compensation cycle.

The best way to do this is to use a model to redistribute the desired percentage. First, on the Allocate Budgets page, use
Adjust Budgets to reduce the budget level of the top-level manager to the new percentage level. Then, create a model
that reduces the remaining managers’ amounts. Finally, run the Refresh process to sync the Summary Totals. Review
the results to make sure they are as desired.

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a Workforce Compensation Plan Cycle

69 Examples of When to Reprocess an

Individual after Starting a Workforce
Compensation Plan Cycle

Someone Transfers into an Organization After the

Workforce Compensation Cycle Starts
Maria transfers into your organization after the workforce compensation cycle starts and may be eligible for
compensation changes.

You use the Administer Workers task to find the appropriate assignment. And you use the Reprocess or Add New
Plan button to evaluate her eligibility for the specified plan and cycle. If the process finds Maria eligible, it adds her to
the appropriate primary plan managers' worksheets.

Someone's Data Is Corrected in HR After the Workforce

Compensation Cycle Starts
Michael was ineligible for a workforce compensation plan and cycle because of incorrect employment data.

After HR corrects the data, you use the Administer Workers task to find the appropriate assignment. And you use the
Reprocess or Add New Plan button to re-evaluate his eligibility for the specified plan and cycle. If the process finds
Michael eligible based on the corrected data, it adds him to the appropriate primary plan managers' worksheets.

Someone Leaves an Organization After the Workforce

Compensation Cycle Starts
Janice is eligible for a workforce compensation plan when the cycle starts. A week later, she leaves your organization
making her no longer eligible for compensation changes in that plan and cycle.

You use the Administer Workers task to find the appropriate assignment. And you use the Reprocess or Add New
Plan button to re-evaluate her eligibility for the specified plan and cycle. The process finds her ineligible because she
isn't in the organization anymore, and removes Janice from her primary plan managers' worksheets.

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A Contingent Worker Becomes a Regular Worker After

the Workforce Compensation Cycle Starts
Ravi, a contingent worker, isn't eligible for compensation changes when the cycle starts for a specific workforce
compensation plan. But Ravi manages people who are eligible. Thus his status in the plan worksheets is Limited and he
can only propose compensation changes for his subordinates and approve subordinate managers' plan changes. A few
weeks later, Ravi becomes a regular worker and should now be eligible for compensation changes.

You use the Administer Workers task to find the appropriate assignment. And you use the Reprocess or Add New
Plan button to re-evaluate his eligibility for the specified plan and cycle. If the process finds him eligible, it changes
Ravi's status to Eligible in the appropriate primary plan managers' worksheets.

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70 Total Compensation Statement Overview

Guidelines to Create Total Compensation Statement

Definitions
The statement definition acts as a template and determines the layout and content of the generated statement. The
statement definition configures the display of compensation items added to compensation categories.

This topic explains:

• Statement definition approaches

• Reuse of statements and components
• Editing categories
• Statement display flexibility
• Iterative design process

Statement Definition Approaches

You can create statement definitions using either of the following approaches:

• Create the item and category components as you the build statement hierarchy.
• Define the item and category building block components first, and then associate them hierarchically.

The second approach promotes reuse of items and categories across multiple statements.

You can also share statement definitions across environments or with your colleagues by using the Export XML and
Import XML actions. When you import you'll have objects that are in progress. If you share statement definitions with
colleagues, then your sources will be different. Categories and subcategories display partially completed icons. You
need to complete any unfinished items or categories. Then, generate statements using the newly imported Statement
Definition.

Reuse of Statements and Components

You can:

• Include multiple legal employers, multiple countries, and multiple currencies in one statement.
• Add compensation items with sources that belong to different legal employers.
• Use the same categories in multiple statements.
• Reuse statement definitions by adding new statement periods and then modify the definition for subsequent
periods.
• Duplicate a definition as the starting point for other definitions.

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Editing Categories
Edits to categories affect all statement definitions that use that category (as a category or subcategory). This applies
whether you make the edits from the Manage Compensation Categories page or the Manage Statement Definitions
page. Exception: Compensation category display names are local to the statement definition where you create or edit
the name and don't impact the compensation category.

Statement Display Flexibility

Top-level categories in the statement definition appear in the optional summary page and as separate pages in the
statement.

The optional summary page:

• Provides workers with high-level view of their total compensation in graphs and tables
• Displays summed totals of top-level categories included in monetary and nonmonetary sections

Viewers can drill down to detailed category pages from the summary page or use regional area navigation links,
depending on how you configure the category.

Iterative Design Process

Configuring top-level compensation categories and statement definitions is an iterative process. You generate, view,
purge, and regenerate your statements multiple times while editing category and statement definition and display
options.

Overview of Creating a Total Compensation Statement

Configure the design, content, and delivery of a total compensation statement that includes pay such as base pay,
variable compensation, fringe benefits, cost of benefits, and paid time off.

The following figure shows the construction of a total compensation statement and how it displays items and
categories.

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To construct a total compensation statement, application implementors and compensation administrators:

1. Define compensation items that map to sources of estimated or actual amounts paid to workers or costs
incurred by the company.
2. Arrange compensation items into categories such as cash compensation, base pay, benefits, or company stock.
3. Assemble categories into statement definitions.

◦ Top-level categories in the statement definition appear in the optional summary page and as separate
pages in the statement.
◦ Display category details on a single page or enable recipients to drill to details in the statement.
◦ Configure optional graphical displays of data, worker instructions, and supplemental information such as
compensation policies or benefit plan details.
◦ Define periods for which statement data is valid and add an optional welcome message for each period.
4. Configure settings that control statement availability and the default stock price and currency used for
estimated values.
5. Generate statements by selected population filters, including manager hierarchy, for review by compensation
manager.

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6. Monitor process logs.

7. Make statements available for workers to view.
8. Purge unneeded statements and monitor processes with summary and detailed online reports.
9. Enable feedback and configure ratings and questions. Feedback lets you gauge employee satisfaction with total
compensation thereby improving the total compensation package.

To define total compensation statements, use the Total Compensation Statements task list in the Compensation work
area.

Related Topics
• Compensation Items and Sources
• Compensation Category Types
• Compensation Categories and Subcategories
• Guidelines to Create Total Compensation Statement Definitions
• Best Practices for Planning Statement Definitions

Display Options in Statements

Options for Display and Layout of Total Compensation Statements

You have many options to control the layout and display of tables and categories in total compensation statements.
Additional options control graphic displays, descriptive text, and supplemental information.

In general, you configure display options for:

• Category detail pages during category setup
• Top-level categories and the summary page during statement definition setup
The following table describes and compares the display options available when creating or editing compensation
categories and compensation statement definitions.

Display Option Category Setup Statement Definition Setup

Hide table columns Yes Yes: summary page columns

Rename table columns Yes Yes: top-level categories only

Configure display of zero or no values Yes Yes: top-level categories only

Configure graph display Yes Yes: in summary page

Add descriptive text Yes Yes: in summary page

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Display Option Category Setup Statement Definition Setup

Add supplemental text Yes Yes: in summary page

Change vertical display order Yes Yes: in summary page

Hide regions for graphs or descriptions Yes Yes: in summary page

Exclude category from statement summary No Yes: top-level categories only

Hide or show estimated amount indicator No Yes

Include and hide statement summary page No Yes

Include and hide welcome message No Yes

Select printable statement options No Yes

Display job or position, or both, in the Yes Yes: in statement options

statement header

Related Topics
• Best Practices for Hiding Columns in a Statement
• Options to Handle Display of Statement Categories When Zero or No Values Exist
• Options for Displaying Graphs in Total Compensation Statement

Best Practices for Hiding Columns in a Statement

You can edit the column properties to hide a column in the category or statement summary page. When you hide a
column, the data that the column would display isn't included in summary or detail tables or graphs.

Hiding Columns
You can hide:

• Unused or not applicable columns, such as the worker contribution column in a cash compensation category
• Description columns

You can show a category's row in the statement even when it contains only zero values. However, you should show at
least the Description column and enter an explanation, otherwise viewers see only a row of zeros. You can't hide all
columns in a category if you configure the category level of details to show all details on a single category overview
page.

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Options to Handle Display of Statement Categories When Zero or

No Values Exist
When you design categories for a statement, you can decide how to handle display when a worker has zero or no values
to display during the statement period. You design categories using the Manage Compensation Categories task.

Contribution Values
Zero or no values might occur when a worker:

• Didn't receive any stock options during the period

• Isn't participating in a compensation or benefit plan

The following table describes the zero or no value display options.

Statement Element Display Options When All Contribution Values are Zero or No Value

Top-level categories page Do not display category if zero values or no values exist

Display category if values are zero; hide if no value exists

Always display the category page

Stock subcategory rows Do not display row when no values exist or values are zeroes

Display row if values are zeroes and allow subcategory drill

Display and allow drill if historical values are over zero

Always display the row and prevent drilling to subcategory

Always display the row and allow drilling to subcategory

Items in categories Do not display row when no values exist or values are zeroes

Display row if values are zeroes; hide if no values exist

Always display the row

If you decide to display the row or category page with zero or no values, you can optionally compose a statement
message to:

• Explain the lack of values

• Call attention to missed opportunities, such as participation in a stock purchase plan

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Options for Displaying Graphs in Total Compensation Statement

You can display up to two graphs for each category. If you include a summary page in the statement, you can also
include up to two graphs each in the Monetary and Nonmonetary sections of the summary.

For each graph that you decide to display, you must specify:

• Graph type: Pie chart or various types of bar chart

• Columns included in the graph: Worker contributions, company contributions, or both.

Graphs: Restrictions
A graph must not include columns containing:

• Text or dates
• More than one nonmonetary unit of measure
• A combination of monetary and nonmonetary values

For example, a graph that mixes shares of stock, a company car, and fitness membership doesn't provide clear
information.

If you try mixing combinations of items that use different units of measure you get a warning. You make these
configuration happen on either the category or summary. Graphs with incompatible items are hidden on the total
compensation statement.

Options to Display Title and Salary

You can display the latest title and salary for successive jobs in the statement header.

Here's when title and salary appear in the header:

• Person has only 1 assignment

• Person has only 1 assignment for the employer
• Person has more than 1 assignment, but the entire data of the statement comes from 1 assignment
• The data comes from more than 1 assignment but the person has only 1 valid or active assignment at the end of
the period
This applies to both online and printable statements. This doesn't apply to multiple concurrent jobs where the data will
only appear in the detail and not in the header, as per usual. In that case use the job column in category table to clarify
what amount pertains to what job in the category table.

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71 Total Compensation Statement

Components

Compensation Items and Sources

Compensation items are the lowest level of compensation detail in the total compensation statement. Map each
item to the specific source from which the statement retrieves compensation information. Items can hold monetary,
nonmonetary, date, or text values. You can use them across statement definitions.

This topic explains the following significant aspects of compensation items:

• Source type
• Type of compensation and unit of measure
• Estimated values
• Rounding
• Proration
• Compensation item testers
• Relationship in the statement

Source Type
Using the Manage Compensation Items task, you map compensation items to the source of the compensation to
retrieve the compensation information. This table describes the source types and special data entry requirements for
each.

Source Type Description Additional Data Entry Requirements

Benefit Balance Compensation such as data obtained from a Type of Compensation

legacy compensation application entered as a
one-time benefit balance.

Calculated Item Create a calculation to define the value of an Item Value, Operation, Fixed Number
item and display it as descriptive text.

Element Entry Compensation such as salary and bonus Legislative Data Group, Payroll Element, and
earnings retrieved from element entry whose Input Value
pay period end dates fall within the statement
period.

External Data Compensation such as data internal to the Record Type, Column, and Type of
organization from another system, or data from Compensation.
a third party supplier.

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Source Type Description Additional Data Entry Requirements

Formula Create a formula to retrieve compensation Type of Compensation, nonmonetary Unit

information that isn't stored in the other of Measure, Rounding Rule, and Currency.
predefined source types. (Formula unit or currency overrides item
definition)

Payroll Balance Compensation such as commissions or Legislative Data Group

company-paid taxes retrieved from payroll
balance records. We support these payroll
balance dimensions:

• Relationship Period to Date

• Relationship Year to Date
• Term Period to Date
• Term Year to Date
• Assignment Period to Date
• Assignment Year to Date
• Fiscal Year to Date
• Inception to Date
• Rolling 12 Months

Salary Compensation such as overall salaries. Salary Basis, or all Salary Basis from a
particular Legislative Data Group, or All
Salaries

Salary Rates Salary amount based on incremental Base Salary or Allowances or Other
components

Salary Simple Components Salary amount based on standard components Base Salary or Allowances or Other

Compensation Type and Unit of Measure

The compensation item inherits from the source:

• Default type of compensation, such as monetary or nonmonetary

• Monetary currency
• Nonmonetary unit of measure (UOM)

In some cases you can override the default compensation type and nonmonetary UOM when defining the item.

• If a formula that retrieves compensation also specifies currency or nonmonetary unit of measure, the formula
configuration overrides the currency or unit selections in the item definition.
• The currency defined in the benefit balance overrides the currency on the item definition.

Estimated Values
For each item, you can select the Estimated amount option to indicate that this compensation isn't the actual amount
paid. In the statement definition, you can specify whether to display the estimated amount indicator for amounts
designated as estimated.

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Rounding
You can specify how to round nonmonetary amounts.

Proration
You can control whether proration occurs for element entry style compensation items. You can enable proration or not
for salary, and also enable it for other element entries. Use the Allow Proration radio buttons on the compensation item
when the source type is Element Entry and Type of Compensation is Monetary. We recommend that you always select
Yes for any element entries linked to a salary basis.

Compensation Item Testers

Use the Test buttons to verify that the results are what you expect before you generate the statements.

Items in the Statement Hierarchy

You can't add items to statement definitions directly. To include them on statements, you must add items to a
compensation category.

Related Topics
• Overview of Using Formulas

Formula Type for Total Compensation Item

The Total Compensation Item formula determines compensation information that isn't stored in the other predefined
item source types.

You select the formula when you manage compensation items on the Create or Edit Compensation Items page. Click the
Validate button to validate your expectations for compensation items before you generate the statements.

The following contexts are available to formulas of this type:

• DATE_EARNED
• EFFECTIVE_DATE
• END_DATE
• START_DATE
• HR_ASSIGNMENT_ID
• HR_TERM_ID
• JOB_ID
• LEGISLATIVE_DATA_GROUP_ID
• COMPENSATION_RECORD_TYPE
• ORGANIZATION_ID
• PAYROLL_ASSIGNMENT_ID
• PAYROLL_RELATIONSHIP_ID

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• PAYROLL_TERM_ID
• PERSON_ID
Database items related to Person, Assignment, Salary, Element Entries, Compensation Record, and From and End Dates
are available to formulas of this type.

The following input variables are available to formula of this type.

Input Value Data Type Required Description

CMP_IV_PERIOD_ID Char Y Period ID

CMP_IV_PERIOD_START_DATE Date Y Statement Period Start Date

CMP_IV_PERIOD_END_DATE Date Y Statement Period End Date

The following return variables are available to formula of this type.

Return Value Data Type Required Description

COMPENSATION_DATES Date Y One to 15 transaction dates

delimited by semicolon, maximum
250 characters.

VALUES Char Y One to 15 transaction values

delimited by semicolon, maximum
250 characters. Must be the same
number of values as dates.

ASSIGNMENTS Char N One to 15 transaction assignments

delimited by semicolon, maximum
250 characters. Must be the same
number of assignments as dates.
Can return an empty space with a
delimiter (; ;).

LEGALEMPLOYERS Char N One to 15 legal employer IDs

delimited by semicolon, maximum
250 characters. Must be the same
number of assignments as dates.
Can return an empty space with a
delimiter (; ;).

UNIT Char N 4 optional variables for every value

and every variable can have more
than one value delimited by “;”.
Can return currency code from
monetary units.

COMPENSATION_DATES1 Date Y Second variable for transaction

dates from 16 to 30 if limit of 250
characters is exceeded.

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Return Value Data Type Required Description

VALUES1 Char Y Second variable for transaction

values from 16 to 30 if limit of 250
characters is exceeded.

ASSIGNMENTS1 Char N Second variable for transaction

assignments from 16 to 30 if limit
of 250 characters is exceeded.

LEGALEMPLOYERS1 Char N Second variable for legal employer

IDs from 16 to 30 if limit of 250
characters is exceeded.

UNIT1 Char N 4 optional variables for every value

and every variable can have more
than one value delimited by “;”.
Can return currency code from
monetary units.

COMPENSATION_DATES2 Date Y Transaction dates from 31 to 45.

VALUES2 Char Y Transaction values from 31 to 45.

ASSIGNMENTS2 Char N Transaction assignments from 31 to

45.

LEGALEMPLOYERS2 Char N Legal employers from 31 to 45.

UNIT2 Char N 4 optional variables for every value

and every variable can have more
than one value delimited by “;”.
Can return currency code from
monetary units.

COMPENSATION_DATES3 Dates Y Transaction dates from 46 to 60.

VALUES3 Char Y Transaction values from 46 to 60.

ASSIGNMENTS3 Char N Transaction assignments from 46

to 60.

LEGALEMPLOYERS3 Char N Legal employers from 46 to 60.

UNIT3 Char N 4 optional variables for every value

and every variable can have more
than one value delimited by “;”.
Can return currency code from
monetary units.

This sample formula returns one date and one value based on the worker ID.

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/*******************************************************************
FORMULA NAME : Total Compensation Simple Item Formula
FORMULA TYPE : Total Compensation Item
DESCRIPTION : Returns one date and one value.
*******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/

INPUTS ARE CMP_IV_PERSON_ID (text), CMP_IV_PERIOD_START_DATE (date), CMP_IV_PERIOD_END_DATE (date)
DEFAULT FOR CMP_IV_PERSON_ID IS '-1'
DEFAULT FOR CMP_IV_PERIOD_START_DATE IS '4712/12/31' (date)
DEFAULT FOR CMP_IV_PERIOD_END_DATE IS '4712/12/31' (date)
/*============ INPUT VALUES DEFAULTS ENDS =====================*/

/*=================== FORMULA SECTION BEGIN =================*/

COMPENSATION_DATES = '2005/01/01'
VALUES = '500.00'

ASSIGNMENTS = to_char(get_context(HR_ASSIGNMENT_ID,-1))

RETURN COMPENSATION_DATES, VALUES, ASSIGNMENTS

/*================ FORMULA SECTION END =======================*/

This sample formula returns multiple variables.

/*******************************************************************
FORMULA NAME : Total Compensation Multi Item Formula
FORMULA TYPE : Total Compensation Item
DESCRIPTION : Returns multiple variables.
*******************************************************************/

/*=========== INPUT VALUES DEFAULTS BEGIN =====================*/

INPUTS ARE CMP_IV_PERSON_ID (text), CMP_IV_PERIOD_START_DATE (date) , CMP_IV_PERIOD_END_DATE (date)
/*=========== INPUT VALUES DEFAULTS ENDS =====================*/

/*================= FORMULA SECTION BEGIN =================*/

COMPENSATION_DATES = '2009/01/01;2009/02/01;2009/03/01'
COMPENSATION_DATES1 = '2009/07/01;2009/08/01;2009/09/01'
COMPENSATION_DATES2 = '2009/10/01;2009/11/01;2009/12/01'
COMPENSATION_DATES3 = '2009/10/01;2009/11/01;2009/12/01'

VALUES = '200.00;200.00;300.00'
VALUES1 = '300.00;500.00;500.00'
VALUES2 = '500.00;500.00;600.00'
VALUES3 = '600.00;600.00;700.00'

/* Returns only first two assignment */

ASSIGNMENTS = ';1234567890;1234567890'
ASSIGNMENTS1 = '1234567890;1234567890;1234567890'

/* Returns last two assignments */

ASSIGNMENTS2 = ';1234567890;1234567890'
/* Returns first and last assignments */
ASSIGNMENTS3 = '1234567890;;1234567890'

LEGALEMPLOYERS = '0123456789;;0123456789'
LEGALEMPLOYERS1 = '0123456789;0123456789;0123456789'
LEGALEMPLOYERS2 = '0123456789;0123456789;0123456789'
LEGALEMPLOYERS3 = '0123456789;0123456789'

UNIT = 'USD'
UNIT1 = 'EUR'
UNIT2 = 'AUD'
UNIT3 = 'CAD'

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RETURN
COMPENSATION_DATES,VALUES,COMPENSATION_DATES1,VALUES1,COMPENSATION_DATES2,VALUES2,COMPENSATION_DATES3,VALUES3,ASSIG
GALEMPLOYERS,LEGALEMPLOYERS1,LEGALEMPLOYERS2,LEGALEMPLOYERS3,UNIT,UNIT1,UNIT2,UNIT3

/*================ FORMULA SECTION END =======================*/

Related Topics
• Formula Compilation Errors
• Formula Execution Errors
• When do I run the Compile Formula process?
• Example of Writing a Fast Formula Using Formula Text

Compensation Category Types

The compensation category type determines the table columns and general layout of the category page in the total
compensation statement, as well as whether the category can include subcategories. This topic explains the category
types and provides an example of a user-defined category.

Types
The following table shows the category types with default column and configuration details.

Category Type Default Columns Configurable

• Benefits • Worker contributions • Add compensation items

• Cash Compensation • Employer contributions • Nest categories within the category as
subcategories
• Savings • Description
• Hide columns that don't apply
• Retirement

Time Off • Type of time off • Edit column labels

• Monetary value of the time off • Configure category table row names as
links to more information
• Accrued balance
• Can't nest categories as subcategories

Stock History Select columns of data from the database table • Select which types of stock to include in
that stores workers' stock details the category
• Alter which columns are hidden or only
available optionally in statement view
menu
• Edit column labels
• Can't nest categories as subcategories

Other Same basic structure as the Cash You can use it for any type of compensation
Compensation or Benefits category type

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Category Type Default Columns Configurable

User-Defined Specify the number of columns, up to five, that • Configure column labels
you want to include in the category
• Select compensation items for the table
rows
• Can't nest categories as subcategories

User-Defined Category Example

You might use the user-defined category type to display information about commissions by including columns, such as:

• Sales target
• Units sold
• Percentage over target
• Percentage under target
• Commission amount

Related Topics

Compensation Categories and Subcategories

Compensation categories display information in tables. Use categories to group similar or related compensation
items, such as Cash Compensation, Benefits, Time Off, or Stock History. You can use the same categories in multiple
statements. You can also display categories directly on the summary page.

Consider the following factors when planning how to group compensation items and categories for display:
• Category type
• Contribution type and unit of measure
• Level of detail

Category Type
Consider these points:

• Category type determines the table columns and general layout of the page in the statement.
• You can't add categories as subcategories to the Stock History, User-Defined, or Time Off category types.
• After you use a category in any statement, you can't change the category type.

Contribution Type and Unit of Measure

The contribution type and unit of measure of the associated items or subcategories determines:

• Category's contribution type (monetary or nonmonetary)

• Category's nonmonetary unit of measure

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All items and subcategories within a nonmonetary category must share the same unit of measure.

Level of Detail
When you create a category, you specify how you want to display the category details in the statement.

Select one of these level of detail values:

• Viewers drill into line items to see details

• Viewers see all details on one page

Related Topics
• Options to Display Category Details in a Compensation Statement
• Best Practices for Hiding Columns in a Statement
• Options to Handle Display of Statement Categories When Zero or No Values Exist
• Options for Displaying Graphs in Total Compensation Statement

Options to Display Category Details in a Compensation

Statement
Use the Manage Compensation Categories task in the Compensation work area to specify how to display the category
details in the statement. Select from two level of display options, depending on category type and design preference.

Viewers Drill Into Line Items to See Details

Provide links from a high-level category page that drill down to specific details for each item or subcategory row in the
category.

Example: You can create a Benefits category that displays high-level information for different health benefits, such as:

• Medical
• Dental
• Life Insurance

To see the details of each row in the category, such as medical, viewers can drill into the row to a separate details page.

Viewers See All Details on One Page

Display the full detail of the category's content on a single page in the statement. For example, you can create a Bonus
category that displays the amount of different bonuses (such as new hire and quarterly) as rows on the category page.

If you select to show all details on a single page:

• The name column doesn't show in the statement for rows in the category.
• You can't hide all columns in the category.

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• You can't add subcategories to these category types: Benefits, Cash Compensation, Savings and Retirement, or
Other. However, you can add subcategories to these category types if the level of detail enables drilling to see
details.

It's best not to show all details on a single page for recurring information.

Best Practices for Planning Statement Definitions

You need to consider certain statement elements and options when you plan how many different total compensation
statement definitions to create and the presentation of content in each.

These are the statement elements and options to consider:

• Statement audience
• Statement definition details
• Statement periods

Statement Audience
You can create different statement definitions for different statement audiences. Use the following two methods,
individually or in combination, to limit the statement audience:

• Attach an eligibility profile to the statement on the Statement Options tab.

Example: Within a business unit, you create separate statement definitions for individual contributors and
executive level workers by:

a. Creating eligibility profiles that differentiate between individual contributors and executive workers.
b. Attaching each eligibility profile to the corresponding statement definition.
• Use the following population filter parameters to specify your audience when you generate statements:

◦ Business unit
◦ Benefits group
◦ Legislative data group
◦ Country
◦ A person selection formula that you define
◦ A single person that you select

Statement Definition Details

Build the statement hierarchy of categories and items appropriate for the audience. Configure table and graphical
displays, descriptive text, and supplemental information.

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Statement Periods
Configure statements to cover any period of time by specifying start and end dates on the statement definition Periods
tab. You can create multiple periods at one time. For each statement period, further specify:

• An optional statement period display name

Example: Name the period 2011 Annual Statement rather than the default display of start and end date.
• The date that statements become available to workers
• The conversion rate date for currency conversions
• An optional welcome message.

Total Compensation Statement Options

You can configure an optional summary page, estimated amount indicator, and welcome message for each statement.

Summary Page
On the statement definition Options tab, you can configure the summary page. The optional summary page consists of
the following optional features:

• Monetary and Nonmonetary sections, each containing section-level descriptive text, graphs, and tables
• Summary page descriptive text that can include rich text formatting and hyperlinks
Include placeholder fields for values that vary among workers, such as the first name, a compensation item
amount, or work location. These placeholder fields enable you to use the same text for different workers.
• Summary page supplemental information, such as hyperlinks to company policies and resources, which are
displayed in a separate window

If you include a graph in the Nonmonetary section, all top-level categories in the nonmonetary summary should share
the same unit of measure. You can exclude individual top-level categories from the summary.

Estimated Amount Indicator

Displaying an estimated amount indicator in the statement requires two configuration steps:

• Item definition: When creating compensation items, identify whether the item amounts are estimates.
• Statement definition: On the statement definition Options tab, specify whether to display or hide the indicator
that visually denotes amounts as estimated.

Welcome Message
For each statement period, you can compose an optional welcome message on the statement definition Periods tab. In
the welcome message you can:

• Personalize the greeting with each worker's name

• Use rich text and include hyperlinks

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• Include placeholder fields for values that vary among workers, such as the first name, a compensation item
amount, or work location. These placeholder fields enable you to use the same text for different workers.
• Use the Preview Text in Printable Statements option to see what the statement looks like with placeholders, not
real-time data.

If included, the welcome message is the first page the worker sees in the statement.

Online and Printable Statements

You can configure either online or printable statements or both. Some options are available in certain statements.

Online and Printable Statements

Option Statement Type

Detail sections defined in the online Both

statement drill downs

Estimated stock values Both

Display person mailing address columns Both

Include category line item detail section Online only

option

Left menu navigation Online only

Links within the statement navigation Pritable only

Mass generate statements Printable only

Options to Include Descriptive Text in Compensation

Statements
You can include descriptive text in the Welcome, Summary, and Descriptive Text sections of total compensation
statements.

You can also insert fields into your descriptive text that act as placeholders. When you generate statements for your
workers, these fields are replaced with the actual values for each worker.

For example, you can insert the <FIRST_NAME> field, which the generate process then replaces with the worker's first
name, such as Marie. Or, you use descriptive text to inform the employee of company-specific information, such as
company policies.

Here's a list of fields you can insert as part of the descriptive text. You can access these fields from the Insert Field
menu on the Descriptive Text tab.

Option Description

Person Name Name information, such as <FIRST NAME>, <MIDDLE NAME>, and <LAST NAME>.

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Option Description

Employment Location information, such as <DEPARTMENT>, <BUSINESS UNIT>, and <EMPLOYER>.

Job information such, as <JOB>, <GRADE>, and <POSITION>.

Compensation Item Compensation item information, such as bonus or car allowance.

For example, you can select the <BONUS> compensation item.

Conditional Text Compensation item information that appears when it meets the conditions that you create.

For example, you can show the monthly salary: <Most recent [Pay Monthly] * 12 Is not blank) Or
(Sum[Pay Monthly] Is not blank)>.

Miscellaneous Date information, such as <STATEMENT START DATE> and <STATEMENT END DATE>

You can use the Fields icon to manage or reuse fields already created. You need to recreate the Conditional text from
period to period.

Related Topics
• Total Compensation Statement Options

Options to Configure Statement Periods, Welcome

Message, and Feedback
Using the Statement Definitions Periods tab, you configure statement periods, an optional welcome message for each
statement and feedback.

Statement Periods
Configure statements to cover any period of time by specifying start and end dates on the Periods tab. You can create
multiple periods at one time.

For each statement period, further specify:

• A recommended statement period display name

Example: Name the period 2022 Annual Statement, rather than the default display of start and end date.
• The date that statements become available to workers
• The conversion rate date for currency conversions
• An optional welcome message

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Use the item tester to validate your expectations for compensation items before you generate the statements. The item
tester is available for all source types.

Optionally, you can enable feedback when people view their online statement. You can configure ratings and questions.
People complete the feedback, and then compensation administrators and line managers can view it.

Statement Periods to Display

Use the Configure Total Compensation Global Settings task to control the statement periods available to workers. If you
don’t enter a number, the worker sees all statements. If you enter 0, the worker doesn’t see any statements. Finally, if
you enter a number greater than 0, the worker sees that many statements.

Welcome Message
For each statement period, you can compose an optional welcome message by clicking the Welcome Message button
on the Periods tab. If included, the welcome message is the first page the worker sees in the statement.

In the welcome message you can:

• Personalize the greeting with each worker's name

• Use rich text and include hyperlinks

Feedback
You can find out how your people feel about total compensation. You start by enabling feedback on the Statement
Periods tab. Then, configure your ratings and questions. You generate statements in the usual manner. The feedback
appears on online statements only. People complete the feedback, so compensation analysts, compensation managers,
and line managers can view the results.

Here's where you can see the feedback results:

• Compensation Work Area > Total Compensation > View Total Compensation Statement Reports
• My Team > Show More > Compensation > Total Compensation Statement Feedback

Options to Configure Statement Eligibility and Summary

Page
On the Statement Definition Statement Options tab, configure an optional summary page, eligibility profile, and
visibility of the estimated amount indicators.

Summary Page
Top-level categories in the statement definition appear in the optional summary page and as separate pages in the
statement.

The optional summary page provides workers with a high-level view of their total compensation in monetary and
nonmonetary sections. Viewers can drill down to detailed category pages from the summary page or use regional area
navigation links, depending on how you configure the category.

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On the Statement Options tab, configure the following optional features of the summary page:

• Monetary and Nonmonetary sections, each containing section-level descriptive text, graphs, and tables
• Summary page descriptive text that can include rich text formatting and hyperlinks
• Summary page supplemental information, such as hyperlinks to company policies and resources, which are
displayed in a separate window

Tip: If you include a graph in the Nonmonetary section, all top-level categories in the nonmonetary summary should
share the same unit of measure. You can exclude individual top-level categories from the summary.

Eligibility Profile
Attach an eligibility profile to limit the audience of the statement. The eligibility profile works as a further refinement to
statement generation process parameters, such as business unit or legislative data group.

Example: Within a business unit, you create separate statement definitions for individual contributors and executive-
level workers by:

1. Creating eligibility profiles that differentiate between individual contributors and executive workers.
2. Attaching each eligibility profile to the corresponding statement definition.
3. Selecting the Business Unit parameter when generating either statement.

Estimated Amount Indicator

Displaying an estimated amount indicator in the statement requires two configuration steps:

• Item definition: When creating compensation items, identify whether the item amounts are estimates.
• Statement definition: On the Statement Options tab, specify whether to display or hide the indicator that
visually denotes amounts as estimated.

Printable Statement Templates

You can maintain, preview, and upload your printable statement templates using the Manage Template task in the
Compensation work area.

You can use the delivered template as is or you can modify it, for example by adding your company logo. Then, you can
click the upload action to upload the modified template. You can preview your uploaded template. Finally, on the Create
or Edit Statement Definition page, Printable Statement Options tab, you can verify which template is used.

Using the Printable Statement Templates task to modify the delivered template ensures you follow the best practices for
business intelligence customize feature.

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FAQs
How can I change whether the category displays zero or no values
in the statement?
Edit the top-level category only on the Edit Statement Definition page. Or, edit the subcategory and item rows on the
Edit Compensation Categories page.

Follow these steps:

1. Select the category or item row.

2. Select the zero value display option in the Actions menu.
The Display Zero Rows column shows the current setting for each category.

How can I display a hidden column?

Edit the summary table column properties only on the summary page. Or, edit each individual category's column
properties on the Edit Compensation Category page.

Follow these steps:

1. Click the Column Properties button.

2. Select the column from the menu.
3. Update the option to display the column in the statement.

How can I hide or show the welcome message in total

compensation statements?
You can use the Manage Statement Definitions task in the Compensation work area to hide or show the message.

Follow these steps:

1. Select the statement definition and click Edit.

2. On the Periods tab, select the button in the Welcome Message column.
3. Edit the Do not display welcome message option.

How can I change welcome message text in total compensation

statements?
Use the Manage Statement Definitions task in the Compensation work area to change the message.

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Follow these steps:

1. Select the statement definition and click Edit.
2. On the Periods tab, select the Edit button in the Welcome Message column.

Why can't I delete or edit some items?

If the item is in use in a compensation category, you can't delete it. Also, you can't edit some attributes, such as the type
of compensation and nonmonetary unit of measure.

Why did the default stock details change?

More than one administrator might have access to these settings.

The following tasks use the stock price and currency information:
• View compensation history
• Manage workforce compensation
• Generate total compensation statements

How can I import stock data sent to me by my supplier?

On the Manage Stock Grants page, use the Prepare Import Spreadsheet button to generate the stock table spreadsheet.
Enter your supplier's data, ensuring that each row contains a unique Grant Date, Grant ID, and Grant Number. Upload
the information into the stock table.

Can I reuse a previous year's statement?

Yes. You can reuse an existing statement definition by adding new periods.

You might also want to:

• Update the welcome message
• Add or edit the items and categories included
• Hide or update the display of graphs, descriptive text, and supplementary information

Can I correct the definition after workers received statements?

Yes. You can correct the statement definition and regenerate the statements, which makes the newer version available
to workers.

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What's the difference between total compensation statements and

workforce compensation change statements?
Total compensation statements show base and variable pay, fringe benefits, and perks for a specified period of time,
typically a year. These statements are available both online and in PDF format. You configure these statements using
the Total Compensation Statement tasks in the Compensation

You configure these statements using the Total Compensation Statement tasks in the Compensation work area.
Workforce compensation statements show recent changes to base and variable pay. They apply to a statement group,
which has RTF templates that can include criteria to identify which people get the template.

For example, people in Spanish-speaking countries get the Spanish version of the statement. The workforce
compensation plan containing the statement configuration determines the statement content. You configure
these compensation change statements for a specific plan using the Workforce Compensation Plans task in the
Compensation work area.

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72 Total Compensation Examples

Create a Bonus Category

This example demonstrates how to create a bonus category that includes a profit sharing bonus, a new hire bonus, and
a quarterly bonus. The new hire and quarterly bonus items already exist and are reused in this category.

The following table summarizes key decisions for the Profit Sharing compensation item in this scenario.

Decision to Consider Item in This Example

What compensation does the item Profit sharing bonus

represent?

What's the source type? Payroll element

What's the legislative data group? USA

The following table summarizes key decisions for the category in this scenario.

Decision to Consider Category in This Example

What's the category type? Cash Compensation

Display category details in the statement Viewers see all details on one page.
at what level?

Add items? Yes: Profit sharing bonus, new hire bonus, and quarterly bonus.

Display graphs? How many? What type? Yes. Two: Bar and stacked bar.

Hide or edit any columns in the category? Hide worker contributions because this is a cash compensation category. Edit company contribution
column name to make it familiar to workers.

Before you start

1. Create a payroll element named Profit Sharing Bonus using the USA legislative data group.
2. Create the following compensation items using payroll elements in the USA legislative data group:

◦ New Hire Bonus

◦ Quarterly Bonus

Here's what to do

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1. Create a compensation item.

a. Click the Manage Compensation Items task.
b. Click Create.
c. Complete the fields as shown in this table:

Field Value

Item Name Profit Sharing Bonus

Source Type Element entry

Legislative Data Group USA

Payroll Element Profit Sharing Bonus

Input Value Pay Value

d. Click Save and Close.

2. Enter category details and add items.
a. Click the Manage Compensation Categories task.
b. Click Create.
c. Complete the fields, as shown in this table.

Field Value

Name Bonus

Category Type Cash Compensation

d. Click Continue.
e. Select Viewers see all details on one page in the Level of Detail field.
f. Click Add Items three times to add three new rows.
g. Complete the fields for each new row as shown in this table.

Name Description Company Contribution (Items)

Profit Sharing Profit Sharing Bonus Profit Sharing Bonus

New Hire New Hire Bonus New Hire Bonus

Quarterly Quarterly Bonus Quarterly Bonus

h. Click Edit Column Properties and select the Your Contribution column.
i. Select Do not display in the statement.
j. Click OK.
k. Click Edit Column Properties and select the Company Contribution column.
l. Enter Amount in the Column Label field.
m. Click OK.

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3. Configure display options.

a. On the Graphs tab, Complete the fields for two graphs, as shown in this table.

Field Value for the First Graph Value for the Second Graph

Graph Title Your Bonuses How Your Bonuses Add Up

Graph Type Bar Bar - stacked

Graph Items Amount Amount

b. Click Save.
c. Click OK in the confirmation.
d. Select the Descriptive Text tab.
e. Enter any text here to describe what's included in this category or details about policies, and format it
appropriately.
f. Click Reorder Components at the top of the page.
g. Select Descriptive Text and click the downward arrow until Descriptive Text appears below Graphs.
h. Click OK.
i. Click Save and Close.

Related Topics
• Create a Total Compensation Statement

Create a Benefits Category

This example demonstrates how to create a benefits category that includes medical, dental, vision, disability insurance,
and life insurance. The following table summarizes key decisions for the compensation items in this scenario.

Decision to Consider First Item Second Item

What compensation does the item represent? Worker contribution for medical benefit Company contribution for medical benefit

What's the source type? Payroll element Payroll element

What's the legislative data group? USA USA

The following table summarizes key decisions for the category in this scenario.

Decision to Consider Category in This Example

What's the category type? Benefits

Display category details in the statement Display details of item rows on separate pages that viewers drill to for details.
at what level?

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Decision to Consider Category in This Example

Add items? (Describe) Yes: Both worker and company contributions for medical, dental, vision, disability insurance, and life
insurance benefits.

Add other categories as subcategories? No

Describe

Display graphs? (No or Yes?) One or two? Yes. Two: Stacked bar and pie chart.
What type?

Hide or edit any columns in the category? No

Display the row if values are zero in the No

period?

Create items for medical insurance, then create a benefits category and attach the items you created along with eight
existing benefits items and configure display options. Use the default values except where otherwise indicated.

Before you start

1. Create the following payroll elements using the USA legislative data group.
◦ Medical Worker Contribution
◦ Medical Company Contribution
2. Create the following compensation items using payroll elements in the USA legislative data group:
◦ Dental Worker Contribution
◦ Dental Company Contribution
◦ Vision Worker Contribution
◦ Vision Company Contribution
◦ Disability Worker Contribution
◦ Disability Company Contribution
◦ Life Insurance Worker Contribution
◦ Life Insurance Company Contribution

Here's what to do
1. Create a compensation item. Use the default values except where indicated.
a. In the Compensation work area, click Manage Compensation Items to open the Manage Compensation
Items page.
b. Click Create.
c. On the Create Compensation Item page, complete the fields as shown in this table:

Field Value

Item Name Medical Worker Contribution

Source Type Element entry

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Field Value

Legislative Data Group USA

Payroll Element Medical Worker Contribution

Input Value Pay Value

d. Click Save and Create Another.

e. On the Create Compensation Item page, complete the fields as shown in this table:

Field Value

Item Name Medical Company Contribution

Source Type Element entry

Legislative Data Group USA

Payroll Element Medical Company Contribution

Input Value Pay Value

f. Click Save and Close.

2. Enter category details and add items.
a. In the Compensation work area, click Manage Compensation Categories to open the Manage
Compensation Categories page.
b. Click Create.
c. On the Create Compensation Categories page, complete the fields, as shown in this table.

Field Value

Name Benefits

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Field Value

Category Type Benefits

d. Click Continue.
e. On the Create Category page, Table tab, select Viewers drill into line items to see details in the Level of
Detail field.
f. Click Add Items five times to add five new rows.
g. Complete the fields for each new row, entering a name and description of the category row and selecting
compensation items for each contribution column in the category, as shown in this table.

Name Description Your Contribution (Items) Company Contribution

(Items)

Medical Amounts reflect your coverage. Medical Worker Contribution Medical Company Contribution

Dental Amounts reflect your coverage. Dental Worker Contribution Dental Company Contribution

Vision Amounts reflect your coverage. Vision Worker Contribution Vision Company Contribution

Disability Insurance LTD provides income Disability Worker Contribution Disability Company
protection. Contribution

Life Insurance Life insurance is a core benefit. Life Insurance Worker Life Insurance Company
Contribution Contribution

3. Configure display options.

a. Select the Graphs tab.
b. Complete the fields for two graphs, as shown in this table.

Field Value for the First Graph Value for the Second Graph

Graph Title Employee Versus Company Contributions Total Contribution Comparison

Graph Type Bar Pie

Graph Items Your Contribution, Company Contribution Your Contribution, Company Contribution

c. Click Save.
d. Click OK in the confirmation.
e. Select the Descriptive Text tab.
f. Enter any text here to describe what's included in this category or details about policies, and format it
appropriately.
g. Click Reorder Components at the top of the page.
h. Select Descriptive Text and click the downward arrow until Descriptive Text appears below Graphs.
i. Click OK.
j. Click Save and Close.

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Related Topics
• Create a Total Compensation Statement

Create a User-Defined Category for Commissions

This example demonstrates how to create a Commissions category using the User-Defined category type. The following
table summarizes key decisions for the category in this scenario.

Decision to Consider Category in This Example

What's the category type? User-Defined

Display category details in the statement Viewers see all details on one page.
at what level?

Add items? Yes: Sales target, sales revenue, and commissions items for year end.

Display graphs? How many? What type? Yes. Two bar charts, one for revenue generated and one for commissions earned.

Hide or edit any columns in the category? Edit column labels.

To create the user-defined category for commissions complete the following tasks. Use the default values except where
otherwise indicated.

1. Create a User-Defined category.

2. Attach existing compensation items.
3. Configure display options.

Before you start

Create the following compensation items:

• Sales Target Year End

• Sales Revenue Year End
• Commission Year End

Here's what to do
1. Enter category details and add items.
a. Click the Manage Compensation Categories task.
b. Click Create.
c. Complete the fields, as shown in this table.

Field Value

Name Commissions

Category Type User-Defined

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Field Value

Number of Item Columns 3

d. Click Continue.
e. Select Viewers see all details on one page in the Level of Detail field.
f. Click Edit Column Properties and select the Your Contribution column.
g. Enter Sales Target in the Column Label field.
h. Click OK.
i. Click Edit Column Properties and select the Company Contribution column.
j. Enter Sales Revenue in the Column Label field.
k. Click OK.
l. Click Edit Column Properties and select the User-Defined Column 3 column.
m. Enter Commission in the Column Label field.
n. Click OK.
o. Click Add Items.
p. Complete the fields for the new row, as shown in this table.

Name Description Sales Target (Item) Sales Revenue (Item) Commission (Item)

Row 1 Year End Activity Sales Target Year End Sales Revenue Year End Commission Year End

The Name column doesn't show in the statement when the level of detail is configured to display all details
on a single page.

2. Configure display options.

a. Select the Graphs tab.
b. Complete the fields for two graphs, as shown in this table.

Field Value for the First Graph Value for the Second Graph

Graph Title Revenue Generated Commissions Earned

Graph Type Bar Bar

Graph Items Sales Revenue Commissions

c. Click Save.
d. Click OK in the confirmation.
e. Select the Descriptive Text tab.
f. Enter any text here to describe what's included in this category or details about policies, and format it
appropriately.
g. Click Reorder Components at the top of the page.
h. Select Descriptive Text and click the downward arrow until Descriptive Text appears below Graphs.
i. Click OK.
j. Click Save and Close.

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Related Topics
• Create a Total Compensation Statement

Create a Stock History Category

This example demonstrates how to create a stock history category for nonqualified stock options with vesting
information. You create a stock history category and configure column visibility and graphs.

The following table summarizes key decisions for the category in this scenario.

Decision to Consider Category in This Example

What's the category type? Stock History

Display category details in the statement Viewers see all details on one page.
at what level?

Display graphs? How many? What type? Yes.

• One Pie to display Nonmonetary (Shares)

• Oone Bar to display Monetary (Estimated Values

Hide or edit any columns in the category? Accept most default column visibility settings. Make some adjustments to visibility of vested share
columns and grant number. Edit some column labels for display on the statement.

The Stock Details table must contain stock data. Use the default values except where otherwise indicated.

1. Enter category details and configure columns.

a. Click the Manage Compensation Categories task.
b. Click Create.
c. Complete the fields, as shown in this table.

Field Value

Name Stock History

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Field Value

Category Type Stock History

d. Click Continue.
e. Select Non-Qualified Stock Option in the Grant Type field.
f. Edit the column labels and availability of column types, as shown in this table, using the default values of
columns not listed.

Sequence Column Type Column Label Available for Displayin Online

Statement

1 Original Grant Date Grant Date (Use default)

3 Grant Number (Use default) Select

10 Original Value at Grant Grant Value (Use default)

16 Estimated Market Value of Estimated Market Value (Use default)

Total Shares

17 Vested Shares (Use default) Select

18 Exercised Shares (Use default) Select

20 Estimated Gain from Vested (Use default) Deselect

Shares

25 Exercise Date (Use default) Select

2. Configure display options.

a. Select the Graphs tab.
b. Complete the fields, as shown in this table.

Field Value for the First Graph

Graph Title Vested Versus Unvested Shares

Graph Type Pie

Nonmonetary Graph Items Vested Shares, Unvested Shares

Graph Title Estimated Values

Graph Type Bar

Monetary Graph Items Estimated Market Value of Total Shares, Estimated Gain from Vested Shares

c. Click Save.
d. Click OK in the confirmation.
e. Select the Descriptive Text tab.

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f. Enter any text here to describe what's included in this category or details about policies, and format it
appropriately.
g. Click Reorder Components at the top of the page.
h. Select Descriptive Text and click the downward arrow until Descriptive Text appears below Graphs.
i. Click OK.
j. Click Save and Close.

Related Topics
• Create a Total Compensation Statement

Create a Total Compensation Statement

This example demonstrates how to create, generate, and view a total compensation statement that contains two top-
level categories, one for cash compensation and one for stock.

The statement definition is for individual contributors whose salaries are quoted on an annual basis. The categories
added as subcategories were created for other statement definitions and are reused in this definition. The following
table summarizes key decisions for the compensation item in this scenario.

Decision to Consider Item in This Example

What compensation does the item Base pay for exempt workers with annual salary
represent

What's the source type? Payroll element

What's the legislative data group? USA

The following table summarizes key decisions for the categories in this scenario.

Decision to Consider Cash Compensation Category Stock Category

What's the category type? Cash Compensation Other

Display category details in the statement at Display details of item and subcategory rows on Display details of item and subcategory rows on
what level? separate pages that viewers drill to for details. separate pages that viewers drill to for details.

Add items? Yes: Base pay for exempt workers Not directly, only through subcategories.

Add other categories as subcategories? Yes. One: Bonuses Exempts Yes. Two: ESPP Exempts and Stock History
Exempts

Display graphs? How many? What type? Yes. Two: Bar and stacked bar. No

Hide or edit any columns in the category? Hide worker contributions because this is a Edit subcategory names to make them familiar
cash compensation category. Edit subcategory to workers.
names to make them familiar to workers.

Display the row if values are zero or no in the No Display the Employee Stock Purchase Plan row
period? but prevent drilling to details.

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The following table summarizes key decisions for the statement definition in this scenario.

Decision to Consider Statement Definition in This Example

Include which top-level categories? Cash Compensation and Stock

What's the statement period? Calendar year 2015Also create a second annual period to be ready for the next year.

Include welcome message? Yes. Address recipients by first name.

Include summary page? Yes

What's the statement audience for Individual contributors whose salaries are quoted on an annual basis
eligibility?

What's the population for statement Legal employer: Infusion USA

generation?

Before you start

1. Create a payroll element named Base Pay Exempts that represents base pay earnings for salaried exempt
workers in the USA legislative data group.
2. Create the following compensation categories with items:
◦ Bonuses Exempts
◦ ESPP Exempts
◦ Stock History
3. Create an eligibility profile named IC Annual Salary that identifies individual contributors who are salaried with
annual salary basis.

Here's what to do
1. Create the compensation item.
a. Click the Manage Compensation Items task.
b. Click Create.
c. Complete the fields as shown in this table:

Field Value

Item Name Base Pay Exempts

Source Type Element entry

Legislative Data Group USA

Payroll Element Base Pay Exempts

Input Value Pay Value

d. Click Save and Close.

2. Create a cash compensation category and attach the base pay item you created along with two existing cash
categories with items.
a. Enter category details and add an item.

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b. Add and configure subcategories.

c. Configure display options.
3. Create a stock category.
a. Enter category details.
b. Add and configure subcategories.
c. Configure display options.
4. Create a statement definition.
a. Enter statement details and add top-level categories.
b. Configure table display options.
c. Define statement periods and welcome message.
5. Configure optional eligibility and statement summary page.
a. Select the Statement Options tab.
b. In the Eligibility Profile field, select IC Annual Salary.
c. Click Configure Summary Page.
d. In the Monetary Compensation section, select the Table tab and verify the table contents.
e. Select the Graphs tab.
f. Complete the fields, as shown in this table.

Field Value for the First Graph Value for the Second Graph

Graph Title Your Total Compensation How Your Compensation Adds Up

Graph Type Bar Bar - stacked

Graph Items Company Contributions Company Contributions

g. Click Save.
h. Click OK.
i.Select the Descriptive Text tab.
j.Enter any text that you want to appear in the summary page specifically related to monetary compensation.
k. Scroll down to the Summary Page Descriptive Text section and expand it.
l.Enter some text, such as: The summary provides you an overview of your compensation package. Click
each category name to view additional details.
m. Click Save and Close.
n. Click OK.
o. Click Finish to validate the statement.

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